The Secret That Is Helping Practice Managers Hire The Best Candidates

Foto Credit: Blolg.eskill.com
When you are ready to hire your next doctor, what process do you follow? What steps does your practice take to ensure you are hiring the best candidate?
For many of us, the process begins with shifting through CVs looking for candidates that look good on paper. And once we find one that does, we invite them for an interview.
During the interview, we ask the candidate a series of questions with the intent to learn more about them professionally and personally. Some people come up with clever questions to see how the candidate responds. Others merely focus on the clinical knowledge.
Some practices bring in the candidate more than once, but for the most part, if the a candidate looks good on paper, interviews well, and most people in the practice likes the person, chances are the practice makes the hire.
Success!
But success doesn’t always come, does it? Sometimes, the opposite of success occurs. And many are left saying, but she looked good on paper; he interviewed really well; she seemed so nice. Patients loved him…
What in the world happened?
It is easy to blame the candidates saying it is a generational thing or a cultural thing or the training they received, but many times, it isn’t the candidate’s fault. But rather poor planning and execution on behalf of the practice.
My friend Susanne Madden from the Verden Group has helped many practices with their hiring process.
In her experience, she believes that the most important ...

Source: Pediatric Inc - October 30, 2013 Category: Pediatricians Authors: Brandon Tags: Leadership Lessons Pediatrician Practice Management Business Candidate Human resources Interview Job interview LinkedIn Recruitment Source Type: blogs