Part of being a business owner means you’ll most likely need to employ people to work for you. The roles of these people will vary – from practice managers to dental technicians. Clients building their practices often ask us “How do I attract and employ the right people for my practice?”

In any business, finding and hiring the right person for a particular role can be a challenge not to mention, a huge decision, ultimately affecting the success and growth of a business. It’s important to balance the expectations and suitability of the candidates to your practice and remember ‘We have one hand with 5 fingers and no one finger is the same as the other’.

The good news… there are tactics you can use to attract the best people, so we’ve outlined a few ways to help you find and recruit the best candidates for your practice.

Job Description

Developing a clear and specific job description will assist you in planning your recruiting strategy for hiring the right employee. It will serve as a fundamental guide for the responsibilities of the new employee. This will enable you to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of the job you want to fill.

Make it personal and relevant

Along with the job description, having a checklist of what qualities you are looking for in the employee aside from the jobs key tasks and responsibilities is vital. Screening all applicants against their qualifications, skills, experience and characteristics is one way to find the most well-suited candidate for both the business and the culture. Whilst the candidate may look good on paper, it’s important to dig a little deeper into personal attributes.

The interview stages

Asking the typical questions like “Where do you see yourself in 5 years?” is likely to result in the typical rehearsed answers. Making your interview a little interesting will prompt the candidate to provide genuine answers and not just what they think you want to hear.

Ask questions that encourage creative thinking and will show how they react with unfamiliar situations. For instance, if someone has never worked in healthcare before, they may not be familiar with the emotional nature of interacting with patients, so use your interview questions to test their emotional intelligence as well as their core skills.

Avoid rigid questions and encourage a two-way conversation so they feel comfortable asking their own questions; this will indicate how deeply they’ve studied the practice and how interested they really are in the role and the future of the practice.

Education or experience?

No matter the field you’re in, there’s always a dilemma within businesses when bringing on new staff between focusing on education or experience and to what degree we need certain skillsets for certain roles. For example, if you’re hiring a junior doctor it’s vital to ensure they have a relevant qualification and relevant experience however, for an admin or receptionist role a qualification is less important, and the number of years’ experience and places of prior employment may be more significant.

Extending the job offer

Once you find the right person for the job, ensure the job offer is in writing. This is the time to set the specifics and expectations, as well as the conditions that are required of the job. Once you have the right employee it’s important to spend the time training and nurturing them, so they are set up for success and you retain your quality staff.

In many cases, the people of your practice are the reason patients stick with you and refer to you. The right people can have a positive impact on your total work environment and culture, elevating productivity and achieving desired results and will help accomplish your practice ambitions and goals.

So, for next time you’re thinking about filling a job opportunity within the business, carefully consider all factors so your business can grow to infinity and beyond.

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