The Best Way to Hire for Your Private Practice
Today we help you with the process of hiring on help and give you thoughts on what you should and shouldn’t be asking.
When you start to get your private practice going or already have it there, you may realize that you just can’t do everything yourself.
You have decided to take someone on to help you make your practice run a little more smoothly and make your life easier.
Now you have to interview them…. Great… Another thing you have never done before. How do you even go about this process?
Before you just post a job out there for anyone to come apply, ask around in your network to see if they can help you find someone who you can hire for your private practice.
Finding someone trusted by someone you trust can save you a lot of heartaches.
Hiring an employee who doesn’t fit the profile just right, or seems great on paper for you to find out that they are barely doing their job or not doing it correctly can cause you a lot of frustration and money.
You still have to pay this person for the time they worked under you and now you have to start the process all over again to find decent help. So when someone in your network knows someone just right for the job this can save you money and time.
We know that your network may not be able to help you fill this role, and that’s when you are going to want to put out a job posting to hire help for your private practice.
Use all the free places to post your job, but we also recommend using one paid service to try to fill this job as well so you will get a broad range of interviewers coming in for your position.
When posting these jobs out there make sure that you are being ultra-specific of what you are expecting out of someone in this role and what qualifications you are expected out of this person.
If a cover letter is appropriate here make sure they have this as well. If someone is not willing to do the work on the job application they most likely do not do the job up to your standards as well.
When you start getting applications that fit the qualifications that you are looking for it’s time to start scheduling interviews to hire help in private practice.
Try to wait until you have at least a couple of good candidates on paper before you start scheduling interviews. Then you can conduct interviews for one week and make a decision the next.
You don’t want to leave your interviewers waiting for your response for a ridiculous amount of time.
They should be interviewing you at the same time to make sure that your role aligns with their future goals for themselves. Paying attention to see if they are doing that or not can show you the seriousness of the candidate.
When they come in for the interview, start off a bit more on the casual side.
This helps shakes the nerves on both sides of the field as well as gives you a better idea of who this person is. Ask them about their hobbies, family, interests and so on.
Trying to keep the interview more on the casual side of things encourages the candidate to keep the conversation more authentic of how they will act from day to day.
Try to avoid the generic interview questions, more people have been trained to respond to those questions to say exactly what you want to hear.
This makes it very hard for you to get a real idea of this person. Ask them more off the beaten path questions.
I once had a job interview and the last question she asked me was if I could be any animal in the world what would it be. I replied, probably a little too excitedly a great white shark, I have a bit of an obsession with the animal. My enthusiasm plus the animal I choose landed me the job.
Why?
Because I showed passion as well as a bit about my personality, she wanted a go-getter and I choose an alpha animal.
Think of something that can show you a bit of who they are without them even realizing it.
Ask them to walk you through a day in your last job, use this to get a better understanding of the quality of work they provide. So say they did a lot of ads for their last company, ask them what kind of ads and what challenges they faced and how they overcame them. This gives you a much better idea of the quality of work they produce.
Dig into situations the person may face if they were offered the role and see if they would handle them in a way you see fit. Really dig into a part of the role and see how they respond.
Do they seem to be confused by what you are saying or did they follow on with you were saying and elaborated more with it?
The last thing you should ask them is to break down a situation, then ask them to address a coworker about it.
See how they word things and if it fits what you are expecting out of the role and if they fit with the environment in your workplace.
The interview should always end with you asking them if they have any questions for you.
This normally revolves around pay, vacation, benefits, training. If they were paying attention very well they may even bring up one of the situations you brought up and ask you if that is something they will be working with.
Following this guide should help you find a candidate that fits your needs and save you the stress of doing this process several times.
Leave some comments on how you have had success with interviews.
