A well-established hiring process can help ODs onboard the best candidates in town for their practices. When done well, it can lead to hiring loyal, smart-working team players who can assist in growing a practice and creating an uber customer experience for patients.
Over the past 15 years in practice, we have made some serious hiring mistakes.
From hiring staff who stole and embezzled from the practice to receiving ridiculous unemployment claims from the U.S. Department of Labor, we have learned a lot from those mistakes—what works, what does not, where the best candidates hang out, and the best way to interview and onboard them.
Previously by Dr. Cantos-Sim: 5 marketing tips to grow a practice without breaking the bank
Hiring, onboarding, and retaining staff was not easy in the past. Staff would call in sick daily or not show up. We once had a full day of patients booked, and a staff member told us she had to leave immediately because she thought her husband was cheating on her while she was at work. She left. She was our only employee at the time.
We confess: We used to just hire a “body”—any “body,” as long as this “body” could answer the phone.
People would quit the same day with no notice. Staff would go to lunch and never come back, and we would get a call from the Department of Labor for unemployment benefits. It was horrible.
We learned the hard way. But other ODs do not have to.
Candidates can look amazing on paper. They can tell a potential employer everything she wants to hear in an interview.
But how can an OD determine if a candidate is a good fit for her practice?
In our practice, we have staff who have been with us for over a decade.
We also have seasonal staff we call on when we are overbooked or for busy seasons, such as back-to-school time. These staff members are happy to get away from their everyday lives and help out to make extra money—even if it is just for a couple of hours a year.
Our practice is able to have seasonal backup staff because of the way they are brought onboard.
When hiring staff in the past, we experienced what some experts call “revolving door employee turnover.”1-4
Here are three phases our practice uses to attract, retain, and ease hiring while onboarding the best candidates in town.
Related: 3 strategies to grow your practice
1. Huhman HR. 4 tips to stop the revolving door of employee turnover. Inc. Available at: https://www.inc.com/heather-r-huhman/4-tips-to-stop-revolving-door-of-em.... Accessed 8/14/19.
2. Tracy M. Employee turnover … is your employee entrance a revolving doo? Omni Human Resource Management. Available at: https://omnihrm.com/2014/02/28/employee-turnover-is-your-employee-entran.... Accessed 8/14/19.
3. CEDR HR Solutions. Stop the revolving door! 11 tips to lower employee turnover. CEDR Solutions. Available at: https://www.cedrsolutions.com/lower-employee-turnover/. Accessed 8/14/19.
4. Davies-Greenwald E. How can we stop the revolving door of employee turnover? McQuaig. Available at: https://blog.mcquaig.com/revolving-door-of-employee-turnover. Accessed 8/14/19.
5. Acuity Scheduling. Available at: https://acuityscheduling.com/. Accessed 8/14/19.