While there has been plenty of discussion on how to keep people from leaving during the Great Resignation, it is also essential that you are hiring the right people moving forward. Staff turnover can cost healthcare providers dearly, not just in the costs of training a new person but also in opportunity costs associated with long wait times, customer satisfaction, and missed phone calls. While it is natural to want to fill headcount immediately, it is imperative that you take the time to make sure that you are hiring the right person for the position. While it may take a little bit longer to fill it, it could end up saving you a lot of time and money in the future.
Below are a few things that you should do throughout the hiring process to ensure that you are finding the right person for the job.
Define the job requirements
Some of the “easiest” requirements for a candidate to fulfill are usually the ones that employers look the closest at such as credentials and experience. However, just because someone has the skills to do the job doesn’t mean they will be able to integrate well with your team. It is also important to consider their working style and their personality. Think about it this way, would you rather have someone that is highly driven and eager to help their colleagues or one that does the bare minimum to fulfill their job and is a bit aloof?
Imagine your ideal candidate
Once you have a clear idea of the skills, expertise, and personality type that you need, try to imagine your ideal candidate. Think about how they would react in certain situations and what their long-term future would look like within the organization. Do you need someone that can grow with your business or someone that will be happy to maintain the status quo?
When you are doing this, make sure that you are realistic about the candidates and what their career goals may be. If you are offering an entry-level position without much room to grow, it is unlikely that you will be able to get someone who wants to progress quickly. However, it could be perfect for someone who is looking for a stable income to help support their family. If the person that you think will want the job varies widely from your ideal candidate, you may need to look at the job itself and the benefits that you are offering and see if they match up. If not, what can you do to create a balance between this?
Open a job listing with your requirements and expectations
After you have a good idea of the types of candidates you want to attract, take the time to craft a detailed job listing explaining what the job is, the type of working environment that they will be in, and a rough idea of the benefits that you are willing to offer. Make sure that it is extremely clear and that candidates know exactly what your expectations are. This will help weed out many applicants who do not meet the job requirements or are looking for something different.
Make a short list of candidates
Once you have received a good selection of applications, it is time to make a short list of interviewees. You can do this either by giving a short “test” for the applicants to do related to the job requirements or asking them further questions regarding their experience. This will help you narrow down the list further and set up interviews with a select group of qualified people.
Select your candidate
After creating your shortlist and interviewing the top candidates, it is time to select one. Again, think beyond the experience and credentials that they have and thoroughly consider how they will fit into the existing team and what their long-term prospects could be. This can have a major impact on how long they stay within the organization and can really make a difference in how well your team functions as a unit.
Need help?
We know that hiring the right people can be a time-consuming and stressful process. Luckily, we are here to help! Orchard Medical Management can help you with all of your HR needs to ease the process of hiring, onboarding, and retaining talent. Give us a call to find out more!