When the pressure is on, it’s tempting to hire out of desperation…
- Scheduling is having to push appointments back months longer than usual.
- Associates who are trying to take up the slack are exhausted.
- Paperwork has become your weekend hobby.
- You’re referring work you would normally do to other offices.
- And when a long-time patient has an emergency, it creates a crisis in your office.
While a great deal of effort is justifiably placed on the mechanics of contracts and agreements for associates, it is important to keep an eye on fundamentals when seeking your next new hire.
Know who you are looking for.
You should have a job description for everyone in your practice. That way, should you have an opening, you have a head start for any job search. A good way to start is to ask current employees to draft a job description of their position.
Use phone interviews.
These “get to know you” calls are a great way to establish interest for both your practice and the associate to be sure there is a potential fit.
Always check references, experience, and credentials.
It is amazing the number of smart people who hire without checking references. Three in ten employers say they have found falsified credentials or references by candidates. Trust, but verify.
Limit the number of people responsible for hiring.
While building consensus is generally positive, involving too many people in the hiring is expensive, time consuming, and unlikely to improve results.
Listen rather than talk.
In an interview setting, it is easy to find yourself talking about your practice, but the person who is talking is not controlling the interview.
According to the U.S. Department of Labor, the cost of a bad hire is about 30 percent of the employee’s annual salary. At the current prevailing rate for OBGYN’s, that’s about $65,000, not to mention the lost opportunity and the fact that you have to start all over again.
ETS OBGYN can reduce the likelihood of a costly hiring mistake. We talk to OBGYN’s every day and may already know the perfect fit for your practice. Ready to get started? Contact us today!
Nov 3, 2021
As a recruiting firm specializing only in the recruitment of Obstetricians and Gynecologists, we know a thing or two when it comes to growing your OB/GYN practice. In short, w...
Oct 27, 2021
The market for OB/GYN talent has always been competitive. Several factors have combined to make what was already a tight market even more challenging. These include: Gr...
Jun 23, 2021
You thought your staffing issue was solved. You felt you had the right fit, you were confident the job offer was solid, you made the offer, and yet, somehow, they took another...
Mar 24, 2021
Everyone is trying to understand what’s coming next in a post-COVID-19 world. While we have no special foresight into the future of the pandemic, we can tell you what we hav...
Jun 16, 2020
There is a common perception that interviews are about putting the best face forward for both the practice and the potential employee. While it is natural to want to make a go...
Apr 22, 2020
With some states in the beginning stages of lifting isolation restrictions and making small, careful steps toward a new normal after the COVID-19 crisis, many of the practice ...
Jan 21, 2020
You think you’ve found a candidate who might just be the perfect fit and you’re looking forward to a great interview. However, your candidate could have a flight delay on ...
Jan 13, 2020
“Hire people who are smarter than you are—whose talents surpass yours—and give them opportunities for growth. It's the smart thing to do and it is a sign of high persona...
Jan 2, 2020
The big ball has dropped. The champagne has popped. The calendar page has turned. A lot of the planning for 2020 has probably already taken place. Now it’s time to star...
Nov 26, 2019
The rest of the corporate America is dealing with what OB/GYN practices have known for years: it's tough to attract and retain top talent. Even when you find a promising candi...