February 17, 2023
The COVID-19 pandemic has brought about many changes in the healthcare industry, including how medical practices approach hiring new staff. It is more important than ever to stay up-to-date with the latest hiring trends and best practices.
What has changed:
Remote Work: With more medical practices embracing remote work, the pool of potential candidates has expanded, offering more flexibility in the work arrangement.
Technology: The increased use of technology in medical practices has led to a demand for staff with technical skills, such as proficiency in EHR systems, telemedicine platforms, and digital communication tools.
Diversity and Inclusion: Medical practices are placing a greater emphasis on diversity and inclusion in their hiring processes, including creating a workforce that is representative of their patient population.
Mental Health Support: With the pandemic shining a light on the importance of mental health, many medical practices are prioritizing the well-being of their staff by offering increased support, such as mental health resources and flexible work arrangements.
Skills Training: Due to the rapidly changing healthcare landscape, medical practices are investing in the training and development of their staff to keep up with new regulations, technologies, and best practices.
Here are some best practices to follow for recruiting and retaining staff in the post-pandemic era:
Make sure the job descriptions, duties, onboarding and training plans are current and customized for every role prior to posting your open positions. This pre-work is invaluable in helping you identify and retain the right staff. What you last hired for may not be what you need right now. Look for opportunities to increase flexibility in location, schedules and hybrid or remote work.
Ask your existing staff for input and potential employee referrals before you post on a job site. Existing employees provide valuable feedback about the current needs of the practice and will often refer excellent candidates to the practice because they want great co-workers!
Reassess your compensation and benefits package to be sure you are competitive. While you may not be able to offer the highest salaries in the industry, you should be confident that wage ranges are competitive. You should also consider offering non-traditional benefits like health and wellness membership stipends, professional development pathways and programs, paid volunteer time and Employee Assistance Programs.
Create objective screening tools to help you rank and score potential candidates, using the essential competencies and experience you have identified in the job description, while looking out for potential transferrable skills from other industries. Pro tip - Try to remove the candidate’s name from the resume before you review. This reduces the natural biases we bring regarding names and gender.
Screen the top candidates via phone interview first and use the ranking document to compare candidates to one another. Follow a script of the same questions for all candidates. All jobs in our practices require some degree of phone skills and this is a great opportunity to assess a candidate’s competence in this area, as well as their genuine interest in the job. I like to ask “Tell me what you know about our practice and why you are interested in joining our team.”
Interview the top scoring candidates via video conference, next. Again, follow a script of the same questions for all candidates. Doing interviews via Zoom or Teams allows you to efficiently ask more detailed questions, observe non-verbal cues and to continue ranking with objective measurements based on the identified requirements of the job. It is also respectful to candidates who may have multiple interviews in a day and who wish to limit their travel time.
Finally, bring the top candidates into the office for a 2-3 hour shadow with potential co-workers and to observe the practice workflows, technology and more. This is an opportunity for the candidate to experience the culture of your practice, ask questions, and interact with potential co-workers. Candidates have significant choices with roles today and you want to ensure they can see themselves as part of your team before both sides invest further in the process.
If these steps feel daunting, don’t be afraid to outsource some or all of them. I can work with you to customize a recruiting plan that includes these and more, at a much lower cost than traditional staffing agencies. I work alongside you and act as an extension of your practice, allowing you to focus on the most important final steps with only the top tier candidates for your positions.
One of my clients recently said, “I love working with you, and you made the process so easy for me. I couldn’t have done it without you. I especially liked your ranking system to help me evaluate what my needs were and which person to pick to hire based on those rankings and needs. It was efficient, timely, and I trust your judgement and insight fully to help me in the future as well!”
I would love to partner with you to help you find your next team member!
Reach out to schedule an appointment with me at 503-957-0415
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