Provider Recruitment: 5 Keys to Winning
Health care will exceed all other industries in adding jobs from 2014 to 2024, according to the U.S. Bureau of Labor Statistics*, and the competition for new and experienced top talent is fierce. How do you put your best foot forward as an employer of choice to ensure your team procures the most desirable candidates? What’s the key to consistent success in provider recruitment? Master the hiring game with five quick tips from Audigy.
1. MAP YOUR TOUCH POINTS
With so much riding on getting the right fit for your team, it’s important to shore up the logistics before taking other major steps. Mapping the various points of communication involved in the recruitment process — telephone, in-person interviews, and email, for example — can help you achieve consistent messaging, role division, a clear sequence, and organization.
2. KNOW WHAT YOU WANT
It’s hard to recruit the ideal team member without clarity on the knowledge, skills, and abilities needed for the job. Knowing your must-haves, like-to-haves, and can’t-haves goes a long way toward efficiently finding the right match for your practice.
This sample Must, Like, Can’t chart can be adjusted to accommodate the key characteristics you’re seeking in a candidate.
- Must be an audiologist
- Must be able to do outbound calling
- Provider who does balance
- Provider connected to the community
- Someone not currently state licensed
- Someone who isn’t outgoing
3. COMMUNICATE YOUR VALUE
Do you know what sets your practice apart from the competition? Whether it’s your location, your team culture, or the growth potential you provide your employees, you offer a unique experience that your competition can’t match. It’s important to paint that picture for potential candidates when marketing your job openings. Remember, it’s not just about salary, which is an issue only in the absence of value. Visualize how you want candidates to perceive your practice, and back that up by communicating how you outshine the rest.
4. ASK THE RIGHT QUESTIONS
Notwithstanding background checks, academic transcripts, references, and resume reviews, a great deal of what you’ll learn from prospective team members comes from the interview. Does your candidate possess the qualities you seek? Find out with questions that explore general experience, behavior, team dynamics, problem solving, and self-motivation.
- General/Current Experience — “What’s your criteria for the ideal workplace?”
- Behavior — “Describe a situation in which you were able to effectively ‘read’ a patient and guide your actions by your understanding of their individual needs or values.”
- Co-Workers/Team — “When you disagree with your manager, what do you do? Give an example.”
- Problem Solving — “A patient comes in and admits they have a hearing deficit. They’ve done research online and believe a certain hearing aid would work best. You, however, believe there’s another product that will better fit their needs. How would you handle this?”
- Goal Orientation/Self-Motivation — “Tell me about a time when you used facts and reason to persuade someone to accept your recommendation.”
5. REACH OUT FOR HELP
Professional hiring assistance can provide significant value through time-saving efficiencies, peace of mind, and comprehensive searches that yield top contenders — potentially even identifying professionals who weren’t actively seeking new employment. Whether you need extra support such as interview coaching or help with the entire process, reaching out to Audigy’s recruitment experts can prove one of your best investments to build your dream team.
Did you know? Audigy’s Talent Acquisition Management Team saves members time and money by sourcing, screening, and presenting the most qualified candidates — from front office staff to providers — for their busy practices. Contact us to learn how we can help your practice today.
*The Bureau of Labor Statistics of the U.S. Department of Labor. Employment Projections: 2014-24 News Release. https://www.bls.gov/news.release/ecopro.htm. Accessed April 26, 2017.