Even though you identify yourself as a healthcare provider inyour specialty, your medical practice is your business, makingyou a business owner. This hard reality brings a whole new level ofresponsibility and expectation as a healthcare provider and a businessowner as well.
So picture this: As a healthcare provider, you invested your timeshaping your practice by developing a well thought out business andstrategic plan, a sound financial foundation, a well orchestrated marketingstrategy, a prime office location, in addition to a great deal ofmoney for your information technology infrastructure. You thinkyou have what it takes to make your practice thrive. Well, that’s trueto a certain extent, but your journey doesn’t end here. To completethe whole picture, you need to add the most important asset, whichis the staff who will carry out the administrative and clinical functionsof your day to day operation.
It is a common fact that people who are satisfied and happy withtheir job tend to stay much longer in terms of tenure which results ina low turnover rate, stability and helps increase the productivity ofthe business as a whole. Looks promising doesn’t it? Most businessowners dream of having the right people to work with, who bringthe same attributes to the business with respect to its mission, goals,business culture and values.
Despite what you might think, choosing the right people for thejob is a daunting task, especially since the market for healthcare servicesis so volatile, that people tend to jump from one ship to anotherto find the so called “perfect place to work”, “a greener pasture” orfor an endless search for job satisfaction and security. We would liketo believe that there is a perfect recipe when hiring people to workfor your business, but there’s no such thing. Refer to these generalrules and guidelines to help you navigate through the recruitmentprocess.
These are some of the generally accepted strategies proven todeliver results and enhance retention of one of the most valuableassets in your business: People.
Clearly define your practice’s mission, goals, objectives and values
A clear articulated mission, goals and values will largely reflectwho you are as a company. Regardless of where you are in the spectrumof your medical practice you must have a set of values andgoals that will define your direction. With this in mind, you will needpeople who will share the same vision in order for them to supportyour business goals and objectives.
Well defined organizational structure
It defines and delineates tasks and encourages relationships thatcontrol, coordinate, and motivate employees so that they cooperateto achieve your business goals.
Identify specific goals for the position you are hiring
This narrows down your selection process to those who possessthe right attitude and share the same goals to accomplish the task athand.
Set job requirements/job description to aide selection of applicants
Accurate job descriptions are important in helping employeesacquire a greater understanding of their present position. Furthermore,it will assist you as a business owner in hiring and placing employeesin the position for which they are best suited.
Set up training and development
First impressions always count! A well thought–out and preparedorientation program will help communicate to new employees thevalues and basic workplace principles of your medical practice toensure that employees fit comfortably into their new roles and intothe organization as a whole.
Create a good compensation program
You must take pride in the quality and variety of benefits madeavailable to your employees. A compensation package your businesscan offer plays a significant role in determining what type of candidatesyou’re able to attract. It will give you a competitive edge inenticing and retaining employees.
Generate performance appraisals
It is a tool to identify strengths and weaknesses as well as opportunitiesfor improvement and skills development. Oftentimes theresults are used to identify better performing employees who shouldreceive available merit pay increases, bonuses and promotions.
Creating a positive work environment
In order to attain a positive work environment, everyone needsto contribute and get involved. High employee morale and satisfactionworks when people promote the idea of a mutually supportiveatmosphere. This is only possible when everyone accepts accountability.
Job evaluation
The idea is to evaluate the job and its relative value in a businessorganization and not the person doing it. It helps the business asa whole to establish a coherent relationship among different positions.A carefully implemented job evaluation system is a basic toolfor driving changes in your business reward structure and achievingequal pay for work of equal value.
Considering these steps will define your success in the recruitmentprocess. Always remember that staff recruitment is not just asimple activity that can be taken for granted, it is a process that willdictate or steer the direction of your medical practice towards successor failure.
