Recruiting New Employees

---

NEWSPAPER

The most obvious source to be used in recruiting new personnel is the newspaper. But before we address the ad itself, let’s look at some basics.

When promoting for a new staff member, don’t ever lower your stand­ards. Keep them high and remember that you don’t just want a top quality person, but you deserve that person! Your practice growth depends upon staff who are bright, energetic, sensitive, intelligent and outgoing. Be willing to compete for that type of person.

An interesting thing to consider is that not everyone is “actively” looking for new jobs. Some of the most qualified individuals already have jobs but may be looking for a change. These individuals may seem like “cold prospects” but they actu­ally do “skim” through the want-ads just to see what is out there. So it is very important to develop an advertisement that will attract the person you are looking for.

When running your ad, it is wise to consider using a large, two-column ad rather than a standard one-column ad. A larger ad may be more costly, but it could very well pay off by helping you to gain a higher number of qualified prospective employees responding more quickly to your ad.

The Sunday paper is definitely the best time to run your ad. Sunday/Monday is a very successful combination of days for running your ad.  People who are job hunting will look through Sunday’s paper and continue looking at least through Monday.  Suburban weekly newspapers are also considered good places to advertise since they often remain in the home all week.

Do not waste your valuable ad dollars by advertising right before a major holiday.  People are less likely to read the classifieds during such times. Many applicants are involved with other matters and will usually look again after the holidays.

DEVELOPING YOUR AD

Use an attention-grabbing headline to pique curiosity (e.g., “Are You Motivated?” or “Do You Have What It Takes To Be My Assistant?” or “Are You A People Person?”).

Offer a competitive salary and benefits. Check around your area and learn what colleagues pay their employees. You can do this by asking directly or by simply looking in the newspaper under the classifieds. List the salary range offered for the position in your ad. Fewer people will respond if they have no idea of the pay involved.

List specific job duties and skills (e.g.,  “Must have good people skills and be able to handle a busy patient load while maintaining a good sense of humor.” or “Must be able to take initiative and think on your feet.”).

List the name of the practice and/or the Doctor.  This is optional but “blind box” ads have a lower response rate than those that reveal the employer. To avoid being deluged with phone calls and walk-ins, include a statement in your ad conveying that you will not accept applications in that manner (e.g., “Resumes only. No phone calls or walk-ins please.”).

Close your ad with an invitation to action. Be sure to tell interested applicants how to apply and who will receive responses in your office, for example, “Send resume and cover letter to (NAME) at (ADDRESS).”

Keep a file of all the classified ads you run along with a list of the responses to each ad.

Ask applicants which features of your ad drew them to the interview. This information could become in very useful at a later date.

AGENCIES

Employment agencies are another source of recruiting employees but can be quite expensive in certain cases.  When dealing with an agency, ensure you clearly understand the policies and arrangements. Have the agency provide you with a written outline of the procedures involved.

If you decide to use the services of an agency, be prepared to state the exact requirements for the position or unqualified applicants will call and waste your time. For example:

ASSISTANT

1. ONE YEAR EXPERIENCE
2. GOOD COMMUNICATION SKILLS
3. X-RAY CERTIFIED
4. COMPUTER LITERATE
5. EXCELLENT PR SKILLS
6. GOOD COMMUNICATION SKILLS
7. ONE YEAR PREVIOUS FULL-TIME EXPERIENCE

RECEPTIONIST

WORD OF MOUTH

By letting friends, colleagues and even patients know that you have a position to fill in the practice, you may find that just the right person comes your way. Never rule out the possibility that it might be easier than you think to find that new employee simply through communicating with your own connections.

NOTICE POSTED IN THE PRACTICE

One of your patients may prove to be just the person you are looking for to fill an open position. By posting an employment opportunity notice on your bulletin board, you may find an interested patient you already know.  Many patients already know and respect the Doctor and the practice and would love to work for you. If you use this method, construct an attractive, professional and intriguing notice to be displayed. If you receive an inquiry, schedule a formal interview. Any person who applies will need to go through the same hiring process as everyone else, regardless of who they know or who referred them.