Your team embodies the identity and face of your practice, and deciding to bring in a new team member involves a series of important choices. Adding someone new to your practice always comes with its share of challenges. It's crucial to keep your current team happy and ensure that everyone is aligned with the practice's mission and values and the preparedness of orientating and supporting a new staff member.
The current hiring climate hasn't been favorable mostly with low unemployment rates and its been tough because many people prefer working remotely or find it difficult to dress up and come to the office for an early morning start at 9 am after pandemic sloppiness.
I'm truly grateful for our management and administration team because I know there's a lot of subpar candidates out there. Trust me, I've interviewed some of them and have been shocked by their lack of manners, professionalism, and initiative. The front desk role, which is the first point of contact for our practice, has proven to be a particularly challenging position to fill. We have never been short just dont have that star part time member on my wish list. We're always on the lookout for the next exceptional addition welcoming face to our team.
Shifting gears to the process of adding an injector to the team, this comes with even greater precaution. The existing team might view the new member as a potential rival or as a new colleague. Despite your best efforts to plan things out, outcomes remain uncertain – and that's just the nature of human behavior, especially among women (haha). A recent example of this is the nine-month-long interview process I have conducted for an injector. Yes, you read that correctly – nine months. This meticulous approach reflects my deep commitment. Adding an injector to our team is a substantial decision that can't be made lightly based on a resume and polished appearance alone.
This thorough interview process begins with observing the candidate, discreetly checking references, having one-on-one coffee meetings with me, involving my manager, and eventually having a selected staff member assess compatibility and cultural fit in our practice on my behalf. The choice of this staff member is crucial – they need to be dedicated to the team as a whole, rather than just focusing on themselves.
Then comes the working interview, which often generates some anxiety for the injector being interviewed. While I try to keep things light, my primary focus goes beyond evaluating their injection technique. I pay close attention to how they interact with patients. While injection skills can be learned and improved, refining qualities like manners, composure, appearance, and communication is a more complex endeavor.
After these months and you have identified the best candidate, extending a formal offer comes with a clear understanding of the employee handbook before signing the dotted line. I find in other practices this is often given after they have signed. For me this is BEFORE they sign! Once accepted then its the preparedness for onboarding so they are integrated smoothly into the success of the practice with regular one-on-one meetings for check ins.
Now if they don't accept, that long process of interviewing is still a positive and beneficual one. You have made a connection, and you never know what will circle back around in the future or who they will refer your way.
And in the background of all of this I have already started the long interview process of the next best fit. Preparedness is business.
I hope you enjoyed this little blog post on the hiring process, with Love, Rana