Healthcare is a people-centered field. The quality of your medical staff directly affects the success of your practice. Hire well, and you’ll nurture an efficient, expert, welcoming atmosphere that attracts patients and keeps them coming back. In contrast, a poor hire can negatively impact the overall patient experience. Here’s what to look for when hiring staff for your medical practice – and how to attract and retain top talent.
Know What You’re Looking For
The idea of “hiring well” isn’t just about the quality of candidates who come through the door. It’s also about a good fit. Before you start interviewing candidates, take time to consider the aspirations of your practice, the specific gaps that you’re looking to fill, and the culture that you’re aiming to shape. A clear sense of the job role, its responsibilities, and how it will complement other staff will help you identify top candidates. Additionally, don’t simply hire based on the strength of a candidate’s qualifications. Personality is key – as are connections to the local community. Be open to training a great candidate on your specific processes or equipment, and you’ll dramatically expand your talent pool. This is key in niche fields or talent deserts, such as rural areas. Consider tapping into local job fairs or school programs to broaden your hiring pool; referrals from existing staff can help as well.
Be Clear about Job Roles and Compensation
When making an offer to a candidate, provide a clear job description outlining what’s expected of them, hours to be worked, and any lines of reporting. This will help minimize potential friction or confusion later on and will ensure that both you and the candidate have a shared understanding of their work. Additionally, when it comes to compensation, strive for a competitive, well-rounded package that takes into consideration the value they anticipate they’ll bring to your practice – and helps set you apart from other practices. If you’re in a highly competitive area, offer additional pay, extra job perks, relocation compensation, or paid further education to get the edge on other practices. Profit sharing or performance bonuses can also make your offer more appealing.
Have a Plan for Staff Career Growth
Career mobility is a vital factor in staff retention but can be a challenge in smaller practices. Work with new and current staff to identify their career goals and design ways that you can help them feel appreciated and challenged. This may mean rotating tasks and responsibilities, investing in training and certification, and empowering your team to become decision-makers within the practice. Even if you have limited options for promoting staff, these approaches can underscore that you appreciate and value your team – and ensure that they stick with you.
Provide an Appealing Workplace
Finally, consider the appeal of your clinic to prospective staff. Is it conveniently located, well appointed, and close to amenities that your staff find important? Easy access, dedicated parking, and proximity to retail, grocery stores, schools, and gyms are all perks. Do your employees have attractive spaces to work from, with privacy when they need it? Is your overall design and decor bright, modern, welcoming, and aligned with wellness-forward design principles? If your team feels good when they step in the door each morning, they’ll be more inclined to stay.
Find a Good Place to Work with GZ
Looking to put your best foot forward when it comes to hiring and retaining staff? Talk to the team at Gittleson Zuppas Medical Realty. We can help you find the ideal space for a new or growing medical practice or work to renegotiate an existing lease so that you can get more out of your existing space.