As medical practices bounce back from the pandemic, many are finding it challenging to recruit and hire great employees, including front desk staff. Don't put this off! It takes time to find the right fit, and as patient flow picks up, you need to be ready! Here are some recruitment best practices for Medical Office Managers to help you attract the best talent.
Define the ideal candidate
Finding qualified medical office staff requires a well-planned process. Human Resource experts recommend defining the ideal candidate by listing the specific attributes, characteristics, personality traits, and skills necessary for the position. Once you complete the profile you’re ready to start the recruiting process.
Attract top candidates with the perfect job description
It takes a well-rounded view of what you are seeking to attract and retain great candidates. In a competitive job market, recruitment should present a chance for a job-seeker to perform challenging, gratifying work that aligns with their values and skills. They are investing in you just as much as you are investing in them.
Your candidate profile will help you narrow your search and aid you in attracting qualified candidates. A good job description provides a sense of what the practice environment is like, not simply a hit list of responsibilities. The location of the office may be a factor. If your office is closed on Fridays, that's a perk worth mentioning.
Once the prep work is complete, decide whether to go broad or narrow your search. Online job sites like LinkedIn, Indeed, Glassdoor, Career-builder are a few well-known, high-traffic job search engines. If you want to keep your search focused on the local area, you could also try technical schools, colleges, and employment agencies. You can also look to your local medical and specialty organizations for help.
Place Your Ads
Avoid getting poor responses and unqualified candidates by including the following many or all of the following points in your ad:
- Title of the open position
- Duties and responsibilities
- Type of practice and number of providers
- Full/part-time status
- Salary range
- Benefits and perks
- Education: required training
- Skills and experience
- Special requirements
- Office location
- Application contact information such as website, email address, fax number and return address/P.O. Box.
Money and Other Value-Propositions
Once you have narrowed down candidates, prepare for the interviews. Remember that the interview process is a two-way street. You want to learn more about your best candidates, and you want to make a great impression as they learn about you!
When it comes time to talk salary, there is a fine line between setting a salary too low and risk driving away top talent; if it's too high, you risk overstretching your budget. Great candidates may look at salary first, but they will also look at benefits and perks to see how your practice compares to others. Money matters and while salary may be the single determining factor for top talent, experts say that it's not always about the money.
The real value may be in the intrinsic benefits you can provide like good leadership and work culture. Employees want to feel empowered to take risks and feel supported as part of the team. An investment in team training increases engagement and satisfaction. A flexible work schedule is a popular perk for employees with busy families.
Get More Tips for Building an Effective Front Desk Team
Learn how to optimize your front desk operations to improve patient satisfaction when you register for the online course, Medical Practice Front Desk Success. This beginner-level course—for medical office managers and their staff—will review difficult patient communication scenarios, address practice workflow challenges, provide insights for improving collection efforts, and more.