Best Practices for Successful Medical Staff Recruitment

Posted by Practice Management Institute on Jul 3, 2019 10:29:15 AM
Practice Management Institute

In today’s robust job market, competition for finding the best talent can be challenging. Most often the task of recruiting new employees in the office is the Medical Office Manager's responsibility. When searching for qualified candidates, it is important to follow recruitment best practices and be familiar with laws and legal guidelines governing employment. It’s definitely a balancing act, but being able to successfully juggle both will yield clear-cut results.

Define the ideal candidate

Finding qualified medical office staff requires a well-planned recruiting process.  Recruiting experts recommend beginning the process by defining the ideal candidate, then create a candidate profile specific to the open position. This profile is your blueprint identifying specific attributes, characteristics, personality traits, and skills necessary for the position. It can also greatly reduce the time spent on recruiting.

Once you complete the profile you’re ready to start the recruiting process.

Entice top candidates with the perfect job description

A well-written job description is a critical part of the recruiting process. Much more than a hit list of responsibilities, this is a job seeker's first impression of the position and your practice. Having a candidate profile to work from will help you to narrow your search and aid you in attracting qualified candidates. Listing the responsibilities is a must, but you’ll also want to include the job title, the position’s requirements, and any appropriate education and training that is needed. Include whether a state license is required too.

Be concise and get creative. Think of ways to attract potential candidates to investigate the position. If writing a job description isn’t exactly your forte check out this article on 16 Tips for Writing the Perfect Job Description.

Determine the salary

If the salary-range is non-specified, you'll have to tread lightly. There’s a fine line between setting it too low or too high. If it is too low you will drive away top candidates. If it is too high you may overstretch your budget. Before determining the salary range, review other factors like benefits and any other additional perks your organization may offer.

There’s no reason to guess on a starting salary range for a new position. With a little bit of homework and solid research you can attract experienced and knowledgeable employees to your practice. 


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Search for candidates

Once the prep work is complete, try searching for qualified recruits locally. Consider these:

  • Schools – High schools, two and four-year colleges, technical schools
  • Employment agencies – Private and government
  • Private contacts – Patients, friends, co-workers, word-of-mouth, walks-ins
  • Hospitals and other providers – Home health agencies, medical suppliers, insurance providers
  • Medical and professional associations and organizations – Local societies, the American Association of Medical Assistants, and a large list of others.
  • Industry-specific websites– Healthcare specific job websites are excellent resources. The range of positions run the gamut and so do the websites.
  • When recruiting administrative professionals for your organization these websites provide listings for but are not limited to physician positions, therapists, managers, operations, nursing, and allied health. They also cover a wide range of pertinent topics specific to the industry like trends, advice on choosing the right medical profession, and salary information and analysis and much more.

Run an internet ad

The internet is a treasure trove of mainstream hiring websites like LinkedIn, Indeed, Glassdoor, Simply Hired, and CareerBuilder, to name a few. They are well-known and get a lot of traffic. To get results fast, place an internet ad or for even faster results try mobile recruiting. Remember to use the candidate profile to guide you when developing it, and put your best foot forward. For best results include these items:

  • Title of open position
  • Education, required training, licenses, or certifications
  • Type of practice and number of providers
  • Salary range
  • Skills and experience
  • Full/part time status
  • Special requirements
  • Benefits
  • Office location
  • Application contact information such as website, email address, fax number and return address/P.O. Box.

Get More Best Practices on Personnel Management

The medical office manager role is complex. Practice, personnel, and financial management require in-depth knowledge and continuing education to stay current and compliant. Download the ebook Best Practices For Medical Administration for insights into these key areas. Learn the steps to take to ensure you stay on top of medical office issues.



Topics: Practice management, CMOM, Certified Medical Office Manager, medical office, medical office manager topics, medical practice issues, staff recruiting