Finding the right employee for your chiropractic practice is important for a lot of reasons. Green Job Interview, an interviewing solutions company, shares a number of them, ranging from financial (hiring the wrong person can cost you 30 percent of the position’s first year’s wages) to lower office morale to even negatively impacting your relationship with your clients. Additionally, up to 80 percent of employee turnover is a result of hiring the wrong person for the job.
So how do you make sure you get the right employee from the start? This begins with first taking a look at what you’re offering the new-hire so you’re more appealing than your competitors.
Be Competitive with Your Compensation
When you’re more competitive with your wages and benefits or offer more perks than other chiropractors in your area, naturally you tend to attract higher-quality candidates. You’re also able to retain employees longer which means less work and stress when hiring new employees.
One way to do this is by offering competitive pay. If this isn’t an option due to your current financial status, then at least provide competitive benefits. Some lower-cost ways to do this include free chiropractic care, discounts on in-office products, or even buying lunch during weekly staff meetings.
Where to Find Potential Employees
Once you’ve created a Can’t-be-beat compensation and benefits package, your next step is to start your employee search. This process begins with posting the position with local, reputable resources as well as with online job-matching sites in your area.
When you post the position, Harvard Business Review suggests you “outline the specific competencies – above and beyond the traits you look for in all new hires” as this will improve the applicant pool. For instance, consider what skills and abilities are necessary, as well any prior experience is needed. Then, include those details in your listing.
Check Out Applicant Backgrounds
Today, it’s super easy and super important to check out your potential employees online before hiring. After all, you can learn a lot about someone just by what they post on social media sites. Surprisingly, Career Builder reported that “51 percent of employers who research job candidates on social media said they’d found content that caused them not to hire the candidate.”
Also, don’t forget to ask for references. But you need to do it right. Ask for recommendations from their previous co-workers. These references will give you a lot more information about what the person is like in a teamwork environment.
Selecting the Best Employee
After your vetting is complete, the only step left is to select the best employee for the job. One word of caution: If you’re thinking about hiring patients, family, or friends, you might want to think twice. There are a lot of cons to bringing someone you know into your business, some of which include awkward money discussion, not being taken seriously as an employer, and boundary issues, especially with disciplinary actions. Not that these candidates won’t work; it’s just more difficult.
Beyond that, you’ll want to pay attention to the candidate’s first impressions you had with the candidate. Because how they present themselves in front of you is a good indicator of what they’re like in front of patients. Notice their appearance, their demeanor, and their overall professionalism.
Selecting the right employee also involves asking the right interview questions, so you get a better look at how the person thinks and what they know. Here are three to consider:
- What do you know about chiropractic?
- What are your strengths and weaknesses?
- How do you see yourself in the future?
The final thing you want to think about before making a hiring decision is whether the person is compatible with you and your staff.
For Example, you’ll want to choose a person who has similar values and ethics. Plus, picking someone who appreciates the natural health approach and looks after his or her health using methods consistent with natural care is a benefit as well. This quality makes them a better role model for your patients as they are “practicing what they preach.”
Lastly, have the candidate work on a trial basis for at least two weeks. This experience gives you, your staff, and your candidate to see if everyone can work together or not. Here are some areas to look for to evaluate how the candidate works. Do they listen well, are they opinionated, are they careful with following through on tasks, do they ask for help, can they work independently and with a team, and will they complete tasks promptly. That said, you should always be aware of any other details that indicate whether or not the candidate fits with your work environment or business model.
Finding the right employee isn’t always easy, but it is worth it. So take your time and due diligence. In the end, you will save a tremendous amount of stress, money and time — three things no chiropractor can afford in today’s health care system.