Interviews for both reception & clinical staff can be stressful and time consuming.
If you make the wrong decision, it will cost you time and money. Yet view them as an opportunity to learn more about your practice and the type of people that consider you an employer of choice.
Follow these simple steps to get it right during the first round of interviews and build a practice team of quality staff:
1. Selection Process
- Ensure the applicant has the right skills for the job.
- In addition, ensure that the applicant is the right fit for the team. (You may like to use a profiling technique such as DISC).
- Ensure the candidate has the correct address and explain the directions and parking availability.
- Inform your front desk about the applicant’s name, role and arrival time.
- Be organised and on time.
3. Interview Process
- Start with thanking them for their time and follow with some small talk, so the candidate is not too uneasy for their first question.
- Make a good first impression as a professional employer, you only have 30 minutes, but be genuine and don’t over promise.
- Communicate your USP just as you would to a potential patient.
- Outline the interview process and timing.
- Prepare between 5 and 10 questions for the applicant and take notes.
- Include questions that will determine whether or not the candidate has researched your practice.
- Include questions that will test the information contained in the resume.
- Ensure the questions are example based.
- Encourage the applicants to apply the STAR concept for their answers.
- Take note of what seems important to the candidate.
- Inform the candidate NOW about the role and its responsibilities.
- Optional role play/ask for experience in similar situations/roles.
- Close with explaining the interview process and when they can expect to hear from you.
- Give the candidate the opportunity to ask questions of their own to get an impression of their preparedness and what’s important to them.
4. Decision Process
- Confirm the skills and your impression of their personality with a reference check.
- Evaluate both the skills and values of your applicant.