When my clients and I go to review their financials we tend to focus on the numbers from their financial statements to measure their success. But the largest Asset for their practice never shows up on any balance sheet, and needs their attention at all times. In most cases their success is driven by this key asset, which is their staff or better…. their Team!
As someone who works with people every day, you know how important it is to hire the right team members. But how do you find them? One way is to create an effective job listing. Here are some rules for writing a job description that works.
1. Think about your practice and what sort of person would work best there—specifically, not just generally. What makes the people in your practice different? Whether it’s that they’re ready for anything or are compassionate and caring, the clearer your listing is about the right person, the easier it is to find him or her. Ask them how they would describe what they do— especially if you’re looking to attract someone similar. Find out what they feel the job’s responsibilities are, and ask them what they’d search for if they were looking. They might have a clearer sense of what someone looking for a position like theirs might want or need to know.
2. When you have a sense of who you want and what makes your practice special, write your job listing, which should include the job’s title, purpose, scope and duties. List the responsibilities and the job’s relation to other positions in your practice. The clearer you are at the outset, the easier it is to get worthwhile candidates.
3. Note exactly what the job entails. It’s a waste of your time and job seekers’ time to call them in for an interview, only to find they’re not qualified or interested in the position once they know more about it. Your listing should do some of the culling for you.
4. That means using keywords to cover the different ways a candidate might search, including variations on the job title itself. For example, “office assistant” and “administrative assistant” tend to cover the same duties, so use both terms in your job description. If you’re looking for particular areas of expertise, put them in the description, as someone skilled in those areas might be searching using those words.
5. Hiring the right person—the one who will fit well and stay—is crucial to making your practice run smoothly so you can focus on your own work. Put time into getting the listing right, and you’ll have an easier time finding the person you need.Who do you trust with helping you make sure that you attract and retain these high valued assets of the practice? Are they doing a great job at it, or do they / you need help?!
If you need help…. just ask me for assistance!
By Jeff Holt, CMPE, VP, Senior Healthcare Business Banker with PNC Bank
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