What do you look at first when glancing at a resume?
Is it appealing when someone has stayed at a practice for 20+ years?
Is it a red flag when there are 3+ places of employment within the last 10 years?
Traditionally, our personal values play a role in our specific feelings about a candidate at first glance. However it’s important to go beyond those initial judgements in order to see the potential value of the candidate in front of you.
Let’s take a look at both the positive attributes and potential challenges that can present with each case, as well as helpful questions to ask during the interview process.
1. Candidates with Longevity
This candidate is typically employed at the same practice for a long duration of time. Working in one setting for a long time may present the following positive attributes and potential challenges.
Potential Positive Attributes:
• Places value on long term relationships with patients, team and employers
• Personality type may resemble go-with-the-flow attitude
• Lack of experience with different leaders, atmospheres, and systems
• May have formed old and potentially bad habits
• Personality type may resemble one who is resistant to change
In order to see if this type of candidate is a great fit for your practice, you can have them participate in a performance test.
For example, to test the candidate’s clinical work ask for a procedure by provider report to calculate quick KPI’s. To test the administrative workflow, ask for a daily job duties, frequency lists and run through what a typical day looks like for him or her in their current role.
You may also inquire about meeting/training frequency, as well as the last 3 continued education courses he or she completed and key takeaways.
The Type of Office the Candidate Comes From Matters
When the candidate leaves a long-term position, it’s important to know what type of practice he or she worked for.
If the individual is coming from a high performing office that’s cutting-edge and has sound leadership, then you could potentially strike gold with this candidate.
However, if the individual comes from a low performing office that’s mediocre with a lack of leadership, structure, and systems, then their standard may be lower than what your expectations are for the position.
2. Candidates who “Job-Hop”
This candidate presents a shorter duration at each place of employment. Similar to candidates with longevity, “job hoppers” may have both positive attributes and challenges to consider during the hiring process.
Potential Positive Attributes:
• High performer, innovative, strong-willed
• Intentional with their time
• Refuses to settle for mediocrity
• Enjoys challenges
• Inability to take direction or work well with others
• May have an individualistic mentality
• Challenges the “status quo”
A performance test is also a great way to see if this type of candidate is a good fit for your practice.
For example, have the candidate tell a story from their job history. Take notes of why they left a place of employment (on their terms or not). Additionally, ask the candidate to discuss aspects of the practice they enjoyed as well aspects of the practice operations they found challenging to navigate.
For sample interview questions and more guidance on successful onboarding email us at firstname.lastname@example.org.