Without regular food and water and the right light, even the hardiest plants will wither and eventually fade away. And your
new hires are the same way. They need regular contact, communication, and support to learn and grow in your practice. Here's
what you need to know to tend to your crop of new hires.
1. Choose the best seeds.
Debbie Allaben Gair
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First, start with the right hire. Clarify your needs for the position you're trying to fill. If you're looking for a compassionate
animal handler/kennel attendant or a friendly receptionist who can multitask, list these facts in your classified advertisement.
Next, consider the position you want to fill. Will qualified candidates already have a résumé, or will you miss out on the
opportunity to hire the perfect receptionist because she didn't have a résumé and didn't bother to apply? Registered technicians
or managers may have résumés for your review. But many who are seeking other positions may pass up the opportunity to work
at your practice if you require them. So make sure your requirements fit the position that you're trying to fill. 2. Weed out the dandelions.
They may look like flowers, but soon after the bloom fades dandelions show their true selves and their prickly leaves quickly
spread and choke out the rest of your sprouts. To keep these nasty troublemakers out of your practice, ask the right questions
during interviews.
Start with questions every candidate needs to answer. For example, you might ask, "Why do you want to work at this practice?"
and, "Why are you the best candidate for this position?" Then share your expectations for the position. You might tell the
applicant, "We're looking for someone who can verbally hug clients when they walk in the practice. Can you tell me what steps
you'd take to achieve this goal as a receptionist in our practice?"
Remember, when you're interviewing candidates, they also should be interviewing you. This helps you find the best fit for
the practice and the position. The practice is like a puzzle—you're looking for the best puzzle piece to fit the open hole
on your team.
3. Review the care and feeding guidelines.
The hiring process isn't complete until you clearly state your hiring terms. Be specific. Explain your job expectations and
what the employee can expect of the practice. For example, how do you determine work schedules and salary? Do you offer a
performance review at 90 days and quarterly or annually afterward? Can the employee ask for informal, unscheduled performance
reviews? The answers to these questions aren't as important as the fact that you answer them and communicate effectively.
4. Help them put down roots.
Cultivating a new team member is a lot like nurturing a transplanted tree. A tree transplant needs water every day for a week,
every week for a month, and every month for a year. Just imagine how welcomed a new hire would feel if you invited her to
lunch every day for a week, every week for a month, and every month for a year.
You could also show your support by offering to help her file medical records, clean the kennels, or tackle another task she's
working on. Or try asking, "How's your new job going?" Remember, it's not easy to be the new person. And if there's an established
team (and there usually is), you need to help the newbie feel welcome.
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