I spent several hours this morning with a small practice client of mine who is looking for a new practice manager. This is the key staff position, and they haven’t had to hire someone in at least five years. So, they are a bit out of practice.
One task today was to write the want ad for the Sunday paper. We are also planning to place the ad on Craig’s List (there is a local edition in most cities), as well as a local online job board.
One of my pet peeves are want ads that are 2 lines, very generic in describing the job, and expect people to fax a resume to an unknown party. A good candidate isn’t going to do that, and with the attention to identify theft, they’re right. On one hand, naming names will open you to calls which would overwhelm a small practice. On the other hand, you can’t be too mysterious, for potentially good candidates will be leery of the unknown and will pass on the job.
In writing the ad, we noted the specialty, the area of the city (commuting is an issue), and some of the general duties. This person will have extensive patient and family contact, so we noted that as well. Candidates who don’t thrive on this kind of involvement will not be good for this job.
For this search, we are looking to attract people with the right skills and personality. We want a lot of applications, including from people outside the industry if they have the other skills. As with any search, no one person will fit every need – each will come with differing strengths and weaknesses. What we don’t want is for people to self-select out –we can make a better decision, and someone may have a strength that outweighs any skills that are weak
Businesses talk about wanting to find great talent, and then set up an assortment of roadblocks. Look at a resume at face value – but check references later. Avoid reading meaning into someone’s behavior. Ask them why they left a job, moved to another city, or any of a number of other actions that I’ve seen employers decide were reasons to trash a resume. Don’t assume, and don’t apply your values and interests to someone else. If the person appears to have the skills and credible experience, interview them. The time spent is the more important time you will spend that day.
Final words: employers can be morons. Employers will come up with a legal reason to let some go, but the official reason may have nothing to do with the real reasons. When talking with employers, unless the candidate has given you specific references to speak with, use some caution in what you are told.