I recently attended the Missouri Veterinary Medical Association Convention and had a blast! One of my favorite parts of the convention was meeting the Vet students from the University of Missouri. The convention hosted a “speed dating” hour where students could sit with practice owners and get experience interviewing. Practice owners got equal benefit by getting into the minds of new and upcoming graduates. What a great idea!
The event got me thinking about my own experiences. We all have had our share of unforgettable and very forgettable interviews. Making the wrong hire is not only a costly mistake, you lose time spent training as well. Not to mention the benefits you could be receiving if you made the right hire. Here are tips for you to consider as you are making the next hire for your practice:
Why would a star prospect want to work for me?
Ask yourself honestly, what are the benefits of working for my practice? I’m not talking about the company 401(k). I’m talking about what will keep your employee coming back day-in and day-out, loving their job and dismissing any other job offer that comes their way. If you think you already know what that driver is, you probably don’t know. Ask your employees why they like working for you. If you don’t think you will get a straight answer, warning lights should already be going off! Open, honest conversations between you and your employees are key to employee retention. Wouldn’t you rather know if an employee has a problem now versus when they resign?
Recruiting great hires is a marathon, not a sprint
You spend a significant amount of time and energy on marketing for your vet practice. How much time do you spend getting ready for your next hire? The days of one ad and done hiring are long gone. The labor market is way too competitive. Recruiting should be a continuous event, even for small practices. Network with great prospects and let them know that if they are ever searching for a job, stop by your practice. You never know when your interests will align!
You are never going to get to know someone in an hour long interview
The more important this hire is to your practice, the more time and energy you need to spend with this person in order to make sure this candidate is the perfect candidate for you. Conduct multiple interviews, have one interview be out of the office. Like any relationship, the more time you spend with someone, the better you get to know them. Explain to the candidate your lengthy interview process so expectations are set beforehand. They will respect you for taking the time to know them and it will give the candidate a chance to really think about the position.
Cut the canned interview questions
“Tell me about your weaknesses.” Does anyone really talk like this outside of an interview? Ask open-ended questions to your candidate. It creates a more relaxing atmosphere and you will learn more about your candidate.
Hopefully, these tips can lead you on as you think about your next big hire!