Hiring the Right Person for Your Practice

Hiring the right person for your practice - no matter what role that individual serves - is not as easy as many people think.

Employment Practices

Hiring the Right Person for Your Practice

As a small business, hiring the right person for your chiropractic office is crucial. For many practices, an employee is expected to wear numerous hats.  From greeting patients to scheduling appointments to assisting the D.C. in taking patient vitals, including weight, blood pressure and pulse, as well computer input, the right employee must be a multi-tasker and  a good fit for the culture of the practice.

That’s a lot to ask in any job market. And, while a person may look great on paper, this does not necessarily translate to reality.

So how do you successfully navigate the hiring process?

Network.  When you have an opening, talk to the people who know your personality.  Family, friends and colleagues understand you best.  A referral from one of these groups helps take some of the guesswork out of whether you and the potential candidate will work well together – as long as you ask the person making the referral why they think the candidate is a good fit.

Conduct a phone interview before inviting the person into your office.  This is an extra step for many D.C.s, but talking briefly to a candidate before you meet face-to-face allows you to hear how the person sounds on the phone and can answer simple questions – quite likely a task they will perform in your office.  This can help narrow down the candidate pool.

Ask the right questions. Sure there are the basic questions to ask a candidate, but how do you determine this person is motivated enough to do what's needed and work well with you or others in the office?  You ask questions where there are no right answers but they show an understanding of how they feel they may fit in as a member of your team.  For example:

  • How have you positively impacted business with a previous employer?  This type of question shows how they perceive their role in the business.
  • What would your best friend say is your strength?  Weakness?  You are more likely to get an authentic answer with this phrasing than if you ask what the candidate thinks is their strength and/or weakness.
  • What has piqued your interest recently?  Better than asking what is your hobby, providing a deeper insight into the person you are interviewing.  It also demonstrates a level of curiosity that may or may not be a good fit.
  • When are you the happiest?  Again, this is a question that helps determine whether the person fits the culture you are building.

And, if you still haven’t found the “right” person after all of this?  Review your expectations and see if there is somewhere you should adjust and alter. Then, start over.  You don’t just want to make do because the right employee is not only an investment of money, but of time and resource – all precious commodities of a small business.

Happy days!

The information in the NCMIC Learning Center is offered solely for general information and educational purposes. It is not offered as, nor does it represent, legal or professional advice. Neither does this information constitute a guideline, practice parameter or standard of care. You should not act or rely upon this information without seeking the advice of an attorney familiar with the specific legal requirements of the state(s) in which you practice. If there is a discrepancy between the site and an insurance policy you have with NCMIC, the policy will prevail.