Monthly Archives: May 2012

House Hiring Tips #5 – The Interview

You’ve reviewed the resumes, completed the phone screens, and now it’s time to start scheduling face-to-face meetings with the physician, advanced practitioner or executive candidates you believe are qualified for the job. 

So how do you conduct a successful interview?  Just follow the tips below on what to do. For starters, you may want to look a bit more approachable than House!

 Be prepared – Review the candidate’s resume once again and keep it in front of you.

  • Manage the time – Have an agenda and schedule for each interview.  Be sure to provide them to any team members participating in the process as well.   
  • Set the tone – After introducing yourself and thanking the candidate for coming in, be sure to explain the interview process and provide a brief overview of the company and the position.
  • Actively listen – And take good notes. 
  • Observe – In addition to listening, observe the candidate’s body language and how they present themselves. (Even if an answer isn’t what you were hoping to hear, leave the eye rolling to House!)
  • Steer clear of inappropriate questions – Be sure you understand best hiring practices and avoid questions that are inappropriate or even illegal.
  • Sell the position – Be sure to present the position, your organization and what you have to offer in a positive light.

House Hiring Tip # 4 – The Phone Interview: Are You Using Proper Phone Etiquette?

So you have a pile of resumes that seem to meet your criteria, now what?

The next step in the hiring process of a physician, advanced practitioner or executive is the phone interview or phone screen. Not only is it a great way to get a preview of each candidate’s personality, but it can also provide a rapport building opportunity in advance of the first meeting. Need to freshen up on your phone etiquette? Just follow these phone interview tips and you’ll be the interview chief in no time!

• Schedule a specific time with clear instructions of when you’ll be calling the candidate.

• Review and organize the job description, as well as the candidate’s resume and experience prior to the conversation so you have everything in front of you.

• Prepare your questions and be sure to use the same format for each candidate so you’re comparing the same qualification criteria.

• Introduce yourself and provide a brief overview of the organization and position to start (you’re promoting yourself and your organization just as much as the candidate is trying to impress you, so keep this in mind. You don’t want to have a House-like attitude and scare off a potentially great hire!).

• Listen attentively and take detailed notes.

• Conclude the call by thanking the candidate and letting them know what the next steps are in the interview process.

Did you miss Tip #3 What To Look for in Resumes?

Stay tuned for Tip #5 on the main hiring event…the in-person interview.

Research, Research, Research…

Everyone is waking up to the reality that the competition for top talent is here to stay. Unfortunately few have woken up to the reality that it is not as simple as once thought to trust the resumes of the individuals being considered for top posts in these organizations.

As a recruiter I have spent the last 12 years  finding the best talent for my clients and I am still shocked when I hear stories like the recent dismissal of the Yahoo CEO for an oversight that seems so easily avoidable.

ADP Screening and Selection Services, a unit of the Roseland, N.J.-based ADP payroll and benefits managing company, says that in performing 2.6 million background checks in 2001, it found that 44 percent of applicants lied about their work histories, 41 percent lied about their education, and 23 percent falsified credentials or licenses.

It may seem counterintuitive to think that paying a top recruiter can save you money, but consider the cost of hiring the wrong employee. An experienced recruiter brings years of expertise in evaluating human capital to the job. A reputable recruiter takes the time to understand and research the historical background of each candidate they represent. Each and every piece of a candidates resume must be researched thoroughly for accuracy. The internet has made it easier to verify facts if you know where to look and take the time to conduct the research. That is where a trained nationally certified recruiter would be a great benefit. Certification ensures knowledgeable, experienced recruiters meld the right candidate with the right company and that they follow the rules clearly defined by the federal, state and local government.

House Hiring Tip #3 – What To Look for In Resumes

Hiring isn’t easy. Taking the next step in the hiring process of physicians, advanced practitioners and executives can be one of the most challenging. So for those of you who aren’t risk-takers like House, we’ve put together a few suggestions for reviewing your candidates’ job credentials.

• Carve out time each day for resume review.

• Refer to the job description to help you stay focused and be sure you’re not missing anything.

• Scan the resume for typos – Typos indicate a lack of attention to detail.

• Review experience – Does the candidate have the skills and experience relevant to your organization and the open position?

• Look for any unexplained gaps in employment. This may be a warning sign that this person job hops, which could cost you time and money.

• Assess whether the candidate takes the time to fine-tune their resume to your job description. Did they list specific skills or research related to the position? If so, extra points should be given for their attention to detail.

Once you’ve reviewed the individual resumes, it’s time to compare candidates and choose those who meet your job requirements. Now you’re ready to move into the next step in the hiring process, the phone screen.

Did you catch Tip #2 Power Networking?

What To Look for In Resumes and Portfolios is coming up next!

House Hiring Tip #2 – Power Networking

Networking – the art of connecting, socializing and interacting with colleagues – is an essential piece to finding the best candidate for your physician, advanced practice and executive healthcare positions. We say it to candidates all the time, but as a hiring manager, are you using networking to your advantage? Have you added social media to your networking?

Social networking through LinkedIn, Twitter and Facebook is a great way to maintain and develop relationships and keep your finger on the pulse of who’s who. Social networks are where you want to be to tap into talent – Studies show that 1 in 6 job seekers found their last job through an online social network, and 86% percent of job seekers have a social network profile. Demonstrate your medical industry expertise on LinkedIn by answering your network’s Questions and interacting in Groups. You can also utilize a blog to showcase and share industry specific knowledge, which can be shared across all social platforms to resonate a buzz.

Don’t dismiss the power of networking – you never know when a highly qualified doctor like Foreman will tell his “House,” “I don’t want to turn into you” and seek a new position.

We work with medical professionals all day, every day. We’d love to help expand your networking capabilities and get you connected with the best talent in the business.

Did you miss Tip #1 Writing the Job Description?

Stand by for House’s next tip, What To Look for In Resumes.