By Maureen Aylward
The CEO of Yahoo lied on his resume and was forced out. Several other high profile CEOs have done the same in industry and academia. We asked our Zintro experts to offer tools and ideas that boards of directors or company executives can use to research and combat resume fraud.
Don Richard, a healthcare services director and recruiter, says that people are 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 organizations,” he says. “As a recruiter, I have spent the last 12 years finding the best talent for clients, and I am still shocked when I hear stories like the dismissal of the Yahoo CEO for an oversight that seems so easily avoidable.”
Richard says that it may seem counterintuitive to think that paying a top recruiter can save a company money, but consider the cost of hiring the wrong employee. “An experienced recruiter brings years of expertise in evaluating human capital to the job and takes the time to research the historical background of each candidate,” says Richard. “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.”
Warren Olson, a former high profile private investigator in Southeast Asia, says as a rule of thumb, he advises company directors/HR executives to take little notice of academic credentials until such time as you have made a shortlist of candidates. “At that stage, without exception, employers must validate all documentation by contacting the alleged issuing body directly and asking for confirmation,” he says. “In this day and age, fraudulent certification can be produced in moments. In South East Asia, fake copies often originating from Malaysia are identical to the real thing.”
Olson says that as a basic reference, ask the candidate to name his or her mentors. “You spend a number of years completing degrees and work closely with course mentors, so any legitimate graduate will know immediately who taught or coached them,” he says.
What do you think?
Posted in Clients, Customer Service, General, Health Care, Hiring Process Tips, Interview Tips, Recruiting, Uncategorized
Tagged Candidate, candidates, Client, client representation, doctor, health care staffing, Healthcare, healthcare hiring, interview, interview tips, medical recruiting, mid-level hiring, mountain medical, National Association of Personnel Services, physican jobs, Physician Job, physician recruiting, placement firm, professional, professionalism, provider, recruiter, Recruiting, talent
Congratulations! You’ve hired a new team member! They’re up and running, but how do you keep your new hire and team inspired? If you take a cue from House, you’ll know that you must keep the team challenged but also need to offer guidance.
In order for your team to be efficient, they need to stay motivated. But it can be a challenge so remember that as a manager it’s important that you…
Take the time to define your management style – You cant inspire a team if you don’t understand how to effectively manage.
- Get to know each team member and their work style – A team is a team, but it’s comprised of individuals. Don’t lose sight of that.
- Communicate efficiently – Knowing that communication is key and providing a clear vision can keep your team productive.
- Invest in your team – They need to understand their role in your team’s initiatives and that they are essential to your organization’s success.
We hope you’ve enjoyed our HOUSE series and that our tips have provided you some food for thought. Keep in mind that you’re not alone; we’re here for you (and we won’t roll our eyes!). We work with managers every day to provide guidance and insight into hiring and retention practices.
Posted in Advantages To Using a Recruiter, Candidates, Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Recruiting, Uncategorized
Tagged Doctor House Hiring Tips, funny job interview, health care staffing, Healthcare, healthcare hiring, healthcare humor, House, interview, interview tips, medical recruiting, mountain medical, National Association of Personnel Services, physican jobs, physician recruiting, placement firm, recruiter, Recruiting
Hiring the wrong person can affect not only your organization’s bottom line, but your team’s morale and productivity as well. In fact, the average hiring mistake can cost up to three-times the annual salary of the position, considering the cost of termination, replacement, and loss of productivity during training and learning curve. Taking steps to ensure that you’re on track to hire the right person is key to prevent a bad decision, so be sure to.
Ask detailed questions during the interview process and listen for insight into why someone says they’re “dependable” or “a team player.” Always ask for examples to support their statements.
- Interview, interview, interview – The phone screen, a first interview and then bringing the top candidates back in for a final, or second interview to see the candidate in your setting and interact with your team is crucial. Personality and group dynamics should always be considered – strong personalities like House’s unique outlook may conflict with your team and lead to exasperated staff likeWilson.
- Check References – Be sure you get at least three references. Former managers and co-workers are good choices. For the more junior positions, college professors are fine as well.
- Be confident you have the right candidate for the right job – you may interview someone and think that they “could” be a good fit for the position, but may lack some of the skills or experience. Focus on the job description to stay on track to select the right person for the position.
Posted in Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Recruiting, Uncategorized
Tagged Client, doctor, Doctor House Hiring Tips, funny job interview, health care staffing, Healthcare, healthcare hiring, medical recruiting, mountain medical, National Association of Personnel Services, physician, Physician Job, physician recruiting, placement firm, provider, recruiter, talent
“I’ve found that when you want to know the truth about someone that someone is probably the last person you should ask.” – Dr. Greg House
Ever wary of trusting anyone, House would appreciate the next crucial step in the process, which can shed some light onto the candidate.
Speaking with a candidate’s references is not just to determine an applicant’s weaknesses, but to gain insight into the candidate’s personality, work style and ethics. References should add to the snapshot you’re creating of the candidate.
To get the most out of your reference calls:
Speak with a variety of contacts – A peer, manager and perhaps a direct report will help you get a perspective on the candidate from different view points.
- Get the facts – Confirm dates, position title and responsibilities. Get qualitative information to gain insight into the candidate’s work style. How does the person work with others? Are they a team player or lone ranger?
- Listen – People will often reveal a great deal about someone if you ask an open ended question and just listen. Include inquiries into skill level, professionalism, strengths and weaknesses, and other points that are relevant to your position.
- Know the law – You must always get permission from the candidate to speak with their references. Be sure you understand the EEOC guidelines for conducting a reference check as well.
Posted in Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Networking, Recruiting
Tagged Client, doctor, Doctor House Hiring Tips, funny job interview, health care staffing, Healthcare, healthcare hiring, interview, interview tips, medical recruiting, mountain medical, physician, Physician Job, physician recruiting, placement firm, professionalism, provider, recruiter, Recruiting, talent
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.
Posted in Advantages To Using a Recruiter, Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Networking, Recruiting
Tagged Client, funny job interview, health care staffing, Healthcare, healthcare hiring, interview tips, physician recruiting, recruiter, Recruiting
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.
Posted in Health Care, Hiring Process Tips, Humor, Interview Tips, Recruiting
Tagged Cuddy, doctor, Doctor House Hiring Tips, funny job interview, health care staffing, healthcare hiring, healthcare humor, House, interview tips, phone interview, phone screening, physician recruiting, Recruiting
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.
Posted in Advantages To Using a Recruiter, Candidates, Ethics, Hiring Process Tips, Recruiting
Tagged background checks, background screening, candidate background, candidate screening, candidates, Ethics, medical recruiting, mid-level hiring, physician recruiting, placement firm, professionalism, recruiter, Recruiting
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!
Posted in Health Care, Hiring Process Tips, Humor, Recruiting
Tagged Doctor House Hiring Tips, health care staffing, healthcare humor, House, House cast, medical recruiting, physician recruiting, recruiter, Recruiting, Resume, Resume tips
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.
Posted in Health Care, Hiring Process Tips, Humor, Networking, Recruiting
Tagged Doctor House Hiring Tips, health care staffing, Healthcare, healthcare humor, House, medical recruiting, networking, Networking benefits, physician recruiting, professionalism
Putting a job description together seems simple enough, right? But if not constructed precisely, you may find yourself buried waist deep with resumes from candidates that don’t hit the mark, especially in this economy. Thus, the first step is crucial in communicating to prospective candidates exactly what you’re looking for.
While House resorted to numbering his candidates 1 through 40 and slowly eliminating them, specific and detailed job descriptions will lower the chances of having to sort through piles of unqualified candidates. He eventually chose #13, but with much wasted time and effort.
A great way to approach the job description is to think of it as a “reverse resume.” This will help you organize the skills you’re seeking to provide a snapshot of the responsibilities and tasks the job entails. Don’t rely solely on a job’s history as you’re putting together a job description for today. Focus instead on what the job needs to be in light of the organization’s current needs and long-term objectives.
A well-written job description consists of more than a laundry list of the tasks and responsibilities that the job entails. It reflects a sense of priorities.
A task is what the person in the job will actually do. Qualifications are the skills, attributes, or credentials a person needs to perform each task. Clarify the actual tasks and responsibilities before you start thinking about what special attributes will be needed by the person who will be fulfilling those responsibilities.
Credentials (such as degrees and licenses) are absolute necessities in some jobs. The thing you want to make sure of, however, is that whatever credentials you establish have a direct bearing on the candidate’s ability to become a top performer.
The job you describe must be truly doable. When you’re lumping several tasks into the same job description, make sure that you’re not creating a job that very few people could fill.
Last but not least, it’s always a clever idea to review the description with your manager and other team members to be sure you haven’t missed anything.
Posted in Health Care, Hiring Process Tips, Humor, Recruiting
Tagged Doctor House Hiring Tips, healthcare hiring, House, Job description, medical recruiting, Olivia Wilde, physician recruiting, professionalism, recruiter, Recruiting, Thirteen