Have you been stuck in a pattern of hiring the wrong people for your practice? What can you do to attract the right people? How does one utilize a scientific approach to find the best candidates?
In this podcast episode, Joe Sanok speaks with Dr. Michael Neal about How to Hire an Amazing Team.
Podcast Sponsor: Brighter Vision
How would you like to fall into cash this month? Every year, my friends over at Brighter Vision kick off the fall season with a month-long digital conference event they call ‘Fall Into Cash’.
For the entire month of September, they’ll be teaming up with the top brands, consultants, and coaches in the mental health industry to provide you with the best advice, tools, content, podcasts, and giveaways; all centered around one main theme – helping you grow your practice and make more money.
Plus, in celebration of the 5th anniversary of ‘Fall Into Cash’, they’re also offering a very special discount exclusively for Practice of the Practice listeners. From now until the end of the month, they’re offering new websites for only $49/month for your whole first year plus no setup fees – that’s a savings of over $200!
For more information and to take advantage of this great offer, head on over to brightervision.com/joe.
Meet Dr. Michael Neal
Dr. Michael Neal is an Optometrist and the Founder of Build My Team, a company dedicated to helping healthcare professionals find the right team members for their practices. Over the many years of growing his practice, he has invented a scientific and predictable way to hire superstar team members. Dr. Neal takes the guesswork out of hiring with this scientific process and saves his clients lots of time and worry.
Connect with Dr. Neal on LinkedIn.
In This Podcast
- Hiring based on science
- Measure learning pace and performance
- Get your job description right
- Dr. Michael Neal’s advice to private practitioners
Hiring based on science
The done-for-you Build My Team system is:
- Build My Team will have a quick consultation with the practice to see what it is looking for in a clinician.
- Build My Team will write the job description for the practice and publish it to 23 different job boards to cast a wide net.
Now that the applicants have applied, the scientific hiring process looks at the applicant’s mindset. Some questions to ask yourself to find out more about the candidate when you are hiring someone are:
- Do they possess a healthcare mindset?
- Are they team players?
- Are they grateful and appreciative?
- Do they have initiative?
- Do they have honesty and integrity?
- Do they enjoy helping people?
- Do they love to learn?
- Are they reliable?
Do they have a helpful heart? You can’t assume that. All kinds of people apply to healthcare because they want a stable position, not necessarily because they love helping people. (Dr. Michael Neal)
Measure learning pace and performance
If you’re bringing people in who are wonderful and they learn really slowly then you’re not going to get the three- to six-week [onboarding] timeframe … you’re going to get the three- to six-month timeframe, and that just doesn’t work. It doesn’t allow a practice to get up and running when you’re in that type of situation. (Dr. Michael Neal)
Keep an eye on how quickly and effectively new candidates pick up on information, and how they make the appropriate changes to integrate into the practice.
Even though a candidate may be a good fit for the practice, you are hiring for the practice’s success and growth, and that requires you to make decisions that are ultimately based on how well this person will serve the practice and the work it does within the community.
Observe their performance factors and see whether they can:
- follow procedures and policies consistently
- handle details and paperwork
- work in extended routine
- notice details
- follow up appropriately with clients and other clinicians.
Get your job description right
Most job descriptions talk about the hours and the pay; however, you can create a job description that will attract the best type of people for your practice by tweaking it appropriately.
Customize your job description so that it talks about the contribution that the new team member can make. How can they contribute to the practice? What role can they fill, and how can they expand that to bring the best of their abilities to the growth of the business?
Once your job description is clear, publish it far and wide. This may take a lot of time, but it is in your favor to cast a wide net.
Dr. Michael Neal’s advice to private practitioners
If walking into your practice in the morning is not enjoyable to you, you need to craft your environment better so that it is enjoyable for you.
You are the boss and the practice revolves around you, so do not be afraid to take the reins and lead the practice to a place that serves you, your clinicians, and your clients better.
Useful Links mentioned in this episode:
- Visit Brighter Vision Fall Into Cash for any new website package receive $100 discount
- Visit the Build My Team website, or contact them for a free consultation.
Books mentioned in this episode:
Check out these additional resources:
- Ask the Expert with Lori Gottlieb | POP 609
- Apply to work together
- Pillars of Practice
- Submit your question for Joe to answer
- Sign up for Next Level Practice
- Events – click on the event’s dropdown
- Sign up to join the free webinars and events here
- Podcast Launch School
- Practice of the Practice Podcast Network
- Free resources to help you start, grow, and scale
- Apply to work with us
Meet Joe Sanok
Joe Sanok helps counselors to create thriving practices that are the envy of other counselors. He has helped counselors to grow their businesses by 50-500% and is proud of all the private practice owners that are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.
Thanks For Listening!
Feel free to leave a comment below or share this podcast on social media by clicking on one of the social media links below! Alternatively, leave a review on iTunes and subscribe!