How To Hire The Right Fit For The Job

Hiring the right employee is a challenging process. If you hire the wrong employee it is expensive, costly to your work environment, and time-consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful work relationship, and a positive impact on your total environment.

Throughout my two decades of hiring employees, I have found numerous methods, books, and tips to “get it right”.  Still, it remains somewhat of a challenge. Recently I changed up methods and seem to see much greater success.

In the book, “Good to Great,” the author uses a bus analogy to describe how great companies move forward.  The concept is, if you get the right people in the right seats on your bus and they are motivated to travel to the same destination you are striving to get to, then you’ll have a successful business.

On the other hand, if you have the wrong people that don’t share the same motivation to get to your destination, you’ll waste enormous amounts of time dragging them on the bus each morning, and making sure they stay in their seat once they arrive.

I’ve made several hiring mistakes and put the wrong people on the bus.  I’ve felt the energy drain it creates and saw the negative effects it takes on our morale and our performance.  It creates daily stress that takes time away from planning and growing our business.

In order to avoid repeating my mistakes, I ask interview questions that are based on our values.  I want to know if the candidate is pushing themselves to learn and develop both personally and clinically.  I want to know if they have the same respect for patients, and passion for providing quality service. Do they have a sense of humor? Will they have the flexibility to handle a fast-paced dynamic environment? Are they a professional or a clock-watching time trader? And most of all, are they kind to everyone?

Once I probe their values, I give them a rundown of what matters most to us.  I describe all our values and why they make our business work. I always state, “These are our values, if you do not have them, our relationship will fall apart. If you need a job but don’t have these values, please do not accept the job if it is offered to you.”

I then describe 3 scenarios where it became apparent that a clinician, I hired did not share our values.

Scenario #1:

We asked a physical therapist to shift her lunch schedule by 1 hour to accommodate a patient that walked in with severe back pain to see if we could help her.  The therapist said no and wanted the patient to come back at a later date to avoid moving her lunch break.

Scenario #2

We asked a clinician to shift their favorite patient over to a physical therapist assistant so that we could accommodate another patient that arrived without a scheduled appointment.  We either made a scheduling error, or the patient made a mistake about her appointment.  Either way, we wanted to make the patient feel welcomed and receive her treatment. The clinician initially refused to adjust their schedule.

Scenario #3

We hired a clinician that claimed to be looking for a job that valued education.  Along with doing weekly education meetings, we also required our clinical staff to set goals based on improving clinical performance.  This clinician failed to meet any of his educational goals for the year. He failed to read or watch any educational material during the year that wasn’t on company time.

Being upfront about our values has helped the interview process for us.  I’m no longer thinking about “selling” the job to the candidate.  I’m trying to uncover their values, describe ours, and give them a realistic view of our expectations.  I tell them what is difficult about the job.  I let them know what will not work for us and the path to success.

I’ve found some really great teammates by changing to this process. I hope this helps you improve your hiring!

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