Do you feel like you never have the right person for the job or that you constantly have to train and re-train your employees?
Does it seem like you're replacing an employee every other month? Maybe the problem is not with your employees but with your
hiring processes. Here are 10 of the most common hiring mistakes and time-tested strategies for correcting them.
1. Hiring for the wrong reasons
Starter list 35 powerful interview questions
|
Let's say you want to hire a receptionist. What attributes are you looking for? Do you want a receptionist who's knowledgeable
about preventive health care and different breeds? Or would you prefer someone with customer service skills who loves working
with people and animals? I think practitioners too often hire people for the wrong reasons. You can train a new hire in preventive veterinary care
or teach someone what to say when a client inquires about an elective surgical procedure. But you can't teach someone to love
your clients and the patients you care for. So when you're hiring, make sure you weigh the skills the person brings to the
table as well as the attributes that you can't teach. Most employees need a mix of attributes and skills to shine.
2. Placing a lackluster employment ad
I remember an ad for a receptionist that read something like this: "Position available for a receptionist in a veterinary
hospital. Applicant must have the ability to deal with difficult clients, work long hours, and be on his or her feet all day
long. Hours vary, weekend work required, and applicant must love animals. Please send resume to ..." Who would ever apply
for that position?
On the other hand, some employment ads sound too good to be true, which sets applicants up for failure before they even start.
I think placing employment ads is a little like fishing; you need to know what type of fish you're trying to catch and what
bait that fish likes.
So what type of applicant are you trying to attract, and are you putting out the right lure? Is your employment ad accurate?
Does it reflect the position, duties, and responsibilities that you expect the employee to perform? Do you use a clear job
description as the basis for your ad? Knowing what you're looking for makes it a lot easier to find what you want.
3. Failing to check references
Legal advice A dangerous line of questioning
|
Reference checking is a game. If you're calling to get a reference, your job is to get all the information possible about
the prospective employee. If you're giving the reference, you want to make sure you're not opening yourself up to a defamation
of character suit. It's not easy to be on either side of the court.
But this is a game you must play. Skipping a reference check is just too big a risk to take. I've learned unbelievable things
when checking references on prospective employees. For example, a previous employer once told me that the candidate I was
considering had an affair with one of the doctors—and when she broke up with the doctor, she physically assaulted him and
was arrested for it!
Featuring Information from:
