In a previous article, we discussed some strategies for hiring a new physician. While many of these tips, such as having a long term strategy, checking references, and hosting an interactive interview also apply to mid-level hires, there are a few other things to keep in mind when searching for the perfect nurse practitioner or physician’s assistant.
Recently we spoke to Reuben Allen, a Rheumatology Practice Consultant, about things to keep in mind when hiring mid-level employees. Here are three tips he shared that might make your next search a little smoother.
Quiz interviewees on their clinical knowledge.
It’s ideal if the nurse practitioners and/or physician’s assistants you hire are experienced, though hiring recent graduates has benefits, too. “You get to be the one to train them,” Allen explains. No matter what their level of prior experience, everyone you hire should have excellent clinical knowledge. This is something you can determine during the interview by asking them specific and challenging questions. You can ensure their answers will be up to your standards by advertising your job opening in places where well educated people look for open positions, such as the American College of Rheumatology’s website and various nursing programs.
Figure out if they’ll be able to work well with patients.
In many practices, mid-levels have their own patient list, while in others some mid-levels assist by seeing patients while the physician makes the final evaluation and/or signs off on their charts. (This is another reason it’s important to ensure that everyone you hire has robust and current clinical knowledge.) Because these positions will deal directly with your patients, it’s vital to make sure they have the interpersonal and social skills to set your patients at ease and offer them the best possible care.
Make sure they have realistic expectations for their salary and the location.
If possible, it’s a good idea to hire locally. This is because too often bringing someone in from out of state can result in a misunderstanding of the environment, leading to a short-lived employee. Even if the person you hire seems fine with your city, it’s important to remember that she or he probably has a family as well. Allen shares the story of one hire who ran into this issue. “He was a great fit, except for one problem—his wife didn’t like the city.” The new employee ended up leaving after a year, and the practice had to go through the whole job search process again. Even if you can’t find someone local, Allen says, “it’s important to find someone who wants to live in your area.”
No matter what position you’re looking to fill at your rheumatology practice, it’s imperative hire the best people you can. This will help your business grow and offer the best care to your patients.
We hope this article makes your next search a little bit easier. Good luck!Posted by