{"id":21702,"date":"2022-04-01T17:48:08","date_gmt":"2022-04-01T17:48:08","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=21702"},"modified":"2022-06-15T17:48:48","modified_gmt":"2022-06-15T17:48:48","slug":"hire-quickly-but-sensibly","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/hire-quickly-but-sensibly\/","title":{"rendered":"Hire Quickly but Sensibly"},"content":{"rendered":"

Unless you live in a cave, you\u2019re aware of the growing shortage of team members and the difficulty in finding them. According to a 2021 Insiders\u2019 Insights report from the Veterinary Hospital Managers Association, over 60% of veterinary practices were looking for DVMs, credentialed technicians and non-credentialed technicians. In addition, about 50% wanted to hire a receptionist. Unfortunately, the demand for help and the difficulty in hiring people haven\u2019t gotten any better since the survey was published.<\/p>\n

The CEO of a large retail chain once said, \u201cIf the person came in and filled out the application, we basically hired them unless they were followed by a policeman.\u201d That is how many small businesses approach hiring when the labor market is tight. In today\u2019s market, employers must move quickly because job candidates have too many choices. However, skipping critical steps in identifying the best person for your practice will lead to failure. You might solve a short-term problem (a filled position) but create a worse situation (a poor choice of hiree).<\/p>\n

3 Priorities<\/h3>\n

Before you advertise a job position, make sure you have a structured and disciplined hiring process to ensure better candidate selections. You\u2019ll save time in the long run. Here are three critical steps.<\/p>\n

1. Define the technical and non-technical competencies.<\/strong><\/p>\n

A hiring manager tends to focus on technical knowledge, work experience and skills because they come to mind first when a job is defined and because determining whether a candidate has them is easier. For example, a practice might require a typing or spelling test or ask an applicant to demonstrate putting in a catheter.<\/p>\n

Even more important to define are the critical non-technical competencies<\/a>. For example, if the position, such as a receptionist, has contact with the public, the candidate must have a friendly and sympathetic manner and the ability to accurately gather information from clients and communicate recommendations and other information. People frequently fail to do well in a job because of their lack of non-technical competencies.<\/p>\n

2. Review the compensation package.<\/strong><\/p>\n

Salaries and hourly wages are rising, and signing bonuses are more common today. A non-competitive veterinary practice won\u2019t get the kind of people it needs. Money isn\u2019t the only reason candidates accept a job, but other aspects of the work environment, such as recognition, training and excellent corporate culture, won\u2019t replace a poor salary.<\/p>\n

3. Prepare effective interview questions.<\/strong><\/p>\n

Behavioral interviewing is an excellent technique \u2014 the interviewer asks how the candidate handled situations similar to what the posted job likely will entail. Ask all candidates the same questions for a particular position to make comparisons easier.<\/p>\n

Start With a Phone Call<\/h3>\n

Use your time wisely once you begin the hiring process. If you aren\u2019t doing phone interviews with all candidates, start now. Phone interviews are an efficient way of getting a first impression. You can evaluate a person\u2019s phone skills, identify job disqualifiers, such as conflicting hours or a location issue, screen for essential skills, knowledge and experience, and follow up on anything unusual in the resume or application.<\/p>\n

In addition, take notes using a form designed for all job candidates. Be sure to include an applicant\u2019s answers to all interview questions and leave room to document any questions or comments.<\/p>\n

While many employers consider a working interview time well spent, more time isn\u2019t always better. Clearly identify what you want from the working interview and train your participating employees.<\/p>\n

Once you\u2019ve gathered all the information about the various applicants, the time has come to decide who to hire. When making the final evaluation, judge everyone by the same requirements and make sure the assessment is based on the competencies needed in the job and not how much you \u201clike\u201d the person. Don\u2019t overemphasize the technical competencies, and spend just as much time evaluating the person\u2019s non-technical strengths and weaknesses.<\/p>\n

Be specific about why a particular candidate is the right person. It\u2019s not enough to say, \u201cI just liked her and thought she\u2019d be a good fit.\u201d Such a response might mean that not enough time was spent evaluating specific skills and attributes and that the hiring manager found the candidate easy to talk to. Instead, think through their particular strengths and whether they fit the practice and job. For example: \u201cThis candidate is a credentialed veterinary technician<\/a>, has three years\u2019 experience in other general practices, was appropriately dressed for the interviews, was friendly and professional on the phone, and her references checked out.\u201d<\/p>\n

Rejection Notices<\/h3>\n

Practice managers are so busy these days that neglecting to notify rejected candidates occurs frequently. However, find the time. You don\u2019t have to contact every person who applied but certainly do so with anyone who spent some time in the hiring process. The notification lets the candidate move on and leaves a good impression. The person could be a client in the future or apply for another job opening. Email makes notification much simpler than it used to be. Keep the message short and non-specific, and don\u2019t get into why the person wasn\u2019t hired. Consider phrases such as:<\/p>\n

    \n
  • \u201cThank you very much for taking the time to send us your resume (or interview with us, etc.) for the veterinary technician job.\u201d<\/li>\n
  • \u201cWe have since filled that position\u201d or \u201cWe decided to offer the position to another candidate.\u201d<\/li>\n
  • \u201cWe will keep your resume on file should another opening become available.\u201d<\/li>\n
  • \u201cGood luck in your job search!\u201d<\/li>\n<\/ul>\n

    Hiring is tough, and no practice will get it right every time. So, when you fire someone, analyze what went wrong. Many managers say that, in hindsight, the interview process revealed clues about potential trouble, but in a rush to get someone on board, the warning signs were ignored. If you learn from your mistakes, the next time will be better.<\/p>\n

    \n

    Q&A TIME<\/span><\/h3>\n

    Here are two examples of practical interview questions based on necessary job skills:<\/p>\n

    Skill:<\/strong> Must communicate well with clients in often stressful situations.<\/p>\n

    Question:<\/strong> \u201cGive me an example of a time in your last job when a client or customer was angry at you or your business and what you did.\u201d<\/p>\n

    Skill:<\/strong> Must be able to work well as part of a team.<\/p>\n

    Question:<\/strong> \u201cGive me an example of a time at school or in your last job when you felt one of your colleagues had been unfair to you and what you did.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

    Skipping critical steps in identifying the best person for your practice will lead to failure.<\/p>\n","protected":false},"author":211,"featured_media":21703,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"iawp_total_views":0,"footnotes":""},"categories":[360],"tags":[],"class_list":["post-21702","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-april-may-2022","column-take-charge","clinical_topics-human-resources","clinical_topics-practice-management"],"acf":{"hide_sidebar":false,"hide_sidebar_ad":false,"hide_all_ads":false},"yoast_head":"\nHire Quickly but Sensibly | Today's Veterinary Business<\/title>\n<meta name=\"description\" content=\"In today\u2019s market, employers must move quickly when hiring people because job candidates have too many choices.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hire Quickly but Sensibly\" \/>\n<meta property=\"og:description\" content=\"In today\u2019s market, employers must move quickly when hiring people because job candidates have too many choices.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/hire-quickly-but-sensibly\/\" \/>\n<meta property=\"og:site_name\" content=\"Today's Veterinary Business\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/todaysveterinarybusiness\" \/>\n<meta property=\"article:published_time\" content=\"2022-04-01T17:48:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-06-15T17:48:48+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Take-Charge-0422.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"544\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Karen E. 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