JUST A REGULAR GUY
HARD KNOCKS OF HIRING
I'm in the process of interviewing job applicants over the phone for a position at my office. I've found this a very effective way of getting information I need with a minimum of wasted time.
I put an ad in the paper and ask that the reader call a phone number for more details. The number is my home number and I have my answering machine ask for specific information and say I will call back within 48 hours if the requested information is given.
Right away I learn something about articulateness, organization, and the ability to follow instructions just from the responder's message.
I called back one applicant and asked her what type of a doctor she worked for in response to her telling me she had six years experience in a doctor's office. She replied, "Oh, just a regular doctor." What kind of a "regular doctor?" I asked again. And so it went.
Later in the conversation, because I've found it helpful to ask this, I inquired what was the name of this applicant's personal physician. Upon hearing the name I again asked, "What kind of a doctor?" And again she said, "Just a regular doctor." My patience wearing a bit thin, I said what do you mean by a "regular doctor." She replied something to the effect of the doctor "not being a specialist or anything."
I couldn't help thinking how this individual would answer the question asked from time to time at my office over the phone by a potential patent, "Is the Doctor an ophthalmologist?" She would answer, No, he's just an optometrist?" That is if I were stupid enough to hire her in the first place. So you see, just talking to someone over the phone can tell you a lot about an applicant.
The answer to the aforementioned question my staff gives is, "Dr Dodge is an optometrist. He is trained to diagnose, manage and treat conditions of the eye. How can I help you today?" A bit more positive, don't you think?
And so goes the private practices greatest challenge: that of getting and keeping the right staff.
Peter Dodge
HARD KNOCKS OF HIRING
I'm in the process of interviewing job applicants over the phone for a position at my office. I've found this a very effective way of getting information I need with a minimum of wasted time.
I put an ad in the paper and ask that the reader call a phone number for more details. The number is my home number and I have my answering machine ask for specific information and say I will call back within 48 hours if the requested information is given.
Right away I learn something about articulateness, organization, and the ability to follow instructions just from the responder's message.
I called back one applicant and asked her what type of a doctor she worked for in response to her telling me she had six years experience in a doctor's office. She replied, "Oh, just a regular doctor." What kind of a "regular doctor?" I asked again. And so it went.
Later in the conversation, because I've found it helpful to ask this, I inquired what was the name of this applicant's personal physician. Upon hearing the name I again asked, "What kind of a doctor?" And again she said, "Just a regular doctor." My patience wearing a bit thin, I said what do you mean by a "regular doctor." She replied something to the effect of the doctor "not being a specialist or anything."
I couldn't help thinking how this individual would answer the question asked from time to time at my office over the phone by a potential patent, "Is the Doctor an ophthalmologist?" She would answer, No, he's just an optometrist?" That is if I were stupid enough to hire her in the first place. So you see, just talking to someone over the phone can tell you a lot about an applicant.
The answer to the aforementioned question my staff gives is, "Dr Dodge is an optometrist. He is trained to diagnose, manage and treat conditions of the eye. How can I help you today?" A bit more positive, don't you think?
And so goes the private practices greatest challenge: that of getting and keeping the right staff.
Peter Dodge
