I saw this article in Medical Economics called Six steps to hiring great practice staff and thought I would share it with you. Will it help you in a DPC practice? I am not really sure.
Step 1: Define your requirements
Step 2: Describe the ideal candidate
Step 3: Make adjustments
Step 4: Establish a process that weeds out candidates for you
Step 5: Verify selected résumé and application information
Step 6: Give new hires an easy way to quit after a short trial period
Steps 1 and 2 are important. Do you need an RN? Probably not. Do you need an MA? Maybe. I found a great phlebotomist and trained her up. See my first book. And yes, your ideal candidate should be enthusiastic, smart, and interested in DPC.
Let me give you my biggest hint. If you are interviewing someone who hasn’t even bothered to read about your practice from your website and have some idea about what DPC is then you do NOT want them. They showed their cards as far as motivation goes.
Also, always check the criminal record sites. You would be amazed how many of your MA candidates are on there. We had some amazing and eye-opening crimes come up. Embezzlement, drugs, prostitution, and on and on. The pic above I found on the web is a real RN who was a meth addict.
Lastly, hire SLOW and fire FAST!
Got any more ideas? Leave a comment with your ideas.