In recent years, hiring a new GP could be troublesome. A trend towards a group setting practice is more likely to be a preferable option than solo practice. Professional security and a high compensation package are two of the priority. However, GPs may not want to spend too much on their responsibilities on the job. Here are some of the tips worthy of consideration in hiring a new GP:
The Selection Process
Generally, the selection process is composed of six steps. These steps would ensure the employer the necessary details in hiring the right GP. It can provide an evaluation model throughout the selection process and can guarantee a better approach in choosing a GP that is fit for the position and the overall practice.
1. Review your needs
Assessing your needs as a practice can help you understand why is there a need to hire a new GP. Regardless of its viability when it comes to financial matters, taking a closer look at your practice can provide an avenue to determine which GP are you looking for. Are you planning to expand your practice so that you can hire a GP with a specialty? Or are you looking for somebody to diversify your unit? Discussing this with your partners is a must.
2. Review applicant’s CVs
Taking a critical assessment of every applicant’s CV is a must. This would help you in determining the necessary fit of the candidate for such a position. Aside from knowing their educational backgrounds, you might want to look for any inconsistencies within the CV. This may give you an impression when it comes to the way that a candidate completes and complies with their other documents in the future.
Then practice an effective rating system for the candidate’s qualification.
3. Telephone interviews
Conducting telephone interviews can be helpful in gathering other information. Before proceeding with this phase, make sure that you have already screened the candidates who applied for the position. Here are some things you might want to consider in assessing the candidates:
· The position they are looking for
· If their goals are tailored with the opportunity in your practice
· Their enthusiasm towards the position
· How they find the position as well as the practice as a whole
· Do they have any requirements with regards to the position
· Inquiring about their qualifications
· Candidate’s availability to start for the job
After the telephone interviews, you might want to come up with a shortlist of candidates to be invited for the face-to-face interviews. Take note that maintains a good position vis-à-vis the candidate especially when it comes to their attitude and values. Make sure that these aspects must fit in perfectly with your needs and expectations as well. In this phase, impressions are the most important.
4. Face-to-face interviews
The next phase would be face-to-face interviews. In this phase, you should be able to set it up privately to foster an open conversation. Through the face-to-face interviews, you can create a personal profile that would be instrumental in evaluating each candidate. Here are some things you might consider to take notice of in this phase.
· How the candidate presents himself/herself in the interview
· Determine the candidate’s career and personal aspirations and its connection with the position
· How does the candidate come up with decisions
· Ambitions of the candidate
· Personal values when it comes to being a leader or a follower
· Thoughts of the candidate about risk-taking
· Civic disposition of the candidate
5. Post-interview analysis
After the two phases of interviews, you should verify the credentials of each candidate by communicating with their medical schools and former employers. Then, you can proceed to a round-table discussion with your partners in coming up with the candidate’s fit with the practice. Take account as well of the chemistry value whenever coming up with a final decision.
6. Contract negotiation and signing
Negotiating a contract must be done with care. You should know your expectations and what areas you are willing to make a compromise. Always value the long-term goals of the practice in negotiating a contract with a candidate. Also, seek legal counsel to ensure fairness between the two parties.
Conclusion
Careful and effective evaluation of each candidate is the best thing to do in hiring the right GP. This can alleviate the risk of the unknown posed in every procedure. Nevertheless, you must be prepared at all costs.