Every medical practice owner knows that high-quality healthcare starts with hiring exceptional talent. But one common challenge for small independent clinics is the competition.
It’s difficult to attract quality staff when hospitals and big clinics dominate the talent search war. Sure, you may not be able to compete with facilities or salaries. But it doesn’t mean you have to settle for sub-par medical staff. Instead, you may find that all it takes is a little strategy to send top talents running through your clinic’s doors.
1. Follow the Talent
Why wait for talent to come when you can go to them? An increasingly common way to make sure your practice is only hiring top-tier medical staff is to identify promising talent early.
Reach out to your local medical school or college and ask if they will partner you in forming internship programs. This arrangement exposes bright students to a professional medical setting. By setting aside time to mentor them, you’re not just helping students make decisions about their career paths. You’re also inspiring loyalty in a possible future recruit.
As a result, the school will also gain a reputation for having a hands-on program that prepares its students for a professional medical career. It’s a win-win for everybody.
2. Know the Hiring Advantage You Have Over Others
Another method is to consider the benefits you can offer to potential recruits. You may be surprised to learn that high salaries and large facilities aren’t always the selling point. There are some things that money can’t buy.
As a small practice, this is where you have the advantage over large institutions. You are free to offer more flexibility like work-life balance, flexible schedules, increased maternity leave, the option to work remotely, and more vacation days.
3. Be Creative with Perks and Benefits
Don’t be afraid to offer tailor-made benefits to individual staff because the standard benefits like medical insurance may not be applicable or a priority to some.
For example, there could be an outstanding medical staff out there who happens to be a new parent. The flexible schedules you offer may just earn you a star recruit.
If you’re daring, you could even let control be the perk of working in your clinic. Some physicians prefer to work a certain way and being able to call the shots in a few areas could be an attractive benefit.
Allow them control over specific aspects like the scope of their practice coverage, their working hours, and hiring their own care teams. A little bit of control goes a long way in recruiting and retaining the right staff.
4. Turn to Tech for Hiring
Given that most young people use mobile apps to apply for jobs nowadays, it makes sense to search for your next talent there. Job apps and websites are great places to hire. The key is to choose one that offers a simplified and convenient screening process.
Finally, your best bet in hiring great staff for your clinic is to plan ahead. Many clinics notice a need for new talent only when the situation is dire. By planning ahead, you avoid settling for average recruits and ensure that you have the budget for a quality addition to your team.
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