Medical Administrator Recruitment

Undoubtedly a talented administrator will help to ensure a medical practice operates efficiently, is profitable, and has great employees.  Finding such an administrator, however, can sometimes be challenging since your practice is not the only one attempting to recruit that stellar candidate.  So, if you like gambling in casinos and/or have plenty of time to spend interviewing countless candidates, then you should put an advertisement in your local paper or online.  Otherwise, your time and money would be better spent using a recruiter to find an experienced administrator who you will value for years to come.

A good recruiter will weed through the candidates and give you just a few (no more than three) who appear to be a good fit for you and your practice.  Of course, when it comes time to interview, there are several items you need to ensure are covered.

Top Characteristics

Here a few things that you should ensure the candidates have when you are conducting your interview:

  • Appropriate education level (Do they need a high school diploma? Specific type of college degree? Master’s degree?)
  • Business acumen (This is your business person, so don’t skimp on this criteria. You are not hiring them to perform surgery; you are hiring them to keep the practice in order.)
  • Leadership capabilities (Are they motivating? Can they delegate?)
  • Healthcare administrator qualities (Do they communicate well? Are they empathetic?  Do they have a sense of attention to detail?)

Warning Characteristics

Recruiters should be interviewing candidates in great detail before they ever send them your way.  It is their job to be acute and to have a thorough selective process.  Even the best of recruiters may miss something when they screen candidates, so here are a few red flags you should be on the lookout for when conducting your interviews:

  • Did the candidate ask about salary upfront? (Actually, when using a recruiter, the candidate should not even bring it up since the recruiter should have already covered the salary range, benefits, etc.)
  • Did the candidate ask about long hours?
  • Did the candidate slam their former co-workers?
  • Does the candidate appear to have poor people skills?
  • Does the candidate appear to miss the point about patient care? (This can sometimes be the case if this will be the first job they have in a medical practice.  Obviously, patient care is a priority.  The candidate that does not get that, will not do a job well since they will be unable to relate to the tasks the clinical staff perform on a daily basis.  The candidate does NOT have to have clinical experience to do a great job as an administrator.)

This position is crucial member of your staff and critical to the success of your practice.  Finding the right administrator is not easy, but being open about your needs to a recruiter can help to facilitate the search for a perfect fit.

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Contact ABISA for healthcare consultancy support or speaking engagements.

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