Focus on the Individual, Not the Experience
Now that you’ve crafted a strong job posting, what are the best venues to publicize the position? Sites such as LinkedIn.com, Careerbuilder.com, Job.com, Simplyhired.com and Craigslist.org are some of today’s most popular job listing locales.
Jennifer Reichel, MD, director of Seattle-based Pacific Dermatology & Cosmetic Center, hired a medical assistant and sterilization technician from Craigslist more than a year ago. The MA was “so good that I sent her to aesthetician training and now she is our aesthetician/MA.” The sterilization tech finished nursing school and is now Dr. Reichel’s head cosmetic nurse. She advises practice owners not to shy away from hiring employees who are “green,” noting that if you’re a good leader—or have one on your staff—it can be an advantage to hire someone that you can train entirely. Dr. Reichel relies also on the expertise of her supply representatives, noting that they’re key in finding candidates for “really important positions, such as associates, PAs, ARNPs, management, receptionists and nursing staff—the reps have their ears to the pavement all the time.”
Robert Ruck, executive vice president of sales and marketing at Palo Alto, California-based Sciton (sciton.com), concurs, adding that his recruiting method is threefold: he networks constantly, uses LinkedIn and other social media outlets, and keeps in close contact with traditional recruiters. “I’m not concerned about the industry a person has been in. We’ve hired people with nontraditional backgrounds. But the common thread is that they’ve been successful in whatever they’ve done,” he says. “We can train them.”
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