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  • Here is a sample of one of our site visit itineraries.

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    We schedule on sites for 1 day. We are a small clinic and community, so 1 day is sufficient.

    In a screening interview, I like to ask them why they want to work at a FQHC. I find that I can gauge how much they actually know about FQHCs with this, and whether or not they have done any research on us prior to the interview.

    We do not utilize any HR metrics at this point except headcount, average tenure, and other basic, payroll-type metrics (i.e. percentage involved in 403(b), etc.). We will be implementing an HRIS in January, and hope to increase our use of HR metrics then to get a better handle on our overall hiring practices.

    We have used Skype, Zoom, and GoToMeeting. We generally only utilize these technologies when doing initial provider interviews. After this round, our preference is to bring the provider in to see our location and do in-person interviews with the rest of the team.

    There are two members of our Board in particular that will be a big asset to us in this endeavor. Additionally, we just hired a Director of Marketing and Business Development who has extensive experience in our community. I am going to be leaning on her for some help in this area.

    My biggest challenge is getting a time. Our CMO is also a provider and will only interview on Mondays and Fridays. The rest of the team is fairly flexible, but it can cumbersome explaining to candidates why we only interview on Mondays and Fridays.

    We do. We match 50% of an employee’s contributions up to 5% of the employee’s salary. For example, if an employee contributes 5% to the 403b, we match 2.5%.

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