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  • Here is week 12 assignment.

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    Here is a sample of our site visit if we are allowed the time with a candidate

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    It really depends on the candidate and how long they are willing to give us of their time off. We try to incorporate most of what you have covered in the site visit, but time or candidate does not always a lot the adequate amount of time. Some candidates are not always open about interests or partners’ interests either. We usually do what we can to know as much about the candidate and their interests before they leave the site visit.

    We usually only do 1 day, but we have had a 2 day also depending on candidate and where they are coming from.

    Here is this week’s assignment.

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    Here is my Week 8 assignment- sorry it was late!

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    If we all came with a warning tag and you had to wear one- what would yours say and why? This one usually throws them. I also like describe a job that would be a nightmare for you?

    So many candidates seem to be coached now with all the instructional information out there on how to answer when you are asked behavioral interviewing questions. Hard to know if anything they tell you now is real. Sometimes using your gut or doing the group interview is the best way so that someone might pick up on something that can make you ask questions more pointed. Would like to know if the heart to serve the underserved is really at the front of priorities on some candidates.

    Full Time Provider Recruiting/Retention- how do you keep your full time providers for more than 3 years? Can you please share your process from recruiting (schools/residencies, private practice, semi-retirement, retention/contingency companies, etc.) to training period (initially how long is the process) to retaining them past 2-3 years? We have a lot of people that want part time, but few for full time. I would also like to see an advertisement for an opening that has been very successful for you. Thanks!

    Do you track the types of social media and what has been more productive? (Example: We track where we are getting the most response for Medical Assistants & it is on Craig’s List which totally surprised us!)

    Let’s try this again.

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    Please let me know that my assignment uploaded. Thanks! Mary

    I low balled some of the numbers for the hourly since we are working on streamlining the interview, onboarding, orientation, etc. processes at this time. Not sure of the total wage/benefits for everyone, but figured everyone that has a piece in any of this at 1 hour minimum. Hope I am looking in the right range- this is my first recruiting budget with this criteria.

    We are not using HR Metrics.

    Normally our Medical or Dental Director do the initial phone call. Then after their thumbs up & depending on schedules of the candidate & when the interview team participation is at the maximum- we hold a formal interview by bringing the candidate in with some key team participants calling in via Zoom. We have done the next interview on Zoom if we have a handful of candidates screened by the Directors to narrow the playing field before we bring in the top candidate or two.

Viewing 15 posts - 1 through 15 (of 20 total)

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