What characteristics are being sought in the next person to be hired in the clinic? Will they be matched with the clinic in 29 areas of compatibility? No?

 

A number of social networking entities attempt to match people on a basis of compatibility to improve the success of a long-term relationship. In fact, it appears that electronic social networking sites account for more people getting together than the more traditional means of meeting in public places, hoping to find someone with whom a long-term relationship could develop. Hiring processes might see improvement if—no joking—more emphasis were placed on compatibility as demonstrated in social networking sites.

 

Hiring good, long-term people is a difficult task. Often, the best that can be expected in the hiring process is to weed out those with a high potential for failure. The greater the management experience required, the greater the difficulty in finding the right person. The hiring process begins with a review of the resume and a determination of the previous experience. If the basic qualifications are there, the decision to hire is generally made on the basis of how the interviewer "feels" after the face-to-face interview. In other words, the decision is more emotional than objective.

 

It's an interesting dichotomy that when we look for people in a social setting, we're attracted to those with characteristics that are different from ours. Yet when we hire people, we look for those with similar characteristics. Perhaps clinic hiring practices should consider other dimensions of compatibility. Matching employees to positions should include more than just past skill sets and a first impression when interviewed. 

 

During the face-to-face interview, a great deal of emphasis, whether conscious or subconscious, is placed on likability. If the interviewer is comfortable with the person applying for a position, the potential for hiring that person is much greater. Applicants with the same basic behavioral tendencies as the interviewer generally communicate better during an interview. For example, if the interviewer is decisive and quick to act, he would more easily develop a rapport with someone giving short, concise answers. An applicant with lengthy, detailed explanations could easily irritate the interviewer, diminishing his potential for being hired. The interviewer likes to communicate with those with similar behavioral styles.

 

Also, in evaluating the potential employee, the interviewer is looking for those characteristics that he holds most valuable. For example, if the interviewer is a detail-oriented person, details are what he will be looking for in the interview process. Misspellings, inaccuracies in dates, a poorly organized resume, and similar oversights will send strong signals that this person is not someone to be hired.

 

 

 

Organizations are like people. To be whole, many parts are needed; parts that perform different functions and have different characteristics. For an individual to function effectively, part of him must be a decision-maker that can react and move forward when a decision is required. However, a part of him must also be analytical at times, as well as fun-loving and gregarious. Part of the individual also is drawn to being and feeling a part of a team. The organization is the same. It should be comprised of employees that provide similar characteristics at an organizational level.

 

When hiring a new employee, perhaps a more eHarmony approach with more dimensions of compatibility should be considered. In addition to previous experience, it would be helpful to know the candidate's long range goals. Are they compatible with that of the clinic? Do the personality traits fit the position? An employee who enjoys meeting and talking with people may not be well-suited for a detailed coding position in the back corner of the billing office. However, the candidate may be very well suited for a receptionist position.

 

When hiring someone, do your homework. Check for gaps and errors on the resume. Check references. Run background checks. Also, spend time on the personal attributes needed to fill the position. Will there be a great deal of people contact? Is there a need for someone who is a detail person? What personality traits are needed to meet the demands of the position for which the clinic is hiring?