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Hiring Practices

By: Bryan Durocher
Posted: March 4, 2010, from the March 2010 issue of
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Have classified respondents call into a voicemail system and leave a message. This is their first impression on you, and you can use it as a method to weed out applicants. Another option is to have people fax or e-mail in their résumés so you can review their work histories and discern if there is a match between the business culture and mission your practice provides and the person applying for the position.

Internet marketing. Think of resources such as Monster.com and Craigslist as tools at your disposal when hunting for a new staff member. Reviewing applicants that have submitted résumés and job interests into these sites can save you much time and hassle, as they can narrow down likely candidates to those that would truly fit the bill for your open position.

Also, the Internet can be quite affordable and have a broader reach to attract your potential new team member. With this larger reach, you have the ability to connect with an ideal team member who may happen to currently live in another section of the country. You can also use Internet resources such as Facebook and MySpace to peruse how potential candidates represent themselves in the online community at large.

The interview process

The interview process should be formatted to make it as time-efficient as possible, so it is important to have clarity in what the essential interview steps are.

The logical first step for the process would be a pre-screen phone call. Spending five minutes on the phone with each potential candidate, asking a few questions vital to the position you are interviewing for, will help determine each candidate’s viability. If the person doesn’t seem like she is an appropriate fit, thank her for her time and move on to your next candidate.