Ask the Expert: Strategies for Successful Clinic Staffing with Linda Hill
Coherent Healthcare recently sat down with Linda Hill, the founder of Linda Hill Recruitment, to discuss the intricacies of building and sustaining a thriving healthcare team. With over two decades of expertise in connecting businesses with exceptional talent, Linda shares invaluable insights on the nuanced art of hiring, the challenges clinic owners face in recruiting consultants, and strategic approaches to attracting and retaining top-tier staff.
Coherent: What qualities should a clinic owner look for when hiring staff?
Linda: I always advise to keep these traits in mind when hiring staff:
Look beyond technical skills when recruiting. While these are important, soft skills like communication, teamwork, adaptability and problem solving are extremely valuable and will determine how well the staff member will fit in with the team and are liked by the clients.
Look for candidates that align with your companies’ values and culture. An employee who resonates with the company ethos is more likely to be engaged, productive and will stay longer.
Candidates that demonstrate potential for growth and professional development. Employees who are eager to learn and develop are valuable assets as the business evolves.
Qualities like reliability, dedication and a strong work ethic often translate to consistent performance and loyalty within the practice.
Someone who has a team player attitude, who can collaborate effectively and show loyalty to the practice
Emotional intelligence is often underrated. Look for candidates who are self-aware, have empathy and can manage relationships.
Prioritise for candidates who have integrity and take accountability. You want staff members that you can trust and rely on to treat your customers with kindness and respect.
Our industry is ever changing, and business owners need to adapt to change for business success. Choose candidates that are flexible, who can adapt to change and are not stuck in their ways. Sometimes the business needs to pivot, and you want staff who understands the importance of being agile to survive and thrive.
A candidate who shows genuine enthusiasm for the role and the company can be a great asset. Passion often translates into motivation and a higher quality of work.
Coherent: What challenges might clinic owners face when recruiting consultants?
Linda: One of the biggest challenges clinic owners face is finding candidates that are highly specialised with specific qualifications, certificates and experience. Invest in targeted recruitment strategies such as partnering with agencies that can assist with your permanent and temporary recruitment, attend industry specific events, or utilise your own website to draw in more qualified candidates.
The industry is rapidly evolving with new treatments, products and technology and keeping staff updated with these advances can be challenging. Offer continuous development opportunities for your staff which can include in-house training, online courses, workshops and seminars to make your clinic more attractive to prospective staff. This will also help with retention of staff by investing in their growth.
Highly skilled staff command higher salaries and it can be challenging to balance the cost of hiring top talent while maintaining profitability. Offer a competitive salary to increase the pool of people applying for your job role. Increase revenue by focusing on building a loyal client base to offset the higher labour costs.
Maintaining a positive work environment and ensuring new hires fit in well with the clinic’s culture can be tricky. The interpersonal dynamics in small teams can impact the client experience and employee satisfaction. Make sure you implement a thorough interview process that also assesses interpersonal skills to determine the cultural fit of the candidate.
Clients are seeking a highly personalised experience when they visit a clinic. When recruiting, ensure that prospective staff members are also skilled in customer service. Look for candidates that possess strong interpersonal and communication skills. Investing in customer service training for your staff to enhance your client experience which will lead to higher satisfaction and repeat business.
Coherent: What strategies can clinic owners employ to attract and retain staff?
Linda: By focusing on these 4 strategies clinic owners can not only attract top talent but also ensure their staff remain motivated and committed.
1. Continuous professional development
By investing in ongoing treatment and product training for your staff, you can ensure you stay at the forefront of industry innovations and show employees that you value their growth and career development. Offer an allowance or reimbursement for employees who pursue external courses or certificates relevant to their role. Encourage knowledge sharing among staff through regular in-house workshops or training sessions led by experienced team members or external experts.
2. Competitive compensation packages
Research industry standards and adjust your pay scales to ensure you stay competitive. Post pandemic basic salaries have increased substantially and staff will leave if they feel underpaid. Implement a clear and attainable bonus structure based on performance metrics such as client satisfaction, retention rates and sales of products and services. To attract staff, offer benefits such as health insurance or paid time off. Establish a system to recognise and reward employees for their hard work to enhance a sense of belonging.
3. Strong employer brand
A strong brand communicates its brand values, the culture and benefits of working at the company. This will make your clinic more attractive to prospective employees. Actively manage your online presence, including your website and social media channels, to highlight your clinic’s work culture, employee testimonials and community involvement. Encourage your employees to share their positive experiences about working at your clinic. Be transparent about your clinic’s mission, vision and opportunities for growth. You can also enhance your brand’s visibility through sponsorships and events in the community.
4. Supportive work culture
Creating a supportive work environment is key to retaining employees. It fosters a sense of belonging and support, encouraging staff to stay with your clinic long-term. This can be done through open communication with regular meetings and one-to-one check ins. Prioritise employee wellbeing with initiatives such as flexible work arrangements, where possible. Organise team building activities and social events to strengthen relationships amongst staff and create a culture of feedback, so employees feel heard.
Coherent: What are some good questions for clinic owners to ask when interviewing staff?
Linda: Ask a mix of behavioural, situational and role specific questions to assess a candidate’s qualifications, fit and potential:
Ask the candidate to tell you about themselves. This allows them to introduce themselves and share key aspects of their background and career journey.
A good question to ask is what motivated the candidate to apply for the role. It helps you to understand the candidate’s interest in the company and the role they are interviewing for as well as their alignment with the company mission and values.
Ask the candidate what they believe are the most important skills and qualities for the success in the specific role they are applying for. The question will help you to gauge whether the candidate understands the role and has thought about their skills and how it aligns with the requirements.
To determine a candidate’s conflict resolution skills and their ability to remain professional in challenging interactions you can ask them how they have dealt with a difficult co-worker or client. Ask how they approached the situation and what the outcome was.
Discussing the candidate’s interests and hobbies during the interview can be a useful tool for assessing cultural fit, soft skills and work-life balance, but it should be done carefully and in a way that respects the candidate’s privacy and preference.
As the interviewer you should set a tone of professionalism, respect and genuine interest in the candidate. The goal is to create an environment where the candidate feels comfortable, valued and is motivated to showcase their qualifications and fit for the role. Be prepared to share information about the company, the role and the interview process. Transparency can help the candidate make an informed decision about whether the role would be a good fit for them.
Coherent: Can you tell us about Linda Hill Recruitment and how it can help clinic owners?
Linda: Linda Hill Recruitment was founded in 2004 with one aim: to match great businesses with exceptional talent. Our areas of expertise include:
experienced practitioners that deliver high quality treatments
Front of House Coordinators & Clinic Managers that contribute to business growth and success
Marketing & Social Media staff to make your business stand out
Business Development staff to drive sales and revenue
These strategies and insights from Linda Hill offer clinic owners a comprehensive approach to not only enhance their hiring processes but also cultivate an environment fostering longevity, loyalty, mutual growth and success. Reach out to Linda Hill for your recruitment and staffing needs on admin@lindahillrecruitment.co.uk or 020 8288 0538.
