As we continue to hunt for an MA to augment our staff, I’d like to share with you some of the lessons we have learned along the way.
- Age and maturity matters.
- Even though they bring you a beautifully produced resume, make them fill out an application by hand. Look at their handwriting and spelling.
- Give them a spelling test! I’m appalled at the poor writing skills and spelling that people have these days.
- Pay attention to “holes” in their work history, as well as the length of time at a job. If they tend to only work at a job for a few monthsâ€¦don’t expect it will change at your office.
- Give them a 90 day probationary period and use it.
- I’ve heard this often and I think there is lots of truth to it:Â “Hire slow, fire fast”.
- Supply scenarios during the interview of common situations you see in your office to determine how they might respond.
- If they show up to the interview showing cleavage and naval piercing, they may not be the right MA for you.
- Ditto if they show up loaded or they are acting like they are in need of a fix.
- Which has led me to add UA’s to our hiring process.
Be picky when hiring. Your staff represents you and will help set the tone and efficiency of your office. Listen to your patients – their unsolicited feedback will tell you quite a bit about things you don’t see.