As an executive search consultant, I’ve observed how difficult it can be to implement a clear, transparent set of criteria for evaluating candidates and to implement that criteria consistently. It is so easy to allow distractions, bad moods, or personal biases to creep into the hiring process. Bias is defined as prejudice for or against a person, thing, or group. We are all beholden to all these factors. However, the foundation of a successful executive search or recruitment lies in fair, clearly defined hiring practices. The most obvious benefits? Not only is the candidate pool broadened when subjective factors are weeded out, but staff and management can trust in the resulting decision because everyone is aware of the standards utilized. When you expand your horizons beyond the traditional parameters, you increase the likelihood of discovering candidates who truly align with your company’s needs and culture. This alignment often transcends what is evident on a resume, delving into a candidate’s skills, ambitions, and fit with the organizational ethos.
One of the less tangible, yet equally vital, outcomes of expanding beyond the traditional parameters in hiring is the infusion of creativity and innovation within your organization. Diversity in social and ethnic backgrounds, thought, and experience is invaluable; it equips your team to approach complex challenges from multiple angles, reducing groupthink and fostering well-rounded decision making. In my experience, a team with varied backgrounds is far more adept at navigating business challenges than one that is composed uniformly. An array of distinct experiences enriches the pool of ideas, revealing solutions that could be missed by a like-minded group.
As an executive search consultant, I help guide and implement proven strategies to make the hiring processes in the interview and selection processes fair, objective, and evenly applied. Here are a few tips that can assist you and your organization in achieving those goals, while also fostering a dynamic team.
Structured Interview Processes
Standardize interviews and interview questions to ensure every candidate is assessed equally. This minimizes personal preferences or prejudices or plain old bad moods that can creep into unstructured interviews. By focusing on a consistent set of relevant questions, we objectively evaluate skills and experiences that are directly pertinent to the job, rather than being swayed by charismatic but potentially less qualified candidates.
Diverse Hiring Panels
Diverse hiring panels are crucial, as different backgrounds bring varied perspectives, helping to minimize individual biases. For instance, a panel with a mix of ages, genders, and cultural backgrounds is more likely to evaluate candidates holistically, rather than through a singular lens. This diversity helps in recognizing the strengths of candidates from backgrounds, enriching the talent pool.
Blind Recruitment Techniques
Removing identifying information such as names or educational history helps the hiring team focus on the candidate’s skills and qualifications alone. This technique combats biases that might influence a hiring decision subconsciously. For example, by removing names, we prevent gender bias and ethnic bias; and by hiding educational backgrounds, we eliminate any bias toward certain universities.
Mix It Up to Find the Right People
With turnover rates in medical practices floating around 40% in 2023, and with some clients reporting over 60% turnover, it is essential to foster an environment where every team member’s voice is respected. Appreciating every voice not only enhances employee satisfaction and retention, but it also directly contributes to the company’s success.
The VMG Health Advantage
In the end, as someone who’s all about finding the right people for the job, hiring should be fair and innovative to find the best candidates. Mix things up by using different kinds of interviews and asking people with different backgrounds to contribute to hiring decisions. This way, we build a workplace that is not only staffed with the best possible employees, but also buzzing with new ideas and solutions.
At VMG Health, we’re dedicated to helping practices like yours find the right candidates. With our deep expertise in ophthalmology, dermatology, plastic surgery, aesthetic medicine, and ambulatory surgery centers (ASCs), we offer unmatched insight into your organization’s needs, so we can find the most qualified and capable staff for your practice. From an initial needs assessment all the way to hiring and onboarding, my team will do the heavy lifting. Contact us to learn more about our comprehensive suite of solutions and schedule a consultation.
