I'm Always Hiring the Wrong People
Are You Always Hiring the Wrong People? Here’s How to Change That!
Does this sound familiar? You pour time and resources into searching, training, and onboarding new employees, only to find that they’re not the right fit. The average cost of hiring a new employee can be nearly $4,000, and if you make the wrong choice, the expenses can skyrocket further. Beyond the financial implications, a bad hire can harm team morale, disrupt client experiences, and tarnish your practice's reputation.
So, how can you improve your chances of successfully choosing the right team members? The key lies in your approach to hiring. Remember, hiring isn’t just about filling a position; it’s about selecting individuals who will enhance your team.
Don’t Rush Your Hiring Decisions
To boost your success rate above the average—often less than 50% in terms of employee retention—it’s crucial to resist the urge to hire quickly. Taking your time and having a clear and well thought out process allows you to find candidates who possess the right personality, skills, and cultural fit for your practice.
Set High Standards from the Beginning
Be clear about your expectations from the get-go. Your job postings should reflect your high standards, without sugar-coating the reality of the role. This transparency will help filter out applicants who may not align with your values or expectations.
Hire for Attitude Over Experience
This might seem counterintuitive, but prioritizing attitude can lead to greater long-term success. A strong resume doesn’t guarantee a great hire. Instead, look for candidates with a “can-do” mindset and a determination to excel. This doesn’t mean you should hire someone completely unqualified, but consider candidates who show potential and a willingness to grow.
Understand the Role and Personality Type
To ensure a successful hire, you must thoroughly understand the role you’re looking to fill. Communicate the specifics to candidates, and identify the personality traits that would thrive in that position. For instance, don’t place an introverted individual in a lead management role where extroverted qualities are essential. Reflect on who has succeeded in the role before and seek those traits in your next hire.
Create Benchmarks for Success
Establish clear benchmarks for what success looks like at 30, 60, 90, and 180 days into the role. Share these expectations with prospective hires to help them assess whether they can meet your standards.
By implementing these strategies, you can significantly increase your chances of making the right hiring decisions and building a strong, cohesive team. Remember, hiring is an investment—not just in your team but in the future of your practice. Choose wisely!
💌 Are you ready to take on an investment partner to help you grow your medical aesthetics practice? If so, we are here to partner with you every step of the way. Fill out the contact form or send us an email at info@baraesthetics.com and we will schedule a call to discuss the possibilities.
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