It may seem overwhelming to try to compete with larger employers for the best talent in your area, but it can be done. Larger employers often attract top talent because they are more visible in their communities and online. Smaller employers need to try a different approach to be seen by quality candidates.
You can try recruiting by simply posting openings on job boards, but this impersonal approach may not attract quality candidates. Try a more personal approach such as developing relationships with the program directors at your local college or university. They can help you find quality candidates about to graduate or who have recently graduated.
And don’t forget to keep an eye out in the community. Did you receive excellent customer service while getting your morning coffee? That person may be great as your next front office person. You can also spread the word the old-fashioned way by letting friends, family and colleagues know you are looking for a quality candidate.
Is it fun to work in your practice? Is it rewarding? Your company culture can be an impactful recruiting tool. One place where company culture can shine and recruit quality candidates is on social media, but is your practice showing its true colors on Facebook or Instagram? Try posting pictures of your staff when participating in community events such as Relay for Life or team building events such as a painting night. Candidates are looking, and they want to know what it’s like to work for you.
It may seem like your small practice doesn’t have a lot of growth opportunities, but smaller employers often have more opportunities. As your practice grows, the opportunities for staff to move into new positions also grow. Every position you recruit for should have a growth path that can be met through performance and business growth. Right now, you may need an entry-level audiologist, but this audiologist could become your audiology manager and the director of audiology someday.