By David Wolfe
I have been studying the greatest recruiting and hiring experts, including Dave Ramsey, Jim Collins, Patrick Lencioni, and Bradford Smart, for many years now. As you’ll see and learn more about in the next section, have distilled and synthesized their work and the work of others with my own personal experience to create a nine-step recruiting process for attraction- based recruiting. I use it to attract Nurse Practitioners and physician assistants for our clients (and to build my NP Now team), but there is no reason it cannot work for other positions in healthcare or in other industries. This system is pretty comprehensive, and it covers most of the bases so that no mis-hires slip through the cracks and get through the door. It’s designed to keep “crazy” out of your building. It’s designed to expose the people who are faking and fabricating things. And it’s designed to make it obvious who is a top performer, who is really going to fit into your company culture, and who’s going to exemplify your core values.
It’s also meant to be consistent, so that each candidate goes through this process so that you can easily compare one candidate to the next. One problem I see with other hiring systems is that a hiring manager may not be following consistent steps with each candidate. They cover five steps with one candidate and only three steps with the next candidate. If you follow my comprehensive nine-step process, you will find the A-players you need to succeed.
It’s not bulletproof. Nothing is. It’s inevitable that bad hires are going to be present in any organization. fte goal is to reduce bad hires to the smallest percent possible. But I believe it gives you the best chance at hiring only a top performer that really fits into your company culture. Stay tuned on our blog as we dive into those 9 steps next week