Recruit and Hire New Management Position Strategies
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School
Pennsylvania State University *
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Course
897
Subject
Health Science
Date
Apr 3, 2024
Type
Pages
6
Uploaded by KidSteelSquirrel40
Recruit and Hire New Management Position
1.
Research the role of Physician Practice Manager and determine what challenges you face in recruiting the best talent. ( You will wrap these items into the revision of the job posting, the interview method choice, and interview questions) Challenges: Outdated job descriptions: Might not attract qualified candidates Competition
Lack of employer branding: Mt. Nittany might not be well known for its talent management practices, making it less appealing.
Solutions:-
Job posting:
Showcasing company culture: Work environment, core values and employee engagement.
Highlight growth opportunities: Emphasize professional development programs leadership trainings and opportunities for advancements.
Modernize the description: Include keywords based on current healthcare trends and challenges.
Interview Method Choice: •
Structured Interviews: Utilize a consistent interview format with pre-defined questions to ensure a fair and objective evaluation of all candidates. •
Panel Interviews: Include a diverse panel with representatives from different departments (physicians, nurses, HR) to assess various aspects of the candidate's skills. •
Behavioural Interviewing: Ask questions that require candidates to describe past experiences demonstrating relevant skills and problem-solving abilities. Interview Questions: •
Challenge and Opportunity Focused: Ask questions about the candidate's experience managing a paediatric practice in a changing healthcare environment. •
Leadership and Teamwork: Design questions to assess the candidate's ability to motivate and collaborate with a team of physicians, nurses, and other staff. •
Financial Management: Include questions about the candidate's experience with budgeting, cost control, and ensuring financial viability of the practice. •
Compliance and Regulations: Ask questions about their knowledge of relevant healthcare regulations and their approach to maintaining compliance.
•
Company Culture Fit: Include questions to assess the candidate's values and work style to ensure they align with Nittany Health's culture. 2.
Define a process for completing a job analysis for this position. A job analysis is a systematic process of gathering information about a job to define its duties, responsibilities, skills, and knowledge requirements. •
Review existing documents: Review the current job description, any performance appraisal forms, and any notes or documentation from the previous Practice Manager. •
Subject Matter Expert Interviews: Conduct interviews with key stakeholders, such as physicians, nurses, and the outgoing Practice Manager, to understand the day-to-day responsibilities and challenges of the role. •
Observation: Observe the current Practice Manager performing their duties to gain first-hand experience of the job. •
Questionnaire: Develop a questionnaire to gather information from current Practice Managers or similar roles about the skills and knowledge required for the job. •
Analyze Data: Compile and analyze the information gathered from all sources to develop a comprehensive job description that accurately reflects the current needs of the role. 3.
Review and revise the
job posting
Job Posting: Physician Practice Manager - Paediatrics Nittany Health is seeking a passionate and experienced Practice Manager to lead our dynamic and growing paediatric division! About the Opportunity: In this pivotal role, you will play a key role in shaping the future of our paediatric practice. You will be responsible for the day-to-day operations of our 5-department practice with 25 staff members and 23 providers. We foster a collaborative and supportive environment, and you will work closely with a dedicated team to ensure exceptional patient care and financial viability. Key Responsibilities: •
Provide strategic leadership and direction for the paediatric practice, focusing on growth, efficiency, and quality improvement. •
Ensure exceptional patient experience by fostering a patient-centred culture and high-performing team. •
Oversee financial management, including budgeting, cost control, and revenue cycle management.
•
Maintain compliance with all applicable healthcare regulations and accreditation standards. •
Recruit, develop, and retain a talented team of staff members. •
Collaborate with physicians on practice development initiatives and strategic planning. •
Partner with marketing and public relations to promote the paediatric practice within the community. •
Stay up-to-date on current healthcare trends and best practices in paediatric care. Qualifications: •
Bachelor's degree in Healthcare Administration, Business Administration, or a related field (MBA preferred). •
Minimum of 5 years of experience in a leadership role within a healthcare setting, preferably a paediatric practice. •
Proven track record of success in improving operational efficiency, financial performance, and patient satisfaction. •
Strong understanding of healthcare regulations and accreditation standards (HIPAA, JCIA, etc.). •
Excellent communication, interpersonal, and leadership skills. •
Ability to build strong relationships with physicians, staff, patients, and community partners. •
Proficiency in Microsoft Office Suite and healthcare management software. What We Offer: •
Competitive salary and benefits package. •
Opportunity to work in a fast-paced and dynamic environment. •
Make a real difference in the lives of children and their families. •
Be part of a supportive and collaborative team. •
Professional development opportunities to help you grow your career. Nittany Health is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. To Apply: Please submit your resume and cover letter online. Revision Notes: •
Replaced outdated language: Removed "large or multi-site" and "complex procedural practice" to be more inclusive of various practice sizes. •
Modernized the description: Emphasized growth, efficiency, and patient-centred care, which are current healthcare priorities. •
Highlighted leadership and strategic thinking: Reframed responsibilities to showcase the strategic and leadership aspects of the role.
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•
Added specific competencies: Outlined desired skills such as budgeting, cost control, and revenue cycle management. •
Enhanced employer branding: Described Nittany Health's commitment to professional development and positive work environment. •
Strong Call to Action: Encouraged applications with a clear message about the impact of the role. 4.
Investigate employment testing options for selecting employees and choose your top three selected for this position.
- Emotional Intelligence test
- Personality Test(s)
- Integrity Test(s)
-
Emotional intelligence tests are becoming very common place in organizations, as a matter of fact it is more uncommon to not have one in today's workplace than to have one. This is because there is a lot of recent research showing that your higher performing employees have a higher average emotional intelligence. Additionally, and for my own reasons of adding it, I would prefer a workplace that understands one another, and is able to work with one another. This has also shown to have more success in employees with higher emotional intelligence. -
Similar to emotional intelligence, personality tests have become much more popular. They can help an organization when creating teams within the workplace. I only know about this because the MHA program used it on us initially. I like the idea though, and when hiring I’d like to be able to hire similar or likeminded people to work together. -
Last would be an integrity test to see how our workforce would be from an honesty standpoint. This is mainly just to see if they’re a good fit for the organization, and if they make correct personal decisions. 5.
Interview Protocol
Method choices: Ideally this interview will be in person, but, if need be, it can be over zoom. This interview is going to consist of a combination of behavioural and situational interview, as we would more of like to see a combination of how they are as people, as well as how competent they are.
Can you provide an overview of your professional background and experience in healthcare practice management?
What motivated you to pursue a career in practice management?
Can you share an example of a successful initiative you led to improve efficiency in your previous role?
How do you approach team building and fostering a positive work culture?
Describe a challenging situation you faced in a previous role and how you resolved it.
How do you prioritize tasks and make decisions under pressure?
How do you ensure effective communication within the practice, both vertically and horizontally?
Give an example of a time when you had to communicate a difficult decision to your team.
How do you approach budgeting and financial management within a healthcare practice?
How do you ensure a positive patient experience within the practice?
Describe a situation where you had to manage a conflict within your team.
What do you like to do for fun?
How would you describe yourself as a person?
Do you have any pets?
What's your favorite movie?
Do you have any questions for me?
References:
Practice Manager Job Description
. (n.d.). https://www.indeed.com/hire/job-
description/practice-
manager?gad_source=1&gclid=CjwKCAiAuYuvBhApEiwAzq_YiZI2IxMmkTz0nj0d0sPB
XLqs4r8Bg9mDBu99WLXBOOZJOzttIeVDvxoCrycQAvD_BwE&aceid=&gclsrc=aw.ds. What Is a Practice Manager in Healthcare? | BestColleges
. (n.d.). BestColleges.com. https://www.bestcolleges.com/healthcare/careers/practice-manager/
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