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CLAIRVEST GAAP EPS OF $2.66

November 15th 2022, 3:07:57 pm
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UIPATH STOCK CLIMBS OVER 16% ON STRONG PRELIMINARY Q3 RESULTS, FURTHER JOB CUTS

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PATH


1847 HOLDINGS LLC REPORTS Q3 RESULTS

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BRI-CHEM GAAP EPS OF $0.03, REVENUE OF $28.99M

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LUXURBAN HOTELS GAAP EPS OF -$0.13, REVENUE OF $11.6M

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KIDOZ REPORTS Q3 RESULTS

November 15th 2022, 3:01:28 pm
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NU HOLDINGS STOCK JUMPS 13% AS Q3 REVENUE BEATS CONSENSUS, EARNINGS IMPROVE

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M-TRON INDUSTRIES GAAP EPS OF $0.19, REVENUE OF $8.5M

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PRECISION OPTICS GAAP EPS OF $0.00, REVENUE OF $5.09M

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BILLIONAIRE CHARLIE MUNGER CALLS CRYPTO COMBINATION OF FRAUD AND DELUSION

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ENTREPRENEUR UNIVERSE BRIGHT GROUP GAAP EPS OF $0.00, REVENUE OF $0.8M

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CAPITAL SOUTHWEST DIPS AFTER PRICING ~$38.2M STOCK OFFERING

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ONFOLIO GAAP EPS OF -$0.31, REVENUE OF $0.35M

November 15th 2022, 2:51:47 pm
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ICOSAVAX GAAP EPS OF -$0.55

November 15th 2022, 2:51:46 pm
ICVX


THE METALS COMPANY GAAP EPS OF -$0.12 MISSES BY $0.03

November 15th 2022, 2:51:30 pm
TMC
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BEST PRACTICES FOR RECRUITING TALENTED STAFF FOR YOUR PRACTICE

November 9, 2022
Amanda Piwonka






Medical practices must go beyond simply offering competitive salaries and
benefits packages to attract new talent and keep their best clinicians and
administrative staff working for them.



The healthcare workforce has changed in the past few decades. It used to attract
and retain top talent by offering benefits like health insurance, retirement
plans, and the promise of a work-life balance. However, today, healthcare
workers have more options than ever; they can work for travel nursing agencies,
which offer benefits like free housing, or medical spas, which tend to have more
consistent hours.

In addition, they can work for independent practices, allowing more autonomy
than other medical facilities. Considering all the career paths healthcare
workers can choose, employers must go beyond simply offering competitive
salaries and benefits packages to attract new talent and keep their best
clinicians working for them.

When recruiting and retaining top talent, employers should consider factors such
as employee potential and development, internal processes and how they impact
staff workloads, the benefits of working for your practice, and competitive
compensation.

When you hire great people, they will attract other great people. So as you look
to retain your existing workforce and attract new talent, keep these strategies
in mind:

Evaluate people based on their potential, not their past. It's easier to find a
good fit when hiring someone who can grow into the role and become an asset
rather than a liability. Graduates of healthcare programs often have difficulty
finding employment after graduation, but they are great candidates. Candidates
who come straight from graduation are often eager to learn and amenable to the
culture and standards you set for your practice.

Train and develop employees so they can fulfill their potential at your
organization. Provide training opportunities to team members as part of your
commitment to personal and professional development. For example, offer
education programs like skill-based workshops and informal learning experiences.
For some team members, mentorship programs with senior-level colleagues who have
valuable skills to provide entry-level team members, like communication, could
be worthwhile. If you don't already offer this training program within your
practice’s culture, where employees feel comfortable asking questions without
worrying about making mistakes or looking bad in front of a patient, then maybe
try starting one! Helping everyone to feel included will help retain top talent,
even those who might otherwise struggle learning specific skills due to a lack
of confidence, etc.

Prevent heavy workloads with standard operating procedures

Processes are the key to success. If you already have processes in place, start
defining standard operating procedures for each essential task or process in
your practice. If you still need to get processes in place, this is a great
opportunity to start forming them! First, consider which tasks are essential to
your practice's operations and what would happen if there was no standard
operating procedure to follow. Next, divide workflow by the natural skill sets
and identify those with skills. Finally, cross-train employees, so obligations
are taken care of if someone is out of the office or needs help with their
workload. Proper workflow delegation ensures that work gets done efficiently and
effectively.

Advertisement



Competitive compensation

Payroll is the single largest expense for most businesses, accounting for up to
70 percent of all overhead. Understanding how much to pay your employees will
help you attract and retain top talent while maintaining profitability.

 * Starting salary: How do you determine what to pay new hires? Consider their
   experience level, education, and skills when deciding on a salary range. If
   there is no difference between salaries with similar titles across similar
   practices, the middle of that range should be your starting point. You can
   increase it with time, based on demonstrated ability and effort. If a team
   member is willing to take on additional responsibilities without being asked,
   note their initiative.
 * Raises and bonuses: There are multiple ways to offer bonuses, whether
   merit-based or seniority-based. Incentivizing team members with
   production-based bonuses could also benefit your practice. However, be
   mindful of production-based as the primary compensation method, as it can
   deter entry-level physicians, physician assistants, or nurse practitioners
   that still need an established patient base.

Prioritize employee recognition

Employee recognition is integral to any company culture. The best part about
employee recognition programs is that they don’t require much money or effort
from employers; simply taking a genuine interest in what employees do daily can
go a long way and make your team feel appreciated at work.

In addition, perks are a great way to show your practice staff that you care
about them. They can be low or no cost, but they can also greatly impact
employee morale and retention. Employer rewards, company outings, and other
perks are all ways to show appreciation for the hard work of your staff.

No matter what specialty you’re in, good talent is essential for practice
growth. Building a team that consistently delivers the best results takes a lot
of work, but if you take care of your employees as individuals and invest in
their future, they will reward you with loyalty and hard work.





As Senior Vice President of People for Tebra, a leading cloud-based healthcare
technology platform, Amanda Piwonka empowers Tebra’s people and aligns personal
achievement to company objectives to drive results, accountability, and growth.






Related Content:

StaffingPractice Management
HLTH 2022: What is the potential of value-based care?
Pay flexibility in smaller practices
Quick to the middle
Related Article >>>

--------------------------------------------------------------------------------

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Stock market news and analysis brought to you by Seeking Alpha


CLAIRVEST GAAP EPS OF $2.66

November 15th 2022, 3:07:57 pm
CVTGF CVG:CA


UIPATH STOCK CLIMBS OVER 16% ON STRONG PRELIMINARY Q3 RESULTS, FURTHER JOB CUTS

November 15th 2022, 3:06:45 pm
PATH


1847 HOLDINGS LLC REPORTS Q3 RESULTS

November 15th 2022, 3:06:24 pm
EFSH


PROLOGIS UNVEILS TWO MAJOR EV TRUCK CHARGING INSTALLATIONS

November 15th 2022, 3:05:05 pm
PLD


BRI-CHEM GAAP EPS OF $0.03, REVENUE OF $28.99M

November 15th 2022, 3:04:54 pm
BRYFF BRY:CA


REPORTS Q3 RESULTS

November 15th 2022, 3:04:48 pm
YOSH


CATHEDRAL ENERGY SERVICES GAAP EPS OF $0.04, REVENUE OF $0.11M

November 15th 2022, 3:03:17 pm
CETEF CET:CA


LUXURBAN HOTELS GAAP EPS OF -$0.13, REVENUE OF $11.6M

November 15th 2022, 3:02:02 pm
LUXH


KIDOZ REPORTS Q3 RESULTS

November 15th 2022, 3:01:28 pm
KIDZ:CA KDOZF


NU HOLDINGS STOCK JUMPS 13% AS Q3 REVENUE BEATS CONSENSUS, EARNINGS IMPROVE

November 15th 2022, 3:00:37 pm
NU


4D MOLECULAR, AZENTA TOP HEALTHCARE GAINERS; TWIST BIOSCIENCE, LUMOS AMONG
LOSERS

November 15th 2022, 3:00:31 pm
AZTA LUMO AXDX DRIO CALA TWST FDMT INM TMCI NRSN


M-TRON INDUSTRIES GAAP EPS OF $0.19, REVENUE OF $8.5M

November 15th 2022, 2:59:44 pm
MPTI


PRECISION OPTICS GAAP EPS OF $0.00, REVENUE OF $5.09M

November 15th 2022, 2:59:15 pm
PEYED


BILLIONAIRE CHARLIE MUNGER CALLS CRYPTO COMBINATION OF FRAUD AND DELUSION

November 15th 2022, 2:58:58 pm
BRK.B BRK.A BTC-USD


PLANET FITNESS OUTLINES STRATEGIC GROWTH PLANS AT INVESTOR DAY EVENT

November 15th 2022, 2:58:36 pm
PLNT


DUBAI-BASED EV MAKER NWTN STOCK TUMBLES FOR SECOND DAY FOLLOWING SPAC MERGER

November 15th 2022, 2:58:04 pm
NWTN


TROIKA MEDIA REPORTS Q3 RESULTS

November 15th 2022, 2:57:42 pm
TRKA


HOME-SHOPPING NAMES QVC, HSN LAUNCH ON ROKU CHANNEL; QURATE RETAIL JUMPS

November 15th 2022, 2:56:25 pm
QRTEA ROKU QRTEB QRTEP


SAKER AVIATION SERVICES REPORTS Q3 RESULTS

November 15th 2022, 2:56:11 pm
SKAS


LUVU BRANDS GAAP EPS OF $0.01, REVENUE OF $8.1M

November 15th 2022, 2:55:32 pm
LUVU


ENTREPRENEUR UNIVERSE BRIGHT GROUP GAAP EPS OF $0.00, REVENUE OF $0.8M

November 15th 2022, 2:54:01 pm
EUBG


CREATIVE MEDIA & COMMUNITY TRUST GAAP EPS OF -$0.50, REVENUE OF $24.85M

November 15th 2022, 2:53:51 pm
CMCT


HIGH WIRE NETWORKS  REPORTS Q3 RESULTS

November 15th 2022, 2:53:43 pm
HWNI


SCIENTIFIC INDUSTRIES GAAP EPS OF -$0.18, REVENUE OF $2.7M

November 15th 2022, 2:53:37 pm
SCND


GLACIER MEDIA GAAP EPS OF -C$0.01, REVENUE OF C$47.9M

November 15th 2022, 2:53:26 pm
GLMFF GVC:CA


CAPITAL SOUTHWEST DIPS AFTER PRICING ~$38.2M STOCK OFFERING

November 15th 2022, 2:53:21 pm
CSWC


THE INX DIGITAL REPORTS Q3 RESULTS

November 15th 2022, 2:52:31 pm
INXDF


ONFOLIO GAAP EPS OF -$0.31, REVENUE OF $0.35M

November 15th 2022, 2:51:47 pm
ONFO


ICOSAVAX GAAP EPS OF -$0.55

November 15th 2022, 2:51:46 pm
ICVX


THE METALS COMPANY GAAP EPS OF -$0.12 MISSES BY $0.03

November 15th 2022, 2:51:30 pm
TMC
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