#1: Have a budget for the position
The goal is not just to hire people who need a job, the goal is to hire people that believe what you believe. If you hire people just because they can do a job they will work for your money, but if you hire people that believe what you believe they will work for you with blood and sweat and tears.
The traditional method for hiring no longer works. You can’t expect to spend a couple of minutes looking at a resume and asking a couple of questions and think you have found the right fit for your practice. Yes, the right fit, an employee is a “delegate” of yourself. They represent you, they speak for you and they are a part of your brand and your reputation. They represent for good of for bad the culture of your practice.
The first order of business is to figure out your budget for the position. A lot of practices will try to nickel-and-dime potential employees, or offer vague guidelines in job postings. Read between the lines of that one, and what you get is that they're out to pay their people as little as possible. It's important to pay people as much as you can afford, instead of as little as you can get away with. You get what you pay for, right? And, at the same time, you'll attract top candidates and people who are willing to work hard and share in that abundance.
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