As a recruiting firm specializing in the recruitment of practice leadership professionals, we know a thing or two when it comes to growing your healthcare practice. In short, we’ve observed that practices generate the most growth and success when they stick to one simple rule in regards to hiring: It is always better to hire too early than too late.

The problem with waiting until the need is profoundly apparent is that practice owners will often hire from a position of desperation, which is a situation that can lead to bad hires, false starts, lost revenue, wasted time, and missed opportunities.

As such, here are a few tips to get your practice prepped to grow:

1) Identify specific growth  goals and understand your practice’s long and short-term needs.

Are you preparing to grow into a new office, or are you staying put for the foreseeable future? Do you need someone who will revamp your entire backend system, or simply support continued growth? Understand the position you want to fill. You don’t need to know who you will hire, but you should know what role you wish to fill and the objective you’re working toward. 

2) Always keep updated job descriptions for everyone in your organization. 

Replacing a beloved staff member is never easy, but it greatly simplifies the hiring process to replace them if you already have an updated job description in-hand when they submit their two week’s notice. Make an effort to keep an updated copy of each staff member’s job description on file and revise annually as duties, responsibilities, and the practice’s needs change.

3) Think two or more hires down the road. 

Restrictive covenants, sticky contracts, moving logistics, and unforeseeable delays are just a few of the many obstacles practice leadership candidates have to overcome when making the switch to a new practice. Identifying the right candidate for your practice early on and starting the hiring process six months to a year out from when you actually need them is the best way to ensure you can choose the candidate you want and not simply the first one who is available.

4) Stay in touch with promising practice leadership professionals you meet. 

Networking isn’t just for candidates, but employers as well. As you come into contact with promising potential leadership professionals, exchange contact information and connect with them on LinkedIn. That way, when you do have an opportunity available, you’ll already have a list of potential candidates at your disposal. Even if they aren’t able to pursue the opportunity themselves, they may know of someone else who is looking.

5) Begin the hiring process before things get uncomfortable.

If you constantly have to work beyond capacity or are struggling to keep things in order, it’s probably time to start exploring new practice leadership.

6) Always have a plan to present your practice and community in the best possible light to a candidate. 

Take note of local attractions, iconic restaurants, and recreational areas that highlight the positive qualities of your area. Remember, you’re not just trying to sell the candidate on the opportunity, but the lifestyle that will come along with living in the area as well.


At Practice Management Connections, we are working on your talent pipeline every day. We talk to candidates who are exploring options, interested in relocating, and looking for a brighter future. Get to know us by giving one of our recruiters a call. 

Other blogs you may be interested in