How do you keep great employees? Change the way you hire

Having the right people, in the right place, at the right time can mean the difference between a practice’s success or failure.

Traditionally when hiring, employers look for the candidate with the most experience. It’s a very straightforward approach to evaluating an applicant, but focusing too much on work history can narrow your potential talent pool. Not to mention, an individual’s experience with another organization doesn’t necessarily guarantee future success with yours.

Another approach, particularly effective when hiring for entry-level revenue cycle positions, is to hire for potential rather than experience.

So how do you know when you’ve got a high-potential individual in front of you? Look at the kind of skills that can’t be learned on the job.

In an interview hosted by the Harvard Business Review, author Claudio Fernández-Aráoz outlines five soft skills that he has deemed hallmarks of potential:

Motivation

Curiosity

Insight

Engagement

Determination

Motivation, according to Fernández-Aráoz, is the most important indicator of someone with high potential as it uncovers a person’s commitment to the success of your business.

In the world of revenue cycle management, curiosity and insight are also crucial, given the complexity and ever-changing nature of medical billing and payment. Willingness to learn and adaptability are key to a successful revenue cycle team. Assessing a candidate’s level of determination via behavioral interviewing techniques can help you judge whether or not they will be comfortable with credentialing, collections, or payor follow-up.

While opting for a less-experienced employee does involve some risk, investing in your new hire through training and development can help with retention and the growth of a strong organizational culture, giving them even more reasons to stick with your practice throughout the years.