Why You Should Never Allow Your Office Manager to Hire Anyone.

Why You Should Never Allow Your Office Manager to Hire Anyone.

There’s no shame in recognizing that the skills of a doctor are akin to those of a master chef. Perfection and the need for recognition of excellent work are in your DNA. Combine those traits with the need to grow your practice through personal recommendations and online reviews… and the pressure you place upon yourself is ruthless. 

In the same vein, doctors and chefs also have very little time for ‘chit-chat’, as one award winning orthodontist shared recently. Asked what environment and leadership style a candidate might expect, the response was delivered crispy, without hesitation or apology: “Speak to me in context. And if your dog died – I’m sorry, but I don’t have the time to cry with you right now”.

The number of candidates might shrink immediately now that I know who and what I’m dealing with before I even post for the job. Who cares? My job is to find the perfect candidate who will ‘fit’ your needs, personality and let’s be honest…faults.

There’s no shame for being who you are. But if you expect your Office Manager to tell a candidate that you “come unglued if the flow of patients is unraveling” or “sometimes you’re going to feel unappreciated, unnoticed for the good job you did yesterday”, you’re probably very, very mistaken.

Why won’t they tell the truth? Quite simple. Loyalty.

Asking your Office Manager to share what you’re really like to work for is a half-baked expectation. Sure, they’ll tell a candidate that you’re extremely generous, well respected, highly skilled and have patients that “love the doctor”.  What they cannot and will not share is your tendency to be curt, avoid eye-contact first thing in the morning, forget your birthday, fail to recognize that you’re sick, throw the occasional instrument or drop the “F” bomb once in a while when it’s all screwed up.

Why would you put them in that unenviable position?

Forget for a moment the high cost of your Office Manager plowing through a hundred applications and interviewing a dozen applicants. As someone who recruits for all positions across the country, I need to know what your foibles, personal traits, loves and hates are. Sometimes, soon after starting the interview with a candidate and having established the pleasantries, I will make the statement: “I’m going to do my best to talk you out of this job”.  

I start by finding out how sensitive they are. I ask how important recognition and rewards are, what makes them leave a job, and how demanding is too demanding? Best of all, I can share; “this doctor has a very short fuse and has no time for chit-chat” asking; “knowing all of that are you still interested?”. Only then will I share the benefits of the job.

One last advantage. Candidates don’t have to like me. I can be brutally honest and defend your idiosyncrasies. They simply have to really want the job and know who they are working for.

Leave it to your Office Manager and you might be asking “so why did she leave?”.  When that happens, you don’t expect to be told the truth – do you?

Sean Barnard, SHRM-CP
Sean Barnard is a public speaker, corporate trainer, consultant and certified human resources professional.