Employment and Training

Employment and Training

What type of medical/healthcare small business do you want or have? Medical supplies? Home health? A specialty medical practice like dermatology, oncology, or pediatrics? Or are you a family practice? Or maybe your business is something completely new: a medical software design company? Almost all of these medical-related small businesses have common business and human resource issues that you will need to address as your business grows.

A lot also depends on whether you’re starting a new practice/business or purchasing an existing one. This “make” vs. “buy” decision will probably be one of the biggest decisions you face as you begin your profession.

In today’s environment, it is probably best to minimize the number of full-time employees on your payroll. Not only do you have a number of tax obligations (social security, Medicare, unemployment, etc.), but legislation requiring paid benefits continues to place the burden of things like medical insurance, paid days off for sick leave, paid holidays, etc. squarely on the backs of business owners.

Finding and Hiring Staff

Assuming you own a medical practice and depending on its size, you will have to employ staff. This will likely include medical assistants, LVN, LPN, RN, and possibly a nurse practitioner or physician’s assistant, and certainly a patient-friendly receptionist. It is also a good idea to pay well for a receptionist who can handle billing for the insurance claims that your office will file on behalf of your patients. Problems with insurance claims not only impact patient satisfaction but also hinder cash flow. If your practice is large enough, you may need a full-time claims processor.

If you think a part-time employee model better fits your business needs, you might target segments of the population that could be interested in continuing to work but for whom a life change has taken them out of the 9-to-5 workforce. New parents who must provide their own childcare might be amenable to flexible, part-time employment. So might persons who have just retired but who don’t want to get out of the workforce completely.

In today’s world, it is also a must to make certain that every person you are hiring is fully trained and fluent at using today’s virtual workplace tools. This training should include knowing how to maintain the integrity of e-files, e-storage and all forms of communication medium so that, as required by HIPPA, the integrity of your clients’ information is uncompromised. It is also a good idea to test their comfort and expertise levels using a fully automated and integrated medical information system before you make an offer of employment.

So, if you need to hire people who have the skills, certification, training and experience mentioned above, where do you find them? A quick internet search will give you contact information for schools and other facilities which provide training for the kinds of hires you may be looking for.

Also, with today’s social media, using your list of key contacts by letting them know you have a specific employment need will probably satisfy your talent search faster than you can imagine. If you use your search engine to query “employment agencies near {zip code},” not only will you get names of a variety of hiring agencies that can relatively quickly provide you with suitable candidates but you will also see a number of boards on which you may post your job opening at virtually no cost.

Please refer to the Human Resource information for further suggestions and ideas on finding and hiring employees and staff.