Turns out that even Google finds it difficult to hire the right people.  Google has a history of being notoriously single-minded in its quest to hire “the best and brightest.”  In Google’s case this meant that only applicants that had advanced degrees from elite institutions and graduated at the top of their classes need apply.  In a recent interview published in the New York Times, Google’s Laszlo Bock, Senior Vice President of People Operations, discussed some surprises that emerged from studying Google’s hiring techniques.

If Google is right, virtually nobody is better than anybody else at interviewing prospective employees. High GPAs, test scores and skill in brain teasers are all practically useless.  According to Laszlo, the best interviewing questions are those that uncover both how a prospective employee behaved in a situation and their attitude toward a particular work challenge.  Using a consistent set of questions that probe an applicant’s behavior – such as how they solved a problem – and attitudes seems to be most useful.

Google now asks all employees to assess their management twice a year. In our experience far too few practices take the time review the performance of managers from the perspective of those that they manage. Employees should have an opportunity to rate their managers on their transparency, clarity and fairness. Providing honest feedback to managers is essential if they are to improve their performance. Performance in this case means increased staff morale, lower turnover, higher patient satisfaction and, of course, higher profitability.

Leadership is often a week area within medical practices. Key leadership attributes are fairness, consistency and predictability. With a challenging day-to-day workload, many practice administrators and physician leaders fall short on these measures. These shortcomings affect not only staff morale, but also the bottom line since staff often disengage from refining office procedures that can improve patient care and profitability.

Read the short interview here: http://nyti.ms/1cOFANS

 

 

 

 

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