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Hire Smart

One of the most striking things about the office of Dr. Jessica Jacob, who practices in New Hyde Park, New York, is its low staff turnover. Almost every assistant who was on staff when the doctor delivered my youngest son 13 years ago is still there. They’re not just hanging around to rack up seniority. They love what they do and it shows in how well they treat patients.

The doctor’s secret is that she hires smart. She gives a lot of weight to an applicant’s employment record.

“Generally if they have been elsewhere for a long time, that alone is a good sign.”

She considers the first two weeks of employment a test period because “anyone can fool you on an interview.” During this tryout phase, she gauges not only how competent her new hires are, but whether they work well with others, whether they take too many breaks, and whether they get to work on time.

“A late arrival in the first week or two, or a sick call, are horrible signs,” she states. While talent is important, that shouldn’t be the only factor you weigh when deciding to hire someone. You have to look at the total package if you want to avoid hiring a problem employee. That takes time. But it could take even longer to look for replacements.