Page 80 - 100 - HR Management Manual

3. Give the candidate the position agreement (should already have it from
the hiring seminar).
4. Loan them a copy of the procedures manual for the position. Tell them
this is a list of each duty that position does and how each is done. GET
THIS BACK BEFORE THEY LEAVE FOR THE DAY.
First Two Hours:

1. Have applicant perform a function that would be a part of their job.
You’re checking to see how easily they can be trained & their
willingness to jump in and do the job. The direct supervisor and/or
ED watches/monitors in a way that’s not overbearing or with
pressure. Don’t make them a nervous wreck.
IMPORTANT: DON’T GIVE THEM TIME TO GET REALLY
COMFORTABLE. YOU WANT TO ENSURE THEY CAN HANDLE
JUMPING IN AND DOING THE JOB- THAT IS THE POINT OF THIS
INTERVIEW. THIS IS TOUGH. THE JOB IS TOUGH- YOU WANT TO
KNOW CAN THEY DO IT OR WILL THEY NEED THEIR HAND HELD?

Example Tasks for Each Position During Observation Interviews:

Receptionist: Individuals must be able to answer the phones (multiple
lines at a time, put on hold, and take message accordingly). Note: need
to note how well they handle the stress of the phone lines as well as
how they interact with clients on the floor.
 Check in appointments (with assistance in AVImark).
o Weigh patients
o Greet clients
o Check In client in AVImark
 Answer the phones.
o Need to note how well they respond with their answers
when they do NOT know the answer.
o Are they personable to people over the counter and on the
phone?
 File Paperwork
 Distribute lab work to the doctors
Questions to Ask Yourself:

 Are they personable to people over the counter and on the phone?
 Do they take initiative or ask what else they can do?
 How quickly do they adapt to the environment?
 Will they ask questions about things they don’t know?
 Team player?
 How is their attitude about people, tasks, questions?

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