I've stumbled into a half-decent hiring process that has brought us some great people.
First, I post positions on indeed.com. After reviewing resumes and narrowing down candidates, I send a message inviting them to call our office for a phone interview with me. This puts the ball in their court and requires they pick up a phone and talk to a person (gasp!) -- sadly, this is no small feat for the rising generation of texters and snappers. Not surprisingly, only a percentage of the invited candidates take this step.
Those who pass my stage go on to interview in-person with a team of staff, and I let them make the final call. Sounds risky, but I like it for two reasons: 1) they can't blame me for sticking a dud on their team, and 2) they feel a responsibility to make sure that person succeeds. We also offer a $250 signing bonus for a 6-month commitment -- but we don't tell them about this until the offer is made and it's just icing on the cake.
Some of my favorite phone interview questions:
How do you make patients feel better
Tell me about a time you had to be corrected on something you were doing wrong and how you felt.
Tell me about a time you corrected someone else and how you did it.
Author: Jared Schultz is the Administrator for Arthritis Clinic of Central Utah in Provo, Utah - a MedMan managed clinic