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    Why conducting the interview yourself will ultimately be better for your clinic

    Putting It In View By Dianna E. Graves, COMT, BS Ed

    This morning we had a new employee join our staff.

    All eager to join the team, nerves running wild, eyes wide open to all the new changes that were going to be heading her way.

    Read more here: Using social media to promote your practice's physicians 

    I am sure to her the morning was an absolute blur with going over the employee handbook, filling in copious amounts of insurance paperwork and taking the Health Insurance Portability and Accountability Act (HIPAA) test, the compliance test, and finally, getting the very first schedule of where she needs to be for the rest of the week.  

    A few years ago, I was visiting with some of my more seasoned manager-friends regarding the process of bringing on a new technician, and how it could be a morning buster for me. Even with help, it took me out of the clinic for at least two and a half hours.

    Related: Adding accountability to the practice vocabulary

    One of my cohorts said this task was left up to the human resources person, and those that didn’t have one, left it to the “pseudo-HR person.”

    I was jealous, and vowed silently to myself that we needed one of those people to handle all the chores that I ended up having to do. While we do have someone who fills in the insurance and retirement forms, as well as discusses the HIPAA and compliance tests, I still was going to lose time on the employee handbook: the “rules of the road” for all employees.  

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