Posted on 02/01/2006 5:25:17 PM PST by doctora
My first vanity post and hope it's not an imposition. I'd really appreciate the suggestions from fellow freepers and I suspect others may benefit from this discussion.
I'm a doctor about to hire an associate for my practice. A few years ago I realized I was politically conservative which explained why very often a common thread among people I didn't respect was their liberal politcs. Their values were totally opposite mine. I've had some bad employees in the past - turned out they were all liberals (not that being conservative on its own makes one a good employee, to be fair). So it occurs to me a likely predictor of a bad employee (for me) is a liberal.
I hired an associate doctor two months ago who interviewed great but turned south fast. I fired him one month later. He was whiny, complained, treated my staff poorly, brought his personal junk to the office, felt entitled to running the place as he saw fit, etc. You guessed it - turns out he's a liberal. I even caught him Bush-bashing with a patient which I put an end to fast.
I've decided a liberal would be a very poor fit in an associate and I won't make this mistake again. (Also, there's a strong faith component to my practice: we're here to serve God, our bodies are God's Temple designed with the power to heal).
Politics isn't something one can raise in an interview and I'm seeking some ideas on probing for liberal traits. My office is in Western MA so I'm already playing against the odds.
Before I hire the next associate, I'm going to take him/her out to dinner with my husband. Hopefully, during a 3 hour dinner outside the office more will be revealed.
Any ideas on interviewing strategies to avoid hiring a whiny liberal?
Some thoughts that crossed my mind, especially to bring up during the dinner:
1) If has school-aged kids, ask how they feel about their school system. What they like and dislike about it.
2) What kinds of volunteer work they've done.
Any and all ideas very much appreciated.
I'd say forget politics and hire whoever you think is the most qualified, but that's just me.
Just casually ask him what he thinks of "health care" in America. His answer should tell you what you need to know, IMHO.
If faith is important and you are Christian, I recommend that you advertise in Christian magazines such as Christianity Today and World.
In the middle of the questioning, ask whether he follows politics...if he dives left, politely agree with him, it is fascinating to see how they all think that everyone agrees with them and file the information for your decision making.
For me I like to get a man to drink well past his limit, that's when I find out who he really is, not just what he thinks he believes.
Get out of Massachusetts, your senators are going to ruin you.
Just ask them how good they think GWB is doing as POS!
Non-drinkers must give you absolute fits.
I moved to Hartford, CT area with my new husband. Maybe one day we'll get out of NE.
Personally, and I mean no offense, but I think you're embarking on a lame-brained scheme that isn't likely to net you a better associate. It would be best to first narrow down the candidates by merit, and then trust your gut instinct on who you get along with.
Mention you have friends/relatives serving in Iraq and watch the reaction.
I've done it and I have had a negative or Oh poor him! reaction so many times from liberals.
Instead of 'Good for him' or 'You must be proud of him'.
It would be nice to forget politics and have professionalism trump the day... but that's not what usually happens. And in MA? ha.
I agree with darkangel in that if you hire someone who is competant and a good fit for your office, it won't matter what their politics are.
If you want a qualified, mature, professional person then that's what you interview for.
If the previous person "interviewed great" but turned out bad, then what you thought was "great" was perhaps not really important.
So examine that failed interview and see where it went wrong and what you misjudged. That will probably tell you more about what you should change about your interview process than anything we say here.
I would also guess that a bit of Googling can help regarding the interview process and how to hire dependable people that you can work with.
Also maybe it's just me but I think dinner with family/husband should only be the very last portion of hiring decision, if at all.
Many people interview well and dress well for the interview and their normal personna emerges only after some time.
Lacking knowing someone at their previous employment (if any) there is no way to know how they interact with subordinates and people generally.
Having written policies and making employees acknowlege reading and understanding them is also important. Keep it as simple and short as possible, and limit them to issues that are known to be potential problems.
I agree.
I think alcohol makes people reveal their TRUE personalities, thoughts, etc.
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