THE TIP SHEET, #1: Building an OMS Dream Team – How to Attract and Retain Top OMS Talent

Building a strong team is crucial for any OMS practice, especially because practice teams tend to interact with patients the most. Here’s how to attract and retain top OMS talent to ensure your practice thrives.

Crafting Appealing Job Postings

• Stand Out: Your job posting should be more than a list of qualifications and duties; it should reflect the values and culture of your practice.
• Highlight unique opportunities: Emphasize what sets your practice apart from others, like cutting-edge technology, continuing education, or a defined career path. This attracts candidates looking for more than just a job.
• Be Specific: Clearly outline responsibilities and qualifications. It ensures you’re interviewing genuinely interested and qualified candidates.
• Showcase Culture: Share details about your practice’s culture, such as patient care commitment, team collaboration, and work-life balance. This glimpse into daily life can be a significant draw.

Conducting Effective Interviews

• Structured Process: Use standardized questions to compare candidates fairly, mixing technical and situational inquiries that reveal how the candidate handles specific scenarios.
  • Pro Tip: To avoid potential discrimination claims, it is best practice to ensure the same questions are asked in every interview for the same position. There are general questions that are considered illegal – ranging from family planning to religion – and should be avoided unless there is a bona fide reason the candidate’s belief or perspective would impact their ability to perform the required job responsibilities.
• Team Involvement: Involve key team members in interviews to gain a well-rounded view of the candidate. This also allows candidates to meet potential colleagues and get a feel for team dynamics.
• Assess Soft Skills: While technical expertise is essential, communication style, empathy, and adaptability are equally important in an OMS practice.
  • Pro Tip: At Allied OMS practices, we often conduct one-day Working Interviews that help us evaluate a candidate’s soft skills and culture fit by observing how they interact with doctors, staff, and patients throughout a typical workday, and the candidate is compensated for their time. 

Offering Competitive Compensation

• Benchmark Salaries: Ensure your salary offerings are competitive by researching industry standards. Adjust as needed for experience and qualifications. At Allied OMS, we offer access to our proprietary database benchmarking compensation for staff roles across the platform, geographical locations, and positions.
• Comprehensive Benefits: Beyond salary, a comprehensive benefits package can be a major factor in attracting OMS talent. Consider offering health insurance, retirement plans, paid time off, and other perks such as professional development opportunities or flexible hours.
• Incentives: Implement bonuses for longevity, production, and attendance that reward long-term commitment.
  • Pro Tip:  If you set a goal to increase your EBIDTA by 3% and your staff helps achieve that, it goes a long way to share that financial outcome. Splitting up bonus payments into a minimum of twice-per-year increments encourages staff to stay engaged to achieve the collective goal. Practices that struggle with attendance can reward employees for not calling out unexpectedly, successfully reducing the impact on the patient experience when the office is not adequately staffed.  These strategies not only attract candidates but encourage them to stay with your practice.

Fostering a Positive Workplace Culture

• Communicate Your Appreciation:  Employees who feel valued, supported, and engaged are more likely to remain loyal to your practice.
• Work-Life Balance: Offer flexible scheduling and support your team in managing workloads to promote a healthy work-life balance.
• Growth Opportunities: Regularly provide training and development to help team members define and advance their careers.
• Open Communication: Foster a culture where team members feel comfortable sharing ideas and feedback. Regular check-ins can help maintain a positive environment.
• Recognition: Regularly recognize and reward your team’s efforts, whether through formal programs or informal praise.

The Bottom Line: If You Build It; They Will Come

Building a successful OMS practice goes beyond filling positions—it’s about creating an environment where your team can thrive and grow alongside your practice.