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By offering more services, Simmons Veterinary Clinic can broaden its client base. That's why Dr. Pam Wood-Krzeminski, a 12-year associate, pursued her interest in alternative medicine and is now a certified veterinary acupuncturist.
"This type of veterinary care appeals to a much larger sector of the population than I was ever aware of. From a medical perspective, it gives your clients all possible options," Dr. Simmons says.
Each of the six full-time and one part-time associates contributes individual talents to the hospital team. Drs. Alana Velazquez, and Ana Caceres, enjoy practicing avian and exotic medicine.
During his internship at the University of Tennessee, Dr. Davin Borde learned diagnostic skills in cardiology and abdominal and thoracic ultrasound. For Dr. Jon Friend, good medicine means more time educating clients. He often goes beyond the normal 20 to 30 minute appointment slot.
"I also seek associates who believe there's life beyond veterinary medicine," says Dr. Simmons. "I want to be around people with outside interests like family, fishing, volleyball, and golf. I don't like to eat, drink, and breathe veterinary medicine all the time - it makes you stale. I don't want people, who will become another brick in the wall. My associates are athletic and love the out-doors, a convenient interest when you live in South Florida."
Dr. Simmons says hiring hospital administrator Chris Militello was one of his smartest gut decisions. "I met him at an R.J. Gators restaurant where he worked as a manager. As I ate lunch, I noticed his smiling personality and all the happy and productive minimum-wage employees around him," he says. "I returned for lunch another day to see if this was a consistent pattern. When I saw the same scenario, I introduced myself and offered him a hospital administrator in-training job. Less than 3 months later, he came on board and now runs my entire operation."
Besides hands-on training,Chris attended Mark Opperman's practice manager course and will take his certified hospital administrator exam this fall. Chris manages and trains the entire support staff. Finding the right people means creating advertisements that attract winners.
"The nature of an ad dictates the kind of applicants you get," says Dr. Simmons. "The right ad means fewer applicants, not more. Effective ads specify skills, require certain qualities, and list salary ranges."
Chris wants the job application dropped off by the hopeful employee, not simply mailed to the practice. During those first two minutes, he forms an impression of the applicant. "I'm a good judge of character," says Chris. "The first impression with me is everything."
Chris focuses on these cues to identify winning team members:
Chris reserves the right to violate his own rules, however. Three years ago a young man dressed in a T-shirt, shorts, and baseball cap walked in the door to apply for a technician position.
"This went against every grain of how to hire," says Chris. "But Roy Ellington had a nice smile. He shook my hand comfortably. He found out my name and used it during the few minutes we talked. When I asked him why he applied, he said he'd always wanted to work in a veterinary hospital."
Impulsively, Chris gave him a clinic tour, then conducted an interview. The meeting lasted four hours, and Ellington left with the job. "He turned out to be a person who gets along with everybody," says Chris. "We get more compliments from clients about Roy than any other veterinary technician."
After gathering first impressions and studying applications, Chris invites his top choices for an interview. The meeting can last 90 minutes, and Chris studies the applicant while the applicant studies the clinic. A receptionist candidate, for example, will be asked to sit in the waiting room and watch what happens. A technician candidate will be asked to observe busy technicians performing their tasks.
The experience often surprises the hopeful. During his three years, Chris says nearly a dozen applicants have decided the job wasn't right for them based on what they observed.
Self-selection isn't the only reason for the long interview. The hospital team, especially supervisors, get a chance to meet and observe the applicant. After the interview, Chris asks employees for their impressions.
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