If you’ve ever hired someone who seemed like the perfect fit—only to have them leave a few months later—you’re not alone. In healthcare offices, where things move fast and every role is important, finding the right person and keeping them long-term can feel like a never-ending challenge.

But here’s the good news: retention starts with the hiring process. A few thoughtful tweaks can help you bring in people who aren’t just qualified, but excited to stay and grow with your practice, no matter how big or small.

Let’s walk through five practical ways to hire with retention in mind.

1. Be Honest and Clear from the Start

A job post is like the first impression of your workplace—so make it count. Be clear about the role, expectations, and what a typical day looks like, including a description of work-life balance.  The more realistic and transparent you are, the more likely you are to attract people who truly want the job you’re offering. The goal is to recruit individuals who align with your practice’s goals, values, and culture.

Pro tip: Don’t be afraid to discuss the pace of the office, the patient population, or even challenges—it helps set expectations and builds trust from day one.

2. Hire for Heart, Not Just the Résumé

Yes, skills matter. But in a medical office, attitude, empathy, and the ability to work well with a team can matter even more. During interviews, ask questions that reveal how someone handles stress, communicates, or supports coworkers.

Try this:
“Can you tell me about a time you went out of your way to help a patient or teammate?”

3. Keep Interviews Simple, Fair, and Meaningful

A structured approach—where each candidate is asked the same set of thoughtful questions—keeps things fair and focused. It also helps you compare apples to apples when making your final decision.

If needed, conduct multiple rounds of interviews to gain deeper insights into the candidate’s abilities and whether they fit the practice.

But don’t be afraid to bring warmth into the process. Let candidates feel comfortable, seen, and appreciated. You’re not just hiring for skills—you’re inviting someone into your work family.

4. Create a Warm Welcome

One of the biggest reasons new hires leave quickly? They feel lost or unsupported. A great onboarding experience can change that completely. Whether it’s a training checklist, a welcome note, or pairing them with a buddy, small efforts go a long way in making someone feel like they belong.  Even the best hire will struggle if the onboarding process is rushed or disorganized. A thoughtful onboarding plan builds confidence, answers questions early, and gives new team members the tools to succeed.

Idea:
Spread out training over a few days so new hires aren’t overwhelmed, and schedule a check-in after the first week just to see how they’re settling in.

5. Keep Listening (and Improving)

Want to know what your team loves—or what’s making them consider leaving? Ask.

Exit interviews, casual one-on-one chats, and anonymous surveys can give you insights you might otherwise miss. Use that feedback to make your hiring and onboarding better each time.

Final Thought:

Retention isn’t just about better pay or benefits (though those help!). It’s about how people feel at work—respected, prepared, and part of something meaningful.

At Solutions360Corp, we don’t just help you find great team members—we help you keep them. If your practice is ready to build a stronger, happier team, we’re here to support you every step of the way.

📩 Let’s chat about how we can help you improve your hiring process and grow a team that sticks.