Qualified MFA and ZFA: How to find and keep medical assistants!
Do you also spend a lot of time searching for competent practice staff? Recruiting staff is the challenge of the hour for many medical practices. Find out now how you can recruit qualified MFAs and ZFAs and retain them in your practice for the long term.
The shortage of skilled workers has reached the healthcare sector: Demand for medical and dental professionals has long since exceeded supply. As a result, practice managers throughout Germany are desperately seeking competent personnel. Competition is fierce not only in rural areas, but also in cities. Medical assistants are "spoiled for choice" and can choose their preferred practice.
Recruiting as a challenge for practice managers
No medical practice can do without them: MFA and ZFA. They form the backbone of the practice and ensure that patient care runs smoothly. Many practice managers currently see this in jeopardy: In a study, two-thirds of the panel doctors surveyed stated that they expect massive difficulties in recruiting staff this year.
One possible cause: due to work overload in the wake of the pandemic, many MFAs are considering not only changing employers, but also leaving the healthcare industry. What steps can you take to ensure that qualified physician assistants choose your practice - and stay for the long term?
How to find qualified practice staff
When looking for competent MFAs or ZFAs, it is important to first attract their attention and then convince them of your practice. You can do this, for example, by advertising vacancies - including for trainees - and offering an uncomplicated application process.
Place targeted job ads for MFA or ZFA
Today, there are many ways to publish a job ad. You can choose from various digital and classic-analog media:
They all have their own advantages: For example, you can reach young talent particularly well via social media channels. Older, experienced physician assistants looking for a job are more likely to take a look at the daily newspaper. Largely independent of age, online job boards are used, in particular also specialist job portals for MFA and ZFA (for example Medi-Karriere or MFA-mal-anders). A notice on the bulletin board or a reference to vacancies in the practice newsletter can also draw the attention of qualified applicants to your practice.
Make the application process simple and transparent
In addition to advertising open positions, the application process also plays a major role in recruiting. Here you can set the decisive course for positioning your practice as an attractive employer. A transparent and straightforward application process leaves a positive first impression on your potential employees.
These are basic tips to keep in mind during the application process:
- Take time to thoroughly review the application materials.
- Conduct interviews at eye level: As an employer, you are also "applying" to your potential future employee.
- Always inform your applicants in good time about the current status of their application and do not leave them in the dark for too long.
Only by taking these tips to heart can you assess whether you and your applicant are a good fit. A well-managed application process can also ensure that you avoid "false hires.
Tip: Train MFA or ZFA yourself with a takeover offer
If you can't find qualified physician assistants despite sophisticated job postings and application processes, simply train them yourself! In a study, about half of the medical practices surveyed stated that they employed trainees. In order to be attractive to medical assistants and dental assistants "in the future" in the long term, you can offer them the prospect of a job from the very beginning if they perform well.
After recruiting: 3 tips for employee retention
Even more important than any recruiting measure is the long-term retention of your staff in the practice. High staff turnover not only damages your reputation in the long run, but also costs you a lot of time and money. It is very time-consuming and costly to train new practice employees over and over again.
This makes it all the more important that you make your employees happy! These three measures will ensure a lasting bond between your employees and your practice:
1. ensure a positive practice atmosphere
According to a study by the personnel service provider Hays, a pleasant working atmosphere is the decisive factor in employee retention - even ahead of salary. So if you want to retain your qualified physician assistants in the long term, you should take measures that pay off in terms of appreciation and collegial cooperation within the team. These include:
- Respectful communication
- Constructive error and conflict culture
- Mutual support
- Recognition of performance
2. offer your physician assistants continuing education opportunities
Qualified medical assistants in particular have a great interest in continuing their education and expanding their skills. Fulfill their wish and you too will benefit!
Your MFA or ZFA can use the new knowledge in dealing with patients or in practice management. If necessary, you can even expand your range of services and thus realize potential for increasing sales.
3. digitize your practice
By digitizing your practice, you increase the attractiveness of your practice for qualified staff who like to work at the cutting edge. Younger physician assistants in particular have a high affinity for digital technologies. After all, they grew up with computers and smartphones and are therefore quick to learn new programs. Digital practice management - for example, with the Nelly signature and billing tool - also helps you simplify administrative processes.
Digitize your practice easily with Nelly
As much a part of a competent appearance as qualified staff: efficient practice management without paper chaos. With Nelly, you can have some of your patients' documents signed in a legally compliant manner and save them in the Nelly Cloud in accordance with data protection regulations. From there, they are automatically transferred to the practice software for further processing. Your advantage? Direct access to all information - anytime and anywhere. Create a digital workflow in your practice now. We will advise you on your individual case free of charge and without obligation!
The personal designations used in this article always refer equally to all persons. For the sake of better readability, we have refrained from using double or opposite names.
The shortage of skilled workers has reached the healthcare sector: Demand for medical and dental professionals has long since exceeded supply. As a result, practice managers throughout Germany are desperately seeking competent personnel. Competition is fierce not only in rural areas, but also in cities. Medical assistants are "spoiled for choice" and can choose their preferred practice.
Recruiting as a challenge for practice managers
No medical practice can do without them: MFA and ZFA. They form the backbone of the practice and ensure that patient care runs smoothly. Many practice managers currently see this in jeopardy: In a study, two-thirds of the panel doctors surveyed stated that they expect massive difficulties in recruiting staff this year.
One possible cause: due to work overload in the wake of the pandemic, many MFAs are considering not only changing employers, but also leaving the healthcare industry. What steps can you take to ensure that qualified physician assistants choose your practice - and stay for the long term?
How to find qualified practice staff
When looking for competent MFAs or ZFAs, it is important to first attract their attention and then convince them of your practice. You can do this, for example, by advertising vacancies - including for trainees - and offering an uncomplicated application process.
Place targeted job ads for MFA or ZFA
Today, there are many ways to publish a job ad. You can choose from various digital and classic-analog media:
They all have their own advantages: For example, you can reach young talent particularly well via social media channels. Older, experienced physician assistants looking for a job are more likely to take a look at the daily newspaper. Largely independent of age, online job boards are used, in particular also specialist job portals for MFA and ZFA (for example Medi-Karriere or MFA-mal-anders). A notice on the bulletin board or a reference to vacancies in the practice newsletter can also draw the attention of qualified applicants to your practice.
Make the application process simple and transparent
In addition to advertising open positions, the application process also plays a major role in recruiting. Here you can set the decisive course for positioning your practice as an attractive employer. A transparent and straightforward application process leaves a positive first impression on your potential employees.
These are basic tips to keep in mind during the application process:
- Take time to thoroughly review the application materials.
- Conduct interviews at eye level: As an employer, you are also "applying" to your potential future employee.
- Always inform your applicants in good time about the current status of their application and do not leave them in the dark for too long.
Only by taking these tips to heart can you assess whether you and your applicant are a good fit. A well-managed application process can also ensure that you avoid "false hires.
Tip: Train MFA or ZFA yourself with a takeover offer
If you can't find qualified physician assistants despite sophisticated job postings and application processes, simply train them yourself! In a study, about half of the medical practices surveyed stated that they employed trainees. In order to be attractive to medical assistants and dental assistants "in the future" in the long term, you can offer them the prospect of a job from the very beginning if they perform well.
After recruiting: 3 tips for employee retention
Even more important than any recruiting measure is the long-term retention of your staff in the practice. High staff turnover not only damages your reputation in the long run, but also costs you a lot of time and money. It is very time-consuming and costly to train new practice employees over and over again.
This makes it all the more important that you make your employees happy! These three measures will ensure a lasting bond between your employees and your practice:
1. ensure a positive practice atmosphere
According to a study by the personnel service provider Hays, a pleasant working atmosphere is the decisive factor in employee retention - even ahead of salary. So if you want to retain your qualified physician assistants in the long term, you should take measures that pay off in terms of appreciation and collegial cooperation within the team. These include:
- Respectful communication
- Constructive error and conflict culture
- Mutual support
- Recognition of performance
2. offer your physician assistants continuing education opportunities
Qualified medical assistants in particular have a great interest in continuing their education and expanding their skills. Fulfill their wish and you too will benefit!
Your MFA or ZFA can use the new knowledge in dealing with patients or in practice management. If necessary, you can even expand your range of services and thus realize potential for increasing sales.
3. digitize your practice
By digitizing your practice, you increase the attractiveness of your practice for qualified staff who like to work at the cutting edge. Younger physician assistants in particular have a high affinity for digital technologies. After all, they grew up with computers and smartphones and are therefore quick to learn new programs. Digital practice management - for example, with the Nelly signature and billing tool - also helps you simplify administrative processes.
Digitize your practice easily with Nelly
As much a part of a competent appearance as qualified staff: efficient practice management without paper chaos. With Nelly, you can have some of your patients' documents signed in a legally compliant manner and save them in the Nelly Cloud in accordance with data protection regulations. From there, they are automatically transferred to the practice software for further processing. Your advantage? Direct access to all information - anytime and anywhere. Create a digital workflow in your practice now. We will advise you on your individual case free of charge and without obligation!
The personal designations used in this article always refer equally to all persons. For the sake of better readability, we have refrained from using double or opposite names.
Laura Sophia Hauck
Author
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