Recruitment

High employee turnover can be crippling to a new business. According to a recent Harvard University study, 80 percent of turnover is due to hiring mistakes. Hiring the best staff can dramatically increase an aesthetic practice?s chance of success.

To better assist you with this need, we have assembled a team of recruiters with years of experience in hiring salespeople, aestheticians, and other MedSpa staff. As specialists in the business of aesthetic medicine, the company’s recruiters know the common hurdles physicians face in hiring and retaining a peak-performing team.

“Physicians are accustomed to hiring nurses, but staffing a MedSpa is substantially different. MedSurge Advances has the expertise to coordinate the recruiting process — including screenings, interviews, salary requirements and negotiations — in a field unfamiliar to most doctors,” said Bruce Vermeulen, president of MedSurge Resources, the consulting arm of MedSurge Advances.

Recruiting through MedSurge Advances helps physicians:

  • Find salespeople who will drive top-line revenues
  • Hire service-oriented staff who know how to attract and retain patients
  • Reduce turnover by ensuring employee fit through extensive screening
  • Structure employee compensation for optimal results
  • Avoid overpaying or underpaying staff
  • Ensure that aestheticians have appropriate experience and licensing

MedSurge Advances Introduces MedSpa Recruitment Services

“In starting our MedSpa practice, we knew it would be critical to surround ourselves with the right employees. MedSurge Advances helped us put in place the most important building block for any new business ? the people,” said Dr. Carmen Ramirez, who with Dr. Jim Zaccari operates the Tur Aesthetic Medical Spa in Brandon, Fla.

MedSurge Advances recruiters utilize a proven system to ensure the best results possible. The company’s eight-step process includes:

  1. Staff assessment: Determining workforce needs
  2. Market assessment: Determining appropriate compensation levels
  3. Candidate search: Ad placements to generate quality applicants
  4. Pre-screening: Resume review
  5. Candidate identification: Phone interviews
  6. Background check: Contacting references, confirming licenses
  7. Candidate presentation: Scheduling of face-to-face interviews
  8. Negotiation support: Determining salary, commission and bonus

“Operating an aesthetic business means that patients are also customers. We recognize that everyone from the aesthetician to the receptionist must be able to ‘sell’ the business,” said Vermeulen. “We help physicians make a successful transition to a MedSpa practice by assembling a staff that can establish and maintain productive patient relationships.”