Is your team 100% clear with everything that contributes to your culture, along with the message you wish to stand behind for your practice, the team, as well as the message that you will be sending out to the community?

This document should include the practice philosophy and flavor of your practice. What is your practice watchword? Do you have a Mission Statement and is your team aware of what it is? The dialog within it should be rich with the soft skills that you see as necessary requirements for every team member to honor, respect and adhere to.

Some examples:

 Consider utilizing this short but comprehensive overview as a vital piece to present and discuss with job candidates PRIOR to even hiring them.  The more information that is shared up front, the more successful the final hire will be.  Ask them if they are okay with the culture you have created and continue to nurture within the walls of your practice.  Confirm with them that they do not have a problem respecting the protocols that are in place.

Many interviewees will acquiesce for the moment, but later feel as though they will not be personally able to agree with the structures of the practice as outlined. It is far more important to know this up front, rather than investing the time and effort to integrate a new employee when they may never feel comfortable aligning with your culture.

My recommendation is to have them review your outline during the interview itself. Then ask if they are comfortable to sign off and agree to its content, at which point they will either agree or choose to move on.  This is not a binding agreement, but it will give the job candidate pause to think about whether or not they can move forward with the process, understanding that this will be the culture that they are entering.  Some will find it totally acceptable while others might feel as though they can’t see themselves conforming to the cultural style you have established for your practice.