Benjamin Franklin once said: “An ounce of prevention is worth a pound of cure.” This is no truer than when dealing with a working interview. It is extremely common that after a candidate passes the interview process a doctor may want to bring them in for a working interview. This helps the practice see if the candidate will work well with the team, has the skills to do the job and is, in general, a good fit. Before you ask them to come in for a working interview there are a couple things you should consider.
The first thing is that you must pay this person. They will be working for you and that is classified as labor. Labor laws dictate that you must compensate them for their time. I am sure you can find someone interested enough in finding work that they will agree or even offer to come in without getting paid. However, all they have to do is go to an attorney or labor department after not getting paid and you will be dealing with a big issue.
In addition, you will want to pay them as an employee. This person is not an independent contractor, you are asking them to come in and leave at a specific time, and they are instructed as to what they should do and how to do it. They are an employee; even if it is just for a day or two. It is very common to not want to add them to payroll, but I strongly recommend you do. Imagine they are injured on the job and after medical bills start coming in, they find out they are not covered for the workman’s comp insurance at your office?
It may be a little more work and add a little extra cost, but the protection it will provide you makes it well worth the extra effort.