Hiring Tips for The Right Dental Practice Fit
Let’s take a moment to talk about how busy life gets inside your dental office. Between sealants and whitenings, there’s managing schedules, sterilizing tools, and serving patients as just a taste of the tasks that fill every day. Finding the right people to assist in your practice when it comes to performing these procedures is often the difference between peace of mind, and feeling like you were better off having done it yourself, but that is only the half of it.
Finding the right hire will feel like the best money ever spent, but a hire that quickly turns over can come with great costs, usually into the tens of thousands of dollars. We’ve got important details on making sure that your hiring process reduces your employee’s flight risk.
The Art of Detailed Explanations
In an ideal world, a job posting goes out, the dream hire is the first to apply, and the entire process is wrapped in under a week. In reality, you can expect up to 200 resumes, depending on your office location. Creating a job description that isn’t just accurate to the role, but paints a picture of expectations in your office helps you to quickly weed out many of the applications you’ll receive. Branch out beyond the minimum experience for a dental assistant to outline the values, culture, and expectations of your business by speaking to the type of person that will not simply do a good job, but will be a great fit.
The top talent that will help grow your practice are looking for purpose and asking big questions about the priorities of where they work. Providing big answers about what it means to hold a valued role in your office is a signal that you’re looking for the best. With most workers prefering a shared sense of responsbility over higher pay, you’ll be able to quickly weed out those copy and pasted CVs that ignore your values, and are just looking for a paycheque.
Questioning Interview Questions
Just about every job on Earth starts with an interview. We’re all familiar with the operational standards, What interests you about this job? Where do you see yourself in five years? What is your biggest strength? These are relevant pieces of information, but are so commonplace that many applicants can answer without thinking about the question. Draw on unique experiences when crafting questions, “How would you handle a rude patient?,” “What is the most valuable thing you learned in school?,” ones that even require creative answers, you’ll be able to better gauge an applicant’s strategic thinking.
Giving your interviewee a chance to ask any question about the every-day work they’ll encounter, and more importantly, the types of expectations or values that are in place, ensures that employment excitement is mutual. Remember that the interview works both ways. Just as you are evaluating the candidate to see if they are a good fit for your office, they are evaluating you to see if your office will be a good fit for them.
Meeting the Family Before Joining
If you’re setting up your office for the first time, hiring a receptionist or assistant is a one-to-one relationship that relies on dozens of hours every week for collaboration. That means you need someone who can complete the job capably as well as be a good fit with your personality. If you’re on the other side of the coin, filling a role in a second or third office, that great personality may seem less important because you’re less likely to interact with them on a frequent basis. In that case, look to the office managers, doctors, and technicians that will rely on their work, and get their feedback.
By including coworkers and colleagues in the interview process, you can gain valuable insight that picks up on questions or experiences that may not be your top priority. Furthermore, by getting first impressions from those that will spend their weeks working with a new hire, you don’t run the risk of a new hire making your current team unhappy, or worse, convincing them it’s time to look elsewhere.
Hiring is a daunting and time consuming task, but it generally speaks to your practice being in a position of growth, or being ready to take on challenges new and old. The hiring process is a tedious task that can be tempting to rush through, but taking the time to prep, ask the right questions, and check-in with your people can save you thousands while finding a great fit, maybe for life.