Having the right people in place around you is key to optimizing the operations of your dental practice. Being a highly-trained dentist doesn’t mean you’re equally skilled or comfortable in the world of human resources. Finding the right hire can be expensive and time-consuming, but not as costly as making the wrong hire, which requires going through the entire process of interviews, hiring, and training all over again. At Bryant Consultants, we want to see you succeed. That’s why we came up with this four-step guide to making the best hire every time for your practice.
Step 1) Determine what you need
You know the position you’re trying to fill, and you’re evaluating the candidates who applied. In doing so, we recommend taking a step back and looking at the team you already have assembled: their skills, their personalities, and how they blend. Is there any role in your team that needs to be filled that goes beyond the duties of the job? Think about the ideal set of characteristics your new hire would have to complement the personalities of your existing team members. As part of this, make sure that those characteristics mesh with the core culture of your practice.
Step 2) Have the right job description
Finding the ideal hire means drawing in the best potential candidates. That means posting the best possible job description. Be clear about whether the job is full-time or part-time, whether it pays hourly or salary, and what qualifications and experience you require. You can also use this job description to tout your perks. What sets apart your practice from the rest? Now’s your time to brag—whether it be about bonuses, flextime, benefits, or technology used in your practice.
Step 3) Interview, Then Assess
The best interviewers ask the best questions. A good interview will help you gather as much data as possible and then use that wealth of information to determine whether this candidate truly is an ideal fit for your job opening. Your interview should focus on the “soft skills” of the candidate since you already have a resume and references as evidence of their job skills, training, education, and work history. Some examples of soft skills that may be important to your practice culture include adaptability, accountability, ability to communicate, problem-solving, and conflict resolution. If you are planning to hold a working interview—evaluating your candidate while performing some job duties—make sure your candidate is aware of this and is on board with the plan.
Step 4) Onboarding
You’ve identified your needs, posted the most enticing description to draw the best candidates, and done your part through the interview and assessment. Now, it’s time to welcome your new addition to the team. We recommend sending a formal job offer as a contract so that both parties have documentation of expectations. Let your team know, meet with your office manager, make any updates needed to promotional materials, including your website, and discuss how performance will be evaluated, so no surprises are awaiting your new hire.
Dental Consulting Services
No one is equally adept at everything. Maybe your skill in dentistry does not extend to comfort or confidence when it comes to hiring and managing your team. Bryant Consultants is here to help. Our consulting services for dentists like you can help you become more adept at the business side of running your practice. We also offer leadership training that is tailored to practice owners just like you. Find out more by calling (877) 768-4799 to schedule your consultation today. We provide consultation, training, and coaching to help improve the operations of your practice so that you can provide exceptional results to your patients. No office is out of reach for us; we will even come to you!
