If you are looking for new candidates for your dental team, you most likely have some ideas about the qualities you want in a new team member. Someone experienced, dependable and friendly may be at the top of your list of requirements. In fact, you may have even listed these as essential requirements on the job posting. So, why is the right candidate not falling right into your net? Maybe the problem is not what you are requesting, but how you are requesting it. Let’s look at a new perspective on interviewing and hiring that can help you find the right candidate for your dental practice.
Market Your Practice
A good candidate will be searching for the best dental practice to fit their needs. The interview process is an important time to let the candidate know what your practice has to offer. But, long before the interview, you should be marketing your dental practice as the most desirable employer. Social media marketing is an important way to advertise, as 82% of North America’s population is active on social media.
Utilize popular networking sites like Facebook and YouTube. YouTube, the world’s second most visited site, can be beneficial for education and advertisement. What benefits can you offer that a competitor cannot? For example, maybe your practice can offer a more flexible work schedule or more vacation time. While you are looking for certain qualities in a staff member, most likely the potential hire is also seeking out their best option, as well. Help them to find your practice readily via social media.
It is safe to say that the best candidates want to work for the best dental practice. Flaunt your accomplishments, awards, and leadership qualities. Even the best dentists, dental assistants, or hygienists need a good leader to thrive in their careers. A dental hygienist and office manager tell interviewers about the four C’s of leadership: cues, conscious awareness, compassion, and clarity.
Be aware of how you communicate with others, especially potential hires. Communicate compassion through non-verbal and verbal communication. Listen attentively to your team and your new potential team hires. Displaying excellent leadership qualities will make you stand out from other competitors and bring in excellent candidates.
When entering the field of dentistry, dental assistants and hygienists often look for opportunities for career advancement. The field of dental assisting is on the rise, with an expected rise of 7% in jobs by 2029. Dental hygienists are close behind, with an expected 6% rise in job availability. These are positions that have opportunities for advancement in training, and applicants may voice a desire to change positions in the future.
Even dentists may look for opportunities to further their training within a practice. Explore what options and opportunities you can present to candidates to further their career and training. One option may be tuition reimbursement. It can help you stand out from competitors in the interview process.
Change the Interview Process
Many times, an interview process is completed only between a potential candidate and the employer. One problem with this method is that you cannot be entirely sure if the candidate is a fit for your team. Another concern to consider is the prescreening method. What requirements are listed in your job listing? Think about what qualities are important to you and your team and ensure those are listed as minimum requirements. When screening candidates, consider performing a phone screening process, first.
Another way to ensure that the candidate will be a good fit is to do a peer interview. In a peer interview, the team will have time to ask the candidate questions and get a feel of whether the person will be a compatible member of the team. It is important to the overall process to ensure compatibility and trust within your dental practice. If the candidate passes a phone screening and peer interview, they are more likely to be the right person for your practice. It would then be a good time to schedule a one-on-one meeting to discuss other details about the specific position and make an offer to the candidate.
Outsource the Hiring Process
One unique perspective for hiring is to outsource the process. Running a dental practice is an enormous endeavor and taking on the additional process of interviewing multiple candidates is burdensome. Using a third-party company like Strategic Practice Solutions can take away a lot of the mess and stress. By using a third-party, your dental practice will have access to a qualified pool of candidates to choose from, with interview questions and resumes already available. Plus, you and your team can be as involved in the process as you wish. Strategic Practice Solutions can save you valuable time and money on the interview process. Call or click today and get started building your dream dental office team.