Well hello there!
We know the process of hiring someone can be very stressful. You set up a job posting, you sort through all the resumes, you contact selected candidates for interviews and now comes preparing for the actual interviews. What questions should you ask? How do you know what questions are effective? How many questions should you ask? There is so much to think about.
When you have decided to hire someone for your practice, you need to find the best possible candidate. What are 5 questions you should ask, and what do their answers actually mean?
The purpose of this job
Centering a question around the purpose of the job is very important. It helps to understand and gauge the commitment of the candidate. It also helps to know about the perspective of the potential candidate. Does he or she really want the job because of their passion? Often the answers will differ. But you will definitely find someone who has an honest opinion about the job. An over-enthusiastic candidate may not always be the best person to hire. But look for someone who has a balanced view of the job.
Expectations from the job
Like all other jobs, in a dental practice, you need to have the potential to grow. The question that you can ask a candidate is where they see themselves in five years. A person who has the intention to grow will definitely help the organization to grow. So if you have a growing practice, try to find someone who shares the same passion. If there is a concrete answer from the candidate about their position in the clinic, you know that he or she has given some serious thoughts to this practice.
Talk about the skill sets
The next important question should be around the kind of skill sets the candidate has. Think about the job and think about the skill sets of the candidate. Do you think that this person is the right fit for the practice? Often when we hire a someone, we give the least emphasis on experience; but the emphasis is more on skill set and whether they have the intention to learn. Sometimes candidates show an enthusiasm to learn new things to adapt to the job environment. Think clearly as an interviewer: do you see that kind of potential in that person?
Finding out about their capacity to work in crisis
Crisis management is an integral part of a medical profession. As an interviewer, you should always give them an emergency situation and analyze how the candidate tries to cope with the situation. This is something that will help to understand about their capacity to handle stressful situations. And if you are hiring someone with experience, this is an obvious question. Often candidates get unnerved about such questions. See how they handle such questions and what their reaction to such queries are.
What about future goals?
When you hire someone, it is an investment. You do not want someone who will stay with you for a few months and you have to find someone new again. Ask them about their future goals. Do they seem really interested in the position? Do they have the intention to stay? If you detect a sense of an unsure attitude, you may have to think twice before taking them in your practice. Always think carefully before you hire someone.
Think of all the potential questions as an interviewer and analyze the potential candidate before you hire him or her!
In order to have a successful and profitable practice, you need to have the right team at your side. Your staff is the face of your business, and your office environment can make or break your success!Finding and hiring the right team members can be a challenging process without the right resources. It can be a complicated process, and potentially include negative legal repercussions if it isn’t done properly! Check out our NEW HIRE BUNDLE, it was designed to help you make sure you hire TOP TALENT everytime