Asking the Right Questions to Find Your Next Employee of the Month

Before we begin, let’s do a recap on the past few posts before we dive deeper into the interview process.

The most important part before embarking on the hunt for your next employee of the month, is to know the direction of where you want to take your office in the next 5 years. Figuring out your roadmap will help you see what type of qualities and skillset you need to look for now to help you get to where you want to be! So now you have your roadmap ready, understand the qualities and skills you are looking for. Let's look at some interview questions to ask potential candidates and find out what to look for in their answers. Learn what TO ask & what NOT to ask when interviewing your next employee! Download your free guide now!

Confessions from a Dental Recruiter

No matter what position I had to fill, my guideline was always to find answers to the following five questions: Is the candidate able to do the job? Is the candidate motivated to do the job? Is the candidate adaptable/malleable? Will this candidate fit the office culture? Will this candidate provide excellent customer service/patient care? For each of these five questions, I ask a series of further probing questions. The questions I ask are crafted so that candidates give real-life examples using SAR statements (S = Situation in which the behavior took place, A = the action the candidate took to address the situation, R = results of the action)

Let’s use the examples we listed in last week’s blog post:
1. Tell me about a time where you went above and beyond for a patient
The answer to this question will give you a glimpse of a time when the candidate took the initiative and went above what the job required to make sure the patient was satisfied and taken care of. It also will show how proactive they are to thinking of solutions to problems. Another thing to think about is seeing how you as the principle dentist or owner, would want your current employees to react or handle a situation to make sure a patient was taken care of.

2. Tell me about the most difficult procedure you have performed? Why did you find this difficult and what did you learn while performing it?
Here you are gaining insight as to how adaptable the candidate is, their motivation AND if they are capable of doing the job. It shows how they were able to overcome a challenging situation, what they learned from it and how they were able to grow from it! This will give you insight into their critical thinking ability, see if they will use this as a learning opportunity and their attitude towards the situation.

3. How would you handle a situation where you were faced with an irate patient who was angry over the length of their wait before they saw the doctor?
Now let’s face it, this situation comes up from time to time in every practice. You want to make sure that your team will handle this stressful situation with poise, empathy and with professionalism. Again, another situational question to see how they have reacted in the past and ensure this line up with your values and high standards of customer service.

For example, if this is a for a dental admin position: If they answer by saying they took the initiative to go into the clinic, ask the Dentist and auxiliary staff as to when they will be able to see the patient, report back to the patient, apologizing for the wait and informing them it shouldn’t be much longer only X minutes, offer them refreshment or opportunity to reschedule if they are pressed for time, then offering Starbucks gift card etc.
This answer shows they value and respects the patients time and concerns. They did not make some excuse or brush the patient off saying it’s a busy day. They were adaptable and figured out a solution and diffused the situation.
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Asking questions doesn’t end at the interview stage. The answers you received during your interview is a great starting point but you want to be sure this is the RIGHT person for your office. Next week, we will find out the answer to “How do I REALLY know this is the right person for my practice?” We will look into conducting reference and background checks to make sure they are who they say they are!

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