Samantha Leonard | Stream Dental

Author: samanthaleonard.

Your new hire is about to start their FIRST day at your practice! They are feeling excited but nervous – they don’t know anyone or are familiar with your systems or preferences yet. Nevertheless, they are excited to start the first day of what could be many loyal years working in your practice. That is the way you need to view their first day as well; the beginning of a long-lasting working relationship.  

This individual will be with you for 80% of their day! They will be taking care of YOUR patients and building YOUR practice. You want and NEED them to be successful because the reputation and success of your practice is dependent on it. Why not take the right steps and set them up for success — it benefits EVERYONE involved; your team, patients and practice’s reputation. There are a few key things you can do to ensure your new hires success. Start by downloading our New Hire Onboarding Checklist to get the 411.

Get the Welcome Wagon Ready! 
You know the drill during the first few minutes on the job, your tendency may be to parade your new hire around the office so quickly they will barely be able to manage a few handshakes as you announce, “Everyone, this is Samantha; Samantha, this is the team.” Before you know it, the team will jump back into what they were doing and the new hire is left standing around feeling alone and overwhelmed! 

As a manager/owner, you can speed up the acclimation process for your new employees by spending a little more time on the introductions and—here’s the important part—making some connections from the start. 

Instead of simply introducing your new hire by name, give a little background: “This is Samantha, our new Administrator. She’s amazing with Dentrix reports, so she’ll be a huge help with analyzing our current recall strategy and getting pending treatment back into our chairs and keep us all busy! In the meantime, she’ll be available to help show us how to pull up these reports for—so touch base with her to let her know what you need.” 

With this, you have acknowledged your new employee’s strengths (and made him or her feel valuable from day one) and given current employees an opening to make first contact and get the new hire immediately involved. 

 Have a Plan 
This scenario is all to common and extremely ineffective… 

“The minute I arrived on my worst first day, I felt like an afterthought. My boss ushered me to my desk, handed me their procedure manual and training videos to watch on their practice software program, and, after logging in, they told me to “play around and get comfortable” with the system. They said they had their own work to get done— so I was on my own. At the end of the almost unbearable day, I left the office doubting my decision to accept the offer. This isn’t what I expected at all!” This is what a candidate said asking for help to find her another office after this experience! NOT GOOD! 

Is this how you want them to feel? I am sure you want them to be excited about their new position, eager to tackle their own projects, and striving to make an impact in your practice. And that doesn’t usually come from a thrown-together training plan that makes your new employee feel like you couldn’t care less that he or she actually showed up! 

I know (from experience) that everyday responsibilities are always waiting to get in the way. But taking the time to plan out a variety of assignments or training tasks for the new hire—ideally, for at least the first week on the job—will not only help them get up to speed quicker, but assure him that you’re truly invested in their success. Meaning: they will be much likelier to show up on day two confident that they are in the right place.  

Assign a Mentor 
Find one or two employees who are your top-notch, A-type, go-getters who can take your new hire under their wing! They can show them the ropes and teach them the RIGHT skill sets and habits to make them successful. Your new employee will also feel much more at ease knowing there are a few people who “have their back” and can ask any questions they may have along the process.  
____  
While it’ll still take plenty of time, training, and coaching to get your new employee up to speed, these small steps will lay the groundwork to get them familiar with the team and make sure they feel like an important, valued member of your practice.  And that will make day two (and onward!) a whole lot more successful!  

We just covered a few small steps on what you can do to make their first day a success! But there is much more involved so make sure to grab our checklist and you can see what else should be on your to-do list for that first day.  
Next week, we dive into what their first week at the practice should look like!  

stream-end-of-blog

 
 
 

Onboarding and integrating a new hire is a VERY CRUCIAL STEP and involves much more than having an orientation day. While orientation might be necessary (paperwork and other routine tasks must be completed), onboarding is a comprehensive process involving management and other employees that can last up to 12 months. Think of it as a mentoring program and you are investing in this new employee’s personal growth and development. This is key to long term and loyal team members. What office doesn’t want that!?!? Want to learn how to do this? Then this mini-series is for you!! But first you need to download this guide and we will work on each of these categories throughout the series.

Always be prepared
Tune into your inner Boy Scout and be prepared! Have all of your documentations ready ahead of time. Meaning you need to have employment contracts, job descriptions, policy manuals, new hire forms and several key policies for your office. This ensures that your team always knows what’s expected of them right from day one! Simply telling your employees about your business practices and the requirements you have for them is not enough. You need to establish clear policies and guidelines. When you have such key documents in place. You are setting your new employee up for success and you are protecting your business and reputation that you worked so hard to build!

Let’s review a few of these items and their importance:

1. Employment Contract
Employment contracts are meant to protect not only the rights of you as an employer, but also the rights (or powers) of your employees. It also helps ensure expectations and responsibilities of both the employee and employer are clearly defined and outlined right from day #1!

2. Job Descriptions
A job description typically outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job.
Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally, in the job performance evaluation.

3. Policy Manual
A policy manual helps you communicate your expectations to your employees by developing a clear and thorough policy manual. These will be your workplace guidelines that cover a wide range of workplace activities, including hiring, training, resolving conflicts, maintaining a safe and healthy workplace, use of company property, business expenses, personal vehicle used to conduct company business, and MUCH more.

4. New Hire Forms & More
Other key items to have is their Employee Information Record which includes their emergency contact information. You also need to have information to process their payroll including tax forms and banking information. Having a copy of their license and/or certifications will ensure there are up to date and active to prove their education/training. Other policies like confidentiality agreement, overtime agreement and salary confidentiality agreement is something that should be included in their new employee bundle when they are hired!
____
Did you notice what all of these have in common? They serve as a great way to open the lines of communication between yourself and your new employee. You are telling them—this is what your job entails and I will be holding you to this BUT I am going to give you all of the tools you need to be successful at it!

Don’t have these tools in your new hire toolkit yet? We do! In fact, we have a comprehensive library of template Policies, Forms, Manuals and Guides that are easily accessible and available to support all aspects of your Dental Practice! Including our new hire bundle which includes 9 documents that have been strategically crafted and bundled together to help you!

Tune in next week to learn what Step 2 is and how make sure the first day is a successful and productive one!

stream-end-of-blog

Congrats! You found an amazing candidate for your practice. But… finding the best candidates is only part of building an effective team. The process of onboarding new employees can be one of the most critical factors in ensuring your new talent will be productive and a valuable member on your team. This next blog series will discuss the best way to keep top talent!

Onboarding: the process of integrating a new employee into the office – is particularly challenging because it can be complicated, and it involves potential negative legal repercussions if it isn’t handled properly. Most people confuse onboarding with orientation which is done on your new employees first day. While orientation might be necessary — paperwork and other routine tasks must be completed — onboarding is a comprehensive process involving management and other employees that can last up to 12 months.

What is Onboarding and Why do I need it?

Here is a simple answer: If you want to retain the top talent, good employee onboarding is essential. First impressions are everything! Here are some compelling stat’s on why you need to have proper systems and protocols for the onboarding and integration of your new hire:

– 22% of employee turnover happens within the first 45 days of employment.
– Onboarding and integration protocols can increase retention by 25% and improve employee performance by 11%.
– Employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years.
– 15% of employees said the lack of an effective onboarding program aided in their decision to quit.

Now I know you do not want to find yourself in the same position again= a vacant position! Successful onboarding is the first step to eliminating this problem. I am afraid there is no fail-safe way to keep all your new employees on board but you can certainly improve your chances of success by following these guidelines.

Goals of an Effective Onboarding Process

Overall, effective onboarding should acclimate the new employee to allow them to become a contributing member of office in the briefest period possible, increase productivity, plus it makes the new hire happier and it saves you money! I say that’s a win- win, WIN for everyone! Here are some tips to make that happen:

Acclimate — Acclimating a new employee is far more than just pointing out the location of the break room or explaining the parking situation. Every workplace has its own personality, and every Dental Practice has its own goals and philosophies. Your new employee needs to understand what YOU expect from them and the specific role they will play in achieving those goals. At the same time, new hires need to be made aware of what they can expect from the office, such as management support, availability of resources or performance reviews.
Engage — A Gallup study showed a correlation between engaged employees and a company’s profitability, turnover rate, safety record, absenteeism, product quality and customer ratings. An effective onboarding plan offers an ideal opportunity to boost employee engagement, such as fostering a supportive relationship between a new hire and management, reinforcing the company’s commitment to helping employees’ professional growth or proving that management recognizes the employee’s talent.

Give me the 101 for onboarding

As it turns out, the most commonly used strategy in the new employee onboarding process is creating a checklist and we have done just that to help you out! DOWNLOAD YOUR CHECKLIST

Next week we will get into the nitty gritty on what documents, policies and contracts you should have ready and prepared for your new hires first day!
stream-end-of-blog

Welcome back! We hope you downloaded our free guide on sample interview questions and questions/topics to avoid asking a potential candidate. If not, you MUST download it now, we shared some valuable tips that you can’t afford to miss out!

The next step to find and hire your next employee of the month: do your due diligence! All candidates who apply for the position have one goal in mind- to get hired. They will do and say whatever it takes to make sure this happens! Do not be fooled… remember, you are investing your time, money and practices reputation on this person. They need to be top notch!

Here are some tips:

Reference checks are often overlooked and misunderstood
Would you ever buy a house without getting a home inspection first? You could be potentially walking into a money pit. Of course, you wouldn’t risk losing thousands of dollars! So why would you hire someone without doing a reference and background check?!?

Conducting reference checks can be one of the most important steps in the selection process. Since past performance is often the best indicator of future performance, references allow you to talk to their former employers in order to determine if the candidate being considered is the best person for your practice!

By conducting reference checks, you can avoid costs associated with failed probation periods, and poor performances which can impact your current team dynamic and quality of patient care and damage your reputation.

Before making the calls, it is good practice to make a list of questions so that you are asking the same set of questions, giving you a consistent frame on which to base your decisions. All questions should be job-related and legal. You cannot ask questions during a reference check that you are prohibited from asking during an interview. – Don’t worry! We’ve got you covered…download some sample questions here

What kind of checks should I do?
There are a variety of checks you can perform on your potential employees. But first, before you begin this process, you must obtain consent from the applicant to contact their references!

Aside from reference checks, background checks should be next on your list! Performing background checks on your potential employee is an effective way to discover potential issues that could affect your business. We already touched on this here in the blog, but this candidate will have access to patients personal, medical and financial information! Sadly, fraud is very prevalent in our industry. Taking this one step could save you THOUSANDS! Another thing to consider is that this candidate will be working directly with or on your patients. What if there was a serious conviction in their past of substance abuse or a sexual offence? You could be leaving your patients and your practice vulnerable! A lot at risk here!

There are several companies that can perform a thorough background check that covers criminal reports, credit history, educational verification and much more! To process a background check, you need written consent from your employee. For prospective employees, the credit check should be completed only after a conditional offer of employment has been made in writing.

In summary, bad hiring decisions can and should be minimized by performing due diligence. Now more than ever, you need to redirect your hiring techniques and incorporate all of the recruiting methods available to you. Let’s be honest here- Your entire practice benefits when you conduct an appropriate reference or background check on any potential candidates!

Don’t forget to download the ultimate reference check guide now! If you are enjoying our series so far, please spread the word and share this with your Dental friends who would find this information of benefit!

Next week we will start our next series: “I hired someone…now what? How to retain TOP talent!” We will discuss proper onboarding and integration, employment contracts, job descriptions, performance reviews and much more! Till next time 😊

stream-end-of-blog

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 behaviour 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 on 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.
__________
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!

Learn what TO ask & what NOT to ask when interviewing your next employee! Download your free guide now!
stream-end-of-blog

Welcome back to week 3 of our “How to Attract & Retain Top Talent” series. Last week, we discussed what to look for when hiring your next employee.  We talked about some top-notch qualities to look for when hiring.  This week we will be discussing Recruitment and the Screening Process.

If you have a thriving practice, hiring someone becomes a tough decision, as you want only the best on your team. During the interview, you may have felt excited about a candidate, only to find out a short time later that he or she has not turned out as per your expectations.

Let’s go over some ideas on how you should screen potential candidates and avoid any future

Accurate job descriptions

Remember this all goes back to what we have been discussing the past few weeks: reverse engineer how you want to grow your practice and then determine what KPIs you need to look for with your new hires. Using this information and putting together a job description for this position will help you in more ways than one! Your job description should state what the ideal candidate needs to bring to the practice.  A good job description provides a clear and concise summary of a position’s duties and responsibilities. It outlines the essential qualifications and requirements of a candidate. In addition, a properly written job description explains the core competencies required of the position. First, it will serve as your checklist when you are screening and interviewing. Secondly, when you hire your new employee, it will outline exactly what is expected of them and you start the relationship on the right foot. Third, it will help with future performance evaluations to see where they are excelling and in which areas they need coaching and further improvement. I am sure I can name about 10 other reasons about how important a job description is but we will save that for another day ☺

Change the focus of the interview

The natural tendency during the interview is to concentrate on technical questions. Don’t get me wrong; the need of technical skills should never be undermined. If you look back at all the encounters with your previous employees that didn’t work out, you are bound to agree that things did not work out with the employee, not ‘only’ because of technical skills. There is always more to it than that. You also need to take into consideration the individual’s personality and attitude. Remember that someone’s true personality and attitude come to the forefront after a point of time. If you are basing your screening process only on technical knowledge, then the entire focus of your interview is incorrect. To hire great employees, one should include both personal, behavioral AND technical questions in the screening process.

Asking the right questions

Depending on the level of candidate you’re interviewing, their responses can provide excellent insights into their level of acumen and philosophies.   Make sure to look for compatibility, not just likeability. We tend to hire people who are similar to us but remember you already figured out your new hire avatar so stick to that.

Here are a few examples:
– Tell me about a time where you went above and beyond for a patient
– Tell me about the most difficult procedure you have performed? Why did you find this difficult and what did you learn while performing it?
– 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?

Good questions hey? See how their answers line up or reflect the KPIs you are looking for. Asking situational questions where the answers will show their personal, behavioral and technical abilities. Next week we will dive deeper into this subject and really analyze questions and the answers to listen for!

Until next week!

stream-end-of-blog

Welcome back to week 2 of our “How to Attract & Retain Top Talent” series! Last week, we left with you a serious soul searching question- where do you see yourself and your office in 5 years? The direction you want to take your practice, should make you seriously evaluate the decisions you need be making TODAY; including hiring! If you haven’t done this yet, stop now and go back to read last week’s post before taking this next step!

Roadmap is ready!
People with goals succeed because they know where they are going and now that includes you! Congrats! This will now allow you to identify the traits, qualities, skills and cultural fit that you are looking for. Having this AHEAD of time will make a huge difference not only with developing your interview questions but also seeing what type of training will be required.

Top-notch qualities to look for
No matter what position you are hiring for, there are a few very important qualities to look for that will sky-rocket your practice:

1. Detail-Oriented
In our profession, an eye for detail is crucial but this can go one step further when you add a critical and forward thinker to the mix. They can begin to look at your systems, protocols and see how to take it to the next level by making a few changes here or there! Imagine, having someone who can look at a more effective way to screen and educate your patients so they are coming regularly for their hygiene appointments. Your production will go through the roof! For accelerated growth to take place, look for someone who will go beyond merely completing tasks, focusing more on the fine details that bring about greatness.

2. Adaptable
We know that great things are in store for you and your practice, but change has to happen to be able to achieve those results. If you are looking to add a new service to your practice and are hiring someone who has that experience and skillset. Then they need to be adaptable to help put the work into to make the transition possible and your office a success! The best employees are the ones who aren’t so set in their ways that they are unable to remain effective when changes need to be made.

3. Passionate
Let’s face it- there will be ups and downs on your journey but you need someone with a positive mindset. Someone who is genuinely passionate about their work, patients and personal progress. Naturally, when things take a turn for the worse, they’re the first to begin looking for long-term solutions, as opposed to taking the easy way out.

4. Outstanding Customer Service
As the CEO of Zappos, Tony Hsieh said: “Customer service should not be a department, it should be the entire company.” Everyone in your office should have OUTSTANDING customer service! Your patients are the lifeline to the success of your practice! If every person in your office is not doing their best to provide an amazing experience, it will begin to affect your bottom line or worse, you might not be able to reach that 5-year goal. This is a non-negotiable trait when hiring; no matter how amazing their skills are! Skillset can be trained, but you can’t train someone to have good customer service!

Have you found anybody who possesses each of the above four qualities?
If not, resist the urge to settle! Your success is at stake here!

Next week we will show you how to recruit and screen to find the best candidates for your office!

stream-end-of-blog

One of the biggest struggles every business has, is finding and keeping great employees! But it doesn’t have to be! Indiana Jones didn’t find the Holy Grail without using a map and neither should you.  Indiana Jones  was prepared and knew where to go and we want to help get you prepared too.

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!

“Why is this important? Can’t I just hire for what I need now?”

Yes, yes you certainly can! However, this is more of a band-aid solution and can help fill your temporary needs. But what about in the next 6-12 month? What if you are adding new services or software to your office? Wouldn’t it be helpful and more efficient to hire someone who has experience with that so they can immediately add value to your practice? What if you are looking at increasing your case starts or treatment acceptance and can look at hiring a dedicated and experience treatment coordinator who can focus on that day in and day out? See how this goes hand in hand and why it is important to think of this now versus having to search for someone with these skill sets later. Or worse, you over staff your clinic instead of finding one person who can handle all of these roles and responsibilities.

This step requires some serious forethought! Remembering your mission/vision statement helps to keep in mind what your practice short and long term aspirations are. This can help you analyze and understand the traits and skills needed to help you reach your goals!


The only time you start thinking about your staffing needs is when you are filling a recent vacancy. We see it all the time, practices go into panic mode and settle for hiring the best candidate from the pile of candidates that apply! Big mistake!

Even before you have the need to hire someone, you should identify the traits, qualities, skills and cultural fit that you are looking for. Having this AHEAD of time actually helps you in the screening process. Write it down and create your checklist. Really think about the traits and skills you are looking for and divide them into: must have, nice to have and non-negotiable.

Bring this checklist into every interview and use this as your road map to ensure you do not forget the big picture! Your practice success is counting on it!

Do it right the FIRST time

Do you know what making a bad hire can cost your dental practice? 41% of surveyed employers who said a bad hire in the past year had cost them at least $25,000. OUCH- that’s a hard pill to swallow! Unless you enjoy throwing away money, you need to kick your bad hiring habits before it drives your business into the ground!

The one challenge that every dental business owner has in common is to find, hire and retain high-quality individuals, all the while running a practice and maintaining a high quality of patient care. And that’s no easy task! Stay tuned each week as we dive deeper into attracting top talent for your dental office; what to look for and how to find them!

Hiring new employees is an opportunity to re-evaluate your goals, streamline your systems and improve your practice. Do it right the first time! Download “20 things most Dental Professionals miss when hiring a new employee” ebook
stream-end-of-blog

Terminating an employee for any reason can be a very stressful and unpleasant situation and it can even be somewhat overwhelming, even a bit confusing… written notice, termination pay, progressive discipline, termination for cause, without cause. So many things to know and understand.

Take it step by step:
Proper preparation prior to the termination can get you prepared for what is to come but it also helps ensure that the employee leaves with dignity and helps mitigate risk to your practice.

Now sometimes, it is necessary to eliminate a position that has become redundant or you may have to lay off employees due to business slowdowns. Other times, terminations may be due to poor performance or inappropriate conduct. Regardless of the reason, it is important to terminate the business relationship in a professional manner, with appropriate notice, and in a way that meets at least, the minimum legislative requirements for your province/state.   

An employee who is wrongfully terminated or terminated without cause and not provided with an appropriate notice period (or payment in lieu), will now have reason to initiate legal action to recover the monies owing, or to contact an employment standards officer to open an investigation. Which is something I am sure you would not like to happen!
It’s much better to understand the appropriate way to handle terminations within your workplace so that you avoid any type of litigation or investigation in the first place. 

Terminations caused by poor performance: Some employers will avoid conflict as long as possible and will continue putting up with inappropriate conduct or poor performance from an employee, rather than starting the disciplinary process. Having a disruptive employee, or someone who does not seem to pull their weight, can begin to have a negative effect on the rest of the staff; and that is something you do not want! When employees see that an underperforming colleague is allowed to continue down such a path, the rest of your staff may become resentful and it can result in lower productivity and higher turnover.
Poor performance or inappropriate conduct should be addressed as soon after the incident as possible, or upon noticing deteriorating performance. In some cases, working with the employee can help to turn things around without having to take further disciplinary action.

However, if the results are still not acceptable, it is critical to act quickly, document all discussions, and adhere to legislated requirements for your jurisdiction before terminating employment.

Cover the basics:
1. When an employee is hired, it is important to have them sign an employment contract. This contract will clearly outline information that outlines roles, expectations, salaries, probationary period and termination provisions.
2. Conduct regular performance reviews to provide feedback, guidance and create an action plan for areas of improvement.
3. If there is a cause for progressive discipline it must be documented to show you provided enough opportunity & guidance for them to improve.
4. If at that point, things are not improving you must contact an HR professional for advice to ensure that your documentation and process is appropriate to minimize your risk.

If you proceed with deciding to terminate- it does not end there!

There are series of steps you still need to take to ensure everything is done correctly the day of. We can’t stress this enough! The decision to terminate should never be taken lightly. If not handled properly, it can also result in expensive litigation. This is not a position you would want to find yourself in.

We have put together a termination checklist for you to download. It walks you through what needs to be done the day of termination.  Visit: https://streamdental.leadpages.co/terminationchecklist/  
_____
Stream Dental understands that you have a lot on your plate, as the owner of a growing Dental Practice, usually having little or no in-house Human Resource expertise! Our new services allow us to become your virtual HR department. Offering human capital solutions that provide the greatest impact on workplace productivity, employee engagement & retention and help you grow your business with the right people and processes.  
Contact us today: www.streamdental.ca

stream-end-of-blog

Let’s start off by addressing what a confidentiality agreement is. It’s an agreement for your team to keep everything in your office confidential. The purpose of the agreement is for your team members to agree to maintain confidentiality regarding all confidential materials, patient information, processes, marketing, pending business transactions… just to name a few! This agreement outlines that all confidential information is kept strictly confidential both during and after their term of employment.

Why is this necessary?
As a business owner, you have worked hard to grow your practice and to provide the best treatment to your patients and build your reputation. It is important for you to protect all your hard work by having a confidentiality agreement in place. Everyone who comes to your office to work should sign one! This means, all new and current team members should sign! One other area that is often over-looked are any temporary employees or candidates that come into your office for working interviews. You want to protect you and your practice.

We understand that temporary relief & working interviews are a common in this industry, but have you ever given much thought about getting potential candidates to sign a confidentiality agreement prior to their interview?

The same goes with working interviews. These potential candidates may come into contact with, view, or handle confidential medical and personal patient information, products and/or system. This is information that is not readily available to the public, and may compromise your practices competitive advantage in the market place in the event that sensitive business information relating to your practice is divulged.

Now don’t be fooled! The internet has many sample templates that you can download for free but it may still leave you vulnerable! One size does not fit all when it comes to legal documents & protecting your office.
______
Contact Stream Dental today and we will help customize your confidentiality agreement to suit your practice. www.streamdental.ca

stream-end-of-blog