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.
But what happened? Where did it go wrong? Having an effective screening process can you avoid this! Let’s save your precious time and avoid this as MUCH as possible!
Change the focus of the interview
I’ve made this mistake before… during the phone interview you end up doing all of the talking and not asking the right questions! The natural tendency is to try and “win” them over or try to “oversell” the position. It wasn’t until I took a step back and asked more questions that I really noticed the difference! The missing piece was finding out what their career aspirations are, what are their philosophies, goals, and values! To find great employees, one should include both personal, behavioral AND technical questions in the screening process.
Ask such questions as:
- “What does your dream job look like?”
- “What are your deal breakers?”
- “If you had five job offers in front of you right now, what would be your main deciding factor in selecting which job to move forward with?”
- “Why are you looking for a new job?”
Do you see how these questions are centered around their philosophies rather than skills?
The greatest mistake that a Dentist or Dental Office Manager can make is basing your screening process only on technical knowledge and skill set! You need to be focusing on the interpersonal skills, communication and how they will treat your patients. You CANNOT train someone to be charismatic, empathetic and have excellent customer service– either you have it OR you don’t! You CAN train skills! Albeit, it will take more time and resources but it will avoid hiring someone with the skills but a nasty attitude! An attitude that will offer only subpar patient care or will be nasty to the rest of your team.
What should you do?
You need to do some preparation before you are ready to jump into recruitment mode. Understand what your practice needs are now and FIVE years from now! Understanding your growth plans and practice vision will help you also make sure that these candidates will help you along this journey! You will start to notice if this candidate is a good match, if you can support each other, and if this person will grow with you.
Often times, we see too many offices just “settling” for an average employee. But this does not save you any more time or money. Instead, this can have a negative impact in more ways than you may think! Taking the time to do it right– reverse engineer the position and understand what your practice needs will help you find the right candidates!