Dental jobs | Stream Dental

Tag: Dental jobs.

 

 

2018 is here! Have you found yourself dreaming of what this year might hold for your Dental Practice?

 

Over the past few weeks here at Stream Dental, we have been looking forward to all of the incredible opportunities this new year holds – because we’re dedicated to making 2018 our best year ever. How about you?

We’re going to be rolling out brand new products, introducing exciting collaborations and greater support for our clients, and offering a wide extension of services we never thought we would be able to offer – but are so excited to do so!

Our growth and opportunities it brings us has been made possible thanks to the hard work our amazing team consistently puts in towards accomplishing our greater goals – and the systems we have in place that have provided us with clarity, allowed us to take consistent steps forward, and to execute our plans (and reach our goals) with ease.

And we want to help make these things possible for your practice, too.

In the spirit of helping make 2018 your best year- EVER, we felt like giving a little something back to all of the amazing Dentists and fellow Dental Professionals out there (you!), so we’ve designed a special 2018 Action Plan Guide for you … and are giving it to you today, absolutely free.

This Action Plan guide is a 21 page PDF, filled with exercises, worksheets, calendars and more, designed to help you gain clarity and take action on the goals for your practice in 2018.

With this guide, you will:

  • Get clarity on what you desire for your practice and your team throughout 2018
  • Break down your most important tasks into actionable steps that will help you achieve your goals
  • Fill a yearly calendar with tasks and goals so you can see how your best year will play out (even breaking them down into weekly projects!)
  • Set up a to-do list so you can see, step-by-step, the actions needed to move your practice forward
  • … and so much more!

And did we mention that it’s totally free?

It’s our mission to help dentists and dental practices throughout North America have super solid HR systems so that they can reach new heights of success, and we know that having clarity on your goals plus actionable steps to take towards them is the winning combination for achieving everything you desire for your business.

We created this free guide to help you get there.

So if you’re ready to dive into your 2018 Action Plan Guide, simply enter your details below to gain immediate access:

Remember, everything is possible for your Dental Practice this year – all it takes are clarity on your goals, having the right systems in place, and taking the right steps forward.

We know you can do it. And we are so excited to see what this year holds for you!

 

DOWNLOAD NOW

 

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!
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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!

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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!
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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 😊

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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
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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/  
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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

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Rethinking Human Resources for Dental

As a business owner, you need to be able to attract, hire and retain high-quality individuals to help you ensure that your practice succeeds. And that’s no easy task! What’s more, you need to be able to protect your practice by setting clear expectations and implementing policies that preserve the integrity of your business.
Ideally, these would be handled by a full-time Human Resources manager — someone who understands the intricacies of HR in a manner that matches your expertise in dentistry. Hiring people for your practice is one thing; but Human Resources entails much more than just hiring and firing.

Human Resources — Critical to the Success of Your Practice
Look at it this way: if you do Human Resources right, you can grow your business and keep your patients smiling in more ways than one! Not only do you attract the best employees; you also retain them and keep them on track with clear expectations and policies that outline important standards and practices. And when employees fail to live up to those expectations and standards, you are ready to discipline, retrain or, if the situation warrants, terminate their employment confidently, knowing that you are following all pertinent guidelines, legal and otherwise.
However, if you do Human Resources wrong or fail to give it the attention it deserves, the consequences can be costly and severe, putting your practice in jeopardy.
Hiring people becomes a game of chance. Sure, there are job boards that can help you find qualified candidates, but the screening and hiring process takes time, effort and energy. You can also find templates online for various policies, contracts, guidelines and other documentation, but these readymade pieces of content don’t consider the nuances that make your practice special and unique.
Doing it all by yourself is not a viable solution — it only leaves you exhausted and unable to provide the excellent care that your patients expect.

How to Screen Potential Candidates No One-Size-Fits-All Solutions
Searching the web for advice and examples regarding your policies, contracts and documents may give you an education on some of the fundamentals of Human Resources. But you need Human Resources solutions that are strategically crafted with your specific practice in mind. This is where Stream Dental’s HR services can make a massive impact and keep you from making costly mistakes.
For many dentists, the idea of crafting specific policies doesn’t occur to them until an incident must be dealt with. For example, you may assume that your employees will adhere to a certain standard of appearance or dress. But unless this expectation is communicated, agreed upon and enshrined in an official policy document, you may find yourself having awkward conversations with employees who hold a different view of work-appropriate dress than you.

There can be over 50 official policies that dentistry practices should have, and Stream Dental is here to help you craft them in the manner that best suits your practice.
Some examples include:
• Policy Manual
• Confidentiality Agreement
• Termination
• Overtime
• Holidays/Vacation and Sick Days
• Probationary Period

We don’t just supply a plan and let you figure it out; we work with you to develop a strategy that allows you to grow your business with the best people onboard!

Thankfully, Stream Dental Staffing Solutions understands the precise Human Resources needs of dental practices like yours!

Stream Dental — Your Virtual HR Experts

You need a Human Resources solution that allows you to focus on doing what you do best — treating your patients. Several solutions exist, but Stream Dental brings serval years of dental-industry experience to the table in addition to top-notch, up-to-date HR practices and procedures that are crafted specifically for your business.

Let us be your virtual HR department!
Contact Stream Dental Today!

Call us today 800-260-3491 or visit our website www.streamdental.ca

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Human Resources gets a bad rap sometimes and is often misunderstood & over-looked! It goes beyond just hiring and firing! HR deals with the human aspects/needs of both employees and employers. Many dental companies do not have an HR department and the duties often fall on the Dentist or the Office Manager- who do not have up to date training and information on employment standards & regulations.

What is HR?:
Let’s start off by talking about what the Human Resource department does. The HR department needs to provide the knowledge, necessary tools, training, administrative services, coaching, staff development, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation. HR departments must become attune to changes in the business and talent landscapes and help organizations navigate the changes in pursuit of their goals.

Appropriate Documentation:
Another area that often gets overlooked in Dental practices are employment contracts and policy manuals. Why are these documents so important?! The importance of having those in place are meant to protect not only the rights of you as an employer, but also the rights (or powers) of your employees. These documents help ensure expectations and responsibilities of both the employee and employer are clearly defined.
A policy manual helps you communicate your company expectations to your employees by developing a clear a thorough manual. These will be your workplace guidelines that cover a wide range of workplace activities, from resolving conflicts, to code of conduct, to performance management, dress code, sick leave, vacation time and much more. Having these documents leaves no grey areas of what is expected of your employees.

Recruitment:
We understand that recruiting takes lots of time. You want to find the right candidate to fit your team. It may take time to find the right candidate, but it’s important to do it right. If you hire the wrong person, there can be negative affects to having a bad hire, such as having an adverse impact on your team dynamic, quality of customer service, lost time and wasted money.

Gone are the days where HR just meant hiring and firing. There is so much more involved when it comes to your staffing needs. It may seem a bit overwhelming with running your own successful practice and having to juggle all the HR duties as well, but it can be done!
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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.

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Stream Dental logo

Have you ever asked yourself; “How can I find & hire the BEST staff for my Dental Practice?”.  We know it is A LOT of work to find the right candidate for your team. Let us help you!

Introducing Stream Dental Staffing Solutions

Stream Dental Staffing Solutions has built a network of highly qualified candidates that are looking for long term, rewarding careers in the dental field. Stream has 30+ years of experience in the dental industry. We know that finding the right match for a dental office makes all the difference! Running a team is a unique skill and we can show you how to build it!
Vacant positions in your dental practice can cause stress to you and your team and they can also negatively impact the quality of care patients receive. The cost of a bad hire can run into the many thousands of dollars and could potentially harm the sterling reputation your practice has worked hard to build.

Finding the right candidates with the right skills may be more time consuming than you thought. Let us take the stress out of finding a replacement for both TEMPORARY & PERMANENT positions. Allowing your office to focus on what you do best; provide the best possible treatment to your patients!

Contact us to schedule a FREE consultation. We would love to hear from you!

PS: Want to learn 20 things most Dental Professionals miss when hiring a new employee?stream-end-of-blog
finding a replacement

In order to run and operate their business smoothly and successfully, dental practices require the services of skillful and knowledgeable dental professionals. Each of these members collaborate and co-ordinate with each other to help their practice achieve its long-term goals and objectives. A well-managed dental practice needs a team of competent and experienced dental professionals who are willing to work and operate together as a team. Team work allows dental practices to achieve their desired goals and objectives easily. This is why it’s crucial for your dental team to work together.

Smooth and Effective Operation:
A dental practice can work wonders with a well-coordinated team. In fact, when members are willing to operate as a team, they help the dental practice in creating a positive atmosphere for smooth and effective operation. Team work allows dental firms to focus on common goals, philosophies and furthermore contribute towards the success of their business.

Fulfill their Goals and Targets Comfortably:
When every member of a dental team including dental assistants, administrative professionals, receptionist, coordinators, treatment coordinators, dentists and office manager, among others, works side by side, they help their practice fulfill its targets easily. This is essential for any dental business that wants to stay ahead of their competitors and deliver excellent performance.

Team

Gain Instant Recognition:
Team work allows practices to cater to their patient’s exact requirements and treat them appropriately. Remember, the ultimate aim of every dental firm is to find effective solutions to their patient’s dental problems. A dental practice receives instant recognition when their patients receive accurate dental treatments for their specific oral health problems and issues. Dental practices must understand that when they function together as a team, they automatically offer their patients the best experience and treatment. After all, your whole point in setting up a dental clinic is to treat patients properly and help with issues and concerns that they have.

Improve Productivity:
When members of a dental practice communicate and coordinate with each other on every single point, they automatically help the practice become much more productive. In the absence of team work, dental clinics fail to meet and exceed their targets as well as satisfy their clients.

Boost Profits:
Needless to say, when every member at your dental clinic is working hand in hand, they are allowing your practice to deliver consistent performance as well as satisfaction to your clients/patients. Further, happy clients allow your dental practice to find and treat hundreds of other patients, thereby boosting profits.
In order to deliver excellent results, dental practices must motivate their dental professionals and aid them in realizing the true importance and value of team work.
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Stream Dental Staffing Solutions is always available to help with any staffing needs or business coaching. Contact us today for your FREE consultation.

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