Landing Your Dream Job in the Dental Profession
You may have just finished your schooling and you’re full of optimism! The very thought of getting a great job keeps your enthusiasm high. But is that excitement enough? You need to begin preparing your resume and start networking in the field. You need to get yourself prepared for landing your dream job. Let’s find out how you can do that.
Prepare your resume
Resumes are like snapshots of your experience and educational background. So you really need to put in a lot of effort when you are preparing your resume. Not to stress you out, but you need to remember that many others will be applying for the same job. You need to make your resume stand out and reflect your uniqueness. Do not just copy any generic statement from your friend’s resume and expect it to be fine! Don’t forget about the cover letter. It should go hand in hand with your resume.
Do your research
When you have interviews lined up, make sure you do your research. You want to be prepared for when you go for your interview. Think of examples of past experiences you can talk about. Also, remember to gather all the information you need to about the dental practice. Come ready with questions to ask during your interview. It is all about creating an impression. Social media platforms like LinkedIn and Facebook can be good places to do your research.
Attitude is everything
You have your credentials from the dental school to back you up in the interview. But what gives you an edge over others is attitude. Everyone likes a person with a positive attitude. Your smile, your gesture and your way of talking matter a lot. Don’t forget the importance of a handshake, it should be firm and exude confidence. Often during the interview, you may be asked why you have left your last job (or why you are looking for a new job). Do NOT badmouth your previous employer! It creates a bad impression. But what you can do is tell them about what you are looking to gain if you work for this dental practice. This is something every interviewer appreciates. (For example, I am looking to gain new skills/ experience in...)
Professionalism is the key
When you go for an interview, you need to put your best foot forward. It will help you create a great impression. Little things like organizing your certificates and credentials in a proper folder or handing print-outs for your professional summary will be useful. Think from the perspective of the interviewer and come prepared. When you are looking to work in a professional environment, you need to look and act like a professional. Dress for success! Take some time to prepare for your interview; because preparation is the key to good interviews. This is your chance to create an impression and to show them why they should hire you. You can do this. Good luck!
How to Be a Great Boss in a Dental Practice
What are some of the things that help to build a successful dental practice? Expertise, patient satisfaction, and professionalism, just to name a few. But is there something more? That’s right… the head honcho! There is a fine line between being a good boss and a great boss.
Establishing good team dynamics
Just being a good boss is not enough. You should understand that managing and keeping the team happy are equally important. Before you sign a contract with someone, you should chalk out the hierarchy of the office. You need to establish your position and what is expected out of your team. This is not a power game, but you need to map out what is expected of your team. Most problems arise from expectation mismanagement. You cannot have respect unless you have earned it. So make your stand clear about the different rules and policies which you think will be effective to run the office.
Communication is important
Communication is a two-way thing. If you expect your employees to listen to you, you should, in turn, listen to them. Try holding a monthly meeting to talk about what is working and what could use improvement. Ask for your team to offer suggestions and give their input. You want your team to feel just that... that they are part of a team! Having regular or quarterly performance reviews will help provide an excellent forum that will encourage communication.
Closely follow the office manual
When you are a dentist, you cannot enforce or follow the daily operations unless you know the office manual by heart. If you adhere to the policies, you will be confident and consistent in your approach. If you find anyone within your team disregarding the policies, you should talk to them and ask them to make the necessary changes. This is something very important for the smooth running your business.
Creating the trust factor
If someone comes to you with an issue, it is absolutely mandatory to address it and try to resolve this issue. This helps to build trust. They should be able to trust you to come to you with their problems. If your team feels that you are helpless in a situation and cannot influence (or make) a decision, they will start doubting your leadership, which is not really the message you want to send.
Documentation can help
All dentists know the importance of documentation. You need to document everything from patient charts to personal issues. In case there is an issue, refer to the office manual, document the issue, review the entire incident and work with the individual to find out a solution. If the issue is related to performance, then sit with the person, set your expectations clearly, make that person sign the document, which notes that in case of any compliance failure, it could result in termination.
Even when you are a boss, you can be a good team player. Your team should look up to you as a leader and not always as a boss. Make the work environment a place where your team wants to come into work, where they know you will be there to support them and offer encouragement. Don’t just be a good boss, be a great boss! Your team with thank you for it!!
Until next time.
5 Questions to Ask Before Hiring Someone in a Dental Practice
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
How to Hire and Retain the Best Employees in Dental Practice
One of the biggest struggles every business has is finding and keeping great employees! It doesn’t have to be… Indiana Jones didn’t find the Holy Grail without using a map and neither should you!
Here are a few tips to help you find, hire and retain the BEST employees in your Dental Practice!
Determine your staffing needs
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. When you have a pile of resumes, you can just follow a checklist and easily discard those who do not fit your criteria. Better yet, hire a Dental Recruiter to help simplify your hiring process and streamline your operations- allowing you to do what you do best; provide top-notch service to your patients!
ON-BOARDING & INTEGRATION
YIPPEE! Your recruiter (AKA- Stream Dental), just helped you hire a ROCK-STAR candidate and it’s their first day! This is the start of your new relationship and if not started off on the wrong foot could end very badly and quickly! At Stream Dental, we really stress the importance of proper onboarding and integration of your new hire.
Did you know that 22% of employee turnover happens within the first 45 days of employment? Nothing worse than starting at square 1 after all that time invested to find them in the first place!
Take this time to really outline their role, responsibilities and your expectations. The biggest mistake we see is baptizing your new hire by fire! Throwing them into the mix and making them feel more overwhelmed than welcomed!
TRACK & MEASURE RETENTION
Don’t be fooled- just hiring someone is step ONE and now you need to nourish and grow this relationship to blossom into a long-term and loyal employee!
Start by reviewing your history of employee retention- has there been a recent high turnover rate? If so, this may mean your employees are unhappy with the organization, see little room for growth, or found a better paying job.
Combating those issues will help raise your retention rate and could save you thousands of dollars and hours upon hours of training time with new hires.
REVIEWS & FEEDBACK
Formal, annual reviews don't work, at least not to combat turnover. You need to meet one-on-one, at least on a quarterly basis. Spend the time to ask them what's frustrating them about their job. What they want to be doing--but aren't getting to do. Don’t take the answers personally but use this as an opportunity to learn about what’s not working and create a plan to make things better.
Hiring and keeping good employees is crucial to the health of your office, but we understand if it seems overwhelming. If you're interested in learning more about how you can ease this process and ensure that it's done right, don't hesitate to contact Stream Dental today. We have the solutions you need! Check out our NEW HIRE BUNDLE which holds all the steps you need to ensure you hire TOP TALENT every time!
Avoiding a Bad Hire in YOUR Dental Practice
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!
Hire an experienced recruiter
Recruiters have the experience and network of pre-screened and qualified candidates that are ready to find their next dream job! They have already invested the time to search for top-notch employees. They are here to help you save you time and money on avoiding a bad hire or having a position go unfilled.
Think about your practice.
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!
Create a checklist
Now that you spent some time hammering through all the details; 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 to 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!
All candidates who apply to 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. Always ask for three references and do your due diligence!
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! Check out our new hire bundle that has everything you need to hire the best people every time!