Onboarding and Integrating your new hire: Step 1- Prepare
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 documentation 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, 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 to make sure the first day is a successful and productive one!
Time to rethink HR for your practice
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.
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
• 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!