Posted June 1, 2021
With the dental labor market perhaps the tightest and most challenging it’s ever been for dental hiring managers, we’re closing out this series with some insight from one of our DentalPost team members, Amanda Hill, RDH. She recently helped fill a Front Office Coordinator position at a dental practice where she regularly provides hygiene services. We sat down with Amanda to get her perspective on her dental job posting and what that hiring experience was like post-Covid. Read on for Amanda’s tips, strategies, and perspective on how she leveraged the DentalPost platform to get more from her search.
Here is what she had to say…
When I agreed to take on the hiring manager role for my office, I honestly had no clue how time-consuming it would be—keeping track of the applications, interviews, who I liked and didn’t––it felt overwhelming. But then I discovered some tools on DentalPost that kept me organized and my search on track.Amanda Hill, RDH
When you’re short-staffed, the knee-jerk reaction is to find someone FAST. But usually, the best fit isn’t the first one you stumble across. This sounds like a luxury (especially these days) but hiring the wrong person can make the work double exhausting and compound the already existing production problem.
Before I started on the dental job posting, I had to figure out what we wanted out of this employee. Much like buying a house, we weren’t likely to find everything on our list, but we at least got an idea of what was important to us and what was a deal-breaker.
At our staff meeting, I asked: If you could wave a magic wand and create the perfect team member, who would they be? What skills are most important, and what can we let them learn on the job?
Establishing these is key to ensure you maintain the right culture. If you’ve ever worked with someone that just doesn’t fit you’ll know what I’m talking about. DentalPost’s assessments are great to help you screen candidates and figure out yourself and your team. We took time to sit down and review the core values assessment as a team. So we wrote down our values and posted them in our break room.
Focusing on our team vision helped us remember we are hiring someone who is the right fit for the practice and not just someone we “like.” As humans, we tend to default to people who are most like ourselves rather than the person who balances out our own traits. We have to consciously and mindfully watch our bias and automatic default so we don’t just hire clones of ourselves.
A well-rounded team with different strengths and drives is key to keeping things running smoothly. Missing that problem solver? How about an influencer type with charisma that inspires the team? Maybe you have too many dominant personalities and could use someone who is happy to follow another team member’s lead. Or maybe you have too many “big picture” folks and not enough detail-oriented team members. Having everyone on the team take the DISC personality assessment helped us see what makes us tick. Then, we were able to determine what we were missing.
After discussion with the team, we determined that for our Front Desk Coordinator a “CS” (Conscientious, Supportive) DISC personality type would be ideal. Anyone with all “D” DISC type was likely to clash with the team dynamic. In the end, we ended up with a CD, but with a high S – and she is fitting in beautifully! While I’d never rule someone out completely based on their DISC assessment, it’s a great adjunct to helping make a smart hire.
Gen Y and Gen Z are comfortable with video call interviews over Zoom, and this impresses them more than simple voice calls. Face-to-face conversation from the start gives you an advantage over a faceless employer to make a great first impression. In that interview, invite them to email or text their questions, and respond to them promptly. You are demonstrating respect for their time and need for clarification. Keep communication flowing while you are in your interview process with each candidate. Don’t ghost them and leave them wondering what happened.
After posting the ad the applications started coming in on my DentalPost account. I immediately messaged each candidate through the application and set up a phone interview. It was a great way to weed out some candidates without bringing them in for an in-person interview.
While it was tough being down one team member, we all realized it was better to band together and pitch in to find the right person, instead of just hire the first warm body and have to do this again in a few months. We passed on many candidates before we found the best fit for our team. But it was worth it in the end. Knowing our office and understanding who we needed were vital components to hiring smart. Take your time, stay organized and use data to help you hire the right person.
Posted March 3, 2021
Recognizing your dental team for their hard work over the year is quintessential to having a successful practice. Mother’s Day and Father’s Day are great examples of appreciation days for […]