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3 Strategies for Hiring the Right People

3 Strategies for Hiring the Right People

You can’t always get what you want, goes the classic Rolling Stones song. This is especially true when trying to hire quality employees. Many dentists make the mistake of only looking for a dental superstar to join their practices, while disregarding many other worthy applicants.

Think of pro sports… there are only so many superstars––whether it’s Serena Williams or Tom Brady––out there. And sometimes these high performers have their own issues, such as not “playing well” with other team members.

If you can find a superstar who’s a good fit for your practice, great. If you can’t, here are three qualities that you should look for in prospective employees:

1. Potential to Be Great

Everyone has to start somewhere. Maybe this candidate doesn’t have much experience, but has demonstrated through her education, non-dental employment and volunteer activities that she has the right stuff to be a key contributor to your practice’s success.

Early in their careers, even superstars weren’t truly superstars. If you can get someone who can become––with the right training and mentorship––a great employee, then you may end up having superstar in your practice for a long time.

2. Want to Grow, Learn, and Get Better

In your search, you will probably run across candidates who are switching careers or attempting to re-enter the work force after a hiatus as a stay-at-home parent. Many of these people possess the capabilities to become quality team members, especially on the administrative side of the practice. Look at their experience… do you see a commitment to learning, taking on new responsibilities and adding new skills?

Realize that there are far more people with non-dental work experience out there. Many of them can make excellent additions to your staff, if they have a track record that shows a demonstrated ability for achievement and growth.

3. Enthusiastic and Energetic

Personality matters. You need positive people in your practice. Expert clinical care goes hand in hand with excellent customer service. There may be times that a person with little experience but a lot of enthusiasm may be the best choice. Of course, you want to conduct at least two interviews to make sure that this person would be a good fit for the practice.

Conclusion

Will you be able to hire superstar team members every time? Probably not.

What you can do is look for people who have the potential to be superstars, who want to grow, and who are energized and enthusiastic. When people are willing to learn and improve, great things can happen.


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3 Surefire Ways to Lose Good Employees

3 Surefire Ways to Lose Good Employees

Your team plays a critical role in the success of your practice. They help you get you through the tough days and prevent the tough days from turning into something much worse. Yet, many dentists have trouble keeping quality team members.

Sure, people will move or change careers. But many good employees leave because they were driven away by a boss’ bad behavior. According to a 2015 Gallup poll, about half of workers left their job because of their supervisor.

It’s getting harder to find good team members. Once you develop someone, you don’t want to lose them due to bad habits or bad leadership.

Here are 3 ways to NOT to retain a good staff member:

1. Play Favorites

People don’t want to work in a practice where they’re treated like a second-class citizen just because they’re not Brenda or Bobby or whoever is the doctor’s best buddy. When one employee gets special privileges, it creates unnecessary tension and resentment.

Solution: Strive to treat everyone fairly and equally.

2. Don’t Recognize Good Effort

Many dentists don’t compliment their team because they believe that “doing a good job is what I pay them for.” If you rarely praise your team, it might be time to rethink that behavior. Everybody needs encouragement, acknowledgement and positive feedback. When staff members are never praised, they tend to become complacent and go through the motions.

Don’t get me wrong, I’m not saying applaud poor work or underachievement. But the vast majority of dental team members do a good job. Letting your staff know that is a good thing. People want to be compensated well, but they also want to work in an environment where they’re appreciated.

Solution: Make appreciation a daily activity.

3. Fail to Keep Your Promises

Practice leaders can quickly demoralize their team by making promises they don’t keep. Your word should be your bond. If you’re viewed as untrustworthy, your team will doubt nearly everything you say.

Solution: If you make a promise to your team, do everything in your power to keep it.

Conclusion

If you have good staff members, you want to retain them. You don’t want to be the kind of boss that drives people away. Avoid these three costly errors and continue to strengthen your team by giving them the training they need.


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