Avoid the top 10 hiring mistakes
Doctors, I’m happy to share the link to the American Dental Association’s 2015 Summer Edition of Dental Practice Success and my article on page 6 Avoid the top 10 hiring mistakes.
Four Steps To A Great Hire
The American Dental Association, in partnership with the University of Notre Dame, has introduced the ADA Executive Program in Dental Practice Management. The preview of my course Four Steps To A Great Hire is now available at this link.
Wondering what this online Certificate Program is all about? The ADA explains “this unique, six-course certificate program features the only blended curriculum that combines insight from the nation’s largest dental association with business acumen from a top-ranked business university.” I’d strongly encourage you to visit this link to see the comprehensive course offerings.
To Tell The Truth: Hiring… on Purpose
Do You Remember the old game show “To Tell The Truth?”
This long-run
ning game show featured challengers who were introduced and all claimed to be the central character. Celebrity panelists conducted a Q&A and then had to choose who they thought was actually telling the truth and was the real central character.
When it comes to finding the next best team member for your practice, you too will face multiple candidates who claim to be the ‘real thing.’
Let’s spend some time talking about how you can navigate these tricky waters and improve your chances for success. In this webinar, we’ll review laws, recommendations and follow actual candidates through the selection process.
Hiring may be more art than science… but there’s so much you can do to tip the odds of making a good hire in your favor. Please join me Tuesday, December 2, 2014 at 5:00 Pacific & 8:00 Eastern for an interactive webinar, Hiring… on Purpose!
You will learn:
- To add rigor to your hiring process to improve the odds you hire right – the first time
- How to separate the best interviewers from the best candidates – this is huge!
- Gain confidence as an interviewer as we review actual questions & answers from real dental practice interviews
- Protect your practice and yourself by understanding the legalities that exist in the hiring process
- You’ll see if you can indeed “pick the winner.”
Click this link to register for this webinar hosted by The Scheduling College
Team Meetings That Work
My favorite team meeting, the one I want to attend is “The Meeting After The Meeting”; the one that takes place in the hallway, sterilization area or at the front desk when the team separates into groups and has a no-holds barred discussion of exactly what should have been said at “The Official Meeting”. It’s in this raw honesty that change is possible and we can create an agenda that fuels Team Meetings That Work!
The trouble is that “The Meeting After The Meeting” is private, by invitation-only and it’s a tough ticket to get.
Click on this link to read the full text of this article as published in The Progressive Dentist Magazine to learn the surprising 4 steps to set yourself up for Team Meetings That Work
Prior To The Hire
Here is an excerpt from my article Prior To The Hire from The Progressive Dentist Magazine.
There are 6 common biases that create bad hires. Let’s take a closer look to see if you can recognize these behaviors in yourself or your hiring process:
- Stereotyping: forming a generalized opinion about how people will think, act, or respond, i.e.: Judging applicants by their physical characteristics such as hair color, body type, or gender, for example, thinking men wouldn’t do well working in the front office or being the only male member of a team.
- Inconsistent Questions: Asking different questions of different applicants, i.e.: if you’re not grading on responses to the same questions, how can you truly make comparisons? You must be able to do some quantitative analysis.
- First Impression Error: Allowing a snap judgment to cloud the entire interview, i.e.: thinking poorly of an applicant because of the school they attended or because you don’t like their fashion sense.
- Halo / Horn Effect: Allowing one strong or weak point to overshadow everything else, i.e.: learning that an applicant is from your hometown or school or conversely, has a tattoo or piercing visible. Often this occurs based on an answer to one question that is different than you expected.
- Contrast Effect: Believing good candidates who interview right after weak candidates are stronger by comparison than they truly are. Let’s face it, after a few disappointing interviews, it’s easy for an average applicant to make a big impression.
- Cultural Noise: Failure to recognize when an applicant is being politically correct and/or telling you what you want to hear rather than the actual truth. Don’t take answers at face value, dig deeper. One of the best replies to a first response is simply “tell me more.” Get very comfortable with a silent pause… give the applicant time to think and chances are you will gain valuable insight. Also be certain to keep your eyes on the candidate as they answer your questions, otherwise you risk missing the visual, the body language clues that they are making things up as they go along.
The full text of article is available for a limited time at TheProDentist.com along with full access to the current issue of this leading subscription-based magazine about the business of dentistry.
DentistryIQ: “I Don’t Get Paid When Patients Don’t Show Up”
A hygienist wrote in to Dentistry IQ’s Thursday Troubleshooter with this concern: “I was wondering if anyone else is having to clock back in and out if a patient fails to come and yes, I am a hourly employee. I would appreciate any info.”
Is this a viable option or a classic “lose/lose” solution?