Dental Connect Recruitments tips for successful staffing placements
Here at Dental Connect Recruitment, we work one-on-one with many Dental practices who are often seeking advice and guidance on how to successfully integrate a new team member into their practice for the long haul!
Recruitment, training and relationship building of a new team member are not something any of us can take lightly – it is a time consuming and costly process, so how do you get the basics right to set the foundation for a successful placement?
Let’s start at the beginning…
Before the recruitment process even starts
We ask our clients to think very clearly about an ideal team member – both their personality and skills, as well as the current team and what their skills and personalities are, and what professional relationships you have seen work well (and poorly) in the past.
Make a list – we love lists! Involve your current team, if you can, and what attributes and personalities they picture working for the team, as well as the skills and general day-to-day help and support they need within your practice. Team involvement and input can often add a new spin and understanding to the ideal addition you need to complete the team!
Have you got a clear and detailed job description and list of duties
Yes? Great – you’re on the right track!
No? This is an absolute must! Let’s chat about it in more detail.
What is the position you’re trying to fill? A Dental Assistant, a Dental Receptionist, a dual role where they need to utilise all of these skills on a day-to-day basis, right through to an Associate Dentist?
To find the most ideal candidate and new team member, you need a clear outline of the role needed in your practice, and what their duties will include. How can you find a suitably skilled Dental Assistant, if you can’t give them a clear indication of what the position involves? This is not only beneficial for you and your team, but also for matching the candidate to you – is this role what the successful candidate will enjoy and want to do for the long term?
Having a precise job description and outline of the role will help in your preparation on finding the right person for the job – if you know what skills and person you are seeking, they’ll be easier to find! In the screening and interview process you will be able to focus on the attributes you need in a new staff member, the skills they need to bring from previous position and what can be taught/learnt in on-the-job training.
Make your offer and contract clear
There is nothing worse as a job seeker than being offered a position that they thought was something completely different to the reality! This is why having a clear outline and job description to provide to us as your recruitment consultants and also to the candidates in the initial screening phase – this ensures that the candidates being considered for the position have a clear understanding of their daily duties and your expectations of the role.
Make your offer in writing, as well as in person. Keep it simple and black and white – this is the position we are offing you, this is the job description, these are the general hours, it is full-time/part-time/casual, and this is the rate of pay and/or salary and will be reviewed in 3 months. Simple
The details can be in the contract, and we recommend you have a contract in place for all staff members in your practice. If you need help with contracts, the ADA is a good place to start for a general template.
They’ve accepted the job, now what?
A great induction and training in a new job means a lot! Invest the time, energy and passion in training your new team member. Small habits and idiosyncrasies formed in previous work places and positions, that don’t fit with your practice values and “ways” can be easily re-trained if the focus is dedicated to your new employee and their induction/training from the get go!
Explain why your practice does things and says things in a particular way, or why you don’t use a particular phrase or type of language around your patients. Inducting your new team member and allowing them observe understand your practice’s philosophy is so important. Make sure you ask and communicate with your new employee on how THEY best learn (not how YOU best teach) – understanding that everyone learns in a different way and in different time frames will ensure that you can give them the best chance at being their best. Some people learn by watching, others by doing, some need to take notes, ask lots of questions etc. Being compassionate, patient and understanding that everyone is different is a good approach.
Reviews, feedback, constructive advice
We all need it, even if some people think they don’t – or don’t enjoy it. How do we grow, learn and enhance ourselves as an individuals and employees if we aren’t given the feedback on both areas that we excel and areas we can improve. Take the time, schedule the time to sit down (as casually or formally as comfortable for you!) to chat and give feedback; this is especially important if there are concerns with an employee’s performance – if it is not addressed in a timely manner, how will they improve, learn and change to fit your practice? Investing this time and attention now can mean the difference in long term communication and security of your team.
We all love positive feedback – so give it! It’s scary, intimidating and nerve-wracking starting a new job with new people, so make it easier and more comfortable for your fabulous new employee to feel comfortable and truly belong to your practice by offering praise and thanks where deserved. This doesn’t need to be over the top, and doesn’t need a big deal made out of it, but a simple “Thanks for your hard work today, Jenny” or “You handled that patient very well today, Amanda”, can go a long way in your staff’s overall job satisfaction. (Trust us on this one! We meet and speak to a lot of Dental staff through our line of work, and one of the top reasons for our candidates seeking new jobs is that they feel unappreciated or lack positive and constructive feedback).
Changes to the job title, positon and duties
Thinking about changing, amending, adding or removing tasks and duties originally offered to your new employee? This can happen for a million reasons, some necessary for a growing business and some not, but when it does happen – talk to your employee – communication once again is the key here. Remember they have applied for a position, accepted your job after reading and speaking with you and us about a particular job description. Changes to this – whether it be the job itself, the hours needed, the locations to work at etc, needs to be done with open and honest communication about the reasons why, and if this acceptable to your employee, will assist in a happy and positive transition.
The ending note
We hope you have found some of our tips and insight helpful! Obviously we as humans and employees and employers can be fickle and all so different! Investing time, energy and care into your staff members, both before and after the recruitment process starts, is important. The DCR team are always here to talk with about how we can help you with your new team member, one that really fits your ideals and theirs. Ensuring long term staff connections is what we are truly passionate about!
You can contact us at firstname.lastname@example.org or call us on 0439 024 878 for more information on how we can help with your staffing needs