Dealing with a Bad Hire
You recently lost your best employee, Susan. She’s moving out of state with her husband, so after six years of depending on her and knowing you could trust her to do her job, you’re going to have to find a new dental assistant.
If you’re like most dentists, you hate the thought of hiring a new employee and want to get it over with as quickly as possible. You’re nervous you won’t be able to find anyone nearly as good as Susan, but you also don’t have a lot of time to waste looking. She leaves in a mere two weeks, and you don’t know what you’re going to do without her.
What do most dentists do in this situation? They hire the first person who seems qualified. One dazzling resume comes in and they convince themselves this is it, they’ve found their next team member.
Unfortunately, this often leads to disaster. Let’s take the case of Cindy. She has an impressive resume and plenty of experience. She’s lived in the area for 10 years and has worked in several dental offices. So you give her a call and wait for her to get back to you.
You couldn’t be happier when Cindy finally does call back – you know she’s perfect for the job. You immediately invite her in for an interview and she accepts. The meeting goes well. So well, in fact, you hire Cindy on the spot. You’re so convinced she’s the one that you don’t want to bother with any other candidates – or confirming her previous employment or checking references for that matter. You ask her a few quick questions and tell her she has the job.
The Trouble Begins
Oh, but it does happen again and your dream hire soon turns into a nightmare. In fact, after just six months, she’s been late 10 times and has taken five days off. If that isn’t bad enough, Cindy doesn’t know how to properly take x-rays and the fact that she’s left-handed, an important detail you forgot to ask about in your hurry to hire her, makes her chairside assisting awkward for you.
How it Affects the Team
As much as you try to avoid the problem and hope Cindy finally gets it together, the rest of the team is fed up. Your hygienist, a loyal employee who has been with you for seven years, tells you if Cindy stays, she plans to go. She even gives you a list of reasons Cindy just isn’t working out. They include:
- She’s often late and always has an excuse.
Time to Let Go
And remember, there are steps you can take to avoid making a bad hire. Do your homework. Look for red flags on resumes, such as multiple employers within a short period of time and large employment gaps. Conduct phone screenings as well as face-to-face interviews. Give all potential new employees personality and ability tests, and ask team members to take them out to lunch before you extend an offer. Ask your team members how they feel about potential new hires and listen to their feedback.
This will all help ensure you hire the right person from the start – saving you the wasted time, frustration and lost revenues that come with a bad hire.Forward this article to a friend
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