It Takes More Than Intuition
She has a pleasant smile and a charming personality. Her resume is notable for previous dental experience. You really like the way she handled herself in the interview. She seems like a great addition to your practice. And, after all, you are understaffed and need someone at the Front Desk as soon as possible. You just have a gut feeling that she will be a great employee. You offer her the Front Office position.
Research shows that most employers make a decision on an applicant during the first few minutes of the interview. This susceptibility to first impression is natural, but hiring an employee based on ‘gut feeling’ is a reckless business move. When you have a positive ‘gut’ reaction it’s more likely based on factors that really aren’t job-relevant. For example, the candidate is easy to engage in conversation, she worked in the office of someone you know, she reminds you of a good friend.
Unfortunately most dental leaders are eager to fill vacant positions rather than to select the right person. Traditionally they rely on interviews and resumes. The interview is one of the most flawed parts of the hiring process because they are subjective. Interviews measure social skills, not job suitability. Individuals who create a positive impression are viewed as more capable than quiet or nervous applicants. Because they are not objective, interviews are the least accurate predictors of job success.
Perhaps you rely on resumes and believe that this improves your hiring accuracy. However, the U.S. Department of Labor estimates that 90% of all resumes contain false information! 38% of employees have embellished their job responsibilities at some point, and 18% have lied about their skills, according to a CareerBuilder survey. Other common lies include information about employment start and end dates, academic degrees, previous employers and job titles.
You may plan to add reference checks, convinced that talking with previous employers will give you useful insights. Forget it. Former employers generally reveal nothing of significance. In fact, in many states it is illegal to give any information except for dates of employment.
Calculating the cost of a bad hire is difficult. It won't show up in a bill, and it may not be easy to detect in your P&L. Add in the extra unemployment insurance. And if that hiring mistake costs you a patient or two…well, you get the point. Wasted money.
With the cost of hiring the “wrong” person rising, you owe it to yourself to find a better way to hire employees. The solution is to match the applicant’s personality to the job. Personality predicts aspects of performance not necessarily related to knowledge, skills and abilities. Testing predicts what a person WILL do vs. what they CAN DO.
McKenzie Management is here to help. Partnering with the Institute for Personality and Ability Testing (IPAT), MM developed Internet personality testing exclusively for dentistry. GO HERE > The Employee Assessment Test strictly adheres to legal guidelines for employment testing. It assesses 12 essential personality traits so you know how closely your candidate or existing employee matches the profiles of peak performers in the dental industry. No more guessing. You have objective and scientific data to help you determine suitability for one of four dental positions.
Studies show that employment testing outperforms traditional interviews 4 to 1 in predicting job performance. As a complement to your selection process, testing is a proven, effective method of making the right hires, the first time, every time. Certainly there are no sure-bet methods to guarantee an applicant will be a peak performer in your practice, but there are ways you can increase the probability of success.
With the increasing importance on interpersonal effectiveness for job success, employers who add pre-employment testing will have a strategic advantage. Will you make your next hiring decision on intuition or intelligence?
Dr. Haller is available for consultation and coaching. If you would like to receive a sample report of the Employee Assessment Test, contact her at firstname.lastname@example.org
Dr. Haller provides training for leadership effectiveness, interpersonal communication, conflict management, and team building. If you would like to learn more contact her at email@example.com
Interested in having Dr. Haller speak to your dental society or study club? Click here.
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