4.23.10 Issue #424 Forward This Newsletter To A Colleague

Ensure that Your New Employee Succeeds
by Sally McKenzie CEO
Printer Friendly Version

The last thing most doctors want to do is dismiss an employee. They are not alone - virtually every good employer will agonize over having to take that step. It’s the stuff sleepless nights and angst-filled days are made of. Consequently, many dentists will tolerate low morale, inappropriate behaviors, utterly ineffective systems and considerable personal misery - not to mention a huge drain on financial resources. I suggest that you do all you can to avoid ever finding yourself in that position to begin with. Rather, you can take steps to ensure that every new hire is well prepared to succeed, beginning before you ever say the words “You’re hired.”

First, resist the urge to hire under pressure. I know that when a two weeks’ notice lands on your desk, panic sets in and you want to fill the void as quickly as possible. If ever there were a case when the proverbial phrase “haste makes waste” were true, this is it. The person you hire needs to do more than fill a spot. This isn’t a temporary fix to an immediate problem. You are making a long-term commitment. She/he is going to affect you, your team, your patients, and your profit for, quite possibly, a very long time. Easy answers and fast fixes now can metamorphous into complicated problems and staff issues down the road. Treat the hiring process with careful and deliberate planning and preparation.

Follow these steps:

  1. Assess the systems before you bring in a new employee. If you’re hiring a new office manager, take a look at business operations first. Have the systems been breaking down? This is your chance to fix them.
  1. Plan to provide training. Success or failure of both the employee and the systems they are accountable for hinge on this. You want your new employee to succeed and this employment arrangement to work out. Give the new hire the tools and the training to achieve their best and you’ll both benefit significantly. 
  1. Take 15 minutes and think about what you want the person in this position to do. Do you want someone to warm the chair and collect a paycheck?  Or do you want an accountable, ambitious, individual willing to learn new things?
  1. Once you’ve given some thought to the position, update or write a job description for the job, tailored to attract the employee you need. Include the job title, job summary, and specific duties. This is a simple yet critical tool in the hiring process. It clarifies what skills the applicant must possess and explains what duties they would perform. 
  1. Cast a wide net. Develop an ad and place it on multiple websites and in multiple publications, such as newspapers, as well as business and dental journals. The goal is to reel in as many applicants as possible. Promote those aspects of the job that will have the greatest appeal, including money. Ads that do not include salary are ignored by 50% of job prospects. Sell the position. Tell the reader what’s in it for them. Keep the copy simple but answer the reader’s questions – job title, job scope, duties, responsibilities, benefits, application procedures, financial incentives, and location. Direct prospects to your website to learn more about your practice and the position. This is not the time to dwell on negatives such as long hours and difficult patients.
  1. Incorporate testing as part of the interview process. When you’ve narrowed the applicants down to a couple of excellent candidates, take advantage of online testing tools that enable you to determine who is the best fit for the position and your practice.

Next week, once they are a member of your team, don’t leave them twisting in the wind.

Interested in speaking to Sally about your practice concerns? Email her at sallymck@mckenziemgmt.com. Interested in having Sally speak to your dental society or study club? Click here.

Forward this article to a friend.

McKenzie Newsletter Information:
To unsubscribe:
To discontinue receiving the Sally McKenzie eManagment newsletter,
click on the link at the very bottom of this page for instant removal,
To report technical problems with this newsletter or to request technical help,
please send a descriptive email to: webmaster@mckenziemgmt.com
To request services, products or general inquires about The McKenzie Company activities
please send a descriptive email to: info@mckenziemgmt.com
If you would like to have any of your dental practice concerns answered personally by Sally McKenzie,
please send a descriptive email to her at: sallymck@mckenziemgmt.com
Copyrights 1980-Present The McKenzie Company - All Rights Reserved.