6 Reasons You Keep Hiring the Wrong People
When you first found Sarah, your new Scheduling Coordinator, you couldn’t believe your luck. Her resume was one of the first you received, and as you read through her list of accomplishments and past roles, you just knew she was perfect for the job. You brought her in for an interview without even considering any of the other applicants, and within a few short weeks she was officially part of your team.
The problem? Sarah isn’t living up to your expectations. In fact, she’s brought nothing but chaos to your practice. Your schedule is a mess, and you always seem to be running behind. Cancellations and no-shows are at an all-time high, and you’re not anywhere close to meeting daily production goals. This dream hire has turned into a nightmare – a nightmare that’s costing your practice thousands of dollars in lost revenue.
Sadly, this is an all too common scenario for dentists. They hire someone who seems perfect for the job, only to find out the person is either underqualified or doesn’t see the need to do any more than the bare minimum required to collect a paycheck.
If you’ve ever made a bad hiring decision, you know how damaging it can be. That’s why you have to make sure it doesn’t happen again. How, you ask? By changing how you approach the hiring process.
If the thought of revamping your hiring process sends you into a panic, don’t worry. I’m here to help. Here are six reasons you keep hiring the wrong people, and changes you can make to ensure you hire capable, confident team members who want to do their part to help your practice grow.
1. You don’t see the value in job descriptions. Most dentists roll their eyes when I talk about job descriptions, but trust me, they play a vital role in the hiring process. Create detailed job descriptions that outline what each position entails and what skills are required. This makes it easy for you to eliminate candidates who aren’t a good fit from the very beginning.
I also suggest sending out job descriptions to any candidates you plan to interview. Why? Once they learn more about the role and your expectations, they might realize the job isn’t for them after all, and will opt to bow out before wasting any more of your time or theirs.
2. You think generic want ads are enough. Sorry, doc, but if you want to attract the best candidates, you have to make sure your job listing stands out. Target your ad to the position you’re hiring, and use active words to describe the job. Remember to include information job applicants would want to know, such as location, hours, position status, benefits and, of course, salary range. If you don’t include a salary range, 50% of prospects will skip right over your ad.
3. You’re not reviewing resumes properly. You have to remember the resume is a sales tool and, unfortunately, many applicants exaggerate or outright lie about their experience. I know it’s easy to be taken in by a well thought out resume, and that’s why you need to recognize common red flags that tell you it’s time to put a resume in the circular file.
For example, if the resume lists skills, responsibilities and accomplishments but has no chronological record of employment or job details, the resume likely came from a job hopper. Notice large time gaps in employment history? That’s another red flag signaling it’s time to move on to the next applicant.
4. You think phone screenings are a waste of time. Many dentists would rather skip the phone screening and just get to the face-to-face interview. Don’t. These 20-30 minute phone conversations could end up saving you a lot of time, money and frustration.
You can learn a lot about candidates during these screenings. Maybe one candidate has no interest in working the required weekend hours, or doesn’t present himself professionally over the phone. By the end of the conversation, you’ll know if the candidate simply isn’t a good fit for the practice, enabling you to move on to the next applicant.
5. You’re not asking the right interview questions. Asking closed-ended “yes” and “no” questions simply isn’t enough, and certainly won’t tell you if a candidate is qualified for the job. Instead, ask questions that get interviewees to talk about their experience, and why their skill set makes them right for the position. If they give you vague answers, keep pressing. Remember, this is your chance to get to know applicants and decide if they’d make a good addition to your team.
6. Testing isn’t a priority. Once you’ve decided who you want to hire, your work isn’t done. The next step is testing. Ask candidates to complete pre-employment testing before officially bringing them on board, which includes an assessment test as well as a personality temperament test. Trust me, these tests reveal much more about applicants than interviews alone, and will help ensure you’re hiring the best person for the job.
Hiring new employees can be stressful, and one bad hire can cost your practice thousands of dollars. Follow these tips to make sure you hire the right team members who want to help your practice succeed.
Next week, 4 ways to improve your job descriptions and hire the best people.
For additional information on this topic and more, visit my blog: The Lighter Side
Interested in speaking to me about your practice concerns? Email firstname.lastname@example.org
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