In Straight Talk About Working Interviews for Dental Offices, we examined the search, recruiting, screening, and interview process when adding staff to your office. Here are eight steps that produce superior results:
- Write a position description that defines the person’s responsibilities and outlines your expectations for performance. Create a profile for your ideal candidate (education, skills, experience, professional certifications, work habits, personality).
- Ask for referrals from your dental supply rep and other trusted colleagues. Be specific about your requirements and preferences.
- As needed, run compelling ads in publications and on-line media where you’re likely to grab the attention of your ideal candidate pool.
- Scan resumes and set aside those with multiple spelling errors, mismatched qualifications, and suspicious employment history (frequent job changes, multiple periods of unemployment). Of the remaining, chose your top candidates based on the degree to which they align with your previously defined “ideal.”
- Conduct phone interviews to get to get to know your top candidates and address questions about their resumes (all within the legal limits, of course). Then select those with whom you’ll meet face-to-face.
- Use in-person interviews to ask open-ended questions and probe for situations or experiences that have a direct bearing on their work with you. Let the candidates do most of the talking. Don’t jump in too quickly during the occasional awkward silence.
- If results are favorable, ask them to contact their past employers and grant permission for you to ask pointed questions about their performance. If the experience was mutually beneficial, neither side will have concerns about opening up.
- If you remain undecided, conduct follow-up interviews and/or engage other staff members in the evaluation process. It’s in everyone’s best interest to make the best match.
If you’ve done your homework, chances are you’ll get the right person for the job without relying on a working interview. Of course, you’ll still need to invest in training and ongoing performance management to ensure that your new hire succeeds and finds the work rewarding.
Contact us if you’d like help designing your recruiting, training, and professional development programs. We’re happy to help.