Published in Our Bite-Sized Practice Management Newsletter
When you enter the hiring arena, it may feel like
Unless you’ve been extremely lucky, your practice has likely suffered
What is the primary reason your employees even think about
In my last article, How to Use the Job Description in the Hiring Process, I noted that great job descriptions orientate and evaluate new and veteran team members. When used effectively, job descriptions:
Job descriptions and job ads are two essential tools used in the hiring and onboarding process. But there is a difference between job descriptions that are written to fill an HR file and job descriptions that are living documents used to set expectations and ground employee performance. In this article, we’ll show you the components of a job description that can assess, orientate and evaluate new and veteran team members.
You may think your beliefs and attitudes don’t affect your hiring decisions. You may think that given the dearth of good employees, who you end up hiring has more to do with luck and availability then your own mindset. But if you believe this, you will be dead wrong. In this article we will explore what it means to have a growth mindset versus a fixed mindset and why this matters when you embark on the hiring process.
It seems the entire nation is short-staffed. On top of that, recruiting employees can be expensive, time-consuming and frustrating. Replacing an employee can cost 2 ½ times that person’s salary. In our industry, given the dearth of hygienists, the job matchmaking site, Indeed, has been charging $75 for every hygienist resume it sends to a dentist’s inbox, regardless of whether this is a viable candidate.
In my last article, we examined three common hiring mistakes:
1. Assume experience equals expertise
2. Hiring someone you want to socialize with
3. Hiring when you’re desperate
In this article we tackle the next three mistakes. By avoiding these blunders, you will be to assess your candidates more effectively, match their skills to the job requirements and gain the team’s support and approval for the winning candidate.
Hiring the wrong person can be expensive. A bad hire can cost your dental practice 2.5 times that person’s salary and even worse, devastate your team’s morale and your practice’s reputation. So how do you avoid hiring the wrong person?
View your current payroll costs at a glance and forecast the impact of potential raises. You will be able to see any compensation inequities, compare payroll costs to your production and calculate the costs of proposed raises against your production goals.
“As an Office Manager, I’ve seen a great difference in my practice since starting with Sharyn. Three years ago our staff was in turmoil with a lot of infighting and gossip and some jealousy directed towards me.
I had given up because everything I did was judged. Now I have learned to have more one-to-one communication and by being more vulnerable with individuals I found my leadership voice. As a team, we’re all focused on the same goals.
Last year, in August we produced $88,000. This year we’re on track to produce $111,000 this month. I know it’s because we learned how to follow through with patients and communicate our expectations while building our systems.
Sharyn has gotten us out of our comfort zone and inspired us to dream bigger and it works.”
