Hiring for the High Performance Team

Nothing defines your practice like its people, and creating the right mix of personalities and skills is essential. While this can be a daunting prospect, you don’t have to do it alone.

Assembling a collaborative, high-performance team can be a painstaking, time-consuming task, though a vital one. Whether you’ve never hired before or you’re refining advanced HR skills, we provide you with the tools and guidance you need to get the results you want.

We provide tried and true processes, tools, and recommendations. We are available at a variety of levels of involvement. We provide a complete set of services including, but not limited to, advertising, screening, interviewing, team selection, orientation and training.

If you prefer a higher level of assistance, we can manage the entire hiring process for you while working closely with you and your team.

With skilled help, you can embrace hiring as an opportunity to take your practice to the next level. Hiring can be a rich and rewarding process for the entire team, especially when team members are involved and excited about the kind of individual and skill-level that will enhance the team.

Find the best people for your practice and avoid the expense and time associated with high turnover. Terry and Janis will work closely with you to develop and execute a strategy that will ensure timely, extraordinary results – and a team unlike any other.

Guidelines for Successful Hiring

First Step

Describe the Ideal Candidate

The first step to hiring and retaining a new team member, who is a great match and one who will benefit your practice, is to imagine the qualities and create the ideal profile. This approach goes beyond the standard job description; it includes an analysis of the personal attributes, strengths and technical skills that this person will need to help complete your team. Focus on the odds of getting and keeping the right person for the job is vastly improved.

Skills & Experience: Most positions in today’s dental practice specialized knowledge, skill, and training. This section of the profile considers the time it takes to train specific skills. Problems in the area of interpersonal relations can be a result from a mismatch of personal attributes. The right person for the position may be a candidate who has the personal attributes to succeed in your office, and yet may lack a skill or skills that can quickly be acquired. We help you distinguish between required and desired skills for a position.

Second Step

Develop a Recruiting Plan

Your ability to hire the person you want is always impacted by the hiring environment. You may be looking for an employee with a profile that is in short supply. Analyzing the recruiting environment and developing a strategy that will ensure success is the critical component of this step. What is your competitive edge in the hiring marketplace? Are you hiring for a position that is in high demand? We help you to honestly assess how your opportunity will be perceived in the current market and plan your recruiting strategy accordingly.

Given the urgency for filling the position and the internal resources of your practice, there are several options for how you can identify the best possible candidate for your position. We have years of experience with the many options and guide you in the most effect path.

Third Step

Interviewing and Selection

If your team is conducting the interviews, then we help design your interview strategy to give the candidates an accurate impression of your practice, your practice vision and style.

It is important to be consistent in the interviewing process for each candidate and schedule the same members of your team to participate in the session/s with each of the candidates.

We assist you in developing the interview questions that help determine how the candidates’ skills, attributes and abilities align with the profile for that position.

We recommend interviewing top candidates a second time. Make sure you ask for specific examples to illustrate the skills you desire. This step may include the use of assessments that are designed to give additional information about the candidate. Either way, a second interview will give you a more in-depth understanding of the person you are considering and it gives them the chance to learn more about you.

Obtain detailed references for the top individuals who are under consideration. At this point, it is time to compare all of the information you have gathered to the criteria you established at the beginning and then make your decision.

When you are ready to make an offer, we help you to create a comprehensive compensation package to present to your prospective new team member. Finally, we are there to help compose a letter of hire that confirms all of your agreements including a detailed job description as well as expectations and commitment to ongoing learning and teamwork.