Recruiting for Dental Practices: How We Find and Deliver GREAT Staff for Your Team

A new service we added to our repertoire is one that clients have been asking for: STAFFING assistance. I was recently talking with a dentist based in Miami and when I asked her "What's your biggest challenge in running your practice?"  The first words out of her mouth were: Staffing. She needs a Receptionist and Dental assistant in the next month. I asked her who is posting the jobs, reviewing resumes and doing 1st and 2nd interviews.  She said that it was her. I told her how it's not worth her time, and we could provide that type of service with our remote administrative staff. Here's how it works:

We post the jobs on indeed

We meet to discuss what are the qualifications you need for your practice.  We then provide screening questions and tailor the job posting to fit the style and culture of your practice.

We review the resumes

It's not fun to scroll through dozens and dozens of resumes…so delegate that to us!  My team goes through the resumes, and adds a few key elements that help us find good talent.  (Unfortunately, I can't share all of my secrets here :) ) We look for professional looking resumes, a well-written cover letter and, of course, real-world experience.

We conduct 1st interviews on zoom

We send a link for a 15-minute interview for the first interview.  A few key things we look for:

• Are they professionally dressed and styled?
• Are they upbeat and positive?
• Are they experienced?
• Do they show up on time?
• What do they know about the practice?

We'll schedule these back-to-back and if there's someone we like, we can set up a second interview

The second interview is a deep dive into their resume.

We then set up a second interview that's 30-45 minutes.  In this one, we record it so the practice can see the candidate before the interview with our client.  We go through each part of their resume and ask a few key questions such as:

• What were your responsibilities in your last position?
• Who was your direct supervisor?
• When we talk to that supervisor, how would that person rank your job performance on a scale of 1-10 and why?

If someone doesn't say at least an 8, we don't move forward.

We conduct a reference check

Next, we'll call the references listed to make sure the candidate's information is accurate.  We'll also inquire about their experience.

We setup a 20 minute zoom meeting with the client

Now that the candidate is screened, we schedule back-to-back meetings to save our client TIME.  These meetings are on zoom and we are in the meeting to debrief with our client.  If there are any concerns, we address them.  If there's a favorite candidate or two, we schedule an in-person meeting at the client's convenience. And that's it!  With these steps we can take a lot of the pressure off of your recruiting and save our clients hours of work.  I help service businesses hire and train remote sales reps so they can make an extra $20k-$25k per month without writing SOPs and spending time on 90% of the hiring process and it only takes 90 days, book a call with me to learn more. www.winwinwitheric.com