3 Tips to employing top talent
How to influence them in their views of working with you.
Interviews are stressful for everyone concerned. This blog looks at the interview process through the eyes of a candidate. We want to increase your chances of attracting the right dental talent. We look at what they perceive rather than what you portray, so you will get an insight into how you could attract the right dental talent.
Step 1 – The job advertisement.
Have a look through other job descriptions and ask yourself if you would apply for that job? How well is that clinic describing the role you may be interested in? As a candidate, how would you like that information presented? What details do you want to see? What is going to motivate you to apply for the job?
Let’s look at a few examples. Many agencies have a standard format which they load up on their websites. Job descriptions seem to be identical. Candidates do not get a feel for individual clinics, the clinic principal, or even the style of the clinic. An example may be you appearing too needy. Do you seem desperate to entice the right person. Some adverts hold back on information and seem guarded about the job being offered. This would most likely raise suspicions. Attract the right dental talent is your aim.
An easy way of defining your advertisement is to describe yourself as a boss or employer. Clear, concise, professional, engaging, supportive, intelligent, motivating, are all words you could describe yourself as. Reflect these in your advert. Are you the quirkiest, funniest dentist on the planet? Your advert should reflect this. You get the picture.
Fact – 72% of employers feel their job description is perfect and only 36% of candidates agree.
Step 2 – The interview
You have attracted a bunch of like-minded candidates and you are planning initial interviews. Abide by a simple rule and your results will improve immediately. Candidates should be told of your 2 interview approach. Now they know what to expect. The first interview is all about them selling to you. The second interview is about you selling to them. You also need to give more details on the role.
To get past the first stage and find a few ideal candidates, you must apply the one mouth, two ears approach. Using this ratio, listen more than you speak. This allows you to learn more. You will note both positives as well as negatives, giving you a final score. The end of the interview should err on one side or the other. If you have an equal balance of positives and negatives, you do not have the right candidate. Your candidate will feel that they have impressed you. Now you can try to gauge if they have impressed you as much as they think they have.
The second stage is where you have each other on the hook. However, you have not yet attracted the right dental talent. This is when you can assess if the culture you have created in the clinic is conducive with the candidate’s personality and work ethic. Assess whether they will work well with the support team and your administrative procedures. How excited are they about learning and does this fit in with your own enthusiasm? The second interview you must adopt two mouths and one ear as you both try to sell to each other. Show them around your clinic with pride. Describe your aspirations for the clinic and let them feel part of that.
Having convinced yourself and your ideal candidate that you have discovered the dream team, follow through as swiftly as possible. Make your offer, shake hands on it, get contracts to them the next day. The ball may be in the back of the net, but a goal is not a goal until the referee blows the whistle.
Step 3 – The first day
This is where you and the team have to deliver. New candidates have been at other interviews and possibly have other job offers. If the smiling interviewer suddenly turns into a dragon, your ideal candidate will run to the hills (or around the corner to take up that other job offer)!
Make the candidate feel welcome and at ease. Ask someone to take them around the clinic again so they can buddy up from the first instance. Make sure everything is in place in their clinic, ready for the first patient. Prime your support staff, so that they all make the new start feel part of the team.
At the end of day one, take time to have a chat about how things went and invite an open discussion on your new talent’s thoughts on the clinic. First impressions count. This not only applies to new staff, but also for new patients. Feedback is vital so absorb everything that is said. Maybe now you have attracted the right dental talent
Attracting the best dental talent.We wish you every success in hiring your next big talent. Blue Glove Jobs will help you every step of the way, ensuring that your advertised role is promoted across our various social media channels and through our neork of contacts in the profession.
Have you made full use of your clinic’s listing on DefactoDentists.com? This is an ideal way to promote your clinic to the public and to prospective staff. You can check your clinic’s listing by clicking below.