HIRING  SUCCESSFUL ACTIONS

                                                                                    
1. Hire for ATTITUDE is Golden Rule #1. The right attitude cannot be taught. Everything else can be. 
                                                                                    
2. Realize that an interview only gives you an “outer-view”. You won’t really know if you have a winner until you see them in action over a period of time. If they do not meet expectations within 90 days, dismiss and start over again. You might have to do so three times (or more) until you get the right employee. 
                                                                                    
3. Employees need to be smart. You MUST test final candidates. 
                                                                                    
4. Do not be in a rush. It can take a couple months to find the right candidate.
                                                                                    
5. Do a background check for any final candidate handling money. Bad credit may or may not be a disqualifier depending on the severity and when the candidate’s credit went bad. 
                                                                                    
6. Keep your eyes open as there are good people everywhere especially true of customer service people such as bank tellers. They will require training but that is often the better option.          
                                                                                                                                
7. Want ads  Do not list salary, etc. If too low, you might scare off some good prospective employees. Examples of recommended wording: 1. Salary based on experience. 2. Compensation based on experience, plus a comprehensive benefits package. 3. Strong base pay plus a lucrative production bonus plan.
                                                                                    
8. Don’t waste your time interviewing people who live more than 20 minutes or so from your practice. How far depends on where your practice is located but, keep employees fairly close. 
                                                                                    
9. Don’t interview people with unrealistic salary and benefit expectations. 
                                                                                    
10. Ask behavioral type questions in the interview: What big goal have they set and accomplished? Ask them about their job history. What did they like most about their last job? What did they like the least? Why? Get them to give you specifics about both to see if they will complain or criticize their previous employer or are they complimentary of their previous employer and concentrate on the positives. 
                                                                                    
11. Go over the concept of an employee producing a result. For example one of the results of you want from a Dental Office Scheduling Coordinator is for patients to arrive on time for the proper amount of time; not just a name in the schedule. Then ask them what results they produced on their previous job(s). You may have to help them out on being specific by guiding them but, not putting words in their mouth. 
                                                                                    
12. Find out what they think about dentistry. Have they been good about their own dental health? It's amazing to see how many people applying for a job at a dental office will tell you they "try to avoid going as much as possible" or some such thing. 
                                                                                    
13. Some practice owners like to have their staff take the best candidate out to lunch and then have the staff give a thumbs up or not. There is a lot to be said for this method as the staff will take more responsibility for the new employee if they have some "skin in the game". 
                                                                                    
14. If you do not like to hire or interview or are not that good at it then you need to delegate it to an employee who you trust to do a thorough job.