Thursday, October 9, 2014

Marketable Clinical Skills - How Do you Compare?

What does it take to stand out from the crowd? What CE should you take to make yourself a more marketable candidate in the dentist job market?

Many factors play a role in a practice owner’s hiring decision. Matching treatment philosophies, goal alignment, communication skills, and personality compatibility all play a role. When an owner is comparing otherwise similar associate candidates, clinical skills will always be a major consideration. So how do you stack up?

Our firm, ETS Dental, is in a unique position to answer that. With over 9,500 general dentist interviews logged into our database, we are able to create a profile of the clinic skills self-reported by the average associate dentist candidate. Here is what we found.

Endodontics
Rotary Trained 84%
Comfortable with 1st Molars (uppers or lowers) 68%
Comfortable with 2nd Molars (uppers or lowers) 45%

Extractions
Comfortable with Surgical Extractions 79%
Comfortable Extracting Soft Tissue Impactions 46%
Comfortable Extracting Partial Bony Impactions 28%
Comfortable Extracting Full Bony Impactions 8%

Prosthodontics
Crown and Bridge 95%
Removable 93%
Veneers 65%

Pediatric Dentistry
Will only see adult patients 8%
Would limit their work with children 13%

Implants
Places Implants 15%
Restores Implants 73%


Additionally, we found that an associate candidate’s flexibility can increase the number of options available.

Saturdays
Would work some Saturdays 42%

Practice Environment
Would work in a corporate practice 41%
Would work in a Medicaid Clinic 23%
Would work in a Public Health Office 27%
Would work in Medicaid or Public Health 33%

While these results are self-reported and not scientific, they give a good overview of the clinical skills available in the associate dentist job market. It is our hope that this information will be helpful to you as you plan your next career move.

Written by Vice President and Senior Account Executive/Dental Recruiter Morgan Pace. For more information, contact Morgan directly at 540-491-9102 or mpace@etsdental.com

Tuesday, September 30, 2014

Base Salary (AKA Minimum Guarantee) for Associate Dentists

Over the past ten years, base salaries for General Dentists seeking associateships have become more commonplace in response to an increasingly competitive dental job market. Several factors have played into this change, including the ever-growing level of student debt and increased presence of Dental Service Organizations (DSOs) in the industry. From a practice owner’s perspective, the practice can use the guaranteed minimum to say “we have the patients and potential production available - can you produce?” As such, there is a perceived financial security with a base salary.
Below are some common ways we’ve seen dental practices pay base premiums to its associates.


Common Ways Dental Practices Pay Base Minimums
  1. Daily/Monthly Draw on future commission : This structure is, by far, the most common method in dentistry. The practice will pay the associate dentist a fixed amount that will be deducted out of the associate’s future commission.
    1. Pro : the associate has greater security at the beginning because there is a cash flow.
    2. Con : if the associate does not produce/collect enough the practice cannot recoup the draw if the employment is terminated by either side.
    3. Most common example : $500 to $600 per day ($10,000 to $12,000 per month).

  2. Salary + bonus : This structure offers both sides more of a win/win at the early part of the relationship. The practice and associate agree to a set salary that is paid regardless of the associate’s production. The bonus is a carrot for achieving a higher level of production.
    1. Pro : Practice can pay based on what it expects associate will/should produce while offering a bonus if goal/expectations are exceeded.
    2. Con : Such as the draw, if the associate is underperforming the practice will lose money on the arrangement.
    3. Example : $10,000 month; Associate can bonus by being paid 15% of collections on anything exceeding $35,000 per month. Calculate monthly or quarterly.

  3. Salary only : As simple as it sounds. The Associate is paid a base salary. In most cases, a practice does this because it realizes there needs to be a lot of growth in the practice overall. It is more of an investment in the associate and potential of the practice. In many cases a practice and associate will agree at a future time to convert from salary to commission in order for the associate to be incentivized on their production.
    1. Pro : Great for a new grad that receives mentorship from a senior doctor. Allows the practice to secure an associate without making unrealistic claims to what an associate can earn on a commission plan.
    2. Con : if you don’t have an associate who sees the big picture, you can have an associate who doesn’t strive to grow in this position due to the lack of incentives, thus making a bonus option a great addition to the salary.
    3. Example : $120,000 per year.
Why should you offer a base minimum?
  • Excellent way for practice to back up their claims of available production and income potential
  • Offers initial short term security to associate by providing a minimum cash flow
  • Helps while production and patient base is built up by associate
  • Competition for talented dentists
  • Security for your practice by limiting associate turnover

Friday, September 5, 2014

Is Your Training Program Attracting or Detracting Candidates?

Every organization offers some degree of on-job training, at a minimum during the onboarding process, but the quality of a company's training program can have a direct impact on the level at which employees remain engaged and motivated. Simply put, your organization's training and development opportunities, or lack thereof, could mean the difference between employees that stay or leave. In this post-recession era where attracting and retaining candidates is critical, companies should be asking themselves, what separates their training programs from the competition?

Click to enlarge.

As the hiring outlook continues to improve, more candidates are on the move in search of better job opportunities. Surprisingly, salary is generally not the motivating factor. In fact, according to Badgeville, the #1 gamification and behavior management provider, their 2013 Employee Recognition survey found that 76 percent of employees chose opportunities for growth as one of the top reasons they would stay with an organization over financial motivators.

Here is some advice to companies looking to modernize their training programs:

Routinely take inventory of the materials and delivery methods
the company uses to facilitate training. Look for areas that can be improved or updated, and think of ways to make the process more efficient and engaging.

Consider if the company's training program is versatile enough
to accommodate different learning styles and generational preferences. Millennials may prefer a more interactive training experience, whereas Boomers may be satisfied with binders and paperwork.

Research new technologies
that can help breathe new life into your training program. If the company is predominately using classroom-style seminars, new hires could be checking out before the onboarding process is even over.

In today's job market which is candidate-driven in the executive, managerial and professional space, companies have to do everything they can to differentiate themselves from the competition. Discussing the unique aspects of your training program during the recruitment process could be the thing that sets your organization apart.


ETS Dental is a Dental Recruiting firm specializing in finding and placing General Dentists, Dental Specialists, and Dental Staff throughout the United States. www.etsdental.com

Wednesday, August 13, 2014

6 Tips to Ace a Video Interview

Video interviewing is quickly becoming a favorite medium for employers to connect with potential candidates. Knowing how to conduct or participate in a video interview and have everything go smoothly, however, takes some preparation.


Here are a few tips to help you do your best:

1. Make a Good Connection - Before you can make a good connection with an employer during an interview, you must first ensure that your internet connection is up to par. Conduct the interview somewhere where you will have a steady internet connection with decent speeds. Stuttering video, skipping audio, or worse, a connection that drops out altogether, are all symptoms of slow internet speeds and might cut your chances of acing the interview painfully short.

2. Location, Location, Location – Where you decide to set up your webcam and conduct the interview plays a huge role in the quality of your overall presentation. Try to choose a quiet area with sufficient lighting and make sure what’s behind you isn’t distracting to the interviewer. If you will be conducting the interview from home, make sure any fellow cohabitants are aware of what you’re doing and won’t have to enter the room during the interview. Having a spouse or roommate dash across the background is not only awkward for you and the interviewer, but comes across as unprofessional. Finally, don’t forget to secure all pets and children in another part of the house with supervision to avoid any additional distractions.

3. Test All Tech – Several days before the interview, test your webcam, microphone, and computer to ensure everything is working correctly. Familiarize yourself with volume controls and any settings that might improve the quality of your interview. If you’re purchasing a webcam for the first time, look for one with HD capabilities and a quality built-in microphone. Prices on webcams and microphones have become very reasonable in recent years, so spending a couple extra dollars to avoid grainy video and choppy audio during your interview will certainly pay off and give your presentation a professional flare.

4. Dress Your Best
– Although the interviewer will likely only see you from the waist up, dress in full professional attire as if you were meeting them in person. Opting for pajama pants in place of traditional garb may seem like a great idea, but you never know when you may have to stand up or retrieve something from the other side of the room that would reveal your entire outfit.

5. Don’t Interview from Work – It may seem tempting to interview from your office at work, but doing so communicates to your interviewer a lack of respect for your current employer. You also run the risk of a supervisor or fellow employee interrupting the interview, which can not only diminish your chances of landing the job, but cause conflict in your current employment situation.

6. Practice Truly Makes Perfect – Talking into a camera is very different than speaking with someone in person. Practice looking directly at the camera when you speak so that the interviewer can see your eyes. Try to avoid looking down at the screen or around the room when speaking, as doing so could communicate disinterest or disengagement from the task at hand.

As with any interview, prepare yourself ahead of time to answer questions in a concise manner that highlights your accomplishments and addresses how you would be of benefit to the employer. Although a Skype or FaceTime video interview can be very different from a traditional in-person meeting, following the tips outlined above can help make the process go smoothly and allow you to make a great first impression.


ETS Dental is a Dental Recruiting firm specializing in finding and placing General Dentists, Dental Specialists, and Dental Staff throughout the United States. www.etsdental.com

Wednesday, July 30, 2014

4 Tips for Navigating the Hiring Process

As a job seeker, knowing how to interact with a hiring manager or recruiter plays an incredibly pivotal role in the hiring process. Even though an interviewing manager or recruiter might not be the final decision-maker as to whether or not you land the job, their assessment of your character, professionalism, and abilities will speak volumes during the application, screening, and interview process.

Here are four helpful tips for navigating the hiring process:
  1. Maintain Open and Honest Communication – Communication is perhaps the most critical component of the entire hiring process. Make sure your resume or CV are updated with your most recent work history before applying to the position. If you’re working with a recruiter, provide as much information and as many details as requested. Be especially forthcoming early on in the process when it comes to your education, current employment status, and certifications. Even if you’ve been unemployed for a while or are lacking in experience, being honest and upfront with a hiring manager or recruiter communicates your trustworthiness and helps prevent any future misunderstandings. It only takes one dishonest detail to spoil your chances with a future employer and lose their trust, so honesty is always the best policy.
  2. Respond in a Timely Manner – Part of establishing open channels of communication with a hiring manager is maintaining timely responses. Being prompt in your responses shows enthusiasm and communicates your interest in the position. If you’re going on vacation or will be difficult to reach for a period of time, be sure to communicate this beforehand with the manager or recruiter. Dropping off the map unexpectedly in the midst of the hiring process can result in missed opportunities, as employers are more likely to go with an eager candidate than one that’s passive in their responses.
  3. Don’t Overdo it on the Follow Up - Showing enthusiasm and interest in a position are key to landing an opportunity. However, excessive follow-up and “reaching out” can be both annoying and detrimental to your chances of establishing a good relationship with an employer. If a recruiter or manager provides a specific timeline of when they will be in touch with you, always adhere to that schedule.
  4. Respect the Employer’s Hiring Process – It may seem obvious, but in order to effectively navigate the hiring process, you must respect the employer’s process for assessing and interviewing candidates. As an applicant, attempting to “skip” the chain of command by bypassing a human resources manager to talk directly with the final decision-maker rarely works out in the candidate’s favor. Respecting the employer’s processes and following instructions lays solid groundwork for your candidacy. If working with a recruiter, understand that there are multiple processes going on behind the scenes. A good recruiter will be transparent and set expectations of when you can expect to hear back. Again, be respectful in adhering to the timeline the recruiter presents to you. If you don’t hear anything back by the time they specified, it’s OK to check in then and see how things are going.
Each recruiter and company will have their own unique hiring process. Regardless of the position you’re applying to, though, establishing open channels of communication and maintaining a professional demeanor throughout every correspondence are good policies for landing an interview and ultimately getting the job.

For a complete listing of all of our current job opportunities, please visit our job board. Or, if you’re looking to add a new associate or staff member to your practice, contact us and begin your search today!