Thursday, September 30, 2010

Employee Onboarding- Ideas For Making a New Employee Feel Welcome

The new employee orientation and mainstreaming process is known as “employee onboarding.” Keeping in mind that you never get a second chance to make a first impression, your practice should make absolutely sure that new hires feel welcomed, valued, and prepared for what lies ahead during your new employee orientation or onboarding process.

Below is a checklist to assist in bringing your new employees “on board”.

  • Schedule weekly calls from acceptance to start date to inform the new employee of practice initiatives, updates and even social events that they are welcome to attend.

Continue to convey your excitement to the new employee in having them join your team by:

  • Sending an email to your employees/close colleagues/vendors announcing the start date of your new hire. Include contact information for the new employee (with their permission) and be sure to cc them.

  • Having others in the practice call the new employee to congratulate and welcome them and to share contact information.

  • Sending a welcome packet of items to the new employee like a company shirt, branded notepads, pens or role-specific tools or resources. Call to follow up.

  • Sending a gift to the spouse/family/significant other welcoming them to the new practice ‘family’. Call to follow up and personally welcome them.

  • Assigning a mentor or peer to call the new employee pre-start date for questions big and small; ensure they’re available for the new hire post-start date.

The mentor assigned to them shares information about the community by:

  • Furnishing all the information that relates to family activities, schools, churches, sports activities, etc.

  • Taking your new hire and spouse/significant other out dinner to connect on a personal level before the start date, even if they live outside your area. A plane ticket is much cheaper than starting the process over.

If there is a relo, make sure…

  • They have all the information and services they need.

  • You book flights for their first day and interim living arrangements.


  • Give them an agenda on what their onboarding plan will look like, including their start time & exact location, and ask for their input.

  • Have HR send the new hire paperwork, including benefits.

  • Update your website and make any industry-related announcements.

  • Have their desk set up with supplies, business cards, logins for email, voice mail and other related technology, pass codes, etc.

  • Show the employee their new work space if the new employee is local.

  • Notify payroll of new hire and cc the new employee to ensure signing or relocation bonuses are available on day one.

  • Have the entire office sign a welcome card that is waiting on their desk.

  • Offer to take new employee to breakfast/lunch on start date or send them an invitation to their welcome party scheduled on their first day of work.


Written by Rob Knezovich, Regional Recruiter/ Account Executive for ETS Dental. You can reach Rob at (540) 491-9107 or

Monday, September 20, 2010

Why Dentists Don't Get Hired

You have sent out dozens of resumes and yet no response or you have had an interview but no further contact from the prospective employer.  Is it them? Is it you? 

Employers over interview often to ensure that they find the best fit for the position and for the business.  All too often they interview candidates, hire someone, but then never bother to follow up with those who did not get the position to simply let them know the position is filled.   Therefore, you never really get to understand what it was you did or did not do that ruled you out of contention. 

Recently, MSN Careers and CareerBuilder wrote an article "Not Getting Hired? 10 Reasons Why."  Good article, and in my experience as a dental recruiter I have seen all of these points first hand.    I have taken their list and related to some Dentistry examples.

1.  You are not honest
The dental community is relatively small, and your history as a clinician will come to light if you are not honest.  In a 2008 CareerBuilder survey, 49 percent of hiring managers reported they caught a candidate lying on their resume; of those 57 percent said they automatically dismissed the applicant.  Inventing details or inflating facts will not help you in the long run.  You will be found out eventually. 

2.  You use foul language or speak ill of past employers
Dentistry, while a relatively tight knit community, is still very diverse.  There are doctors of all backgrounds, cultures, beliefs, etc.  If you are one that feels very at ease and comfortable with new people that is great, but don't let your guard down and just say anything.  Foul language is not appreciated by all, and you can quickly turn a great interview bad with this. 

This same point applies to speaking about your most recent employer.  While tempting to tell how awful the past employer was.  Don't say it.  44% of employers said that talking negatively about other employers was one of the most detrimental mistakes a candidate can make.  Instead of speaking ill of past employers, simply state that you are looking for an opportunity where you will feel like more of the team.

3.  You do not demonstrate the ability to stay long-term
Too many dentists start positions with practices without a strong, long-term commitment.  They just want to "test drive" the practice to see if it will be a good fit.  This is a view that will be detrimental to your job search.  Employers want to see that you have the drive and desire to join them for a long-term future.  When asked, "Where do you see yourself in 5 years," you should answer that question with something regarding that position or the company you're interviewing with.

4.  Google and Facebook reveals too much about you
Nearly 45% of employers use social networking sites to research candidates.  35% of them reported dismissing candidates because of something they found.  If you are on social networking sites, be sure to check your privacy settings, and search for your name on Google, Bing, and Yahoo to see what comes up.  Make sure your Profile Pictures are not risqué or demonstrate poor character to potential employers.

5.  You know nothing about the employer
Learn about the company or practice you are interviewing with.  Check the website, Google them and read articles, reviews, or anything else you can find.  You should then write down some questions and notes for the interview.  It is better to go in with prepared notes rather than shoot from the hip.

6.  You were bored or arrogant
Be enthusiastic, and try to learn and understand as much as possible about the practice.  Point out the things that appeal to you.  Ask questions.  42% of the time arrogance cost applicants the job.

7.  Too much personal information
Stick to the professional points.  It is not necessary to bring up a lot of details regarding race, age, religion, etc.  It can open you up to bias. 

8.  You jump straight to money
Money is important, but it is not the only point of discussion.  You as the applicant should not bring up compensation before the employer.  All too often I have seen doctors hired because the money was right, but the fit was not.  Make sure that there is a strong mutual interest and comfort level.  That goes a lot farther than money.

9.  You can’t prove what you say about your experience
Prove what you say.  If your monthly production is $50,000 per month bring in printouts from you last position proving such.  Also, be able to present cases that back up what you have stated you are competent at clinically. 

10.  You lack experience
Be able to explain and demonstrate, with examples, experience in a given job position.  This goes a long way in showing why you should be considered.  Refer back to #9.

Carl Guthrie is the Western U.S. Account Executive and Recruiter for ETS Dental.  He can be reached at or 540-491-9104.   ETS Dental is a Denatl Recruiting firm specializing in finding and placing General Dentists, Dental Specialists, and Dental Staff throughout the United States.