Hiring an Associate Dentist – What to Look for on a Candidate’s Resume/CV

While large corporations in other industries may rely on automated applicant tracking systems to sift through resumes and attempt to identify the best candidates for an open position through keywords and algorithms, most dental practices employ a much simpler approach of reading through candidate resumes and CV’s manually. As the doctor or office manager, it can often be a challenge to identify the best candidate for your open position based off of a single document.

As a dental recruiting firm, we know all too well what it’s like to read through giant stacks of resumes and CV’s. If you don’t know what you’re looking for, filtering out the best candidates can quickly turn into a very daunting and frustrating task. Over the years we’ve come to recognize several key areas to pay attention to that will most often indicate very quickly whether a candidate is a good fit for your practice. So what should a doctor or manager look for on a candidate’s resume/CV?
Here are some items on a candidate’s resume/CV to pay particular attention to:

1. Education (school and graduation date) – Knowing when and where a candidate received their degree is the first indicator of whether or not he or she is a good fit for your practice. How long ago did the candidate graduate? Did he or she graduate with honors? If a practice is looking to bring in a new grad as their next associate, this is the first place to look.
   
2. Notable CE/GPR/AEGD Programs – Continuing education courses can have a positive impact on a candidate’s ability to treat patients, grow the practice, and meet state licensure requirements. Making sure a candidate is licensed to work in your state before scheduling an interview can help avoid many unforeseen issues and prevent wasting time on unqualified candidates.
   
3. Quantifiable Accomplishments – It’s likely that almost every candidate will put an objective statement on his or her resume claiming to be great with patients and staff, exceptionally team oriented, very willing to learn, and so on. But what can the candidate do to better the practice’s bottom line? Good chairside manner is essential, but a friendly candidate with a terrible production average isn’t going to help grow your practice. Let the numbers do the talking on the candidate’s resume. You’ll have a chance to observe the candidate’s personality during the interview. For now, focus on the numbers in front of you and the value he or she can add to your practice.
   
4. Special Skills and Training - What special skills does the candidate have? Can he or she do molar endo, implants, or surgical extractions? Hiring a candidate with additional skills means keeping more cases in-house, which directly affects your practice’s bottom line.
   
5. References – Take a look at the references listed on the candidate’s resume/CV. If you’re in a smaller dental community, chances are you might already know the candidate or at least one of the references listed. If everything else on a candidate’s resume checks out, go ahead and reach out to their references. Sometimes doing so can provide incredibly valuable insight into a candidate’s character, professionalism, skillset, and personality before they ever sit down for an interview.
   

If you’re looking to hire a new associate or staff member for your dental practice, consider reaching out to us at ETS Dental! We’re regularly in touch with hundreds of dentists, specialists, and dental staff every day. Contact your local recruiter now and let us start searching for your next great team member!

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!

3 Tips for New Grads Looking for Their First Opportunity in Dentistry

Today’s blog post is an article shared with us by Larry Dougherty, D.M.D.  I have known Dr. Dougherty since 2010 when I placed him with a group practice in San Antonio.  He has since gone on to own and operate a successful private practice, Rolling Oaks Dental, with his wife Ana Ferraz-Dougherty, D.M.D.  Both doctors graduated from Nova Southeastern University in Fort Lauderdale, FL.  Dr. Dougherty is an active member in the ADA, TDA, and the San Antonio District Dental Society.  He is currently the Chairman for both the TDA’s and SADDS’s Committee on the New Dentist.

Dr. Dougherty regularly publishes articles on his blog for new dentists to gain insights and tips.  He has been gracious to allow us to share one of his recent articles on our blog. 

-Carl Guthrie, Senior Dental Recruiter, ETS Dental, cguthrie@etsdental.com  

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Original article found at “3 Tips for New Grads Looking for Their First Opportunity in Dentistry.”

Congratulations to everyone that is graduating dental school this month. You’ve worked hard and earned the privilege to be called a doctor. While it feels like an ending, it is truly just the beginning. Now is when the fun really starts. Many of you have chosen to do a residency, join the military, or join a family member’s practice. I didn’t do any of those things so I don’t have much to comment about any of those paths. Personally, I graduated from dental school and started replying to classified ads on Dentaltown. That was my first step, and it landed me my first opportunity. In future blog posts I’ll get into more details on my thoughts about corporate vs. non-corporate opportunities. For now, let’s just focus on a few basics that apply no matter which route you take.

1.  Find a Recruiter

There are recruiting agencies that help offices looking for dentists find them, and you need to be in touch with them. I ended up here in the great state of Texas with a little help from Carl Guthrie at ETS Dental. You tell the recruiters what you’re looking for and they help you to find it. These people are highly knowledgeable about what is out there and can provide some valuable advice. It also saves you a lot of work. The best part is you don’t pay them a penny, the recruiting dentist is the one who pays for the service...

Click here to continue reading the full article on Dr. Larry Dougherty's blog

Bits of Wisdom

In speaking with Dental Practice Owners and Dentists who are seeking employment or other practice opportunities, we find ourselves, as recruiters and consultants, saying a lot of the same things.  ETS Dental’s team would like to share with you some top bits of advice.

For Dental Job-Seekers

• Don't compare your offer to your friend/colleague’s offer or contract. He or she will likely inflate or lie about it.
• Don't move to Southern California.
• 4 out of 5 practices pay on collections. It’s just a fact.  Don’t limit your options based on this factor alone.
• High compensation percentages are great, but always remember that 40% of zero = ZERO.
• When considering geographic location, think about what you're really looking for. Do you need to be in "x" (major city) everyday, or just have access to that major city?
• Never pay to find a job, unless you’re a professional athlete.
• Be responsive to potential employers when they reach out to you.
• Keep track of the practices, groups, and companies to which you apply.  It’s embarrassing when you’re called and you don’t know who you are talking to.
• The grass will always appear greener on the other side, but very often it is not the case.
• Don’t pretend to be a contract expert.  Get advice from experienced professionals when needed.
• Practices are not good or bad because they are “corporate” or “private.”  Individual office management is mostly the reason practices are good or bad places to work.
• Do you want to be a little fish in a big pond or a big fish in a little pond?
• What is more important to you? Location or opportunity?
  
  

For Hiring Practices/Practice Owners

• Don't hire an associate to allow yourself more time off or fewer days per week and expect to make the same (or more) money.
• Great associates or partners are not found or hired in a matter of days.  It takes at least a few months.
• Listen to your office staff when making new hires.  If your team can’t stand your prospective associate, it will not go well very quickly.
• Don’t pretend to be a contract expert.  Get advice from experienced professionals when needed.
• The best talent is not necessarily local talent.  Be open to out of town prospects.
• Old dogs can learn new tricks. It just happens differently.
• The hardest associate to hire and keep happy is your very first associate.
• Hire the best for your practice, not the first available.
• You get what you pay for.
• Personalities can't be changed, but clinical skills can be learned.

Posted by Carl Guthrie, Senior Dentist Recruitment Consultant with ETS Dental. To find out more, call Carl at (540) 491-9104 or email at cguthrie@etsdental.com.

Qualities of a Great Leader in a Dental Practice

As many experienced dentists know, learning and applying the technical aspects of dentistry is only half of what it takes to be successful. Whether a doctor is running his or her own solo practice or working as an associate alongside many others, leadership plays an enormous role in setting the course for your professional career as well as the future of your practice as a whole.

Here are some leadership qualities we often see successful dentists portray in their own practices:

1. Have a clear vision - If a patient were to walk into your practice a year from today, what would be different? What about five years? Or ten? Having a written, clearly-defined vision for your practice not only help set future goals and objectives for sustaining and improving patient care, but it also gives your dental team a target to shoot for each and every day.
2. Get your team motivated - Motivate your team in a style that matches the vision of your practice. Setting clear goals and measuring success through performance targets is a great way to increase productivity and keep everyone on task. Learn how your team responds to different stimuli as well. If you sense your morning routines are becoming drab and motivation is low, consider having special days, change in dress, or activities that involve patients to help shake things up. 
3. Don’t settle for less – With competition at an all-time high in the dental industry, now is not the time to sit back and coast when it comes to providing excellent care each and every time a patient is in the chair. Excelling in all areas of your practice, from friendly customer service when a patient walks in the door to the dental treatment itself and your own bedside manner, will all play pivotal roles in determining the success of your practice.
4. Continuing education = continuing success – Continue to challenge yourself to grow professionally and personally every day. Whether its books and articles, classes, or professional peer groups, find a way to continually develop and hone your leadership skills.
5. Be a good example – When it comes to your actions, attitude, and reactions, how you control your own emotions will become a clear indicator of how the rest of your team should control theirs. Maintaining a positive energy and treating each team member with respect are key elements in developing your role as a successful leader.
6. Clearly communicate your expectations – This is an area where many dentists (and bosses in general) really struggle. Developing great policies and procedures for your practice is great in theory, but if none of those ideas and expectations are communicated effectively, they become useless. Reinforce your expectations in employee handbooks, morning huddles, and one-on-one meetings with staff regularly. Hearing the same expectations daily reiterates their importance and helps keep everyone on-track.

Becoming an effective leader doesn’t happen overnight, and it most certainly doesn’t come without intentional effort. How successful you are at becoming an effective leader ripples through every aspect of your dental practice, and can in many cases make or break the success of your team as a whole. With some patience and practice, though, any dentist can mature into a great leader and set their practice on course for many years of success and prosperity.


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

Don’t Do This on Your Next Interview

Interviewing for any job requires a few steps, and most of the time the early steps in the interview process determine if you continue to move forward.  While many of the dentists I speak with understand that they need to “sell” themselves, others jump right to questions or make statements that will leave me or any potential employer wondering if we should even waste our time moving forward.

Here are some common examples of things that end your chances of moving forward in the interview process with a Dental Practice.

1. Not showing a spark of excitement and interest.  You have to do more than say things.  A great attitude and personality will get you everywhere.  Monotone and uninterested will end it before it even starts.  Everyone is saying they have great patient rapport, strong communication, and that all their patients love them.  Skills can be taught, personality and attitude cannot.

2. Trying to negotiate compensation during the phone interview. While many dental companies, groups, and practices may have set compensation models, I assure you that if you are really worth it, they will be willing to negotiate the package.  However, they will not and cannot do this without first meeting you in person and thoroughly understanding you and how you may fit into the organization. 

3. Leading with a list of 20 questions regarding the practices history, current staff tenure, compensation model, if they will pay for interview travel, copy of fee schedule, etc. The point of the phone interview is threefold: Make basic introductions, share a summary of the practice opportunity, and communicate why you should be interviewed in person.  Phone interviews lead to face to face interviews.  Face to face interviews are where all the details are shared with you.

4. Complaining about the poor ethics or criminal acts of your current/previous employer(s).  We have all had poor experiences at some point in our careers.  However, you have to craft a professional response as to why those previous employers were not right for you.   I recently interviewed a general dentist who stated ethical concerns he had with his past 3 employers.  It is hard to believe that he won’t use that reason for the next.  We start to think the problem is the doctor and not the practice.

5. Making your current economic situation the practice’s problem.  Interview for the job.  Help the practice owner understand why you are the best dentist for the practice by focusing on your skills and how you will benefit the practice.  Don’t tell the owner you need a job because you need money.  That does not show long-term commitment.  It just shows you need a paycheck to get by right now.

Written by Carl Guthrie, Search Consultant for the Western U.S.  Carl can be contacted at cguthrie@etsdental.com, 540-491-9104.