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!

Online Interviewing Tips for Hiring Managers

Interviewing can be costly and time consuming, especially when considering candidates from out of the area. Luckily, technology advancements have enabled us to reach these individuals with much more ease than we have had in the past thanks to the webcam allowing for online interviews.

We are seeing more clients opting for online interviews due to the following benefits:

• You are able to view the candidate and gauge their professional appearance and body language
  
• Allows you to see the interviewee in their own surroundings
  
• Reduces travel costs associated with bringing candidates in for interviews
  

Considering adding online interviews to your hiring process? The following are some tips to help both the interviewer make the best first impression.

1. Be familiar with the technology you are using —Download the program ahead of time, and do a test run with a friend. Skype is one of the more common software programs being used, but as with any technology, it’ll be much better to work out the technical kinks on the front end before starting the interview.
   
2. Make sure that you and the interviewee are able to connect —Make sure you have one another’s screen name or log in information needed prior to the appointment.
   
3. Make sure you look into the camera —If you are looking at the screen, you are not making direct eye contact with the person to whom you are communicating. This can be just as damaging for a video interview as it would be if you were sitting across a table from someone.
   
4. Be mindful of your background and lighting —Put yourself in an area with little to no background noise, and be mindful of potential interruptions. Also be aware of what the person will see behind you. It is best to avoid stark white walls and busy backgrounds. Test the lighting in the area where you will interview ahead of time to make sure it is flattering.
   
5. Adjust the camera ahead of time —You want the camera to show your head, shoulders, and hands. You need to be able to communicate fully, so this includes being able to transmit and receive nonverbal cues.
   
6. Dress for success —Dress for a video interview the same way you would if you were meeting the person at the office. Dark colors with a touch of color are the safest and look best on camera.
   
7. Have a script —Having notes in front of you can prevent awkward silences and keep the conversation on track.
   

Written by Tiffany Worstell, Account Executive/Dental Recruiter for Dental Staff at ETS Dental (www.etsdental.com). For more information, contact Tiffany directly at 540-491-9112 or tworstell@etsdental.com

Interviewing Methods in Your Dental Practice: Traditional versus Behavioral Interviewing

How do you interview? Do you just let a conversation happen, or do you take the time to dig a little deeper? There are two regularly used interview methods: The Traditional Interview and the Behavioral Interview. I highly recommend incorporating both when you interview candidates for your associate dentist or staff positions, as each method offers valuable insight about a candidate’s professional and personal qualities.

Our friends at CEDR HR Solutions do a great job of defining both of these interview methods:

“In a traditional interview, the interviewer asks prospective hires a series of straightforward, open-ended questions like, 'How would you handle [insert hypothetical situation],' 'What 5 words best describe you,' 'What is your greatest weakness,' or 'Describe what customer service means to you.'

In contrast, for a behavioral interview, the employer identifies a vital skill set that they want the ideal person in that position to have and then develops a series of questions geared toward eliciting answers where the candidate demonstrated those skills in the past.

For example:

• Tell me about a time where you had to use patience to calm down a patient.

• Describe a goal you set for yourself and how you met it.

• What do you consider your greatest work achievement?

• How do you handle interruptions at work? Give examples .”

You can read the whole article at http://www.cedrsolutions.com/best-hiring-tool/.

Anyone can describe their skills in a traditional question and answer interview. However, the Behavioral Interview questions will allow you to gain insight into how the candidate applies those skills, which is much more important in your dental practice.

Here are some other questions that could apply directly to hiring in your dental practice:

To an associate dentist candidate:

• Describe an instance when you worked with a patient to overcome their dental phobia to gain their trust.

• How do you accept input from a dental assistant while in the operatory with a patient?

• Tell me about a time when you did not agree with a treatment plan developed by another provider. How did you address this matter and still provide quality care to the patient?

To a staff member candidate:

• Describe a time when you had to get a patient payment upfront but they did either did not or could not pay at that time?

• How would you handle an employee who is repeatedly missing work or consistently late?

Take some time before your next interview and write questions that will help you to determine if the next candidate fits the needs and challenges in your practice.

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Special thanks to Paul Edwards and his team at CEDR HR Solutions for allowing us to quote from BEHAVIORAL INTERVEW: An Employer’s Best Hiring Tool. CEDR is an HR firm specializing in custom employee handbooks and other HR resources for Dental practices across the United States.

Written by Carl Guthrie, Senior Account Executive and Recruiter for ETS Dental, cguthrie@etsdental.com.

Dental Residents - How to Find a Job Coming Out of your AEGD or GPR

Congratulations! After spending your whole life in school and residency you can finally see the end in sight. Now it is time to start putting all that education to use, but finding a job is a lot different than applying to programs. Do you know how to get started?

This is an attempt to provide a centralized resource to help you land a job.

Step 1. Make a Plan.
As outlined in the following blog link, the key is to be flexible. It is best to determine what your options are before narrowing your focus on the best fit. Job Hunt Tips.

Obviously location is important, but don't waste the crucial first years of your career in order to live in the heart of the city. Here is an overview of area limitations on a job market: Where are the Jobs?, and a real-life example is outlined here: The Grass is Always Greener. If you absolutely have to live and work in a saturated market, here are some strategies to help you land a job: Saturated or Difficult Markets.

Step 2. Prepare Your CV and Cover Letter.
Generally speaking, CV/resumes are overrated, as are cover letters. Still, they are a necessary evil when breaking into a job market. It is important to stand out from the crowd, but make sure that it is for the right reasons. You likely gained many marketable skills in residency. Did you place implants, get sedation certification, and perform full mouth rehabilitations? Be sure to highlight those experiences.
Here is an example of a well-written cover letter: Cover Letter Sample.
And here are instructions on writing your CV/resume: Resume for Dentists.

Step 3. Applying.
Here are several online sources for dentist jobs:

• ETS Dental Job Listings
• Indeed.com Job Listing Aggregator
• Careerbuilder
• DentalTown Classifieds

Step 4. Interviews.

The Telephone Interview:

• Return your phone messages and emails promptly. It speaks to your motivation, interest, and courtesy. Don't let returning phone calls or emails become an issue or an obstacle to getting an interview. Even if you don't think you will be interested in an opportunity, return the call. On more than one occasion we have seen a candidate get a call from Practice B when he was already talking with Practice A. The candidate puts off returning the call to Practice B. Two or three weeks later, the opportunity with Practice A does not work out and now Practice B will not consider the candidate because no calls have been returned.
• Your main goal in a telephone interview is to get a face-to-face interview.
• Ask for the interview. Take the initiative to set a time. Say something like, "From what you have told me, I would be very interested in meeting with you and coming to see your practice. When would be good for you?"
• Smile- even on the phone . You really can tell when someone is smiling.

Here is some additional reading on phone interviews: Tips for Phone Interviews.

The Face-to-Face Interview:
Don't go in blindly. Be sure to prepare in advance. Look over this article the night before: Preparing for the Interview.

• Treat the staff with courtesy and respect. A practice owner often feels like his or her staff is like a family and will listen to their opinions, especially if they are negative. On more than one occasion, we have seen excellent candidates not offered an opportunity because they treated a staff member poorly.
• Smile and show some enthusiasm. More candidates are hired because of their personalities and positive attitudes than because specific clinical skills. One high-end cosmetic practice told us they had interviewed six different dentists. They hired the candidate who smiled and appeared to truly enjoy being a dentist, passing on more experienced candidates with less personality and enthusiasm.
• Show sincere interest in the hiring dentist's situation. Understand that the dentist needs to solve a problem. Maybe the practice just lost a key associate or partner. Maybe the practice is growing and cannot keep up with patient demand. Maybe the dentist needs someone to take over the practice when he or she retires. You need to get a clear understanding of the dentist's true motivation for adding an associate. Once you truly understand the needs of the hiring dentist, you can mutually determine if you are the solution.
• Send a thank you note after the meeting. Here is a great example of a post-interview thank you: Thank You Note.

Still nervous? Here is a full blog post on interviewing: Interview Tips.

Step 5. Reviewing Contracts.
A good overview of contracts may be found here (the most relevant information is on the last page of the article): Compensation Considerations.
Do you have all the information you will need in order to make an informed decision? What to Know Before You Accept an Associate Position
Not satisfied with the offer? Don't be afraid to ask for more. Here are some tips on Negotiating Your Offer.

Step 6. What Can You Expect to Earn?
There are several good sources covering realistic dentist earnings. Here is our own: How Much do Dentists Make?
The ADA puts out its own numbers, also: ADA Income and Gross Billings.

Step 7. Plan Your Relocation.
If you need to relocate, be sure to plan it ahead of time. Here are a few key points to ponder as you plan: Relocation Tips.

Finding a job can be an intimidating process. I hope these resources will help make the process easier. Please feel free to call us should you have any questions. We are always happy to help. For more updates, tips, and helpful information, follow us onour Facebook fan page,Twitter, LinkedIn or on our blog.

Posted by Morgan Pace, Vice President and Senior Dentist Recruitment Consultant with ETS Dental. To find out more, call Morgan at (540) 491-9102 or email at mpace@etsdental.com .

The Importance of Selling Your Opportunity

While the financial aspects of any job opportunity play a significant role in swaying a candidate’s decision to accept an offer, a dental practice owner must take into consideration more than just salary when selling an opportunity. Since more than 60 percent of our placements relocate to the area after accepting an offer, the practice owner needs to put themselves in the associate candidate's shoes and start asking themselves questions about the opportunity before a candidate ever walks through the door.

What does the neighborhood look like? How are the schools? What are selling points of the community? If the candidate was interested in living in the city and the practice is located and hour or two out, the owner should talk about how easy it is to pop into the city whenever they want to. Is the outside of the practice presentable? Is the candidate welcomed with a smile from your front desk or office manager? Is the staff smiling and enjoying themselves while they work? Is the candidate’s name on the welcome sign? Do you understand any barriers the candidate may have to moving to your community? What’s the cost of living? What is their spouse’s career? Are their kids involved in sports, dance, academic, or other extracurricular activities? Have you noticed I haven't mentioned money or anything dental related yet?

It is also important to realize that there are going to be things about your practice or opportunity that the candidate does not like. Maybe it's being on call. Maybe it's working some weekends. Maybe your practice isn't in the most desirable neighborhood, suburb, or community. The best way to overcome these obstacles is by communicating your mission. Explain that you've developed a growing and loyal patient following by your absolute commitment to serving the needs of your community. You may not like working periodic evenings or weekends, but you would only be asking the associate to do this because it is consistent with your mission. If you sell them on your mission and ask them to help you serve that mission, many of the little issues disappear.

Keep in mind the best candidates have many options. Treat every candidate like he or she could be your partner or the buyer of your practice, even if you initially think of them as your second or third choice. Many make the mistake of only treating their initial first choice candidate well. Unfortunately, many practice owners find out that candidate is also the first choice of two or three other practices. Sometimes the first choice candidate turns out to have baggage, a negative attitude, or simply isn't able to accept your opportunity. In the meantime, a practice owner has likely ignored equally qualified candidates. Having multiple candidates interested in your opportunity is a great problem to have. It also strengthens your negotiating power. You've heard the saying that most interviewers make up their mind about a candidate in “x seconds.” The same is true for candidates. Let's face it, you are in competition for the best candidates with regional and national practice management companies. Many can offer more money, better benefits, more training, or newer facilities. What these organizations can't offer is the things that set your practice apart. Your practice has a special place in the community you serve. Play that up.

If the technology or equipment in your practice needs some updating, use this to your advantage. Let the candidate know you've been holding off on updating until you locate your new associate. Since he or she is going to be a big part of the practice’s future, you want them involved in selecting the next generation of equipment and technology. Signal you are willing to teach, but you are also willing to learn. Many early career dentists have received specialized training that simply wasn't available previously. Make sure you are signaling that you want this to be a win-win opportunity. Show you have a genuine interest in their career, their interests, and their family. These are things that practice management companies often miss.

During the interview, you expect a candidate to be personable, confident, and organized. You expect them to keep commitments, stay motivated to constantly improve, and always have the best interests of their patients in mind. Did you know candidates are looking for the same qualities in you as a practice owner? If you aren't prepared, you are late, the office is a mess, and you speak poorly of previous or current associates and staff members, expect to watch your candidate turn and walk away from your opportunity. Interviews are a two lane road, so remember that the candidate isn’t the only one on the spot.

Finally, remember that paying attention to the little things will save you money. Although money is important, it often isn’t a candidate’s top priority. We use the acronym CLAMPS: Challenge, Location, Advancement, Money, People and Stability/Security. If you score high on Challenge (always improving clinically) , Location (your community is appealing to the candidate), Advancement (possibility to buy-in), and People (upbeat team environment), you stand a very good chance of landing an associate who is also considering a position in an impersonal corporate environment with higher income potential.

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