Is Your Quest for the Perfect Candidate Hampering Your Company's Recruitment Goals?

Until a few years ago, prospective Google employees had to endure a hiring process that could involve more than 10 interviews. The resulting length of the hiring process created a time-intensive ordeal for hiring managers, causing the company to frequently lose top talent to its competitors. Two years ago Google overhauled its process and limited each candidate to five interviews, recognizing that the longer candidates are on hold, the more time they have to get another job offer or accept a counteroffer.
While Google's previous 10-interview process is atypical, many companies employ a lengthy interviewing and hiring process. Some organizations recruit in this manner because of lingering practices developed during the recession when companies focused on filling only the most vital roles, incorporating lengthy interviewing processes to avoid making hiring mistakes. Other employers simply argue that their process has historically proven to be successful in ensuring great hires within their organization. In either scenario, these companies don’t realize that lengthy interviewing processes are no longer effective in today’s executive, managerial and professional job market. In this space, which is largely candidate-driven and where the talent pool is small, top candidates are being courted by several companies and have many options at their disposal. A prolonged search not only hampers companies’ ability to recruit the best candidates, it also keeps employers from seeing the potential of well-qualified individuals who may be missing some of the job requirements.

Employers frequent look to recruiters to help them locate talent that are a perfect match to job descriptions, however the purpose of all new hires should be not only to match job requirements but also to bring in people that have the growth and leadership potential to help companies move their businesses forward.

"It's important to learn to recognize potential in candidates who can become 'perfect' employees through guidance and leadership," advises Rob Romaine, president of MRINetwork. "Don't focus only on how closely they match your job description, but also consider whether they can evolve into the current role and beyond."
MRINetwork recruiters typically offer the following advice to companies trying to evaluate whether they should streamline their hiring processes:

1. Determine if your interviewing process is time-efficient and considerate of candidates’ time. The best candidates are typically employed and are interviewing with multiple companies.
    
2. Review whether you struggle to hire your top picks or if you are losing them to counteroffers and other job offers.
    
3. Keep the lines of communications open. Explain each step of the interviewing process to the candidate up front. Provide feedback within 24 hours of the interview and explain next steps to keep them engaged in the process.
    
4. Consider what your interviewing process says about your company culture and brand. A lengthy process could give the impression that there is always a lot of red tape with getting things accomplished or approved. It can also give the wrong impression that you are no longer interested in the candidate.

Adds Romaine, "The most successful companies realize that recruitment is not about finding candidates that perfectly match job descriptions." "It is about matching talent that have the experience, skills, maturity and cultural fit to impact the company and lead it into the future. Most job-related skills can be taught within three to six months, but intelligence and leadership skills are something candidates either have or they don't. It is up to hiring managers and highly-skilled recruiters to be able to discern whether talent have the potential to not only fit into a given role, but also become strong leaders in the company."

What Does a Graduating Pediatric Dentist Earn?

So you have done well in college and were accepted into dental school. During this time you have realized that you have a special talent and interest in working with kids. You apply and are accepted into a pediatric residency and spend a couple of more years earning your pediatric dental certification.

Finally, after many years of study and devotion, you are a pediatric dentist! You are now ready to enter the market and find that first job and wonder what is fair and what you can expect to earn. You probably have heard figures from your residency director, co-residents and others in the specialty and the numbers may vary widely. Who is right? They are probably all correct in what they are telling you and the differences can be explained by understanding what they have experienced.

I am an independent recruiter who works exclusively with dental specialists and I spend most of my time with private pediatric dental practices and those looking to hire a pediatric dentist. I work nationally and see daily what practices are offering and new graduates are getting in different areas around the country.

What am I seeing? Nationally, on average, I see base guarantee of around $200,000 which is vs. a % of collections. Most practices pay on a % of collections rather than production since most are participating in a few PPO’s or discounted plans.

To break this down further, the daily guarantee averages between $800 and $1,200. The daily guarantee should become a moot point after one is up and running with a practice and it is there as a floor. With the guarantee, the practice is saying that they are going to have a schedule that will allow you to be productive and, if they do not for a particular day, you will still be paid for your time.

What % are practices paying? Typically it will be between 35% and 45%. A % approach is recommended rather than a flat salary because it allows the associate to be in control of their destiny and they know what they need to produce and then collect in order to reach a certain earnings level. With the % approach vs. a salary, practice owners are not wondering if they are overpaying and associates are not wondering if they are being underpaid and are incentivized to work rather than surfing the internet or other non productive distractions.

Why would one work for 35% when others are getting 45%? I see a good number of graduating pediatric dentists who evaluate a practice opportunity based on the % alone and anything less than 40% or 45% are not of interest to them. What they really need to look at is the nature of the practice to include the patient flow, whether they will be doing a good amount of restorative and the ability to do hospital dentistry and sedations etc. A pediatric dentist can do much better financially in a busy practice paying a lower % vs. a higher end, slower practice paying 45% where they are relegated to hygiene checks and little restorative dentistry. 

Location, Location, Location: That said, the biggest factor in what a new graduate pediatric dentist can and will earn is where they decide to live and practice. This is a simple supply and demand economics equation with some of the best earnings opportunities being in areas that you and I may have never heard of.

What I see is that most of the major metropolitan areas across the country tend to be fairly saturated with pediatric dentists and it can be more challenging for the new graduates to find truly good private practice opportunities. I recommend looking at areas where people are not going and take a position there for a couple of years. You can earn a great deal, gain very valuable experience and make yourself much more marketable and you will find it much easier to get into the market where you really want to be for the long term.

If you have any questions about earnings or the state of pediatric dentistry in certain areas of the country feel free to call me. I will be happy to share with you what I know.

 

Gary Harris is a nationwide Recruiter for Dental Specialists at ETS Dental. He can be reached at gharris@etsdental.com or 540-491-9115. 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

 

Balancing the Chaos - Ten Tips to Create a Better Work Life Balance

I feel like I should start a support group with this introduction, but…

Hi, my name is Tiffany and I suffer from horrible work/life balance.  I work full time, am taking classes online, and I am raising two kids.  Throw into the mix household chores, two dogs, Girl Scouts, viola lessons, marching band, and a plethora of other projects going on at any given time, and you have a snapshot of my life.   Just writing this down is making me nervous.  What am I forgetting that needs to be taken care of or done tonight?!

Crazy thing about my little chaotic snapshot above is I know I am not alone.  Life is crazy anymore.  Looking around my office, each one of us has a handful or two of other activities and responsibilities.  Chances are your office is the same way.  Life happens regardless of your title or position.

So, how do you balance it all?  Initially, I started looking for sites with tips, but I decided it was better to get real life answers so I took my question to my colleagues and Facebook followers.  Some answers were almost universal; some were a little more unique.  Here are some highlights….

Ten things you can do to create a better work life balance

1. Limit the amounts of time that you do work stuff at home or vice versa.
2. Use a calendar!  Scheduling events makes it easier to know what is coming up and plan accordingly.  Google Calendar is a favorite for many of those that responded.
3.  Create lists.  Do what must be done first.  Do what you do not want to do and get it out of the way.  Once something is completed, check it off and move on to the next.
4. Turn off your alerts; do not be a slave to your phone.  Check your emails on your own terms; not with every beep, buzz, or blinking light.
5. Take some time for what makes you happy: read a book, watch a movie, go for a run, exercise, or go out for a drink with a friend.
6. Find some peace.  Pray.  Meditate.  Get a massage. 
7. Get help!  This was a tough one for me, but there is no reason that my kids couldn’t straighten up the house while they are waiting for me to get home or wash the dishes from breakfast.  They even like starting dinner once in a while. 
8. Don’t be afraid to let go.  One of my Facebook friends said it best, “When I was working full time, was a full time graduate student and a single mom I achieved balance by letting go of things that do NOT last-dishes, dust and laundry.  Instead, I chose football practice, school activities and a kid flick.”
9. Say no.  I struggle with this one, but it is okay to not do everything all of the time.  If something is not important to you, let it go and focus on what needs your attention.
10. Find what works for you.  Take advantage of the time you have; I study on my lunch breaks and can knock out a good bit of my reading without interruptions which helps me immensely.  A colleague wrote, “Having the opportunity to work remotely is a huge thing for me.  It helps me not to feel guilty about going to my kids’ activities (games, etc.) and I make up my time in the evenings when they are engrossed with homework.  Sometimes they will come and hang out in my office as they do their homework and we’ll all be ‘working’ together.” 

I guess I have some pretty smart colleagues and friends!  Of course this is only a small sampling of the ideas out there; what do you to do to make your own chaos work?  I would love to hear what works for you.    

"Life is too short to wake up in the morning with regrets, so love the people who treat you right, forget about the ones who don't, and believe that everything happens for a reason. If you get a chance, take it. If it changes your life, let it. Nobody said life would be easy, they just promised it would be worth it. 
-Harvey Mackay 

 

Tiffany Worstell is a nationwide Recruiter for Dental Staff at ETS Dental. She can be reached at tworstell@etsdental.com or 540-491-9112. 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

Job Searching in a Saturated or Difficult Job Market

The Dental Associate job market is improving across the country. However, it is still competitive and often challenging in many larger metro areas in the U.S. There are not enough jobs available for the number job seekers in saturated areas such as Boston, New York, Los Angeles, Phoenix, and Austin. At ETS Dental, we speak with dentists everyday who are having a very hard time finding opportunities.

Don’t Get in Your Own Way: The biggest disservice you can do yourself is to think you are the only qualified applicant for the job. In a saturated market you have to sell yourself much more than the practice has to sell itself to you. For example, I just posted a job opening in San Francisco, CA. I had 10 applicants within 2 hours. By the end of the week I will have at least 50 to 75. Your resume, cover letter, attitude, and the things you say have to express what you bring to the table to benefit the practice. What skills and experience do you have that will benefit the practice? What sets you apart? Can you speak Spanish? Do you love working with kids? Can you place implants? Can you bring new patients into the practice? Don’t move the conversation straight to how much they will pay you. You don’t even have the job offer yet, and this approach can cost you the job.

 

Expand Your Options: Most job seekers we speak with would much rather work for a private practice or small group practice. Corporate dentistry is a last resort or often not something they even want to consider. However, large group and corporate dentistry is growing and here to stay. These practices can offer you stable employment, great training, a guaranteed minimum salary, and benefits. If private and small group practices are not hiring in your area, don’t limit your options. 

 

Use an Independent Recruiter: A few dental recruiters, like ETS Dental, have contacts with practices throughout the U.S. Most often we are working on openings that are not advertised in any other channels. Our clients entrust us to locate the right talent to grow their practices. We speak with job seekers in order to understand their goals and experience. We have the ability to market strong candidates to practices with whom we have built relationships with over the years. Sometimes it’s who you know, and recruiters are good to know. 

 

Volunteer: Many new graduates can benefit from this in difficult areas. Volunteering can help build or maintain skills. It helps you learn chairside communication and build patient rapport. It can even help you connect with other practitioners, and possibly lead to an employment opportunity. Look for volunteer opportunities in free dental clinics or giving your time by participating in free dental care days that may be offered in your community. 

 

Shake Some Hands: Go to dental society meetings. Get online and join discussion groups such as Dental Town. Get on LinkedIn. Hand out business cards to every dentist you meet. Drop in and say hello to offices and leave a resume/CV. You can’t be shy in a saturated market. Let people know who you are, and let them know you are looking for an opportunity. 

 

Multiple Part-Time Jobs: Most saturated markets have more part-time openings available than full-time. You should definitely consider trying to get 2 or 3 part-time jobs if you need a full-time income.

 

Relocate:  It’s an extreme measure for many, but for some it can mean the difference in having a career or several short-term, part-time positions or nothing at all. Relocating expands your options exponentially. Just make sure you are not expanding your options of relocation to another heavily saturated area. Check out some earlier articles on this topic:

• Where Are the Jobs
• Choosing Where to Practice
• Grass is Greener Outside the City

 

Written by Carl Guthrie, Western Region Account Executive and Dental Recruiter. Contact at cguthrie@etsdental.com or 540-491-9104

Dentists - What to Know Before You Accept an Associate Position

Finding a new associate position can be a daunting process for both new and experienced dentists. While making a good impression on an interview is important, it is equally important to learn as much as possible about the practice. Here is a compilation of questions from job seekers who I have worked with over the years. I hope that this list will make the decision process less intimidating.

Relationship
-Employee or Independent Contractor?
-Employee at will?
-Is the doctor open to restrictive covenant in case of future ownership?
-Is the doctor going to stay on PT for some time or can he, if needed (After purchase)?

Type of Practice 
-How the practice is set up (family, Pedo, or dentures)? Pedo: what age?
-Age of the practice?
-When/what do you refer out?
-Place or Restore Implants? Which system?
-# of operatories
-# of Hygienists. Hrs of operation?
-# assistants
-Will the associate have their own assistant?
-How much is the practice overhead?
-How long has each employee been there?
-What does the practice do to market itself?
-How many FT and PT staff?

Patients
-What is the patient pool like?
-Have the number of active patient records been reviewed?
-Is the practice growing or declining in number of patients seen, new patients attracted, and young patients?
-Average number of cancellations per week?
-Average number of patients seen by associate per day?
-How far ahead is the doctor book filled?
-How far ahead is the associate book filled?
-How far ahead is the hygienist’s book filled?
-Discounts/Bartering/payment plans?
-PPO type of insurance? Insurances: accept all kinds or just selected ones?
-How much is the discounted price of the PPO compared to the fee schedule?
-Medicare or Medicaid acceptance?
-How much of the practice relies upon capitation programs, PPOs, HMOs, Medicare or Medicaid?
-What percent is FFS, cash and discounted PPO?
-When was the last fee increase?
-Are the fees low, high or average for the immediate area?
-Do you offer patients credit?

Schedule 
-Days, hours, on call, etc.
-How many office hours and days per week is the office open?

Duties
-Job description (separate document) or general description
-Is the associate expected to check hygiene of other doctor’s patients? If yes, will the associate be compensated for it?
-Will the associate be expected to perform hygiene/prophy?
-Does the doctor do any procedures other than regular general dentistry?
-What were the most of the cases being done by the associate?
-Will the associate be placing Implants for the practice?

Facilities
-Supplies, equipment, support. Etc
-What type of PMS (Software) is used?
-Implant surgical set up? Who finances to get that set up if NOT already in place?
-What is the square footage of the office? Can it be expanded?
-Average age of equipment?
-Is the practice left-handed, right-handed, or ambidextrous?
-Do you have a confirmation system for appointments?
-How do you deal with NO Show?
-Digital X-ray?
-Intraoral Digital Camera?

Term of contract 
-How long?
-What is the required notice period should either party wish to terminate the relationship?

Compensation
-Is there a guaranteed salary, draw, daily rate or hourly rate?
-Is commission determined from collections or production?
-If collections, what is the collections rate in the practice?
-What percentage of production/collections is used to calculate income?
-Is there a chance to increase compensation in the future?
-Is the associate responsible for my own lab fees and expenses?
-Taxes withheld?
-How will the associate be paid? (Weekly/bi-weekly/monthly)
-How much on average was the last associate making?
-What was the average associate production per day?
-Does the associate production include hygiene exams and x-rays?
-Can I get a fee schedule of the practice?

Benefits
-Medical Insurance: health and dental?
-Malpractice insurance?
-Disabilities insurance?
-Required CE courses? How much and for how many hours a year? Are they paid for/reimbursed? Is there a stipend?
-Retirement?
-Sick days…….. # allow per yr…..
-Personal days/vacations…..# per yr allow……
-Holidays?
-What benefits are given to the staff?

Expenses
-Define, list, when paid, lab, etc…..
-What Lab do you use? Use different lab for different lab orders?
-Will the practice support the acquisition loan (in case of future ownership), pay the overhead expenses and can afford a reasonable income?

Other Questions and Notes:
-What is your practice Philosophy and Goals? For the Practice and with new pt’s tx?
-% of implant surgeries
-Have you had associate before? How many? How long they stayed? What was the reason for the associate resignation?
-How do you advertise?
-Will most dental insurance dictate pt’s Tx plan??
-Do you deal a lot with EMERGENCY pt? Separate operatories for that?
-Average number of emergencies per week?
-Will I be doing hygiene/prophy when I don’t have pt?
-Who determines how long I have when spending with new pt/initial exam and record?
-Do I have a separate apt to do comprehensive exams and record, or do I perform the TP when pt comes in for cleaning?
-How long does a hygienist spend on their recalls?
-Is there a particular doctor in the area who is your main competitor?
-Who sees the patient first (Doctor, hygienist, associate)?
-Why was the partnership offer turned down by an associate (if applicable)?
-Will I be able to visit the office during regular working hours?
-Does the doctor have a report showing how much treatment is treatment planned?

Partnership/Buy in/Sale
-Discussion/Formula/Price
-What is the time frame for an associate position before we can talk about partnership/buy in/buy out?
-Is there an option for future ownership? Are you considering a move out of state?

Restrictive Covenant
-Define


Posted by Morgan Pace.

Morgan Pace is the Southeastern U.S. Account Executive and Senior Recruiter for ETS Dental. He can be reached at mpace@etsdental.com or 540-491-9102. 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