Dentaltown August 2019 - 102

experience. It's also a good time to get a sense
of personality and professionalism. Are they
on time? Are they dressed like a professional?
Do they smile? If you have a lot of qualified
applicants, it's a good idea to ask them to take
a Wonscore assessment, which will give you
some metrics for cognitive aptitude,
motivation and personality. Your
Have established job
top few candidates can then get
a formal interview request. Fair
description outlines
warning: The test must align with
the position. If an applicant shows
for each position in
there is a less discriminatory metric
the practice and revisit
available, they can win in a court
case.

them regularly to remain
compliant. Segments
of the job description
outline essentially
become your job
postings.

Do working
interviews work?

Working interviews are like a
spontaneous Las Vegas wedding.
You may think you know the
person, but when you wake up
the next morning, you realize that
you've put yourself at risk. If you
bring someone in for a day, how
do you know they are who they
say they are? What criminal history are they
bringing into the office? What happens if
they become injured on the job? Have you
checked the references? Then there's HIPAA,
OSHA and all the other policies employees
need to know. If you preinterview well,
working interviews are unnecessary. Even if
you are one of the few who are still married
after a trip to Vegas (mazel tov!), don't test
your luck with a working interview.

Teaming up for the interview
By the time you reach the formal interview, you should have a few solid candidates
to choose from. For the interview, I suggest
having several team members and the doctor
join. They can ask job-specific questions,
role-play and get a sense of the applicant's
temperament. Have a system to rate each
applicant. The final selection can and should
be a team effort. The top candidate should
then get a conditional offer. (I've created a
template for a conditional offer letter that
Dentaltown readers can download for free,
through the link found on the digital version
of this article at Dentaltown.com.) The offer
is contingent on the applicant passing all
the required verifications.
Congratulations! You have hired a
great-fit employee for your team. Hiring
the right people the right way will save you
time and money. While the process may
appear complex at first, once your protocol
is set, most of the work for the next hire is
already done! ■
References
1.
https://www.americanprogress.org/wp-content/uploads/2012/11/CostofTurnover.pdf
2.
https://hbr.org/2018/07/the-other-diversity-dividend
3.
https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified

Download your free template
for a conditional offer letter
Once you've finally found the perfect employee to bring
on board you need to provide her with a flawless offer
letter that details the terms and conditions of the new
position. Dana Pardue Salisbury has created a sample
conditional offer letter to provide your new hires, which
can be downloaded and customized for your practice.
Follow the link on the digital version of this article online
at dentaltown.com/magazine.

102

AUGUST 2019 // dentaltown.com

https://www.dentaltown.com/images/Dentaltown/magimages/0819/job_offer_letter.pdf https://www.americanprogress.org/wp-content/up https://www.hbr.org/2018/07/the-other-diversity-dividend https://www.hbr.org/2014/08/why-women-dont-apply-for-jobs-un https://www.dentaltown.com/images/Dentaltown/magimages/0819/job_offer_letter.pdf http://www.dentaltown.com

Dentaltown August 2019

Table of Contents for the Digital Edition of Dentaltown August 2019