Orthotown December 2013 - (Page 24)

practice management // feature T he most successful practices have incredible teams. Your staff set the tone of the practice. They create the energy in the office and they affect everything in the environment including patient retention, referrals, collections and your happiness. I often hear from practice owners that they aren't happy with a current team member and they need to hire a replacement. The hiring process is overwhelming and it's hard for them to confront, so they do nothing. Instead of replacing the person and moving forward, they put up with poor performance. Some are being held hostage in their own practice and many times a victim of practice sabotage, which adds a lot of stress. When hiring a new team member, it is hard to know if you are hiring the right person to fit with the rest of team. Without a solid system for hiring, it could take years to find the right blend of personalities and talent for your practice. Hiring the wrong person and finding out a couple months down the road can be costly. Once you decide to start the hiring process, do not rush to hire the first person who walks through the door. What should be "Stay 24 the guiding light of your hiring process? It should be long-term thinking. Because hiring the first person who will accept your low-ball salary offer is likely a false economy, especially if the person is not effective on the job. Here are some tips to establish a successful hiring system. Have an Accurate Job Description for the Position Once you determine the need to hire a new employee and you know the position that you are hiring for, review the current job description before going any further. There may be something you would like to change about it and now is the best time. You want to have this job description ready to present when you are interviewing. Be clear on the position's duties ahead of time. Give prospective employees a full description of duties to avoid the perception that you're adding on jobs later. Create an Ad for the Position You must first have the mindset that you are trying to recruit a qualified person that will come on board and make your life easier. Instead of writing a traditional ad that tells prospective employees how you want them to be - energetic, bright, friendly - consider writing an ad in a way that you are promoting your practice to the applicants. Keep in mind that you are trying to draw engaged! The best leaders stay in good interest and trying to get the best applicants to apply. communication with their employees." DECEMBER 2013 // orthotown.com http://www.orthotown.com

Table of Contents for the Digital Edition of Orthotown December 2013

Orthotown.com Highlights
Wired for Success: Harnessing the Power of Video
Who Wants to Be My Barometer? Feel Free to Calibrate Me.
Revolving Door
The Perfect Place for an Orthodontic Practice
Decisions, Decisions
Hiring Made Easy
Removing the Obstacles to On-time Doctor Time Scheduling
11 Safe Investments
A Flux Capacitor, Planning and Your Practice
IPR by the Numbers Revisited and Improved
PROPEL Orthodontics Enabling Faster and More Predictable Cases
Ad Index

Orthotown December 2013