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Episode 141: Building Your Ideal Dental Team
Below, we’ve compiled the key points discussed in the Jameson Files Episode 141. To enjoy the full conversation, you can watch on YouTube or listen to our podcast on iTunes, Google Play, or Spotify
https://youtu.be/K2CJmQ0uV9Y
What we want to talk about today are what are the trends that were consuming your minds and your time this summer in your dental practices? And I'm going to focus on one very specific trend that was consuming most of the practices that we have been speaking with all summer long. And that's team hiring.
Hiring New Team Members and Maximizing the Dental Staff You Have
Many of you continue the search for team members to fill the different roles in your practices, and are struggling to find those superstars to step into those positions. And that has not only been a frustrating part of your summer. The struggle that goes hand-in-hand with that is the maximization of a minimal team, and how to continue to move forward and keep running smoothly. So let’s talk about that trend and discuss some ways to plan for success in it.
How can you gain more attention for open positions while at the same time continuing to build a healthy work environment?
As our founder, Kathy Jameson, would say, “How do we keep our team engaged, motivated, and doing the good hard work?” The risk of being understaffed is that your team starts to burn out because they have trouble seeing the light at the end of the tunnel. And, as leaders, you have to continue to encourage them.
The state of the dental industry is that we have lost a lot of hygienists out of the workforce. Studies show that 8-9% of the hygienists have left the workforce altogether, so it’s no wonder there’s a struggle to find hygienists for our practices. But what we’ve heard here at Jameson is that you're also struggling to find great business team members, great assistants, and even struggling to find associates to bring into the practice. So what can you do differently to get better results?
A. Successful Strategies for Recruiting Talent
Well, first a word of encouragement. Don't give up. Be persistent about finding the right person. If you start to compromise on what excellence looks like in your team members and just hire anyone, you're ultimately sacrificing your vision for the sake of filling that seat on the bus. And what I want you to continue to do is seek out the right people while also taking a look at what you could do differently in the job search to perhaps get a better result.
Remember, this issue exists nationwide. There are five to seven other practices in your community looking for every available employee. So it's definitely the employee's market at this point, in terms of where they choose to land and call their new work home. When you get frustrated and say, “Oh, we had all these applications and then none of them were showing up for their interviews,” well, the fact of the matter is that they probably took another job already.
1. Refine your ads.
So you need to be very intentional in terms of the messaging of your job posts. Be very intentional about your interview process. And be very intentional about your online presence online, especially the content of your ads.
If you're having trouble getting great candidates to submit applications for your position, take a look at your ad. If I looked at your ad right now, wherever you're posting it, does it look exactly like an ad for that position in 27 other practices? If the answer is yes, why would I ever differentiate you as the place I want to work for compared to anybody else?
Remember your vision. That's the DNA of your practice. So take a look at the content you're posting and refine, refine, refine. Create content that is specifically focused on your practice. Rewrite your ad from the perspective of your dream employee. What is it about your practice that they can expect? What are they stepping into? What is it that makes you special?
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By The Jameson Group, LLC
5
55 ratings
Below, we’ve compiled the key points discussed in the Jameson Files Episode 141. To enjoy the full conversation, you can watch on YouTube or listen to our podcast on iTunes, Google Play, or Spotify
https://youtu.be/K2CJmQ0uV9Y
What we want to talk about today are what are the trends that were consuming your minds and your time this summer in your dental practices? And I'm going to focus on one very specific trend that was consuming most of the practices that we have been speaking with all summer long. And that's team hiring.
Hiring New Team Members and Maximizing the Dental Staff You Have
Many of you continue the search for team members to fill the different roles in your practices, and are struggling to find those superstars to step into those positions. And that has not only been a frustrating part of your summer. The struggle that goes hand-in-hand with that is the maximization of a minimal team, and how to continue to move forward and keep running smoothly. So let’s talk about that trend and discuss some ways to plan for success in it.
How can you gain more attention for open positions while at the same time continuing to build a healthy work environment?
As our founder, Kathy Jameson, would say, “How do we keep our team engaged, motivated, and doing the good hard work?” The risk of being understaffed is that your team starts to burn out because they have trouble seeing the light at the end of the tunnel. And, as leaders, you have to continue to encourage them.
The state of the dental industry is that we have lost a lot of hygienists out of the workforce. Studies show that 8-9% of the hygienists have left the workforce altogether, so it’s no wonder there’s a struggle to find hygienists for our practices. But what we’ve heard here at Jameson is that you're also struggling to find great business team members, great assistants, and even struggling to find associates to bring into the practice. So what can you do differently to get better results?
A. Successful Strategies for Recruiting Talent
Well, first a word of encouragement. Don't give up. Be persistent about finding the right person. If you start to compromise on what excellence looks like in your team members and just hire anyone, you're ultimately sacrificing your vision for the sake of filling that seat on the bus. And what I want you to continue to do is seek out the right people while also taking a look at what you could do differently in the job search to perhaps get a better result.
Remember, this issue exists nationwide. There are five to seven other practices in your community looking for every available employee. So it's definitely the employee's market at this point, in terms of where they choose to land and call their new work home. When you get frustrated and say, “Oh, we had all these applications and then none of them were showing up for their interviews,” well, the fact of the matter is that they probably took another job already.
1. Refine your ads.
So you need to be very intentional in terms of the messaging of your job posts. Be very intentional about your interview process. And be very intentional about your online presence online, especially the content of your ads.
If you're having trouble getting great candidates to submit applications for your position, take a look at your ad. If I looked at your ad right now, wherever you're posting it, does it look exactly like an ad for that position in 27 other practices? If the answer is yes, why would I ever differentiate you as the place I want to work for compared to anybody else?
Remember your vision. That's the DNA of your practice. So take a look at the content you're posting and refine, refine, refine. Create content that is specifically focused on your practice. Rewrite your ad from the perspective of your dream employee. What is it about your practice that they can expect? What are they stepping into? What is it that makes you special?