Carrie Webber (00:13):

Everyone. Welcome to the Jameson files. I'm Carrie Weber, and I am your host. Thank you for joining us. Live on Facebook where we do our Jameson files live via live stream every other Wednesday through the end of the year. So thank you for joining us if you're on live and we'll also be sharing this through our podcast channels: iTunes, Spotify, Google play. So thank you for subscribing when you have the opportunity and being a part of our podcast community.

Carrie Webber (00:46):

Today, we have a big topic, a hot topic, and a very patient and gracious host and guest. So, Grace Godlasky of CEDR HR Solutions. Grace is the solution center manager for CEDR, and has been with them for many years. And in my opinion, CEDR has been an HR firm for the dental profession that really led the way in giving incredible support through 2020, through all of the issues that we were faced with as practice leaders with the coronavirus. CEDR has been there every step of the way. So I want to take a moment and say, thank you for the great work that your entire team has done, Grace. And then once again, thank you so much for joining me on this podcast. As we talk about hiring and firing the best practices and the mishaps that we can find ourselves in day in and day out in the dental profession. So Grace, thank you once again for joining me.

Grace Godlasky (02:00):

Thank you for having us and thank you for that kind introduction. It's been quite a year and we were happy to be along for the ride with everyone and hopefully, did, did help out as where we could.

Carrie Webber (02:13):

Yes, we were kind of laughing about it before we went live, I was saying, all of you are probably well overdue for a nice long vacation cause you guys were working around the clock. I know that for a fact. But this topic that we're on today for this episode is something that's an issue and an ongoing hot topic in dentistry even before coronavirus. And it will be long after. And that is—how do we hire more effectively to protect ourselves through that process? How do we fire more effectively and protect ourselves through that process? So we're going to talk a little bit about both of those areas, even though we could go for hours on these. I know that we could.

Carrie Webber (03:06):

So, Grace, I have some specific questions for you that we get frequently, but let's start on the broader landscape when it comes to hiring. Let's start with that one first. What do you find with your clients that you work with and you discovered over time that are some of those common mishaps that practices stumble through during the hiring process?

Grace Godlasky (03:34):

Yeah, and they fall really into two categories. So I think I'll discuss them that way. There's the practical considerations and then the legal considerations. And on the practical side, I see hiring being frustrating or fruitless for folks when they don't have a set process or if the process that they're following is not necessarily strategic and well-thought-out for their end goals. And it could be something as simple as a checklist. But a lot of the time it's really examining what am I looking for with my next candidate and not necessarily that last person was a nightmare.

Grace Godlasky (04:22):

Let's completely swing the pendulum this way and get the complete opposite, but more stepping back and considering what does our ideal teammate look like? Who do we need in our business? What skills, what personality, things like that. And sometimes people do have core values or attributes that they're looking for. but maybe that is different per position. You know, your admin folks might be different from someone who's an associate. and so really tailoring that process for what you're looking for and then doing it consistently for each candidate each time can get better results.

Carrie Webber (05:00):

How you described that Grace,