Common Hiring Mistakes and How to Avoid Them

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When a position opens up in a practice, most dentists want to fill it as quickly as possible. Understandable, but rushing to make a job offer often leads to a bad hire—and that hurts practice productivity and eats into your bottom line.

To make sure you hire the right person from the beginning, you need to avoid the common pitfalls. One is not having a detailed job description that outlines exactly what you’re looking for in a potential new employee. Without a job description, you might be tempted to hire the first person with an impressive resume, even if that person doesn’t have the right skill set for the job.

I know the hiring process can be stressful, so I’ve put together a list of other common mistakes and how to avoid them:

Your job listing attracts the wrong crowd. Target your ads specifically to the position you’re hiring, and highlight all the relevant information job applicants will want to know. Make sure your listings stand out so they attract the best and brightest.

You don’t review resumes properly. Keep in mind resumes are nothing more than a sales pitch. Applicants tend to exaggerate or even lie on their resumes, so it’s important to look for common red flags, including a list of skills, responsibilities and accomplishments with not dates attached to them.

There’s no phone screening. Talk to candidates on the phone before you bring them in for a face-to-face interview. Use the time to ask any pressing questions you have, and pay close attention to tone and attitude. By the end of the call, you’ll have a pretty good idea if you should bring the applicant to the office or if you should move on.

You don’t ask the right questions. Be sure to ask open-ended questions during the face-to-face interview. You want to give candidates the opportunity to describe their experience and skill set. Don’t let them get away with vague or general answers.

You skip testing. Before hiring new employees, make sure they fill out an application and complete pre-employment testing. This should include an assessment test and a personality temperament test. I also suggest you call references and do a background check for each candidate you want to hire as well.

Hiring the right people is vital to your practice’s success. Avoid these common pitfalls, and you’ll have a strong team of talented employees ready to help you reach your goals.

 

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