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Dental and Doctor Office Hiring: 5 Tips

Dental and Doctor Office Hiring: 5 Tips

Doctors and dentists go through rigorous coursework and exams before they can practice medicine. Unfortunately, in between their courses on endodontic therapy and musculoskeletal pathophysiology, they probably weren’t offered any classes on dental or doctor office hiring which, perhaps more than anything else, could be one key to their success.

Accomplished entrepreneurs devote time and resources to a hiring strategy. Without one, even talented clinicians will fail. Henry Schnierer, executive vice president at Comforce Staffing Services in Paramus, New Jersey, stresses that while physicians are trained in medicine, running a business is typically an afterthought.

So, whether you’re starting up a practice or replacing a worker, you need a hiring strategy so you can find the best staff and have time to do what you do best — taking care of your patients.

1. Don’t Give Hiring the Short Shrift

Here’s the $64,000 question: What can go wrong if you hire doctor or dental office staff who are incompetent or only in it for the steady salary? Answer: lost income, lost patients, and lost lawsuits, to name a just few.

When the pressure is on to open the doors or replace a soon-to-depart receptionist or scheduler, you’ll be tempted to rush. But you’ve got strong reasons to avoid that temptation and hire the right candidate.

Brian Nylaan, DDS, who has a solo practice in Grand Rapids, Michigan, said that in the past he would just hire whoever walked in the door to end the stress of having a position vacant. After enduring the frustrations and loss of patients caused in part by some “clock punchers” on his staff, Dr. Nylaan decided to reinvest in his dental office hiring process.

He says he defined specifically what he needed in terms of teammates and is now staffed by like-minded individuals with shared goals and values. “My team takes things personally, say when a patient misses an appointment, because they are motivated to help people be healthier.”

2. Clearly Define the Position and Know Where to Advertise

Take time to define and detail each position before advertising and inviting applicants to come in for a dental or medical office interview. Receptionists, for example, need to know much more than how to say hello and handle a multi-line phone. They should be customer-service oriented and able to handle patients who are under stress, Schnierer says, explaining that a good receptionist makes patients feel at ease.

In putting together a job description for a medical secretary, for example, consider where to advertise. You may find lots of local people with secretarial skills if you’re near corporate centers or other professional spaces, but you may want to look further to find medical secretaries near hospitals or other medical offices.

3. Check and Test the First Cut of Candidates

To limit the time that you and fellow clinicians spend on the doctor office hiring process, test the pool of candidates who appear to be qualified. Checking candidates’ credentials is absolutely essential, says Rhonda Buckholtz, a vice president at the American Academy of Professional Coders. Medical coders, for example, can be checked on AAPC’s credentials verification page.

Depending on the office position you’re filling, you might order a criminal background check, credentials and licensing checks, and professional and personal references. References can be hard to track down, but they’re indispensable. An applicant who can’t name three friends or colleagues to give positive references is a questionable hire.

4. Create a Deliberate, Thorough Interviewing Process

Once you’ve qualified a smaller group of candidates, it’s time to hone your interview skills. Interviews for your doctor or dental office hiring process should be job-specific. Schnierer says he uses a standardized interview process, which includes asking about the candidate’s last three professional accomplishments and an assessment of how they come across as individuals.

Dr. Nylaan has delegated initial stages of the dentist office hiring process to his administrator—also a dental assistant—who receives the resumes, does preliminary interviews, and narrows the initial pool of candidates down to four or five. When it’s his turn to interview, Dr. Nylaan asks questions like:

  • Why are you in this business?
  • How have you handled difficult patient situations?
  • How have you streamlined workflows, such as scheduling?
  • What did you like the most and the least about your most recent job?

Buckholtz tries to evaluate what kinds of workloads each candidate can handle, stressing that you need someone who can multitask without getting overwhelmed in the health care field. Whatever you do, don’t ask questions that can lead to legal problems. For example, stay away from interview questions about a candidate’s physical or mental disabilities, pregnancy, religion, or national origin.

5. Hire Office Staff for the Long Term

What should be the guiding light of your doctor office hiring process? Long-term thinking. Hiring the first candidate who will accept your salary offer is not really a cost-saving practice, especially if the new hire fails to maximize your charge capture or wastes clinicians’ time due to poor management skills.

Turnover may be even more costly to a small dental or medical practice than it is in the corporate world. “There’s nothing worse for your practice than revolving-door staff,” says Buckholtz. “If the office is in turmoil, patients will be too.”

Doctor Office Hiring Doesn’t Have to Be a Chronic Problem

Having the right staff is like having the right medical instruments — when one breaks down, your patients suffer. The best way to make sure you have top performing staff interfacing with your patients is to hire the right ones from the start. At Monster, we have decades of experience helping employers find the right match for their positions and we’re ready to help you. Find out how you can post a job for free and start connecting with qualified candidates today.