Are you mastering the dental HR challenges that stress you most?

Core Values In Hiring Practices

In dental practices, ensuring positive and friendly staff-patient interactions is paramount. For us, this involves placing the highest value on candidates who exhibit the ability to seamlessly align with our company's core values. Our recent LinkedIn poll revealed that 59% of dental professionals see 'Recruitment and Retention' as their primary challenges. These findings reflect what we're hearing throughout the industry. While the technical skills of candidates are certainly important, they must not overshadow the most critical attribute—the ability to integrate, mesh, and bring positivity to your team and patients. Many candidates, including those in entry-level positions, request to meet their potential team members before accepting a position.? This is one of the rippling effects of the staff shortages in the dental industry since 2020, emphasizing the importance employees place on working in a drama-free workplace. Obviously, it’s not always easy to spot a future culture ambassador in an interview, as candidates tend to be on their personality A-game. However, overlooking the potential red flags of negativity or gossip because we are dazzled by a candidate's experience or skill level can easily introduce toxicity and eventual turnover into our practices.

Effective Onboarding Supports Core Value Fit Hiring

Next in our poll of challenges is 'Onboarding and Training', where 23% deemed them their top issues. It’s clear that this works hand-in-hand with our primary challenge above.? To have the luxury of hiring a candidate who may be less technically skilled, but strongly exhibits the cultural traits you’re looking for, be prepared to rely heavily on those detailed onboarding and training systems.? Effectively structured, position-specific training on company systems is essential for seamlessly integrating new hires and ensuring their retention. The better the onboarding and training systems are, the less you will be reliant on a new hire's existing skill level. For example, if you are forced to pass on an applicant because they are inexperienced with your particular practice management system, and you do not have the resources to train them; it limits your talent pool and ability to be selective.

What does this all mean?

No doubt, all of our HR systems are important.? In years past, refining those around core value recruiting and onboarding was often an afterthought to others of daily operations. Shouldn’t this be a primary concern?? If it isn’t, it could be a path to constant team turnover and stress.

Vision Dental Partners