20
BECKER'S DENTAL + DSO REVIEW - VOL. 2021 NO. 4
EXECUTIVE BRIEFING
SPONSORED BY
T
hank you for reading my previous articles and
listening/watching my podcast appearance on The
Group Dentistry Now Show! I realize that I've given
you a LOT of information in a very short amount of
time! Don't know where to start? Don't worry, I've got you
covered. Follow this foolproof easy-to-follow checklist,
created by yours truly, Priyanki Amroliwala. It explains what
to do when you need to Recruit and Retain top talent in a
time when there are HUGE staffing shortages!
• Feeling The Burn In Hiring Right Now? Here Are Some
Recruiting Strategies To Help.
• Frustrated With Recruiting For Your Dental Practice?
Struggling With Turnover? You Are Not Alone!
• The Group Dentistry Now Show: The Voice Of The DSO
Industry – Episode 46
Retention
Have continuous/ongoing meetings: Between a new hire and
your most tenured employee, you need to meet and check-
in with your team members on a weekly basis to see how
they are doing/feeling.
Think it through – Solutions: After you've done a thorough
job on listening to what your employees have to say, this is
when you need to put on your "thinking cap" and truly put
together good solutions that work for your dental practice
and could work well for the employees/team members as
well on a potential solution to any issues that are arising in
the practice related to patients, flow of practice, supplies,
other team members, etc.
Time to Report Back – Next Meeting: Schedule a follow-up
meeting, or report back during the next regularly scheduled
meeting with your employee. Talk to them about how you
truly listened and cared about what they said, and how you
have thought through the potential solutions that you can
put into effect.
Everyone's Opinion Matters and Counts: Remember to
always ensure that even if you come up with a solution as
a Practice Owner/Leader, that doesn't mean that everyone
agrees with it! Ensure that you run by a couple of options
to your team members, and see what works for everyone,
and go with what is a majority wins situation. This way your
solution is truly weighted, and everyone gets their opinion
in on this matter.
Do FUN THINGS WITH YOUR TEAM!: Order lunch, think
of things you can do together as a team, consistently
thank your team for all their hard work. We're not in an
easy profession here, consistently do some team building
exercises, be it go out for happy hour (virtual too!), bowling,
etc. Consistently thank them for their hard work, and they
will be committed to you for the long haul.
Listen/Listen/Listen!!!: During these weekly meetings,
put on your best listening ears, and listen to listen, not to
respond. Truly hear out what your employees are talking
about, and don't give them immediate solutions if you don't
really have them
Recruitment
Start with a COMPELLING job ad/description – one that's
fun! Don't make the common mistake of just listing out
essential duties and responsibilities, that's a given! This is
your chance to really sell the opportunity and give potential
candidates a first impression about your practice and why
they should work there.
During the Interview – DO IT WELL! Be kind, courteous,
and welcoming! Make the candidate feel at home, show
them around, and introduce them to your team members.
Ask them good questions to assess as to why they're a
fit and allow them to ask at ANYTIME during the interview,
not just at the end. This will be the best way to attract
the candidate and sell the opportunity to them in the best
way possible. Don't mess it up!
Scheduling of Interviews: This is the time to put your best
foot forward, remember that most talent you want to hire is
currently working and managing a personal/family life. Be
respectful of this and ensure that you bend your schedule
to meet with them based on their availability. This will go a
long way and show that you truly care!
Seal the Deal – CLOSE THIS OUT! This will happen after
the interview, give the candidate a 24-hour business day
break (but not longer)! Reach out to them to get their
feelings via phone call, and if they truly are interested, don't
wait to schedule a second interview, as they will be scooped
up by someone else by then! Ask them any follow up
questions that you had after the interview during that call,
and if this goes well, ask them about their interest level, and
offer them the job! Once they verbally commit, back it up in
writing with a formal offer letter or contract.
Need further information? Follow Priyanki Amroliwala
on LinkedIn. n
Recruitment and retention checklist
Priyanki Amroliwala, Senior Manager, Talent Acquisition, 42 North Dental
