3 candidates to avoid during the current hiring crisis

2016 11 09 16 50 49 849 Jameson Kuehl Corinne 400

If your practice is looking to hire a new employee during the COVID-19 crisis and are not having much luck, you are not alone. Many practices are hiring at this time because employees decided not to return after the shutdown or the office schedule is so busy with an increased patient load that more team members are needed.

So if you're hiring, where do you go for resources?

  • Online platforms such as Indeed, ZipRecruiter, and Glassdoor
  • Your amazing team members, asking if they have any colleagues who might be seeking a new job
  • Dental auxiliary programs and technical schools
  • Dental staffing companies, asking for their lists of available candidates
  • Social media outlets

After receiving candidates, it's best to avoid the following red-flagged candidates at all costs.

1. The flirt

Corinne Jameson-Kuehl, RDH.Corinne Jameson-Kuehl, RDH.

This is the person who knows that his or her position is in demand and applies for positions to try to find the one that provides the most income or the best hours. These people lead you into thinking that perhaps you may be the "lucky one" to get them, but they keep stringing you along, saying they might leave their current role for your practice.

Flirts are famous for going back to their current employer to state they will be taking another position because the wages are better elsewhere, basically hijacking the current employer into providing unrealistic wages and leaving the potential new employer hanging.

2. The oversharer

Oversharers are overly eager to get out of their current employment situation and therefore oversell you on their qualifications. You feel drawn to these candidate due to their vast dental experience and how terrible it has been for them working for "the jerk" down the road.

The oversharer often comes in with a story that is either personally or professionally negative that plays on your emotions. Once onboarded, this candidate brings along previous drama and heightened energy that is never good for any practice's culture.

3. The unenthusiastic

The unenthusiastic candidates can be the most difficult to identify, as we are unsure if they are not responding due to being on vacation or because they applied to fulfill their unemployment requirements.

Some of the signs of the unenthusiastic are not returning communication or not doing so in a timely manner. This candidate may also provide you with a far-off start date, indicating that he or she may not be looking to return to the workforce quite yet. This is a challenge because some employees have enjoyed being home during the COVID-19 pandemic and do not want to return to the workforce. In addition, some are making higher wages on unemployment than they would get in a dental office.

How can we avoid the red flags and attract the best employees to our team? Ask the team members who bring value to your practice if they have any friends, former classmates, or others who are interested in dentistry whom you could train. Consider your current employees as a way to showcase your culture and attract the right people.

Do you have any colleagues who are possibly overstaffed or could help? Check out those students who were not able to graduate from their program due to COVID-19. Could you hire and support them while they finish their training? There are many possibilities.

Think beyond the traditional sources to find a candidate who fits your needs. When hiring during the current COVID-19 situation, dentists must be unique and astute in the way they attract qualified candidates, while avoiding those waving red flags.

Corinne Jameson-Kuehl, RDH, is the owner of Custom Dental Solutions. She can be reached at Corey@CustomDentalSolutions.com.

The comments and observations expressed herein do not necessarily reflect the opinions of DrBicuspid.com, nor should they be construed as an endorsement or admonishment of any particular idea, vendor, or organization.

Page 1 of 499
Next Page