I’ve spoken with thousands of dental professionals throughout my career – and placed hundreds of them. Have they all worked out? No. Have most of them worked out? Yes. Given that – I think you can categorize me as decent at my job. When I speak to every dental associate candidate – whether they’re a General Dentist or Specialist I try to find some specific intangible qualities that I’ve found to be common in great candidates. They’re as follows:
- A Blend of Humility, Confidence, and Kindness. You want someone who is confident in their ability, but one who understands the importance of coachability and that there is always the need for improvement and continued learning. The VERY best candidates I’ve ever placed are obscenely nice, appreciative, and positive. Call me corny, but I love the quote “You can teach skills, but you can’t teach attitude.” I think that translates into dentistry just like it does in all other fields.
- Communicates Effectively and Timely. I am NOT an advocate for chasing candidates. I respect others’ time and expect them to respect mine. If candidates aren’t responding to calls/emails/texts in a timely manner, then that’s generally indicative of a lack of professionalism or organization. I generally allow 48 hours for a response, but I find the best candidates respond much quicker than that.
- Chasing the Money. If a candidate is grilling me about their desired compensation and what insurances they are and aren’t willing to accept in the first 5 minutes of a conversation, then I have to question how much they really care about patient care. Don’t get me wrong – compensation is a very important part of any job search, but if it’s of paramount concern for the candidate, then that’s a red flag for me. The best candidates generally want to get into an environment where they’re set up for success – not just where they’re getting the biggest paycheck from.
- How do they vibe with your staff? I’m a huge advocate for clients getting feedback from ALL staff on candidates. Integrating your whole team in the interview process is something I’d suggest to all. If the team isn’t bought into your new Associate, it’s often a recipe for disaster.
I also try to ask myself before presenting a candidate, “Would I want my own Mother/Wife/Son to be seen by this person?”. I’d implore you to ask the same question when it comes to decision time – if the answer is yes, then you’ve found yourself a keeper!
Lastly, follow your gut, it’s often right!
This article was contributied by Sam Keif, founder and president of The Gaisce Group, LLC.
