One of the biggest challenges well-run, growing businesses face is the ongoing need to recruit strong talent. For dental offices, that task can be daunting, costly and time-consuming.
For example, if you were to “farm out” the process to sift, sort and qualify candidates for a dental associate position in your practice, it can cost you literally $10,000 to $15,000 in headhunter fees. And still, there are no guarantees the person you hire from that headhunter will be a “fit.” Imagine what it costs to hire, train and attempt to retain DAs? An office manager? Hygienists! Yes, there is big money lost by dental practices regularly in just having to replace and train new talent.
Finding new and training new talent doesn’t necessarily address the “lost time” expense either — in other words, how much time it takes and the monetary value of that time spent to find and interview qualified applicants. Nor does it address the cost of lost opportunity. For example, when a hygienist abruptly quits, you no longer have a hygienist seeing patients and creating production, so you’re also losing money based on the lost opportunity!
What’s more, I read recently that for every $10,000 in salary you expect to pay someone, it takes an average of 30 days to find them (Dr. Kevin Coughlin, Baystate Dental, MA). So, to find someone you plan on paying $120,000 or more annually, plan on investing 12 months or more into the process to find “the right one.” Can it take less time? Sure can. But, what if it takes longer than you expect, right? I hate that question, but for me, it’s a reality. It can take a long time.
Of course, it goes without saying but I have to mention it: Whether you’re hiring a Front Desk Ambassador, a Dental Assistant, Hygienist or a new associate Doctor, settling for anything less than what you want will come back to bite you. So, diligence is crucial. And, making sure those you ultimately hire after the interview are not only “qualified” from an academic or regulatory standpoint, but are also someone who understands your mission, vision and core values is absolutely crucial to a long-term, fruitful relationship.
At WSD of Salem, our flagship office, we’ve developed a proprietary process to attract, sift and sort the best candidates by allowing them to “self-identify” and move forward in the hiring process using an automated, completely hands-off “system.” In just one hire, it saved us thousands, countless hours of wasted time, and allowed the best candidate to rise to the top. In our next two, three or four dentist hires, that savings will compound to easily become tens of thousands of dollars based on cutting out headhunting fees alone. I can see this saving our organization over a hundred thousand dollars in unnecessary fees over the next decade if we used it to hire just one dentist a year for 10 years!
In fact, our Associate/Partner Doctor hiring system has been very, very successful in keeping our “pipeline” full of qualified candidates that let us know when they are ready to interview and move forward. The best part? Up to and until that time, our system feeds information to prospective candidates at a regular, easy-to-digest rate. My executive team at the dental office has noted that the heavy lifting is done well in advance of us ever having to speak to them.
It’s proven, effective and a blessing when it comes to saving time, energy and money. How are you hiring? Could this one system our franchisees now have access to, be a big benefit for you, too? How valuable would a system like that be for you?