Practice transitions can take some time to get on the right track. You want to attract the best talent to put together a dental practice team who will help your dental clinic run smoothly. When you have large pools of applicants, conducting group interviews is a viable option. They can, however, feel impersonal and could give your prospective employees an uneasy feeling about working with you and your existing team. We don’t want that. If you are considering using group interviews, you want to do it right so that, not only will you be able to select the right candidates for your team, but also impress upon them a positive view of your business.
Here are 6 tips for successfully conducting group interviews to hire team members for your dental practice.
Group interviews can be efficient in narrowing down a large group of candidates applying for an in-demand job. Just remember, group interviews aren’t a new thing, nor is it a versatile technique for interviewing candidates.
Be creative: Putting a bunch of candidates in a room and asking interview questions or reading off lists and slides is hardly interesting nor are they effective in helping you select the best candidate for the position and your team. Using visuals can help break the monotony of sitting in a room listening to someone read. Instead of having an auditorium-like interview, have a table where candidates can and talk to groups of candidates in short sessions.
Include your team in the process: Instead of trying to handle a room full of candidates on your own, get your team involved. Use your team to prescreen candidates, ask for their opinions during the interview, and let them present some of the information as well as share their experience working there.
Pay attention to red flag behavior: Most candidates will be on their best behavior during a job interview. And even still, sometimes there are little cues in their behavior that could be red flags into whether they will be a good fit for your dental practice. Look for little things like refusing to wear a name tag, being rude or inconsiderate to other candidates, and making rude facial gestures.
Be upfront about what you need on your team: This might sound like a given, but there are plenty of instances where dental practice employers have buyer’s remorse about hiring a candidate who ended up not being a good fit because the employer didn’t expressly articulate what they were looking for. While this is the time to tell candidates about the job responsibilities, benefits, and compensation, go into detail about the type of personalities needed and experiences you’re looking for.
Clarify job duties, benefits, core values, and policies: Again, be detailed in what the job’s responsibilities entail. Also, detail the benefits that come with the job and make sure they understand your clinic’s policies. You want to make sure that the candidates know your core values as well. You want to hire a candidate who whose values are in tune with your practice.
Leave time for Q&A: Allowing candidates to ask questions gives you the opportunity to interact with candidates that stand out from the sea of applicants. It’s also an opportunity for shy or introverted candidates to ask questions they may not have had a chance to initially.
At the end of the group interview, close out by offering candidates an application to complete. And remember, throughout the group interview, do not force candidates to stay for the duration. A candidate may realize during the process that the position they are applying for isn’t a good fit for them. The hiring process after dental practice transitions can be exhausting, but they don’t have to be painful. If you need help getting through a dental practice acquisition, then you should consult with a dental transition specialist at Aptus.
