alt="image" target="_blank" rel="nofollow" href="#fb3_img_img_1a6137bc-6dbf-529d-a3f8-6273973f453b.jpg"/> References Policy
Safety and Security Policies
Chapter 1:
Employee Recruitment
Effective Interviewing Strategies
Additional Strategies in the Hiring Process
Chapter 1.
Employee Recruitment
Learning Objectives
• Define the job descriptions for potential new members of your team
• Identify resources for locating new office staff
• List various effective interviewing techniques
• Describe techniques used in the selection process
A talented, motivated team is essential to a successful dental practice. This chapter discusses how to find, interview and select the best employees.
When you begin the recruitment process, check with a qualified attorney regarding applicable employment laws. Federal, state and local laws apply to every stage in the hiring process. Even an unintentional violation can lead to significant liability, not to mention expensive and time-consuming tasks necessary to defend against an employment-related claim. It is prudent to have an experienced employment lawyer review job descriptions, recruitment ads, application forms, and other documents, and provide counsel on subjects such as appropriate interview questions in order to help your dental office avoid legal difficulties.
Job Descriptions
Your first step in recruitment is to review or develop a job description. It should outline the duties of the position and the qualifications of the candidate.
An accurate job description is essential to selecting the most qualified applicants, and becomes the basis for your training program. Then, during your employee evaluation sessions, the job description is the yardstick by which performance is measured, giving clarity and consistency to your personnel management. It’s also important to have on file for use every time you fill the position or create a similar position.
Don’t forget to update these on an ongoing basis. If you give an employee a new responsibility, such as acting as the HIPAA Privacy or Security Official for your practice, it should be reflected in the job description.
Licenses and Your State Dental Practice Act
The Dental Practice Act of your state dictates which functions may be performed by dentists, dental assistants and hygienists. Request the specifics about your state’s statute from your state dental society. Knowing these functions is the dentist’s or hiring officer’s responsibility. Equally important is making sure your job candidates are properly licensed to work in the state in which your dental office is located.
Sample Job Descriptions
The following samples can help you customize job descriptions for your office. Add and delete duties from the sample job descriptions as applicable. Please note that just because a job description is listed does not mean it is necessary for your office. You can also combine job descriptions if necessary. For example, if your administrative assistant will handle the practice’s social media presence, cut and paste the specific duties from the marketing and communications coordinator description. These sample descriptions are intended as guidelines only.
Remember to check with your state’s dental practice act regarding the allowable delegation of duties to dental assistants and dental hygienists.
A copy of the job description should be given to the employee upon hiring and another
