Dental Talent – Recruitment Guide
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Part 1, What is Recruitment?
Recruitment is the process that involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and on-boarding employees.
In dental practices, recruitment is typically the responsibility of a Practice Manager or Principal Dentist.
What Goes into a Perfect Recruitment Process?
An efficient recruitment process is an organisation-specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help your practice grow. An all-inclusive recruitment process has 5 key phases but it may vary from practice to practice depending on the organisational structure, size of the company, nature of operations, existing recruitment and selection process.
Importance of a Strong Recruitment Process
Any foolproof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented candidates in a tight job market and minimises the time involved in finding candidates and filling roles for the present and future requirements of the practice. A well-planned and thoughtfully crafted recruitment process helps the hiring manager filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions. The recruitment process not only reflects the practice’s professionalism but also helps attract the right kind of candidates while saving the time and money spent on identifying, attracting, engaging, recruiting and retaining talent.
7 Phases in a Recruitment Process
The recruitment lifecycle consists of seven interrelated steps which are as follows:
Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place. So, your recruitment process should start with identifying the vacancies that exist followed by analysing the job specifications including the knowledge, skills and experience needed for the role. Here’s how you can determine your hiring needs:
Figure out where the gaps are in your current team. Check if you have new needs in terms of ability, performance or personality. Ask yourself if you need someone to take care of something that is not being addressed currently. This will tell you that there is a hiring need.
Keep a track of input versus output when it comes to your team. See if there is an increase in workload that needs to be addressed by hiring.
Regularly analyse performance and make a list of missing qualities, qualifications, skills and proficiencies that you need to add to your team. This can also signal towards hiring needs.
Be mindful of existing employees leaving. This is definitely when you will have a hiring need. Every time you recognise that there is indeed a hiring need, act before it becomes a pressing matter.
The recruitment process starts off with recruitment planning that involves analysing and describing job specifications, qualifications, experience, and skills required to fill the open positions. If the recruitment plan is not well-structured, it may fail to attract potential employees from a pool of candidates.
Factors That Influence Recruitment
Setting up the Best Recruitment Team
A strong recruitment team ensures a strong recruitment process. The team’s role in the recruitment
process is crucial because one wrong decision can affect the productivity of the entire practice.
The best recruitment team should be able to:
- Clearly identify the job vacancy and define the qualities of an ideal candidate.
- Write a clear job description to enable candidates to understand the job and to assess whether they are the right fit.
- Create an outline detailing the qualities needed in an ideal candidate, which will also help later during the candidate selection process.
Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job. Preparing a comprehensive job description (JD) will help you know what your potential employees must have in order to meet the demands of the role. More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying. It is a tool to ensure that you get applications from the right candidates.
Checklist to Crafting the Perfect Job Description
- Practice Name & Description
- Core Values
- Benefits Offered
- Job Title
- Description of Duties
- Demand (specific skill set, knowledge, experience or training required for the job)
- Qualities that are nice to have and would be an added advantage
Use the right keywords
Use bullets to break the monotony
Keep the tone conversational
Provide details when you can
Don’t use big chunks of text
Don’t use jargons or metaphors
Don’t sugarcoat the challenging
aspects – great candidates want to
make things happen