New Solutions to Challenges of Finding Temporary Staffing for Dental Offices
Addison, TX (PRWEB) August 15, 2011
DentalSpots.com founder Feridoon Amini today announces the release of several valuable steps to help dentists in their never-ending quest to fill vacant office positions. In conjunction with a newly updated website, these tips for finding qualified candidates can help dental practitioners maintain consistent production levels in the face of todays increasing reliance on part-time and temporary help.
Prime among these challenges is the difficulty in identifying qualified temporary help.
Ive had employees quit suddenly, not even show up, and it happens to all dentists I talk to, says Mojan Safavi, DDS who practices in McKinney, TX. We struggle with these issues on a regular basis, hoping to find a solution so our practices arent hijacked by our staff.
By applying Aminis strategies and harnessing the power of the Internet, practitioners can regain control of their office.
1. Develop a written process that anyone can follow
Amini points out that the dental industry places too great a reliance on individuals, which greatly hampers productivity in any given individuals absence. In contrast, large organizations usually have processes in place with each job well documented so that someone else can step into the job and work can continue.
Amini recommends that office owners implement a requirement that all employees document in writing the processes so anyone can follow the steps if needed.
2. Employ new technology to find qualified employees
Amini illustrates the trouble with accepting temporary help without a vetting process.
Ive observed two different types of temporary workers: those that cant keep a permanent job because no one wants them around for more than a week; and solid people who have other things to do with the rest of their time and just like to work occasionally.
One way to separate the two and avoid surprises is to find a website that incorporates a rating system to assess qualifications before you hire the worker.
3. Keep staff levels at a necessary minimum
Amini notes that some dental practitioners still maintain a bloated headcount in hopes things will pick up. This can waste thousands of dollars each month.
A better strategy consists of holding onto a solid core of permanent employees, and relying on temporary workers only when needed.
4. Keep acquisition costs to a minimum
Given the inexpensive resources found on the Internet, it is now hard to justify calling on costly brick and mortar temporary agencies.
The agencies I used in the past would charge me charge me $ 30 to $ 50 a day as their cut, says Safavi. Additionally, if the agency sends you someone who is very skilled, and you want to hire them permanently, you have to pay as much as $ 2,000 to the agency.
By skipping an agency and using a dentist-only website that allows the posting of temporary jobs and the screening of candidates based on skills and ratings for free, dentists can save hundreds of dollars. The newly updated DentalSpots.com site, for example, requires a nominal fee only when a job-seeker is selected, and then nothing else even if the candidate is hired on a permanent basis.
To further educate dentists about potential help, the newly updated DentalSpots.com site has built in a means to allow dentists or office managers to rate recently acquired temporary help.
Using the Dental Spots site, we have little to lose because they only charge us when we find someone we want, says Fariba Dadgostar, general manager for the Dossett Dental chain. Even at that, the fee is only ten dollars.
5. Utilize local talent
In some large organizations, HR department are given a mandate to not hire anyone, no matter how qualified, that lives beyond a defined distance. Dentists can take a page from this book.
A practitioner is well advised to utilize a website that facilitates the hiring of help who are proximate to the practice location. Some of the best offer a map for easy assessment of the distance. At some sites, employees can even declare, in advance, how far they are willing to drive.
6. Develop a sense of community the potential pool of employee candidates
Amini recommends staying in touch with qualified workers who you can call on immediately.
Take advantage of dental-industry specific websites that can double as a social networking site. Limiting that on-line community to dental practitioners and their employees makes everything all the more personal, in contrast to job-aggregation sites like CareerBuilder.com, etc.
There really are a lot of good resources out there, Amini points out. All you need to do is to connect to them.
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