How to Get High-Performers to Join Your Practice

How to Get High-Performers to Join Your Practice

As nice as it would be, high-performing team members don’t typically fall in our laps. We need to be intentional in finding them. Many times, they aren’t even actively looking for jobs. So, we need to be actively looking for people. We also never know when we’re going to come across a high-performer to add to our team.

When we find high performers, we must be ready to discuss joining our practice with them. This is especially true when building a high-growth, Delivering WOW practice because high performers can help us accelerate our growth. 

Delivering WOW practices are designed to be attractive to candidates, with training, support, and a WOW practice culture in place. Those factors tend to be ready to describe to candidates. We must also make sure we have accurate job descriptions ready to go when we run into candidates so we can begin a discussion about what their position at our practice could look like. 

In the Delivering WOW Platinum Coaching Program, Office Managers & Front Office Team Engagement coach, Dana Pardue Salisbury shared four things to put in every job description to woo high-performers to your practice.

Job Classification

 

How to Get High-Performers to Join Your Practice

 

Dana suggests putting whether the job has an exempt or non-exempt employment status at the top of your job description so candidates can know whether they have upside earning potential through overtime work.

Most team members working in dental offices tend to be considered non-exempt. This means they are qualified to receive overtime and are paid by the hour rather than given a yearly salary. Those with salaries are typically exempt employees. They make what they make whether they work twenty-seven hours a week or fifty hours a week. When non-exempt employees work more than forty hours a week, then they must be paid at 1.5x their pay rate per hour.

When in doubt, reach out for help. Improperly classifying employees can have a big effect on a small business. Ramifications could include paying back-due wages to that employee plus additional penalties.

A Short Job Summary

After you’ve identified the classification of the role, write a job summary that lets candidates know what to actually expect if they join your practice. This is an objective three-sentence paragraph talking about what the job entails as well as a general summary of the job. It should immediately make clear to the potential hire whether the job is a good fit for their talents, dreams, and passions.

An Accurate List of Essential Duties and Responsibilities

 

How to Get High-Performers to Join Your Practice

 

Beyond core attributes, such as having a positive attitude and strong work ethic, the truth is, what constitutes a high-performer varies for each position. That’s why it is very important to have an accurate list of duties and responsibilities laid out for each position.

The accuracy of the list is key. That way, the candidate can evaluate whether they have the skills to excel in on a day-to-day basis. It also identifies areas where they might need additional training beyond adapting to your office’s specific systems and processes. 

Be sure to include a statement that indicates the employee may be asked to handle special projects or other tasks as needed by management so they come in knowing your office is dynamic and needs might change. Also, be sure to mention whether there are travel or supervisory duties affiliated with the role so there are no surprises in those key areas.

An Accurate List of Knowledge, Skills, Abilities, and Core Competencies

In addition to a list of duties and responsibilities, list at least five to ten points of knowledge, skills, abilities, and core competencies that describe an ideal candidate.

These could include qualities like intuitive, creative, emotionally agile, collaborative, self-starter, and others. It could also include knowledge of practice management software or specific people skills. 

Listing the knowledge, skills, abilities, and core competencies lets people know about the environment they will be walking into and whether that’s a good fit for their experience and personality.

Do your job descriptions attract high-performers?

 

How to Get High-Performers to Join Your Practice

 

One of the best ways to attract high-performers to your practice is to be constantly growing and ready to bring exceptional people on your team. One critical piece to being able to do so is to have job descriptions ready that let people know exactly what they can expect and what will be expected of them at your practice. 

If you want help consistently attracting high-performers to your practice sign up for the Delivering WOW Platinum Coaching Program where you and your team can access training and coaching from our team of experts in every part of running a WOW dental practice.

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