Avoid the top 10 hiring mistakes

August 22, 2015

Filed under: Announcements,General,HR Compliance,Practice Leadership,Practice Resources — Ginny Hegarty @ 10:42 am

FullSizeRenderDoctors, I’m happy to share the link to the American Dental Association’s 2015 Summer Edition of Dental Practice Success and my article on page 6 Avoid the top 10 hiring mistakes.

 

 

Four Steps To A Great Hire

May 23, 2015

Filed under: Announcements,General,HR Compliance,Practice Leadership,Practice Resources — Ginny Hegarty @ 10:46 am

ADA Hegarty CourseThe American Dental Association, in partnership with the University of Notre Dame, has introduced the ADA Executive Program in Dental Practice Management.  The preview of my course Four Steps To A Great Hire is now available at this link.

Wondering what this online Certificate Program is all about? The ADA explains “this unique, six-course certificate program features the only blended curriculum that combines insight from the nation’s largest dental association with business acumen from a top-ranked business university.” I’d strongly encourage you to visit this link to see the comprehensive course offerings.

To Tell The Truth: Hiring… on Purpose

December 1, 2014

Do You Remember the old game show “To Tell The Truth?”

This long-runTTTTning game show featured challengers who were introduced and all  claimed to be the central character. Celebrity panelists conducted a Q&A and then  had to choose who they thought was actually telling the truth and was the real  central character.

 When it comes to finding the next best team member for your practice, you too will  face multiple candidates who claim to be the ‘real thing.’

Let’s spend some time talking about how you can navigate these tricky waters and improve your chances for success. In this webinar, we’ll review laws, recommendations and follow actual candidates through the selection process.

Hiring may be more art than science… but there’s so much you can do to tip the odds of making a good hire in your favor. Please join me Tuesday, December 2, 2014 at 5:00 Pacific & 8:00 Eastern for an interactive webinar, Hiring… on Purpose!

You will learn:

  • To add rigor to your hiring process to improve the odds you hire right – the first time
  • How to separate the best interviewers from the best candidates – this is huge!
  • Gain confidence as an interviewer as we review actual questions & answers from real dental practice interviews
  • Protect your practice and yourself by understanding the legalities that exist in the hiring process
  • You’ll see if you can indeed “pick the winner.”

Click this link to register for this webinar hosted by The Scheduling College 

Team Meetings That Work

September 23, 2014

My favorite team meeting, the one I want to attend is “The Meeting After The Meeting”; the one that takes place in the hallway, sterilization area or at the front desk when the team separates into groups and has a no-holds barred discussion of exactly what should have been said at “The Official Meeting”.  It’s in this raw honesty that change is possible and we can create an agenda that fuels Team Meetings That Work!

The trouble is that “The Meeting After The Meeting” is private, by invitation-only and it’s a tough ticket to get.  

Click on this link to read the full text of this article as published in The Progressive Dentist Magazine to learn the surprising 4 steps to set yourself up for Team Meetings That Work 

Prior To The Hire

March 13, 2014

Here is an excerpt from my article Prior To The Hire from The Progressive Dentist Magazine.

There are 6 common biases that create bad hires. Let’s take a closer look to see if you can recognize these behaviors in yourself or your hiring process:

  • Stereotyping: forming a generalized opinion about how people will think, act, or respond, i.e.:  Judging applicants by their physical characteristics such as hair color, body type, or gender, for example, thinking men wouldn’t do well working in the front office or being the only male member of a team.
  • Inconsistent Questions:  Asking different questions of different applicants, i.e.: if you’re not grading on responses to the same questions, how can you truly make comparisons? You must be able to do some quantitative analysis.
  • First Impression Error: Allowing a snap judgment to cloud the entire interview, i.e.: thinking poorly of an applicant because of the school they attended or because you don’t like their fashion sense.
  • Halo / Horn Effect: Allowing one strong or weak point to overshadow everything else, i.e.: learning that an applicant is from your hometown or school or conversely, has a tattoo or piercing visible. Often this occurs based on an answer to one question that is different than you expected.
  • Contrast Effect: Believing good candidates who interview right after weak candidates are stronger by comparison than they truly are. Let’s face it, after a few disappointing interviews, it’s easy for an average applicant to make a big impression.
  • Cultural Noise: Failure to recognize when an applicant is being politically correct and/or telling you what you want to hear rather than the actual truth.  Don’t take answers at face value, dig deeper. One of the best replies to a first response is simply “tell me more.” Get very comfortable with a silent pause… give the applicant time to think and chances are you will gain valuable insight. Also be certain to keep your eyes on the candidate as they answer your questions, otherwise you risk missing the visual, the body language clues that they are making things up as they go along.

The full text of article is available for a limited time at TheProDentist.com along with full access to the current issue of this leading subscription-based magazine about the business of dentistry.

DentistryIQ: “I Don’t Get Paid When Patients Don’t Show Up”

May 30, 2013

A hygienist wrote in to Dentistry IQ’s Thursday Troubleshooter with this concern:  “I was wondering if anyone else is having to clock back in and out if a patient fails to come and yes, I am a hourly employee. I would appreciate any info.” 

Is this a viable option or a classic “lose/lose” solution? 

 

 http://bit.ly/140UsHL

8 Tips To Be A Better Leader

March 19, 2013

Proud to once again be a part of Dentistry IQ’s 100 Best Tips   Here’s my latest contribution in Dentistry IQ 8 Tips To Be a Better Leader 

8 Tips to Be A Better Leader including a tip from Ginny Hegarty, SPHR

Real-time feedback is where people strategy and strong business results intersect! Nothing changes without your feedback. The more timely your feedback, the more agile your team, and, therefore, the more effective and profitable your business. Embrace a proactive human resource strategy for performance appraisals – this coaching should be a real-time conversation about personal and professional growth to challenge and support team members to take their performance to the next level. The world has changed: mobile phones, Facebook, Twitter, and texting create immediate feedback in every aspect of our lives. It’s time we raise the bar on human resource leadership in dentistry.
-Ginny Hegarty, SPHR Dental Practice Development, Inc.

Rewrite the Rules

December 20, 2012

It’s easy to tap into your inner child during the holiday season.  Once the visions of sugarplums have finished their dance, bring that ‘3-year old you’ into your business and let that child loose to ask “why?, why?, why? as 3-year olds do.

Pepper yourself and your team with questions about why you do things the way you do them. Step back, take a minute, think it through…

  • is there a better way?
  • a smarter way?
  • an easier way?
  • a less expensive way?
  • Is this guideline helping us or holding us back?
  • Is the reason for this policy even valid anymore?
  • Does this guideline fall short given all the new technology in place?
  • Does this policy apply with this new team we have?
  • Are we stuck in the past and missing opportunities?
  • Is our communication clear enough that our expectations will be met?
  • Does my team know what I need from them?
  • Does my team know how to evaluate their effectiveness?
  • Does my team have the resources, training and support they need and deserve?
  • Am I aware of all of the new federal and state guidelines that I must be following?

The quality of your answers will be a direct result of the quality of your questions. Shake things up and start 2013 off with a brand new energy! Challenge your team to come up with great questions and plan a brainstorming party. Yes, your strategic planning meeting should feel like a party as you create an energy that  excites and inspires you to build a blueprint for success in the New Year.

Objectivity can be elusive… Want help? … that’s what we do. Click here for information on our team workshops and consulting services:  http://bit.ly/UgEjtW

“Rewrite the Rules – Don’t Just Create More Exceptions To Them” – Jeffrey Hollender  Cofounder, Seventh Generation

 

HAD ENOUGH OF CELL PHONES?

August 30, 2012

“I walked into a treatment room today to find my hygienist texting while she waited for me to do a hygiene check.” REALLY?

  Yes, really! I get calls from doctors every month who are appalled that team members are texting, tweeting and facebooking in the treatment room and at the front desk rather than engaging patients. While it may seem like an egregious violation of trust, the fact of the matter is that most employees don’t see their behavior for what it is. Often they are oblivious, simply doing what they always do … unless and until you set guidelines to address cell phone use.

In our uber-connected world, many people are attached to their cell phones 24/7, even sleeping with a smart phone that is being used as an alarm. The only significant time during the course of the day when many people are disconnected and at risk of missing a call or text is when they are in the shower! 

So, what’s an employer to do when this electronic habit interferes with productivity, engagement and business profitability? Your best defense is a good offense. Create, introduce and enforce a cell phone policy for your practice that speels out exactly when and where cell phones are permitted in your office and whether a ring tone, vibrate tone or silent is the required status during work hours.

*FYI:  The courts are siding against employers to the tune of millions of dollars when their employees are involved in auto accidents while using electronic devices . If your team members run errands during work hours or call into your office when running late, protect yourself and your practice. Put a formal written policy in place   >>>more to follow in future post<<<<

Social Media: An HR Opportunity & Challenge for Dentists (Video)

February 26, 2012

Social Media Authority Rita Zamora Interviews Dentistry's HR Expert Ginny Hegarty

Social Media HR Opportunity & Challenge

 

I had the opportunity to speak with Social Media Authority, Rita Zamora about my new article in The Progressive Dentist magazine titled Social Media: An HR Opportunity and Challenge for Dentists.  Here is the link to that video conversation with Rita on YouTube 

 

 

 

 

 

Your Social Media Presence Is Not Voluntary

February 13, 2012

While a Society of Human Resource (SHRM) survey reported that 68% of businesses are using social media, it’s most significant to realize one hundred percent of businesses are impacted by social media, leaving 32% of businesses as unwilling participants. The Eagles’ number one hit in the late 70s claimed that at the Hotel California “you can check out any time you like, but you can never leave.” That’s precisely what happens with social media since the audience, made up of your current and potential customers and employees can control the message about your organization. You don’t even have to check in… you are there… you can never leave.

Do you have a social media policy? Do you have a social media strategy? You’ll need both if you want to positively influence your social media brand.

3-Prong HR Strategy to Protect Your Practice – Part 1

January 11, 2012

Filed under: General,HR Compliance,Practice Leadership — Ginny Hegarty @ 3:36 pm

Don't Just Roll the Dice!

With employee related lawsuits continuing to rise at an alarming rate, it is critical to shine a spotlight on your responsibilities as an employer and get your HR house in order.  Lawsuits are often more about perception than the truth. Commit to a proactive approach to HR compliance, rather than a reactive one and you will not only protect your practice assets, you’ll enjoy a practice that runs much more smoothly, effectively and happily.

1.  Policy &Procedures Manual:

Practical: Management framework for your practice spelling out how you run your practice. A much-appreciated guide for the team to prevents misunderstandings.

Legal Protection: When done well, comprehensively and kept current, it is your best defense of your positions and your good faith attempt to stay on top of your legal responsibilities to your employees. Guided by an HR Professional, you will be aware of all state and federal requirements and your policies and procedures will be compliant. Don’t take chances copying someone else’s manual; the rules change according to number of employees, your state and your type of business.