Читать книгу Creating and Updating an Employee Policy Manual: Policies for Your Practice - American Dental Association - Страница 26

When searching for new staff, look for skills and certifications, as well as compatibility and a good attitude. The new employee should have the same goals as your practice. Obtain input from your current dental team members during the hiring process. They can help contribute to the success of the new employee.

Be sure applicants can provide a current license or certification for jobs that require them. In addition, you’ll want to prescreen your potential employees. The section “Reference Checks” will provide additional information on previous employment and background and credit checks.

When interviewing, you might discuss membership in professional associations (such as ADA, ADAA and ADHA) and continuing education (CE) background, as well as associated travel expectations as part of the hiring process. Ideally, you should look for applicants who consider CE learning to be a professional priority. If someone doesn’t show an interest in CE, they’ll probably view it as an obligation, rather than a benefit. Presenting a written job description and the CE policy — with practice-paid limitations and allowable time off — during the interview can reduce disappointments later.

Check with a qualified attorney regarding appropriate interview questions under applicable employment laws. The key is to ask questions related only to the person’s ability to perform the position’s responsibilities, and to avoid asking personal or legally inappropriate questions that could result in a discrimination claim. Do not ask such questions even if the applicant volunteers information on a subject.

FIGURE 1.15 SAMPLE INTERVIEW QUESTIONS