Welcome back! We hope you downloaded our free guide on sample interview questions and questions/topics to avoid asking a potential candidate. If not, you MUST download it now, we shared some valuable tips that you can’t afford to miss out!
The next step to find and hire your next employee of the month: do your due diligence! All candidates who apply for the position have one goal in mind- to get hired. They will do and say whatever it takes to make sure this happens! Do not be fooled… remember, you are investing your time, money and practices reputation on this person. They need to be top notch!
Reference checks are often overlooked and misunderstood
Would you ever buy a house without getting a home inspection first? You could be potentially walking into a money pit. Of course, you wouldn’t risk losing thousands of dollars! So why would you hire someone without doing a reference and background check?!?
Conducting reference checks can be one of the most important steps in the selection process. Since past performance is often the best indicator of future performance, references allow you to talk to their former employers in order to determine if the candidate being considered is the best person for your practice!
By conducting reference checks, you can avoid costs associated with failed probation periods and poor performances which can impact your current team dynamic and quality of patient care and damage your reputation.
Before making the calls, it is good practice to make a list of questions so that you are asking the same set of questions, giving you a consistent frame on which to base your decisions. All questions should be job-related and legal. You cannot ask questions during a reference check that you are prohibited from asking during an interview. – Don’t worry! We’ve got you covered…download some sample questions here
What kind of checks should I do?
There are a variety of checks you can perform on your potential employees. But first, before you begin this process, you must obtain consent from the applicant to contact their references!
Aside from reference checks, background checks should be next on your list! Performing background checks on your potential employee is an effective way to discover potential issues that could affect your business. We already touched on this here on the blog, but this candidate will have access to patients personal, medical and financial information! Sadly, fraud is very prevalent in our industry. Taking this one step could save you THOUSANDS! Another thing to consider is that this candidate will be working directly with or on your patients. What if there was a serious conviction in their past of substance abuse or a sexual offense? You could be leaving your patients and your practice vulnerable! A lot at risk here!
There are several companies that can perform a thorough background check that covers criminal reports, credit history, educational verification and much more! To process a background check, you need written consent from your employee. For prospective employees, the credit check should be completed only after a conditional offer of employment has been made in writing.
In summary, bad hiring decisions can and should be minimized by performing due diligence. Now more than ever, you need to redirect your hiring techniques and incorporate all of the recruiting methods available to you. Let’s be honest here- Your entire practice benefits when you conduct an appropriate reference or background check on any potential candidates!
Don’t forget to download the ultimate reference check guide now! If you are enjoying our series so far, please spread the word and share this with your Dental friends who would find this information of benefit!
Next week we will start our next series: “I hired someone…now what? How to retain TOP talent!” We will discuss proper onboarding and integration, employment contracts, job descriptions, performance reviews and much more! Till next time 😊