Dental Practice Management. Part 2 continues with the next critical steps in choosing the best applicant for your team. With proper planning and excellent communication, you'll be ready to ask the right questions to find the answers you really need to know before offering the position to the applicant. Initial screening In many practices, the senior or supervising team member does the initial screening over the telephone. This screening saves the dentist time and allows team members to be involved in developing the team. I suggest a screening form be developed that asks the basic questions that you'll need to know before any more time is invested in the interviewing process. Questions asked by the interviewee General demeanor of the interviewee -- Was the person interested, upbeat, lethargic, demanding?
If the telephone screening is successful, the next step is to review the employee application. Interviewing technique There are many different styles and methods for interviewing. The interview Dr. Related Reading. Build an Interview. Applying Core Competencies to Selection Interviews Perry Alter and Blake Lowry Introduction Core competencies are now commonplace in large companies.
They are the skills, behaviors, and knowledge that create competitive business advantage and distinguish high from average performance. Often, companies go to great lengths to behaviorally define the five to 10 competencies they want all employees to demonstrate as they do their jobs. By using core competencies to clarify desired performance for employees, organizations focus employees toward the most critical business priorities. But, are organizations doing enough to ensure their strategic competencies are supported by their employee systems? By selecting employees who are already strong in the organization’s core competencies, organizations can effectively weave the competencies into their ongoing daily performance. Why should a company apply its core competencies to selection interviews? Let’s look at this in more depth. Build an Interview. 7 Keys to Effective Selection Interviews Steven Moulton What Research Tells Us Over the last 50 years, researchers have conducted numerous studies on the employment selection process.
The studies discussed here are some of the most current. We hope this information will help you make better hiring decisions. 1. Wiesner, W. The results showed that structured interviews were more than twice as effective as unstructured interviews. The Wiesner and Cronshaw study reflected some interesting statistics. 1. 2. 2. Huffcutt, A. This review of 49 studies considered the impact of such factors as structure, type of interviews, and job complexity in assessing the extent to which employment interview evaluations reflect cognitive ability. 3. Pulakos, E. In this study, two groups of 108 subjects were interviewed. Campion, M.
This study was conducted to see if a structured interview can have incremental validity in the prediction of job performance beyond a battery of cognitive ability tests. 4. 5. 1. 2. How to Conduct a Job Interview. At first blush, the job interview can seem like a simple enough meeting to conduct: shake hands, make small talk, ask questions, and compare the candidates.
But how do you keep from hiring someone whose best skill is coming off well in a job interview? "There's actually a lot of preparation that goes into a good professional interview," says Janis Whitaker, the author of Interviewing by Example. "Most people can't wing it off of the top of their heads. " The cost of a bad hire is steep, and it's not just the wasted salary that's expensive. Severance payments, training time, potential customer problems, and recruiting a replacement are all items that you'd prefer to leave out of your budget. Many experts estimate that the cost of a bad hire exceeds the annual salary of a position. To prevent your company from making an expensive hiring mistake, it's important to have an intentional process for conducting interviews. How to Conduct a Job Interview: Know What You're After • Do your homework. 3 Interview Questions. Job Interviews: 5 Questions Great Candidates Ask.