396: Insider’s Secrets to the Hiring Nightmare - Deena Meldgin & Courtney Dalton

Insider’s Secrets to the Hiring Nightmare

Episode #396 with Deena Meldgin & Courtney Dalton

There's nothing more important than having the right people around you. But the challenge is finding those right people. There are a few things you need to do before you even think about hiring, and Kirk Behrendt brings in two ACT coaches, Deena Meldgin and Courtney Dalton, to share their secrets to attracting and keeping the best team members. Hiring can be a nightmare — and it doesn't have to be! For the best tips on hiring and to feel better about the hiring process, listen to Episode 396 of The Best Practices Show!

Main Takeaways:

Invest in your current team members.

Find alternatives before you think about hiring.

Core values are essential for successful hiring.

Your favorite people care about the same things as you.

Highlight core values in ads to attract the right people.

Lean into your team for the hiring process.

Quotes:

“It all leads back to core values and making sure that you have an established vision before you even start the hiring process.” (4:31—4:37)

“There was a big issue with a team member, and I kept saying, ‘The issue is that they're not a good core values fit.’ And I kept getting brushed off until it hit them in the face that, ‘Yeah, you're right. They're not a bad person; they're just not a great fit for the direction the practice is going, and for the belief that the practice has, and how it wants to move forward.’ So, all roads lead back to core values.” (5:24—5:48)

“Another way to really attract people that align with your values is to really call it out in your ad, ‘Here’s what we represent.’ I absolutely love that, because I think that your best team members, or the best team members in dentistry, they have a job. They have a position right now. Right? And they're looking for something else because of a cultural change or a leadership change. And so, if our ads stand out and share what we represent, we’re more likely to attract people who align with those values.” (11:50—12:21)

“[Get] creative with putting out — even in our social media — like, how can we continue to attract people who are excited about our values, excited about who we are? People aren't looking for an ad that talks about all of their responsibilities. They're looking for something that stands out. So, go into it as if you're on the other end. What's going to stand out? Even ask some of your team members. Maybe you're looking for a hygienist. As a hygienist, what would stand out to you? What are some things that you would like to see in order to click that button and apply?” (17:14—17:48)

“If at all possible, if we can avoid the hiring crisis right now, because everyone’s in it and everybody’s feeling it, is there an alternative within who we have to get everybody realigned? Do we really have to hire? Is the issue that someone wants to leave who is unhappy? Can we have more frequent check-ins with that team member and get back in alignment? Will that solve the problem? Is it on the clinical end or the admin end? It’s so easy to say, ‘Okay, we’ll terminate, and we’ll stop this working relationship.’ But is that the easiest thing right now? No. There's not a whole lot of bite. So, maybe, really, the answer is more internal than external.” (18:00—18:43)

“Sometimes, tapping into your own team who already does align with how you think and your core values, that's one of the best assets that you can tap into, is to network through them. If they are a good fit with you, they probably know people who are a good fit with them and inherently would be a likely good fit for you. And if you lean into your team when you do have those people come in, ask them their opinion. If your team is really strong and your team feels like this wouldn't be a good fit, they're probably right. If they love that person, even if they do know that person, or they don't, and they say, ‘Yes! We would love to work with them,’ listen to your team. They're your best resource sitting right there that can help guide you through the hiring process.” (22:44—23:35)

“One of the questions I like to ask [in the interview process] is, ‘What does your ideal environment look like? What does your ideal dental practice look like?’ Their response will help you really vet them out to see if that is somebody that aligns with your practice culture.” (27:49—28:05)

“I think it all goes back to two things. If you're going to go external, list the core values. Make your ad different. If it’s a big, fat paragraph of words all together, that's boring. That doesn't stand out, even if the content is great. Make it look different. Make me want to click on that, and open it, and read it. And add your core values in there to see whose antennas go up once they do read those. And if you're able to keep it internal, lean into your team. Network through them. See who they know. See who they can branch out to.” (28:44—29:19)

Snippets:

0:00 Introduction.

1:16 Deena and Courtney’s backgrounds.

2:47 Core values are important in hiring the right people.

7:28 How to attract the right people.

13:32 Lean hard into core values.

16:48 Get creative with ads.

18:43 Look for alternatives before hiring.

19:41 Always be on the lookout for future hires.

22:36 Tap into your existing team in the hiring process.

23:35 Standardize your application process.

24:58 Core values are stabilizers.

27:28 Last thoughts about the hiring process.

Reach Out to Deena and Courtney:

Deena’s email: deena@actdental.com 

Courtney’s email: courtney@actdental.com 

Courtney’s Facebook: https://www.facebook.com/courtney.dalton.739  

Courtney’s social media: @courtney.hannig

Kirk’s email: kirk@actdental.com 

Resources:

Traction by Gino Wickman: https://www.eosworldwide.com/traction-book

Deena Meldgin Bio:

Deena is a lead practice coach passionate about practice administration, team building, and practice performance. She has been working in the industry since 2006 and has become well- versed in dental administrative systems and helping practices improve results. Deena enjoys strengthening office communication and elevating team attitude while creating a happy and high-performing practice environment.

Deena shares, “I enjoy coaching teams who want to work more cohesively and ultimately grow together.”

When Deena isn’t working, she enjoys spending time with Matt and two English bulldogs, Sumo and Benny.

Courtney Dalton Bio:

Courtney Dalton is a lead practice coach who focuses on establishing a solid foundation in order for a practice to thrive. With over 15 years of experience in the dental industry, she is as passionate about patient care as she is about those who are providing it.

Courtney has an A.S. in Dental Hygiene from Manor College and a B.S. in Exercise Physiology from West Virginia University. Outside of coaching, she enjoys teaching group exercise classes and spending time with her husband, Dan, and children, Lola and Levi.