May this post be sound advice to those who are still on the job market?
As a business owner, there are times when I have to make decisions on staffing.? It is something I dread because the process is often arduous and frustrating.
As I reflect on my search for an assistant two years ago, I am reminded of the dozens of resumes and cover letters that I sifted through, the numerous phone interviews I conducted, and ultimately, the two candidates who made it to in-person interviews after positive reference checks.? The assistant who now works for me has been an integral part of my growing practice.?
Why is the process so difficult?? From my perspective, there seems to be a shortage of quality candidates with the genuine intention to work hard, improve on their skills, and care for those they serve.?? The ideal dental employee would be personable, caring, efficient, conscientious, inquisitive and hardworking.? Although experience is a desirable asset, it can also be a hindering factor if the employee is too set in her ways to be able to integrate new techniques into her skill set.? Job seekers should always bear in mind that everything asked of you in each stage of the hiring process is a test.? Failure to recognize that diminishes the strength of the application significantly when one is unprepared to engage competitively amongst a sea of applicants.?
The resume and cover letter together form the first impression that a prospective candidate makes on an employer.? Most candidates will fail at this crucial first step simply by not submitting the requisite documents in their applications.? A resume without an accompanying cover letter shows that the candidate either did not read the job posting carefully, or that she could not be bothered to respect her potential employer?s requirements?neither would bode well for the job seeker?s chances at being taken seriously.?? In addition, an outdated resume or one riddled with spelling and grammatical errors is unacceptable when ?attention to detail? and ?having a good command of written and spoken English? are highlighted in the job posting.? When I responded to a job applicant who was seeking a part time position that I was looking for a full time employee, she replied, ?Just ignore my resume. ?I didn?t update it.?? The callousness in that statement was, to say the least, infuriating.? In another resume submission, the candidate?s name was spelled differently every time it appeared.?? I responded, ?So what would you like me to call you???
The fact that the majority who are invited for a phone interview do not fare very well quickly shows that perfectly written resumes and cover letters can easily be downloaded, cut-and-pasted, and plagiarised (which of course means that those who submit typo-ridden resumes have no excuses).? Dishonesty surrounding qualifications and intentions is widespread, but fortunately it can be identified readily with pointed questions to the candidates who are not as thoughtful about covering their tracks.? The reason for the phone interview is two-fold: it saves time from having to schedule in-person interviews for those who are not suitable; it allows assessment of the candidate?s phone manners which is especially relevant in a position that involves extensive interpersonal interaction.? It is not so much the answers given, but rather the manner in which the answers are given that I am listening for.? One candidate that I interviewed was too nervous to properly interpret what was asked, and ended up divulging irrelevant personal information, when all I wanted to know was whether our expectations were complementary, and whether she was qualified for the position.?
The in-person interview is the final hurdle for candidates who have presented themselves well in the first two stages.? A working interview affords the employer an opportunity to assess the applicant?s hard skills, ability to take direction, and overall fit with the practice.? Even with an experienced candidate, one has to ask, ?Is this person trainable???? An applicant?s punctuality, neatness in appearance, confidence in her knowledge and skills, and respect towards others will also be scrutinized and figured into the final decision.? Additionally, I will always include a question that tests the candidate?s basic knowledge.? In a recent battery of interviews, being fully aware that none of the candidates had been able to answer the question, I realized I was far happier with the words ?I don?t know?, which admitted ignorance, rather than wild guesses that betrayed arrogance.?
Reference checks are useful to an extent.? Unfortunately, someone who ?was able to complete all assigned tasks? in a previous position will not necessarily make a good employee, especially when she was never given any meaningful or challenging tasks. ?One can only do one?s best at reading between the lines, even when those lines are flowery and glowing.?
In the past week, I have hired two new employees.?? I followed my convictions, and I made sure I did not sacrifice long term goals for short term gratification.? It was not a painless experience, but hopefully, it will all be worth it in the end.
Source: http://leslievilledentistry.com/blog/?p=112
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