dentistry

 

As specialists in the dental recruitment market we’re always having conversations with clients here at Blue Sky People – keen to recruit talented, motivated dental nurses, support or practice management staff to their team.

 

It is fair to say that there is rarely a budget set aside for replacing a key member of staff in much the same way that there are rarely funds set aside for replacing high value capital dental surgery equipment when it fails.

 

If your sterilisation equipment for example needs replacing, it is unlikely that dental business owners search for hours for the lowest possible cost replacement on the internet, albeit they would clearly shop around the main agents. And yet, that is what so many will do when recruiting a key member of staff.

 

Most recently, one prospective client spent several weeks, looking through well over 150 CV’s they had confidently received through cheap online adverts, rejecting over 90% of them in the process. Of those that they did invite in for interview and by the time they had, three had already secured other jobs and two didn’t even bother to turn up for their interview.

 

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This is not a unique situation, we frequently see advice being given to “advertise on generalist job boards as you’ll get dozens of applications” – but do you really want to spend hours looking at irrelevant CV’s or schedule time out of your day to interview people who don’t bother to turn up?

 

As a specialist dental recruitment agency, we work through hundreds of CV’s every week – but then that is our job. We’re here to identify the gaps in CV’s, talk to the candidates and find out why they are moving or are out of a job. In short, we’re paid to sort through the less likely candidates, so that our clients don’t have to.

 

By no means am I suggesting that every time you need to recruit, you pick up the phone to a specialist recruiter such as ourselves (although it would be nice if we did hear from you), but certainly give sites such as the British Association of Dental Nurses job board a try first http://badn.dentaljobsgroup.co.uk

 

At least that way you are targeting people who work in the dental market and are likely to be interested in the CV’s you receive.

 

Value your time and that of your practice management staff when recruiting. It is easy to think you’ve recruited a member of staff for £50, but if you actually consider the wasted man-hours, that is rarely the case. Even more costly is the decision to recruit the wrong person, but that’s a conversation for another time!

 

Happy to continue this conversation in person, just email..

Paul Holborn

Director

Blue Sky People

paul@blueskypeople.co.uk

 

 

 

At present there sometimes seems to be a surfeit of dental jobs out there but the market for choice dental associate jobs is becoming very competitive.

Many young dentists aspire to work in the private sector and we are often asked for advice on how to be able to compete for these types of positions.

Jan Clarke BDS is a Business Mentor/Coach with Rose & Co and was a Practice Principal for 17 years. We asked Jan for some pointers on what Principals might be looking for when comparing CVs or throughout the recruitment and interview process:-

 

  • Keep up to date with CPD and not just core CPD, you should start to invest in yourself by attending good quality courses that show an understanding of career and self development.

 

  • Qualifications matter but are not the be all and end all. A good depth of knowledge and being able to demonstrate that, is more valuable.

 

  • With that in mind invest in some good photographic equipment and start to keep a portfolio of cases. This will help with patient education anyway, but it is no longer accepted to expect a practice to supply you with all the equipment for photography. It will be an expense you will not regret.

 

  • Join a study group. Peer review is essential for growth and development as a clinician and a dentist who can show he regularly shares his cases, successes and failures, is a dentist who can show he is learning and growing.

 

  • Find a mentor, someone you look up to and admire and ask them if they will help guide your career. Most older dentists are delighted to support younger colleagues. I know I have enjoyed seeing my young vocational trainees move on to buy their own practices or specialise in their chosen field.

 

  • Network, attend local meetings, participate in social media sites. Some of the best jobs never get to be advertised or are being discretely marketed by specialist agencies.

 

  • Get involved with your practice. An associate who helps within the practice and can be seen to be a team player will stand out. Consider taking responsibility for audit or help train the rest of the team in a new procedure you may have started. This will also help you get more out of the job you are already in. Participate!

 

  • Don’t get involved in any team gossip/politics. Team members may come to you with gripes about the “Boss”, try and help them see the problems and the solutions and encourage them to go to the Principal with solutions. A happy, proactive team is a productive team and will generate a better working environment for all. Sometimes associates forget they can help improve this and you might just learn some very useful skills for your next positions.

 

  • And of course, register your CV with a specialist recruitment agency such as Blue Sky People, so when the perfect job comes on the market you can be one of the first to be contacted about it.

 

We would be delighted to hear from you and discuss your employment requirements so when the time is right….

 

Paul

paul@blueskypeople.co.uk

 

 

 

A month ago, we received a marketing email from a company specializing in marketing. My initial reaction was to delete the email as spam marketing, but having read it in more detail I was actually quite interested in what this particular marketing firm had to offer.

 

I duly replied to their email and also left a brief message on their answer service suggesting I would be interested in a more detailed conversation – particularly as their MD was in the area the following week.

 

A month later and nothing! No response at all. No phone call, not even a courtesy email to suggest they’d been “overwhelmed by the positive response” (or similar marketing speak) and would get back to me soon.

 

Day to day many small businesses and dental practices in particular do exactly the same thing. Spend time, effort, and money on marketing their business or services, promoting themselves on Google with SEO, or Adwords with very little thought given to how they might actually handle new enquiries or monitor their return on investment (ROI).

 

Often their reception and admin teams aren’t aware the practice has adverts or promotions running, are not able to appropriately handle calls and enquiries and very often don’t convert the enquiry in to revenue as a result.

 

More and more we’re being asked to recruit customer service management or business management professionals for our dental practice clients as they realise the merits of moving away from a patient centric to a customer/consumer led approach.

 

There are thousands of talented practice managers within dentistry, however very few have customer service or management training and in modern dentistry many are now expected to be marketing experts and social media gurus with little or no training and support. Thankfully there are some great businesses out there specialising in the dental sector who can help, whether you are after a comprehensive business support through Rose & Co or simply want some fresh training through the likes of NBS Training.

 

Whilst there are literally dozens of marketing companies who’ll gladly take your money to put together an attractive and eye catching campaign for your practice, before you look to attract more clients – or share a promotion, you should give some thought to whether your team is appropriately geared to handle a positive response.

 

The particular marketing company we were keen to do business with clearly weren’t prepared at all. But by making sure you’re geared for a positive response to any practice marketing campaigns – you can deliver that brilliant first impression which can, and often does lead to long standing customer loyalty.

 

 

We regularly talk to clients and candidates with pre-conceived ideas of what an agency does often resigned to the fact that having tried everything else to try and recruit a candidate, or having searched all the usual media to find a job – end up talking to a recruitment agent as a some what last resort.

It is fair to say, I understand the frustration and spend a lot of my time reassuring practices and candidates alike, that all is not lost.

As a principal of a practice, you’re likely to have spent your money placing an advert, your evenings reviewing countless CVs only to realise that there isn’t a single candidate worth interviewing. Recruitment can prove not only frustrating, but hugely time consuming.

Likewise as an enthusiastic, driven job-seeker, you can spend countless hours looking through the hundreds of adverts out there (many of which are out of date) only to find the same old jobs advertised again and again, or nothing in the locations you are keen to work in.

Now, we certainly wouldn’t profess to being able to solve everyone’s recruitment problems, but where recruitment agencies can offer a genuinely valuable service is giving you some of your time back.

If we’re marketing your job, we’ll advertise across a multitude of different media as well as to our extensive database of candidates and when we do send a CV, you should expect each candidate to be worthy of consideration.

Over 40% of the people we place in jobs, were not actively looking for a new post when we made contact with them about a new opportunity and frequently the very best jobs we have on our books don’t even get advertised. They are simply filled from contacts within our existing network, or from our CV database.

Fascinating opportunities like a Locum in the Cayman Islands or a stint in the Falklands or even a specialist role in London’s Harley Street district might not be for everyone, but interesting and varied opportunities come across our desk daily and you’d need to be registered with us or be part of our social media networks on LinkedIn, Facebook and Google+ to be updated on some of the terrific jobs we get to recruit for.

We would be delighted to connect there so do join us and let us help get your workload to achieve a better work life balance for you.

 

Paul