Sometimes it pays to make quick decisions.

Sometimes it pays to make quick decisions.


Dentistry is an analytical profession and at practice level it is right and correct that clinical decisions are made based on appropriate evidence and generally conservative in nature.

In business operations however, it sometimes pays to make quick decisions, particularly in attracting and retaining quality staff.

When recruiting, we all like to work to an ideal of say half a dozen or more applications, arrange perhaps 3-4 interviews and end up with two good candidates – the best of which is offered the job and accepts.

The reality for many practices is more likely that they receive 25 CVs, 20 of which are wholly unsuitable. 5 are okay but only 2 are worth interviewing – one of which has accepted another job by the time you ask them in for interview. Sound familiar?


If you are looking to recruit, it helps to have a plan in place to enable you to respond to any quality applications that you might receive. If you work with a good agency, they’ll work with you to discuss appropriate timescales for receiving/reviewing CVs, arranging interviews etc. But if you’re recruiting directly, make sure you have time available to bring candidates in for interview and you’re not off on holiday for 2 weeks just at the adverts go to press. Even better, why not include suggested interview timescales within your adverts.

If it is appropriate to do so, speed up the decision making process at interview stage as well. If you know you’ve found a cracking candidate you’re really keen on don’t let them get away. They could well be going to other interviews, so why not discuss potential packages and possible start dates with them at the interview. You don’t have to make an offer there and then (although you could), but you could certainly gauge their interest and assess whether they’re likely to take the job if they were offered. At the very least you should conclude the interview knowing whether they have got other interviews/offers, when they could start, when they might be looking to hand their notice in and with a very good idea of whether they would accept an offer at a salary/package which you can afford.

There is nothing more wasteful than investing time, money and effort in to the recruitment process to find a great candidate and enthusiastically offer them the job after you’ve interviewed everyone else – only to find out they’ve found a new job elsewhere.



Blue Sky People