In my view, one of the hardest tasks is recruiting the right candidate to join your team. As this task is extremely important, we have streamlined our group policy and procedures on recruitment.
Over the years, we have used different methods of recruitment to try to select the best possible candidates. Methods have included use of recruitment agencies, word of mouth amongst our own staff, internal promotions, agency recruitment and the internet. In addition, some potential candidates either e-mail or post their CVs to us.
Of all of the above methods, I have come to rely most on using the internet. We place our adverts on various websites, then source the best CVs that have been submitted. After careful screening of the CVs, we contact the potential candidates and offer them interviews.
Once an interviewee arrives at the practice, they are given a questionnaire to complete so that we have a guideline for the interview. The practice manager carries out the first round of interviews, and from this a shortlist is created. A second round of interviews for the shortlisted candidates is then conducted by me, together with one of the two dentists, and we make that all-important final choice.
The process can be time-consuming, but I find it very effective as I am thorough with my screening process as well as knowing what I will require from the successful candidate. This does mean extra work, as once the selection is made it is important to collect all the necessary essential documents as well as following up on at least two character references.
Obtaining references can be testing, as at times it is difficult to get a character reference in a short space of time, which means making the request several times. This can prevent you from making the job offer as soon as you would like. In order, to get around this issue, we now ask potential candidates to provide written references at the time of their interview.
I find that going through the recruitment process yourself rather than using an agency means that you get a clearer picture, as the potential candidate has not been coached on what to say during the interview process. You can also be flexible in terms of salary, taking into account what you feel the candidate and their experience is worth to the role that you are filling. There is no placement fee incurred as there would be with an agency, and therefore there is also no disappointment six weeks down the line if it does not work out; at this point, you would no longer be entitled to a percentage back from the agency.
The process of recruitment may be time-consuming, but it is definitely cost-effective; this is particularly relevant during a time of recession, as we are all trying to watch our spending.
I have been in England for nine years now, and I have noticed that there is definitely a period of difficulty in recruitment at some points during the year. I have become aware that it is difficult to recruit staff between September and January. The rate of response to advertisements on the internet or through agencies slows down radically, and I can only attribute the start of this difficult period to the end of the school summer holidays, and the end of the difficult period to the approach of December and therefore to staff waiting in their current posts to be paid bonuses or incentives.
This issue can be extremely frustrating; it creates stress for the whole team when someone hands in their notice around this time of year, as the remaining members of staff have to pick up the shortfall. Agencies also tend to be short on nurses around this time of year, so if you do not get your bookings in early enough, you will find yourself without a nurse.
As we are a group of six practices, we are able to have a couple of extra staff in some of the bigger branches. This allows us to send staff to cover temporary shortfalls, which brings stability to the practices. However, if annual leave requests around summer time are not managed effectively, it is still possible to find yourself short-staffed.
We have recently had dealings with a government-sponsored recruitment company which offers apprenticeships to school leavers. The agency does all the screening and recruitment, and pays for the candidates to receive training. It is our responsibility to mentor and direct them in all other areas of employment. Their tutor comes to the practice to carry out assessments. This is cost-effective as you can pay the student either the minimum fee of £2.50 per hour, or more if you wish to do so. This is an ideal opportunity to help someone young to get into the market place and have an opportunity to develop, and as it is affordable you are able to have an extra member of staff as part of your contingency plan for avoiding disaster when it comes to functionality on a day-to-day basis.
As Winston Churchill said:
“A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.”