HOW TO INTERVIEW FOR SUPER-STAR AUXILIARIES (Part 2 )

The hiring process begins when your office places advertisements online or in print media or issues word-of-mouth hiring notices.  As resumes are received, an experienced staff member or the dentist should read and divide the resumes into three categories:  (1) Invite applicant to office to complete an application and to interview; (2) Hold for possible office interview; (3) Reject.

Note:  Employment applications are critically important documents which, once completed by an applicant, must be retained for at least one year whether or not the person is hired.  Failure to retain an application and notes from the interview could be construed as disposal of evidence that some type of discrimination affected the decision not to hire a particular individual.  The burden of proof of non-discrimination lies with the employer should discrimination be charged by the failed applicant.  Additionally, there are a number of questions which may NOT be asked during the interview, such as age, race, marital status, sexual orientation, religious affiliations, etc.  Suggestion: have your job application form reviewed by an attorney well versed in labor law.

The initial interview can be done by the dentist, the practice administrator, or a senior staff member.  Chat a few moments to put the applicant at ease.  As the formal interview begins, a statement such as, “I’m going to be making notes as we talk so I can remember our discussion and your strengths.” will explain your following scripted questions and writing notes during the interview.  Choose several questions from each section in the list below, noting the characteristics in the title of each section.  Answers to the questions should provide significant insight on each set of attributes.  The interviewer should talk less than 25% of the time.  Let pauses happen.  They too can be indicative of the applicant’s poise, quick thinking, and finesse.