career goals. Their first day on the job is less focused on “hoping the job is right for them” and more focused on “learning their new position they are thrilled to accept.” Now, what’s the benefit to you? Allowing a finalist to spend a couple of hours in the saddle with your workgroup grants you much information. Not only are you able to see the candidate’s engagement “in action,” but your staff gain the opportunity to express support or voice their hesitations about hiring a candidate. (We can tell you horror stories of candidates who interviewed beautifully, then couldn’t keep away from their cellphone during the shadow.) When key staff members are enrolled to be a part of the decision to hire, they are more likely to rally around and support the new hire’s successful training. Instead of “seeing if the new gal/guy makes it,” staff become dedicated to assuring they succeed. Behaviors carry strong messages and predict future actions. Did the candidate report on time (or early) in appropriate, clean clothing? Is your finalist taking notes? Are they taking advantage of the opportunity to build rapport with their hopeful future coworkers and ask questions about their potential roles? Are they using discretion when at the front desk for what is appropriate to say within patient earshot? Are they taking the opportunity to (sincerely) compliment employee actions that match and reflect their own values? OR, did someone on your team approach you to highlight consistencies or “red flags” that they observed whilst spending hours with the candidate... Perhaps they showed signs of being a “bull in a China shop” by making several suggestions of the way things would be done if they joined the practice. Or, did they make their personal problems a focal point of the conversation with your staff member? Are they yawning and appearing disengaged, not expressing the enthusiasm you experienced during their in-person interview? Shadow experiences are often the time that candidates lower their guard and believe they are in the final stretch to retain their next position. Employers who believe the interview “was so good” that they do not need a shadow day are naïve. Being able to observe consistent behavior is lost when steps of the interview process are omitted, and consistency is your crystal ball. On average, employers opt to disqualify one out of three candidates after the shadow because they fail to meet expectations. Conducting an in-depth, multi-step interview process is the key to predicting a candidate’s success in your practice. The process not only discovers talent but Your Author: PAIGE HEALEY Paige Healey Bachelor’s degree in Communication Studies from the University of Georgia served as the perfect foundation to launch her passion for team building and leadership in the dental industry. She gained dental administrative and legal experience during her years as a multidoctor practice manager. Paige joined her mother, Carol Paige, and PRN Consulting in 2021 and became a Partner in 2024. Paige is currently gaining credentials through Gordon Training International to teach the highly acclaimed course, “Leader Effectiveness Training.” She is passionate about team building and staffing, “matchmaking” the right talent for dental careers. Paige conducts the “heavy lifting” talent search for dental offices across the USA. PRN Consulting, LLC’s hiring services allow practice managers and leaders to reserve their energies, only having to conduct a few in-person interviews to meet and discover their Right-Fit candidate after PRN’s thorough candidate vetting process. Contact: paige@prnconsult.com also seeks to hear consistent messages; inconsistent messages provide a window into discovering undesirable qualities or behaviors. Each step unveils new information and confirms or disclaims prior information. Be sure to include the shadow experience as part of every candidate’s interview. | 49 Nov 2024
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