Thursday, June 11, 2015

How to Build a Booming Dental Practice Webinar Recording Now Available

On Wednesday, May 20, 2015, Tricia Casasanta, Director of Operations for Strategic Practice Solutions, a leading provider of dental practice consulting and staffing in the Midwest presented How to Build a Booming Dental Business is the New Economy. The Webinar was moderated by Matt LaMaster, Business Development Director at Advantage Technologies.

A recording is available at www.youtube.com/watch?v=27STBnFtwYE.


During the presentation Tricia revealed her five dental practice pillars that matter most in the post-recession economy:

  • Take the pulse of the practice
  • Hire and develop rock-star team members
  • Create standard systems and procedures
  • Embrace and utilize technology
  • Make marketing a system
 

Upon completion attendees were able to identify and understand:
  • Benchmarks that make a profound effect on practice growth
  • Variables that impact team performance and how to improve
  • Strategies that have a positive impact on practice revenue

To listen to the Webinar in its entirety, visit www.youtube.com/watch?v=27STBnFtwYE.
 
About Strategic Practice Solutions
 
Based in Michigan, Strategic Practice Solutions (SPS) is a leading provider of dental practice management consulting, coaching and training in the Midwest. Since 2009, SPS has been providing dental practices with knowledge, skills and personal coaching to improve revenue, leadership, staff communication and client satisfaction. SPS offers a variety of training, seminars, certifications and workshops including, Everything DiSC: a Wiley Brand, for new and existing dental practices in Metro Detroit, Troy, St. Clair Shores, Ann Arbor, Howell, and surrounding areas including Ohio and Virginia. Learn more at www.strategicpracticesolution.com.
 



Tuesday, April 21, 2015

How to Build a Booming Dental Practice Webinar Scheduled for May 20

On Wednesday, May 20, 2015, Advantage Technologies will host a free Webinar, “How to Build a Booming Dental Practice in the New Economy,” presented by Tricia Casasanta, Director of Operations for Strategic Practice Solutions, a leadingprovider of dental practice consulting and staffing in the Midwest. The Webinar will be moderated by Matt LaMaster, Business Development Director at Advantage Technologies.
During the presentation Tricia will reveal the five dental practice pillars that matter most in the post-recession economy. When asked why dentists and dental practice staff should attend the webinar Tricia responded, “No single event in the last 100 years has had a greater impact on dentistry than the recent ‘Great Recession.’ It forced practices to function differently in order to compete in today’s new economy.
Practices that streamlined and became more efficient not only survived but are experiencing significant growth. Those still utilizing methodologies of the past waiting for things to go back to the ‘way it was’ are in for a rude awakening,” she continued.
“We are thrilled to have Tricia present as part of our ongoing webinar series,” commented Matt. “Attendees will appreciate Tricia’s holistic approach to dental practice management. As an IT company, we certainly appreciate the emphasis Tricia places on technology adoption and utilization in her system.
Upon completion Webinar attendees will be able to identify and understand:
  • Benchmarks that make a profound effect on practice growth
  • Variables that impact team performance and how to improve
  • Strategies that have a positive impact on practice revenue

If you are not achieving the goals you have set for your dental practice, this Webinar is for you. Space is limited. Click the link below to register now.

https://attendee.gotowebinar.com/register/5789722932579599105

Based in Michigan, Strategic Practice Solutions (SPS) is a leading provider of dental practice management consulting, coaching and training in the Midwest. Since 2009, SPS has been providing dental practices with knowledge, skills and personal coaching to improve revenue, leadership, staff communication and client satisfaction. SPS offers a variety of training, seminars, certifications and workshops including, Everything DiSC: a Wiley Brand, for new and existing dental practices in Metro Detroit, Troy, St. Clair Shores, Ann Arbor, Howell, and surrounding areas including Ohio and Virginia. Learn more at www.strategicpracticesolution.com.
Advantage Technologies delivers Hassle Free IT to dental practices throughout the Midwest and Southeast. For the past 15 years, Matt LaMaster and his team at Advantage Technologies have worked with more than 1,000 practices, helping them effectively integrate computers and digital technology. For more information about Advantage Technologies, and dental specific technology solutions, call 877-723-8832 or visit us at www.adv-tech.com.

Sunday, January 11, 2015

Why “Call Me When It Breaks” IT Is Not Ideal for Dental Practices

Today’s guest post is from Bryan Currier, CEO of Advantage Technologies – Enjoy!


Things were very different in 1999 when Advantage Technologies opened its doors.

Star Wars Episode I had just been released. Who Wants To Be A Millionaire was the #1 show on television, and Cher was asking people to Believe. It was also the start of a major move in technology for dental practices.

There was a shift towards computerizing the front desk. Practices were trading in their appointment book for a computer. Granted the computer looked like something out of the Apollo 11 mission, but things were changing. There was a lot of promise to the efficiency that could be gained by utilizing technology and the practice management applications. The early adopters had already done so in the 80’s and 90’s, but it was now becoming main stream.

Back then IT support was pretty simple. If the computer died, it wasn’t the end of the world. Inconvenient, yes. But not a catastrophe. You may have had to check a patient out the old way. It was annoying, but not a showstopper.

Today, when a system goes down, it affects patient care. That’s a real problem. If the computer broke, you called (or paged) the IT guy, who would get to it as quick as he could get there. That was the norm. There were basically two questions that were asked in that time. “How quickly can you get onsite when things go down” and “How much do you charge per hour”?  For the next ten years, this was the model in dentistry, and IT as a whole.

However, starting around 2009, two key factors changed. First, the integration of digital charting, imaging, scheduling, and billing made practices efficient. In turn, practices became critically dependent on IT. Second, connectivity changed the way we function. The internet gave us the opportunity to stay connected. As a result, so many more things are possible now to help manage and secure IT that did not exist just a few years ago.

Managed Service Providers


Because of the dependence of practices on IT and the availability of new tools, a new model quickly evolved in IT. It’s called “Managed Services”. The concept is simple. At the most basic level, a managed services provider (MSP) monitors and maintains a client’s IT system on a regular basis and charges a monthly fee for the service. So, simply put, each practice has their own outsourced “IT Department” that handles the day to day management of the entire IT system.  Servers, workstations, backups, tablets, sensors, cameras, software, e-mail, everything IT related. Rather than waiting for stuff to break, an MSP can be proactive and keep things from breaking in the first place. The whole paradigm of IT management shifted from reactive to proactive.

There are tremendous benefits to having managed IT versus the old “break/fix” model. Here are just a few…

1. Predictable, Lower Costs - Managed services is based on a fixed monthly payment.  It’s predictable and efficient.  Because systems are proactively managed, the likelihood of a crash is significantly lower. That means that the unforeseen bill for a new server is less likely. Also, if a server is starting to run out of space, an MSP will know weeks in advance, schedule appropriate action, and have virtually no impact on a practice. By knowing what investments need to made in advance you can budget accordingly. The downtime due to something breaking is replaced with daily monitoring at the MSP’s operations center, with no variable cost.

2. Remote Management - Managed services agreements include things like automated backups, anti-virus, security updates, and remote support for your questions. Really, all the items that you need from an IT standpoint. That means better monitoring and better management of your IT systems.

3. Aligned Values - With a managed services model, the goal is the same as yours – keep your IT running smoothly, do whatever it takes to minimize downtime.  The MSP business model only works when customers systems are managed and run smoothly.  In a break/fix model, the IT company only makes money when things break, because that’s when you call them.  This concept begs the question: "Who is going to work harder to make sure that things don’t break in the first place?" Remember, MSPs don’t make money when things break.

4. General Financial Aspects - Practices are turning to MSPs because of two secondary financial considerations. First, practices notice an improvement in employees’ productivity because they can use tools more effectively. Second, practices are using new technology to improve patient care and overall patient satisfaction, which in turn increases revenue. All practices strive to have more productive employees, happy patients, and increased revenue. With an MSP your IT system can actually help you achieve success.

Managed Service Agreement


So what does a managed services agreement look like, and what should you expect from a managed services provider?  Basically, you need to have a clearly defined expectation of what they are going to do, and at what price.

An MSP should, at a minimum, provide you with the following:

  • Local backup
  • Cloud backup
  • Security updates for all workstations and servers (including the subscriptions for the updates at no additional charge)
  • Firewall management  (A firewall controls the incoming and outgoing network traffic.)
  • Phone and remote support for your entire team for IT issues
  • Proactive monitoring and alerts for all or your systems

The idea, as we stated in the beginning, is that you virtually have your own “IT Department”.  If you’re making an IT decision, your MSP should be there to help you, guide you, and execute a smooth implementation plan.  Your costs should be controlled, manageable, and predictable.  Your system should be reliable, and virtually all surprises eliminated.

The bottom line – managed services is the new standard. There are countless reasons for this, and only a few are outlined above. The days of calling someone when something breaks are long over. That’s too expensive, too unpredictable, and too unprofessional for a practice where patient care depends on reliable IT. Get an IT management company that understands dentistry, and let them properly manage your IT systems. IT should be reliable and another tool to help you deliver excellent patient care. Anything short of that is below the IT standard of care.

Bryan Currier is the CEO of Advantage Technologies, an IT company committed to delivering Hassle Free IT to dental practices. For the past 14 years, he and his team have worked with more than 1,000 practices, helping them effectively integrate computers and digital technology. Bryan is a sought after speaker at dental and IT conferences throughout the country. He has been published in the Journal of the American Association of Oral and Maxillofacial Surgeons and Doctor of Dentistry Magazine.

For more information about Bryan Currier, Advantage Technologies, and dental specific technology solutions, visit www.adv-tech.com.

Sunday, December 14, 2014

Dental IT Security Guide: 6 Basic Steps to Secure Your Practice and Patient Data

Today’s guest post is from Bryan Currier, CEO of Advantage Technologies – Enjoy!



As our dependence on IT systems in dental practices has grown, so has the importance of safeguarding those systems. It has also made those systems a target for malicious use.

Consider this. If you’re a rather unscrupulous identity theft type of individual, what are you looking for? Name, address, social security number, employer information, family info, etc. Sounds remarkably like the patient information section of a practice management system, doesn’t it?

To put this in perspective, a study by the Health Information Trust Alliance (HITRUST) found that there were 495 breaches of healthcare providers from 2009 to 2012. Those breaches exposed 21 million patient records at an estimated cost of $4 billion. Interestingly though, many of the breaches targeted small practices with large-scale automated attacks. That’s in contrast to larger practices, hospitals and health plan systems, which actually experienced a decline in breaches from 2010 to 2011.

So the days of “I’m too small to worry about this” are over. That’s the bad news. The good news is that security is not rocket science. It simply requires intent. This guide will give you some of the basic steps to get started with practice security.

Now, this guide is NOT a replacement for a full IT security audit. That should be done by a qualified IT firm that understands dental practices and government regulations such as HIPAA, HITECH, and PCI. This will, however, help you start thinking about some things that you need to consider.

1. Secure Your Devices – Sounds pretty basic, yes? You’ll be amazed. We find that some people carelessly leave laptops, tablets, and mobile devices out for people to take. Some providers have experienced expert thieves that steal those devices to try to extract data. First, keep the devices physically secure by not leaving them in places where they can be stolen. Second, use passwords and encrypt the device with software that does not allow thieves access.

2. Data Loss Prevention – In addition to general security of your data, dental healthcare providers need to have a data loss prevention system in place. Data loss prevention is required by HIPAA and PCI standards. If you ever need to demonstrate compliance, you will want to be able to show them that your data is being backed up. It’s also nice to know that you’re data is available in case of disaster. Do you know how, or if, your backup works? Do you know what is being backed up? Where, when, and how often? Those are some questions that you should ask.

3. Current Security Software – Every server and workstation should have current business class security software installed and running (anti-virus and anti-malware). It needs to be updated, current, and configured properly. It should also be proactively scanning your systems at appropriate times. Also, you should have a technology use policy in place for your employees so they are not using sites that could expose the network to harmful viruses and malware.

4. Secure Remote Access – If you’re wanting to access your patient information remotely, that’s great. It’s one of the benefits of the cloud that you don’t have to run into the office to see what procedure was done on ‘Mrs. Smith’ two days ago. However, it’s important that you use an encrypted connection. Here’s a good rule of thumb – if it’s free, it’s not encrypted. Get a real business class remote access system that is encrypted and safe. It’s not expensive and it works faster, better, and is safe for you and your data.

5. Use Business Class E-Mail – If your work e-mail ends in Gmail, AOL, Yahoo, etc., then it has no place being in your practice. Don’t get me wrong, using it for personal e-mail is fine, but it should never be used it for patient information. You should have your own domain name
(yourpractice.com) for business email communications. In addition to just looking more professional, you don’t have to worry about the host site going through your e-mail messages looking for relevant keywords to sell you ads. There is basically no privacy on those free hosted sites. If you’re going to send protected health information (PHI) via e-mail, then you MUST use a secure e-mail system (like SecureDDS). No exceptions. Without it, your potential for exposure and fines because of data breaches exponentially increases. Use secure e-mail, or just use good old snail mail.

6. Business Class Firewall – Your internet connection is the gateway to your network. A firewall controls the incoming and outgoing network traffic by analyzing the data and determining whether it should be allowed through or not. The firewall you have in place is specifically designed to prevent anyone from the outside being able to gain access. This is a bit more technical, but the idea is that you don’t want to give people an ‘open door’ to your network.

These are some basic steps to your IT security. The best thing you can do is to be intentional about security. The days of calling someone when something breaks are long over. That’s too expensive, too unpredictable, and too unprofessional for a practice where patient care depends on reliable IT. Get an IT management company that understands dentistry, and let them properly manage your IT systems. IT should be a reliable tool to help you deliver excellent patient care.

Bryan Currier is the CEO of Advantage Technologies, an IT company committed to delivering Hassle Free IT to dental practices. For the past 14 years, he and his team have worked with more than 1,000 practices, helping them effectively integrate computers and digital technology. Bryan is a sought after speaker at dental and IT conferences throughout the country. He has been published in the Journal of the American Association of Oral and Maxillofacial Surgeons and Doctor of Dentistry Magazine.

For more information about Bryan Currier, Advantage Technologies, and dental specific technology solutions, visit www.adv-tech.com.


Monday, November 17, 2014

5 Key Benefits of Working with a Dental Practice Recruiting Firm

There’s no question about it. Every new dental staff hire you make is critical to the success of your practice. When new hires are a bad fit or your employees are unfulfilled, the impact on your business is all-encompassing.

Finding and keeping good employees is critical to your ability to compete successfully in the new healthcare economy


On average, U.S. corporations lose half of their employees in four years.* Almost 33% of baby boomers surveyed say a lack of trust in leadership is a top turnover trigger; only 28% of generation X employees expect to stay with their current employers; Millennials need employers with a strong commitment to corporate responsibility, volunteerism, and making work “fun.”**

One out of every two workers (50%) report that they are dissatisfied with or indifferent toward their current job.*** In a 2013 study by CareerBuilder, 27 percent of U.S. employers surveyed reported that a bad hire cost their company more than $50,000.

How can you – a dentist or dental practice manager – expect to grow a profitable business with the threat of employee turnover this high?

Too many dental practices don’t have or are careless about their talent acquisition process. When dental practices fail to implement a thoughtful hiring process, they can make costly mistakes. Dental practice recruiters can help you find dentists, hygienists, and office staff while streamlining the process and getting better results.

Below are 5 benefits are why you should be working with a dental practice recruiting firm like Strategic Practice Solutions.

1) Receive Guidance and Advice Through-out the Process

You need more than just someone to handle the paperwork. Dental practice recruiting firms know your industry specifically, and offer case-by-case guidance for every hire.

Whether you need a part-time receptionist or a new dentist on the staff, recruiters look at every staffing need as a matter of human resources and financial decision-making. When you need to hire someone, why not get valuable business advice that can lead to better staffing and better use of resources?

2) Find True Best Fits for Your Dental Practice

Your dental practice depends on the quality of patient care delivered—and the ability of your staff to communicate and work together effectively. Dental recruiters have inside knowledge of what it’s like to work in a dental office, and we work with you to understand your practice’s particular team culture and needs.

Recruiters utilize tools such as the DiSC team culture assessment to read between the lines to find the best culture fits for your practice among candidates with the highest qualifications. Better matches leads to improved patient care and less turnover so the right people will be with you for the long haul enhancing overall patient experience.

Recruiters also have established working relationships with many local dental practices and are able to find out more confidential information when calling to perform reference. They can identify if a candidate is telling the truth or hiding something.

3) Gain Access to Desirable Passive Candidates

Many of the best dental professionals are already employed and succeeding at their jobs, of course. You want their talent, and your practice may actually be a better fit for them. We identify these matches, open up communication, and convince talented passive candidates why they should join your practice.

Dental practice recruiting services have proactive methods to not only identify these talented, passive candidates—we also know how to predict which ones are good fits for your practice’s culture and who are most likely to become interested in joining your team.

Ultimately, your practice benefits from the expanded and improved talent pool made possible by partnering with a recruiting firm.

4) Enjoy a Better Chance of Offers Being Accepted

Dental practice recruiting makes people more likely to accept your job offer. The recruiting firm offers objective reasons why your practice is a good fit for them, and makes sure that you provide a compelling and competitive offer.

Valuable dental professionals can choose to work in virtually any geographic location and at a number of practices. We make sure that offers are extended to excellent choices and that your prospective new colleagues see the benefits of joining you. Recruiters can even overcome tempting counteroffers from other employers.

5) Fill Your Positions Faster

Recruiters expedite the entire process so your practice can move forward with the right people in place. While you continue running your practice, we reduce the time spent waiting for new employees.

Without professional dental practice recruiting, you risk experiencing a slow hiring process that damages your business. Great candidates can disappear, and your daily operations will suffer while you search for good applicants.

Dental Practice Recruiting Success Story


There was a dental office that was growing and recently expanded their practice. They needed to replace one of their main dental receptionists who presented most of the treatments to patients. They finally hired someone that seemed to be a good fit. She came from a busy practice, presented treatment to patients, and she was with that practice for over 10 years. So far so good…right?

After the first month of being hired, the practice started to show a $10,000 drop in gross production. After the Second month, there was another $15,000 drop in production and a lot of “open time” in the schedule.

Strategic Practice Solutions was brought in to analyze the situation. We found that the newly hired dental receptionist was a nice person and very professional, but allowed the patient to decide when and if they were moving forward with treatment.

We also found she was not making calls out to unscheduled treatment to fill the schedule for it was uncomfortable to her. As we assessed her skills, we learned she struggled with closing on treatment. At her other practice of over 10 years, the patients were clinically closed so all she had to do was to present a treatment plan and schedule the patient.

She never learned how to deal with “stalls” or “objections” which impacted her performance at her current place of employment. Through training and coaching, we were able to improve those skills. The bigger issue is the fact that those deficiencies were not identified during the selection, interview and reference checking portion of their search. If they would have hired SPS to handle this hiring decision, we would have made sure that skills better matched what was required of the position.

What Does SPS Do That Other Dental Practice Recruiters Don’t?


 Coaching/Advocate:

  • Coach to find out what are the competencies and skills required for the open position
  • Customize a skills test or questionnaire to be able to identify the competencies/skills
  • Assist in constructing interview questions that are pertinent
  • Provide coaching on the negotiation process 
  • Act as a sounding board for clients

 Ability to Attract Passive Prospects

  • Social media exposure for your job posting 
  • Networking
  • Participate in local seminars & dental events to reach out to dental professionals
  • Visit  colleges to reach out to Dentists, Dental Hygienists and Registered Dental Assistants 
  • Incentivize Referral of talent
  • Active involvement in the dental community to foster relationships with dental professionals

Vigorous Interviewing Process

  • Existing relationships with dental practices that make our reference checking process more effective 
  • Ensure candidates hit our strict benchmarks on the following processes before they can qualify for an open position and presented to a client:

             a. Pre-screening
             b. checking on references
             c. Skills test,
            d. Performance Based interview questions.

 Implementation of Human Resource Strategies and Technology

  • Utilization of DiSC to point out strengths and challenges in relationship to their job description and team culture
  • Utilize Performance Interview questioning process to help identify qualified candidates 
  • Skills testing

* The Loyalty Effect: The Hidden Force Behind Growth, Profits, and Lasting Value by Frederick F. Reichheld and

Find all the books, read about the author, and more.
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** Monster Worldwide Survey
*** Deloitte Consulting, "Talent Edge 2020: building the Recovery Together-What Talent Expects and How Leaders Are Responding."



 

Tuesday, November 11, 2014

Encourage Your Patients to Use Their Dental Benefits by the End of the Year

Another year is winding down and, as you know, most insurance companies require your patients to meet new deductibles every January 1st. If your patients wait for too much longer to schedule their next hygiene appointment or dental work that they may have been putting off, they risk losing the balance of their 2014 dental benefits. Waiting until 2015 also means starting over with paying a new deductible.

They have earned their dental benefits – why not encourage them to use their benefits in 2014 before they lose them?

Send a Simple Dental Benefits Reminder

How can your dental office remind patients to use their 2014 dental benefits before December 31, 2014? A simple letter, email or postcard can be just the reminder that your patients need. By doing so, you can proactively remind your patients to use their remaining 2014 dental benefits now and schedule any incomplete dental treatments, missed preventative appointments or additional new treatments they may have been delaying.

If they require extensive dental work, they can effectively “double” the benefits by completing some of the treatment in 2014 and the rest in 2015. In today’s changing insurance climate, it’s always a good idea for your patients to take advantage of their benefits while they are certain.

Example Dental Benefits Reminder

To get you started, we have provided an example dental benefits reminder below to use as an email, letter or postcard.

«DATE»

«FIRS TNAME» «LAST NAME» 
«ADDRESS»
«CITY», «STATE» «ZIP»  


Dear «FIRST NAME»,

I hope this letter finds you well. It is so hard to believe that fall is here. The air is getting crisp and cool, the leaves are falling and the holidays are just around the corner. 2014 will be over before you know it.

Our records indicate that you have remaining insurance benefits that are available to you this year. I would like to take this opportunity to encourage you to complete any dental treatment you may have delayed before the end of the year. As you know, most insurance benefits expire at the end of December - they do not usually roll over! At the beginning of the year, you will gain a new yearly supplement, but the unused benefits of the previous year are nothing more than lost money that could have been applied to your care. We have had a few tough years in the great state of Michigan and I have found we all are trying to maximize the use of our funds. I would like to extend to you a special pre-holiday offer of applying a 10% courtesy discount on the out of pocket expense. 

Call us today and we will prepare a quick analysis to determine how your benefits can be best utilized to allow you the maximum benefit provided by your plan. The schedules will be limited due to the upcoming holidays so we respectfully request that you book your appointments as soon as possible. 

Please call with any questions you may have. I look forward to seeing you before the New Year. 

Your partner in dental health.

Sincerely,


«PROVIDER NAME»

Thursday, October 30, 2014

5 Tips for Permanent Dental Staffing Success

Finding and retaining rock-star talent is a critical business challenge facing dental practices today. The process of hiring and managing human resources is a very involved process that takes a dental office a lot of time and energy. It used to be that a dentist could open up a practice and the odds of succeeding were great. In today’s world that is far from the truth. Today, success of your dental practice is closely aligned with the team you have assembled.

To help, we've rounded up 5 tips for permanent dental staffing success:

5. Clarity is Key

Preventing employee churn and dissatisfaction in a dental practice starts with a clear job description. In order to prevent employee loss, a well-written, clear job description is vital. Create the ultimate employee description for your open positions, and have it reviewed and revised by another person to prevent grammatical and spelling errors. Re-read it once again and make any necessary changes until it is clear, detailed and structured, and presents every aspect of the position.

Remember to include educational and work history requirements to ensure each applicant is a great fit for your dental practice.

4. Interview with a Genuine Interest

After you've searched through the resumes, a few applicants look to be a potential match for the position and interviews are scheduled to make a better decision. Before you see any interviewee, create your own set of interview questions. Utilizing generic interview questions will not produce the insight you need to make an informed decision or hire the person with the right competencies and skills you are in search of. Behavioral-style interview questions require dental staff candidates to relate stories about how they handled challenges related to the skills sets the dental practice requires for the position. First, identify areas that you are wanting the new hire to excel at. Secondly, design behavioral-style interview questions to identify a qualifying applicant’s performance history relevant to the competencies and skills you identified for the “open” position.

Be sure to include a few questions around task management, delegation and prioritization. Answers to these questions allow you to gain insight into the interviewee and make an informed hiring decision.

3. When in Doubt, Test the Applicant

No, we don't mean any psychological tests. Create and administer skill tests for all interviewees to complete in order to assess their personal skill level with required skill sets and unique personality traits that would make a great fit in the office. Skills Assessment Tests are designed to highlight required job skills, giving you the information you need to know if any applicant needs additional training or will feel right at home in your dental practice.

2. Always Call References

References are an often overlooked aspect of any resume. References should always be contacted to gather detailed work and skill descriptions of any applicant. This gives you an additional perspective on your applicant to ensure you make the best permanent placement choice.

It may be beneficial to create a list of standard questions to ask all references that touch on information you may have missed during the interview. A great question to end a reference call with is, “On a scale of 1-10, ten signifying outstanding, where would you rate the overall performance of  ______”. If the referral source comments anything less than a “10”, follow up with, “What would make them a “10?”. You will be surprised at the additional information you will obtain just from these two questions.

1. Focus on Team Work

There are hundreds of personality types and work styles. Why not maximize your team’s ability to work together with a personality profile tool? DiSC is a recognized and highly successful tool that categorizes and informs the test taker with information to maximize their natural work style and how to interact with others that do not share a similar disposition.

A lot of dental practice drama stems from a lack of team work, and can easily be resolved through DiSC-like supportive training.

Simply put… Your team makes or breaks your dental practice


Having the right hire is critical in maximizing dental practice production and profitability. It’s too important to leave to chance; it’s too important for just ‘good enough’. Strategic Practice Solutions has a unique 2-phase permanent staffing process to assist in finding, hiring and retaining roc-star dental team members.

Phase 1 involves creating a profile for the position and assigning a recruiter to the open order. Candidates matching the employer’s profile are selected and the interviewing and hiring process begins.

Phase 2 includes a DiSC personality/behavioral profile assessment of candidates. DiSC is a personal assessment tool used to improve work productivity, teamwork and communication.

Strategic Practice Solutions’ permanent talent acquisition provides:

  • Access to a pool of candidates not actively looking for employment
  • Active marketing of the open position within SPS’s Social Media database and a classified posting of the open position on our job board
  • Assigning a full time recruiter dedicated to working on the talent acquisition & prequalification of candidates
  • Creating a "job profile" containing the skill sets required for the position
  • Customizing interview questions designed to measure applicant skill set required for the open position
  • Thorough employment references to establish the candidates performance history
  • Human Resource coaching
  • 180 day service guarantee

Do you have the right team in place? If not, call us at 888.421.1808 for help with permanent and temporary dental staff placement.