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Episode 8: What If Your Next Great Hire Is Skipping Your Ad? · Back in 10

• 0:00
  Chris Stone: Alright ladies, this is the Wizard and here we go in 3, 2, 1.
• 0:09
  Jen Steadman: Back in 10 is a podcast for dental leaders who do it all
• 0:13
  and need 10 minutes to themselves.
• 0:14
  Savanah Carlson: It's about real conversations, not curated ones, the
• 0:18
  kind that happen off the clock, behind closed doors, in between the chaos of
• 0:21
  running a practice and running life.
• 0:24
  Jen Steadman: Hosted by Savannah Carlson and Jen Steadman, two women who've led,
• 0:29
  learned, and laughed through it all.
• 0:31
  Savanah Carlson: This show brings honest stories, leadership truths, and
• 0:34
  the occasional sassy take on what it really means to lead in dentistry today,
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  Jen Steadman: because sometimes the best leadership happens when
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  you step away for 10 minutes.
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  Savanah Carlson: This is back in 10.
• 0:52
  Hey everyone.
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  Welcome to back in 10.
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  I am Savanah.
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  And I'm Jen.
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  And today's episode, it may be a two-parter, it may be a three parter.
• 1:05
  This is a deep co.... A deep, oh wow.
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  This is a deep topic.
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  I almost said something very foul.
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  This is a deep topic that we could talk about four hours,
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  but we won't, but we could.
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  So I would highly recommend you grabbing your.
• 1:26
  Pen and your notebook.
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  We are going to talk about hiring for culture.
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  What is your office culture like?
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  Do people actually wanna work in your practice?
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  Does, is your current team happy?
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  What is the culture like?
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  Jen Steadman: That's a great question to ask yourself if
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  you're looking to hire people.
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  Right?
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  Because it's so important that when you are looking to hire for culture,
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  instead of necessarily by position number one, know what your culture is
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  and when you're looking to hire for that way, make sure
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  that your ad talks about it.
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  Yeah.
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  It's a huge mistake that people make.
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  Is that their ad turns into a job description, it turns
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  into a legal document instead of like a dating site, right?
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  Like you, I want people to look at your ad and say, would I date this office?
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  Would I have a cup of coffee?
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  Would this office, because if they wouldn't have a cup of coffee with you
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  from your ad, then your ad is wrong.
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  So.
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  Making sure that your ad speaks to who you are is really, really important.
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  And ask your team, why do you wanna work here?
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  Why do you continue to work here?
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  And it's really going to shed light on a lot of things that are going really
• 3:02
  well in your practice and maybe things that are going really wrong, right?
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  Yeah, absolutely can address it just, it opens the door.
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  So super important that you understand what your culture is first, and everyone
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  always says, well, we have a positive culture, and we're like a family.
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  What kind of family
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  Savanah Carlson: Do you feel like the redheaded stepchild today step?
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  Jen Steadman: I'm telling you, because some people might not like their family.
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  So it, it all depends, right?
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  It's right.
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  Is it close knit?
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  Is it distant?
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  Because every family is completely different.
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  So, uh, that would be one thing I would say.
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  Maybe not say family in your job ad because again, it's for everyone
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  That means something different.
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  Savanah Carlson: You said something interesting that is controversial
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  about being a dental family.
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  There are two, the generational divide between, oh, I don't wanna do decades.
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  I don't wanna marginalize anyone, but Okay.
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  So we have a group of team members who want that family-like
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  atmosphere at their mm-hmm.
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  Points of employment.
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  And then we have very green up and coming team members that don't.
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  Want that feeling.
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  They want to be able to come to work, do a really great job, be proud in
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  what they're doing, and then go home.
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  They don't wanna feel mm-hmm.
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  As though they have that responsibility of being a family member.
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  Mm-hmm.
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  What are, what have you encountered that I sure have?
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  Jen Steadman: Oh yeah.
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  Absolutely.
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  And that's why it's really important that when you are hiring, that you
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  are 110% honest in your ad about what you are and about who you are.
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  So don't have someone come in under false pretenses either, right?
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  So if you say you're family, if you are a family, know that.
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  You are putting up barriers for some people.
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  In your ad. Just like if you said your hygienist was gonna, if,
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  if you said you're looking for a hygienist and you're gonna pay
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  them $25 an hour, that's a barrier.
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  If you said you're paying them $60 an hour, that could also be a barrier.
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  So I really try to limit the barriers that you put up and saying that your
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  family could be one of them, could.
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  Every office is different.
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  There's practices I've worked with that are very faith-based
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  and that's very important to them.
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  Now they do not, it doesn't matter to them what denomination you are or what,
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  you know, what religion you practice, but faith to them is important.
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  Then you put that in your ad. That's the type of person that you're hiring for.
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  You want someone who has faith that faith is important to them.
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  If that's what's important to you, then make sure that you put
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  it in there and know that people, that that's not important to
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  them, they're not going to apply.
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  That could be a barrier for some, but if that's what you want and that's
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  what you need, then that's what you're gonna put in there, right?
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  Savanah Carlson: That level of transparency is, is super important
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  and it needs to trickle to all aspects of your practice Marketing.
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  So if your ad doesn't reflect who you are socially, there is a red flag right there.
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  You're there is a, some miscommunication in culture.
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  Jen Steadman: Yes, ma'am.
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  And what I will say to that too is you need to be very mindful of what
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  you have on all of your marketing, on your social media, on your Facebook,
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  on your website, on Instagram, on.
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  On X, on TikTok, everything, because you need to think your future team members
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  are going to be looking at that, right?
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  So whatever you post today, your future team member that you're gonna look to hire
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  three years from now is looking at it.
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  Or they're looking at your, they don't see anything,
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  Chris Stone: Jen.
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  It's the wizard.
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  I have a question on this topic.
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  So you're talking about what you post on social media, right?
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  Are you just talking about on the practices page or are you also talking
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  about what you post on your personal page?
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  Because there are a lot of super sleuths.
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  Out there that after an interview there, I would guess they're not only
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  going to look at your practices, social media, just like the practice is looking
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  at the interviewees social media.
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  So how do you is that something to be mindful of as well?
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  Savanah Carlson: That is a very touchy subject.
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  Mm-hmm.
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  And we.
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  Jen, do you wanna wanna address it first?
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  Jen Steadman: Yeah.
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  So here's what I'll say.
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  As an employer, if I was the interviewer, I have never looked at someone's
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  social media prior to hiring them.
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  Mm-hmm.
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  It is a practice that I am not getting involved in.
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  There are so many red flags with that because it can put
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  them in a projected class.
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  So many different things.
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  Things that I don't need to know.
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  I'm gonna make my decision on the information that I have in front
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  of them, and by talking to them.
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  Now, if I do a background check and something comes up, you bet
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  your bottom that there's gonna be a conversation That, right?
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  But that's a different story now.
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  A lot of providers, I'll say out there, the majority of
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  them, their profiles are hidden.
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  Mm-hmm.
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  Or they're, they're protected.
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  Right.
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  So people can't see into them for the most part.
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  You can always find something though, I'll say.
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  So look, with anything on social media, you always need to be
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  mindful of who's looking at it.
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  If you're gonna put something out there you know that anyone can find it.
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  That's your choice.
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  That's a personal choice for you.
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  Um, and that's okay.
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  Just know that someone may find it and they may not choose to come
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  and work for you and be part of your team based on what they found.
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  That's your decision, though.
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  That's totally up to you.
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  It's, it's a personal choice.
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  Savanah Carlson: And when it comes to what you, yourself post mm-hmm.
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  On your socials, that is, again, that's a personal decision.
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  You as the manager and your dentist cannot dictate what you do on your off time.
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  I've encountered this.
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  I have been pulled into a conference room to have a discussion about something
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  that my doctor did not agree with, that I posted on my personal page and.
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  It was a hard conversation to have with the dentist, not for me to have
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  with the dentist, but for her to hear.
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  Mm-hmm.
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  That that is my personal space and that is something if she, if she doesn't wanna
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  look at my socials, she doesn't have to.
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  Mm-hmm.
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  And that, I mean, you can gate all of that.
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  You can block people, you can make things private, but your
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  socials are, are your socials and.
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  It's the first amendment, which is freedom of speech, so, correct.
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  Jen Steadman: Yep.
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  I will.
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  And that's why we're also here, right?
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  We're able to be, I will say one thing when we're talking about social media,
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  I'll just say electronic usage, if we're talking about team member things, I've
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  had a conversation with a team member in the past that constantly posted
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  things on social during work time.
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  Now that's a different conversation to me, right?
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  I was not concerned about the content, did not care in the least bit.
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  However, if I see that when you are in the office and you are on the clock and
• 11:00
  we are paying you to be here and your work performance is not at the expectation
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  or at the level that we need it to be at, because we've had that conversation.
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  You are constantly posting on social because you can see it
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  and you're tagged in things.
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  That's a conversation you're gonna have.
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  But that's also with the culture, right?
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  That goes hand in hand.
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  Like if and the other, oh my goodness gracious.
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  Yeah, we could go on this forever.
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  So just talking about culture in the office, if you are going to allow a toxic
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  team member to stay in your practice.
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  And I'll use that example of someone that the team, everyone on the team knows this
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  person is on their phone all the time.
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  They're always on social, they're always posting things,
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  they're always on the clock.
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  And you are allowing that, you're gonna lose valuable team members
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  because you are allowing it.
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  So
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  Savanah Carlson: it's just disrespectful.
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  It's just disrespectful.
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  To those team members that are able to follow the rules and
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  protocols of the practice that you are allowing someone else to,
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  to, to just disregard all of that.
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  Jen Steadman: I will say it's also a form of fraud because you are fraudulently
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  your timecard, you are being fraudulent with your timecard because you are not.
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  On the clock right now.
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  Savanah Carlson: Very true.
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  Jen Steadman: You're not So there's so much that goes into that.
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  Yeah.
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  But again, any toxic team member, you need to have a conversation.
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  I am always one.
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  I will always give someone the benefit of the doubt.
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  I will always have a conversation first.
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  However, usually the first time you think about firing someone should be the
• 13:00
  last time that you think about firing someone because the amount of energy.
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  Stress that you are dealing with because of that toxic person.
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  You know, we all know as leaders how there's someone in your
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  practice, either now or in the past.
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  I hope in the past, for your sake, that you have gone to your leaders in the
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  practice and have said they gotta go.
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  Or guess what they did today, or just another chapter in
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  the book of them, right?
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  Think about how productive you could have been with that time if you
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  hadn't been talking about that person.
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  Amazing.
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  It's amazing.
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  So really important that you have expectations for your team.
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  Your team knows what those expectations are.
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  You have a culture and you stick to it.
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  So if you have a culture of open, transparent communication, then you need
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  to be open, transparent and communicate some of those things that are happening.
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  If you have a culture that personal devices are not to be used during
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  office hours, you should not be on your own device during office hours.
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  Right?
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  There's so many things that that go into that.
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  Mm-hmm.
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  But.
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  You really for Going back to the, we got off on a tangent here.
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  If we are going back to hiring for culture, you really need to make sure
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  that if you have an open seat in your office, that you are not just filling
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  it with a warm body, because you could also lose valuable team members from
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  that, and that open seat is quickly going to turn into a revolving one, right?
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  It's just that sucker's just gonna be spinning because you didn't take the time.
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  To hire good people.
• 14:59
  Chris Stone: This is the Wizard to be continued.
• 15:05
  Savanah Carlson: Thanks for spending a few minutes with us on back in 10.
• 15:08
  Jen Steadman: If something made you laugh, nod or feel a little more
• 15:11
  human, share it with a friend and make sure that you're subscribed.
• 15:14
  Savanah Carlson: You can also follow us on Instagram at Back in
• 15:17
  10 Pod for more behind the scenes updates and probably a little chaos.
• 15:22
  Jen Steadman: We're not here to have it all figured out.
• 15:25
  We are just here to tell you the things that we wish someone had told us
• 15:29
  Savanah Carlson: and remind you that leadership doesn't
• 15:31
  have to be perfect, just real.
• 15:34
  We'll be back in 10.
• 15:35
  Back in 10.