Latest / Back in 10 / Episode 9: Are You Hiring for Culture - or Just Filling a Chair?

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Episode 9: Are You Hiring for Culture - or Just Filling a Chair? · Back in 10

• 0:00
  Chris Stone: And here we go in 3, 2, 1.
• 0:06
  Jen Steadman: Back in 10 is a podcast for dental leaders who do it all
• 0:09
  and need 10 minutes to themselves.
• 0:11
  Savanah Carlson: It's about real conversations, not curated ones, the
• 0:14
  kind that happen off the clock behind closed doors, and between the chaos of
• 0:18
  running a practice and running life.
• 0:21
  Jen Steadman: Hosted by Savannah Carlson and Jen Sedman, two women who've led,
• 0:26
  learned, and laughed through it all.
• 0:28
  Savanah Carlson: This show brings honest stories, leadership truths, and
• 0:31
  the occasional sassy take on what it really means to lead in dentistry today,
• 0:35
  Jen Steadman: because sometimes the best leadership happens when
• 0:39
  you step away for 10 minutes.
• 0:41
  Savanah Carlson: This is back in 10.
• 0:49
  Hey everyone.
• 0:50
  Welcome to back in 10.
• 0:52
  I am Savannah.
• 0:54
  Jen Steadman: And I'm Jen.
• 0:56
  Savanah Carlson: Last time on back in 10, we took a quick break to
• 0:59
  scratch the surface on culture and hiring, but let's be real.
• 1:04
  That convo always needs more than just 10 minutes, so we're back.
• 1:09
  See what I did there?
• 1:11
  We're gonna pick up where we left off, but first a quick rewind and
• 1:15
  then right back into the good stuff.
• 1:18
  Jen Steadman: If we are going back to hiring for culture, you really need to
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  make sure that if you have an open seat in your office, that you are not just
• 1:28
  filling it with a warm body because you could also lose valuable team
• 1:32
  members from that and that open seat.
• 1:35
  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
• 1:41
  didn't take the time to hire Good.
• 1:46
  People.
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  Savanah Carlson: There is a leadership speaker, very knowledgeable businessman,
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  Gary Vanerchuk, and he has this whole segment on hire slow, fire fast.
• 1:59
  Oh
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  Jen Steadman: Yeah.. Mm-hmm.
• 2:00
  Savanah Carlson: And this is this resounds with that.
• 2:03
  I absolutely agree.
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  Take your time when you are hiring, because that seat, you don't
• 2:09
  want to be that revolving door.
• 2:12
  Right.
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  Then when one door becomes revolving, then you, you have another.
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  There comes a
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  second.
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  Oh wait, there's third.
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  Jen Steadman: I was gonna say, there's actually a statistic
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  around that, that when you hire the wrong person, uh, US Department of
• 2:26
  Labor has a statistic around that.
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  It's 30% of that person's first year salary.
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  That's how much money you are wasting when you hire the wrong person.
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  Yeah.
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  I speak on this topic and talk about hiring a whole lot, so that
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  statistic is like embedded into my noun because it is so powerful.
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  Savanah Carlson: We know a lot of you listening are in this
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  situation right now with the hiring crisis in the dental industry.
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  We totally understand that and patience it.
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  A good team member will come.
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  They, when you do your due diligence mm-hmm.
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  With making sure everything is in alignment with your culture and
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  your ad and your marketing mm-hmm.
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  That the team member it, they will come, you'd have, now you have to look
• 3:19
  at other processes within the practice to accommodate the loss of a team
• 3:24
  member or the, the space need filled.
• 3:27
  Jen Steadman: There are other opportunities, and if you think
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  about it too, if you have a toxic team member in your practice
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  and you're gonna let them go.
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  You met with everyone else on your team after you let them go, right?
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  And say, look, I'm sorry that I did not stand up and do what I
• 3:46
  needed to do as a leader sooner.
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  I know that I kept them too long because I was worried that I wasn't gonna be able
• 3:53
  to find anyone to fill the position, and that you guys would have to take on that
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  burden of not having another team member.
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  However, I felt that we're a team.
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  We could do it.
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  If we unite together, we can do it because I really wanna make sure that the next
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  team member that I hire is one that's gonna be here forever, just like you guys.
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  So what can we do as a team and what can I do to support you during this time?
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  How impactful is that?
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  You were transparent.
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  You're saying, holy cow, I messed up.
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  I'm sorry.
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  I kept them here way too long.
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  I kept them here too long.
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  A lot of leaders are not willing to have that conversation, and
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  it's a challenging one to have.
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  However, your team is gonna be more in line with you if you're honest
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  and you just say, look, I was really worried I couldn't find someone.
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  And it's a valid point.
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  It's a valid point.
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  So it's, it's really important that you, that you say that and
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  you communicate that with them.
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  I will say that.
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  Your ad speaks volumes, and the reason why a lot of people right
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  now are not able to find qualified good people is because of their ads.
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  Mm-hmm.
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  They're just setting and forgetting it.
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  Savanah Carlson: Right.
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  Well, their ads are, they're speaking at people rather than
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  helping them to understand who you are, rather than speaking to their
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  soul, they're speaking to, you know?
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  Mm-hmm.
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  The brand,
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  Jen Steadman: Honestly, I have an, I have an analogy.
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  I actually said this earlier on another podcast, that when your ads
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  turn into a job description, which the majority of them are right now,
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  if you just do a search, the majority of them are a job description.
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  It says, like a hygienist with a qualifications.
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  You have to be able to do scaling root planning.
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  Hygienists should be able to do that.
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  They have to be able to do that, so you do not need that at their ad, right?
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  So when you do that, it's like showing up on a first date with wrinkle close.
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  It is not a good first impression.
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  It's not.
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  So you really need to make sure that you are making your ad attractive.
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  Iron out those darn wrinkles and start looking in the mirror and
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  figuring out what makes you great.
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  You need to kind of boast about yourself a little bit and look and
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  figure out what makes you awesome.
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  Ask yourself that question.
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  What makes you and your team awesome and so much better than
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  the office down the street?
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  And highlight those points
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  Savanah Carlson: And put your contact info, put your office website if you can.
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  Put your socials in there.
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  Put that in the description.
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  It, nothing annoys me more, or red flags more than a, an
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  ad where it says confidential.
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  We're not gonna tell you, we're not gonna tell you how much thought we're
• 7:01
  offering in terms of salary or hourly pay.
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  We're not gonna tell you where we're located.
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  Uhuh, that is just one, it's beyond annoying, but it creates a barrier.
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  Like we talked about Uhhuh, what it, it does nothing.
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  That's a, that says what are they hiding?
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  What are they hiding?
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  One thing that I absolutely love and I wish more practices did when you.
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  Putting in these URLs into any job ad, create a private landing page within your
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  website for hiring that if you can title the page, thinking about working for us.
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  This is why we are who we are.
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  And like Jen said, with having those hard conversations with your team and finding
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  out why they like to work where they work.
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  Get that on video.
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  Ask them if they'd be willing to do a testimonial for you as your employer.
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  Especially to your tenured team members.
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  If you have a team member who has been employed for 15 plus years and you don't
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  have a video of them saying why they love working for the practice and what type
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  of patients come through this practice.
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  You, you're missing the boat.
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  Mm-hmm.
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  You want to tell the story of your practice through the eyes of the
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  team that's currently working there.
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  Yeah.
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  Not just an AI job description.
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  You can certainly utilize AI to help clean up your job description, but
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  you want your ad to tell your story.
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  About practice and most importantly, the culture.
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  So create that private landing page.
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  It'll, they can then once they're there and they look at everything
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  you have to offer, it links right to the rest of the website.
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  Boom.
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  Transparency.
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  Let me look into the services they offer.
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  What kind of technology is in this practice?
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  That is something that I see so underutilized when it comes to hiring.
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  Mm-hmm.
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  Is, like you said, boasting, but be proud.
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  Be proud of your practice.
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  Mm-hmm.
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  Be proud of who you are and what you've built and the the, yeah.
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  The patient care that you provide to your community.
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  Jen Steadman: Yeah.
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  So there's, there's two things that I, I wrote down 'cause I
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  wanted to make sure I said them.
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  So I think for me, there's one difference that you and I have
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  in regards to our philosophy on.
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  Ads and putting the monetary compensation.
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  I do not recommend putting compensation on there.
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  I always have said, you know, if it's commission, if it's hygiene or if it
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  is compensation based on experience and expertise or different things
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  like that because there are people out there that will look at your ad.
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  And go to their current employer and say, look at what they're offering.
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  Or they'll come and they'll interview for you just to say that they interviewed
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  with you because you were offering more money than where they are now.
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  That's one thing that I found more recent in the last few years, and it's.
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  I'll just say it's ugly.
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  It's not, not a good thing to do.
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  I highly encourage people.
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  If you are not happy where you are, if you're looking for job, advancement,
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  absolutely go on the interview.
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  But just using it for that.
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  Right.
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  Obviously if you're gonna go, you're gonna find out what it is, but if you're just
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  doing it for that, it's not a good look.
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  I have seen that a lot more recently, I'll say, for people that are
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  just looking that for the grass is greener which is really unfortunate.
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  And the other thing, just to talk about what you had said
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  about having it on the website so impactful, having that on there.
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  And I've, um, was on a website recently.
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  And right when I went to their homepage, it came up, there was
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  a popup that said, we're hiring.
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  And it said what positions they were hiring for.
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  Love it.
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  It's like, hallelujah.
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  And when you clicked on it, it brought you to their landing page, but it came
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  up the first time you went to their website, it came up, which was phenomenal.
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  Phenomenal, phenomenal.
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  And I think, look, when we're talking about boasting, I saw something on.
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  Can't remember what it was on one of the social channels recently,
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  that there is an artist out there.
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  He had two women.
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  He never looked at them physically.
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  He sat back to back and he said, okay, I want you to describe yourself and as you
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  describe yourself, I'm gonna draw you.
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  Did you see this?
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  Mm-hmm.
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  You, we sent us each other.
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  A lot of stuff on social, so I need to find this and send this to you.
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  Man, if someone only saw our comments, ha.
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  Yeah, our dms.
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  Woo-hoo.
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  So if he asked them to describe themselves, so he sat back to back
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  and one of the women said, you know, my hair, my hair is shorter,
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  but it's really kind of frizzy.
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  Like I haven't been able to keep up with it and I'm tired, but you know, my
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  eyes are blue and I kinda have wrinkles around my eyes like I'm aging and said
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  all of these things about herself.
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  Speaker 2: Yeah.
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  Speaker: So he drew that picture.
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  Then he had the other woman do the same exact thing, and then the two
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  women met each other and they had a conversation and they chatted together.
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  And then he switched.
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  So he had one woman describe the other.
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  And the amazing thing was the other woman had said that she was tired.
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  Where the woman that she had just met said, she has a radiant smile and
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  she's beautiful, and oh my gosh, I love her hair and it's curly, and said all
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  of these amazing qualities, and then put the two pictures side by side.
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  And he said, this is how you described yourself and this is
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  how someone else described you.
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  Dang.
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  So sometimes it's just a point, right?
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  Yeah.
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  Sometimes it is a point of.
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  Looking in the mirror or asking someone else, asking
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  for support, asking your team.
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  Don't try to do everything on your own.
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  Ask the people that are around you or hire someone to help you with that.
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  Look at those things and say, okay, what makes us great?
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  And put that out there.
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  That's how you're going to hire for the culture that you already
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  have and the culture that you want.
• 13:33
  Savanah Carlson: I think our culture on our podcast is nothing short
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  of entertaining and intellectual
• 13:41
  Chris Stone: and sometimes a little spicy.
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  Savanah Carlson: The wizard.
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  Love it.
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  So on that note, I think we can, we can clock out for this one.
• 13:56
  Thanks for spending a few minutes with us on back in 10.
• 13:59
  Jen Steadman: If something made you laugh, nod or feel a little more
• 14:02
  human, share it with a friend and make sure that you're subscribed.
• 14:06
  Savanah Carlson: You can also follow us on Instagram at back in
• 14:08
  10 Pod for more behind the scenes updates and probably a little chaos.
• 14:14
  Jen Steadman: We're not here to have it all figured out.
• 14:16
  We are just here to tell you the things that we wish someone had told us
• 14:20
  Savanah Carlson: and remind you that leadership doesn't
• 14:22
  have to be perfect, just real.
• 14:26
  We'll be back in 10.