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How to Create and Present Compelling and Competitive Job Offers By Jackie Brown
In a way, we’re all in sales. What we’re selling is our office, the opportunities available with the job, the perks that come with it, a career path, and so on. Focusing on those things will help the job offer not feel like a transaction.
Levers to pull when hiring an associate
Hiring a new team member isn’t a single action, it’s a process. And that process can be stressful – after all, you’re trying to create an offer that attracts potential candidates, negotiating a fair and clear contract, keeping track of all the state’s legal rules and requirements in order to protect the company, all while trying to find someone who is both clinically qualified and a good culture fit for the organization in order to provide the best care to your patients. On top of that, there’s also usually the urgency to get roles filled as soon as possible so you aren’t losing out on revenue.
We’re here to help with some ways that can make that process more streamlined, efficient, and better for everyone involved.
The process Regardless of whether you’re hiring a new associate, a hygienist, an office worker, or anyone else, making
compelling, competitive job offers starts with having a clear idea of exactly what you’re looking for in a candidate. And unless you want to do this all over again in the near future, it’s more important and more worthwhile to take your time and find the right person, rather than trying to get the position filled as quickly as possible.
20 JANUARY/FEBRUARY 2022 • DENTIST ENTREPRENEUR ORGANIZATION
Once you’ve found a good candidate and gotten them on the hook, now you need to reel them in. A contract is often the “make or break” point when it comes to onboarding, which is why we recommend putting the contract on the table early on in any discussions. After all, why go through all that work only to get to the end and have someone turn down the job because you couldn’t agree on terms? It might seem counterintuitive, but it actually makes it easier to close the deal later on because you’ve already reviewed and answered all of the questions about the details of the potential job offer. Once you’ve gotten them comfortable with the contract details, you can now spend the majority of the process focused on what they will actually be doing, which is far more important. When you aren’t counting on a salary negotiation to seal the deal, it might
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