DENTAL TECHNOLOGY RECRUITMENT
HOW LABS CAN IMPROVE THEIR SUCCESS WHEN RECRUITING TECHNICIANS THE PROBLEM
Competition for top technicians is intensifying across the United Kingdom, resulting in recruiting rivalry for skilled technicians. Dental laboratories are being affected by the shortage of skilled technicians, and frustrated to find that the majority of applications are either based overseas or underqualified for the position on offer. With good quality dental technicians becoming harder to find, it is essential that labowners and lab managers look at ways to optimize the recruiting process.
THE SOLUTION
Recruitment is a constant activity, the same way that marketing is a constant activity, and continuous recruitment makes searching for good employees part of everyday operations. Recruiting only when there's a gap in the workforce is leaving it too late! Continuous recruitment is a clever solution for labs that are facing hiring issues. Put simply, continuous recruiting means looking for new and better employees all the time and not just when staffing needs are high. This means that as a lab-owner you must always know your staffing needs and give priority to your most important recruiting needs. With continuous recruitment, potential candidates are encouraged to complete an application and submit a CV, even when there isn’t an immediate opening fitting their experiences and skill set. If you find a good technician and do not have a current position open, you should process the applicant as if you did. In today's market, conditions can change rapidly and that includes staffing needs. Dental labs can then start to build a database of talented technicians, substantially lowering hiring costs and drastically reducing the time required to fill vacancies. Continuous recruitment is only effective when used with the other parts of your hiring process; ads, applications, the interview process, etc. It might help to view your recruiting efforts as a “treasure-hunt" that never stops.
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Here are some useful recruitment tips: • Find sources that are likely to be in regular contact with the types of applicants you need, and stay in touch with these contacts. • To get good at continuous recruitment you should practice, practice, and practice some more. Like anything recruiting is a skill that can be improved with practice. • Don't forget to follow up and analyze why a poor hire did not work out or why a good prospective technician chose another company. Take the attitude that each interview you do will benefit your lab in some manner. • Consider using a finder's fee for those really tough hires, especially for difficult to find positions. Remember that recruiting gets easier when you improve and streamline the process. Themost difficult stage of continuous recruitment is the beginning stage.
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• Be patient. Patience is a big plus when "fishing" for talented technicians. This is harder to do if your need is acute.
SUMMARY
Recruiting can determine success or failure. Continuous recruiting can give your company a real competitive tilt toward the success you seek and allows labs to respond quickly with staffing complications, sudden vacancies, or the need to replace low performing individuals. Email info@Recruit4Technicians.com for more details on how Recruit4Technicians can help your lab with continuous recruitment.
