Dental Industry Info written for Job Seekers and Employers

Human Resources – Is it Really Human? Really?

automating repetitive tasks is a smart way to go, but automating a job meant for humans doesn’t seem like the best idea. Human resource employees and managers need to be better at what they do instead of endlessly chasing the thing that is supposed to fix the problems. Humans are capable of taking on the human challenges of being human in human resources. Robots are a long way from taking on human jobs, and people don’t want to spend their entire day chasing robots around.

Key Takeaways:

AI is a bright, shiny distraction from the more fundamental issues within HR, to include learning how to manage real people more effectively.
There are already many tools available to save HR managers’ time, but they don’t solve problems with management and employee engagement.
So far, AI has come with outlandish promises but a rather small and mixed body of proof as to whether it can keep them.

“Just as we get the humans back into Human Resources, we’re spending time and treasure to figure out how to make those humans artificial.”

There Is More To a Job Than the Work

Where you live is just as important as the job you work. If you have a great job but live in a miserable city, will you really be happy? Note, however, that it is up to you to define what makes a location good or bad. The same is true for your job. Different people have different needs and wants. Organizations need to remember that there’s a connection between work and life. This can be relevant when asking an employee to relocate or work remotely. Organizations also may want to showcase the city where the employee will live.

Key Takeaways:

Reflection is required to achieve your ultimate goal of happiness
Create concrete and action required steps to define what sets your heart’s pace
There are deeper linked connections between type of work you’re doing and daily chores you have to complete

“You have to define what makes a city wonderful or terrible.”

What Secrets Are You Keeping from Your Dental Patients? – Take Your Dental Practice To the Next Level with Dental Practice Solutions! – Hygienetown

Not telling patients about the severity of their gum disease is not helpful to the patient. Many dental professionals are hesitant or fearful to tell patients that they have diseases of the gums or gingivitis. Not being fully truthful about the situation keeps the patient in the dark about their condition and makes the it harder to create a treatment plan. Let the patient know what you are looking for, and what you have found after the exam. Be truthful about your findings and include them in the plan to restore optimal tooth and gum health.

Key Takeaways:

In 2019 there are still monetarily motivated reasons why you might not be receiving the best dental care
Some dental offices aren’t allowed to disclose if a patient has a gum disease
If your staff is honest with patients, it creates a loyalty to the business

“I was quickly dismissed from my position as a hygienist and as you know, I have moved on in life to be an advocate.”

How to Take the Pain Out Of Hiring for Office Managers

Dating and hiring, although seemingly different on the outside, share some key similarities in that one ought to be honest to oneself and the other party. In order to minimize the hassles of hiring, one should identify and stick to their company’s values instead of pretending to lean a different way. One should also become familiar with the individuals they would like to hire by taking into account personality, values, work philosophy, and emotional intelligence. By following these guidelines, the hiring process can be made smoother.

Key Takeaways:

Hiring is an important relationship, and can be approached like dating. It is a long-term relationship, and will someone you interact with frequently, so choose wisely!
Being honest is paramount in hiring. Represent qualities you do have, and don’t pretend to be something you and your company are not.
Have a list of qualities you are looking for in a candidate, and make sure the candidate meets your core values and criteria.

“Include a personality assessment in your hiring process to gather detailed information—or, ask questions during the interview that illustrate the personality type of the applicant.”

Recruiting Biases: 10 Common Types

The average time it takes to fill a job is 36 days. About 24 of those 36 days are in the interviewing process. This leaves about 12 days recruiting candidates. With the pressure to make a good pick in this time, recruiters can have a bias they may not even be aware of. Some common biases include: contrasting the candidates to each other, comparing them with oneself, having inconsistent questioning between candidates, stereotyping, and even making first impression errors. Just by being aware that biases exist can help a recruiter a focus on the qualities they are looking for and interview more effectively.