May 5, 2024 • 27 mins
In this Ortho Marketing Podcast, Dean Steinman is joined by Allison Norris, Founder and CEO of Dentele Group, LLC. They discuss the intricacies of dental industry recruitment. From identifying the right talent to integrating cutting-edge technologies in the recruitment process, learn how to navigate the competitive landscape to build a resilient and skilled dental team.
Ready to elevate your practice? Contact us!
https://orthomarketing.com/contact-us/
About Allison Norris
After leaving clinical dentistry in 2018, Allison Norris leveraged her years of experience in the dental industry to launch The Dentele Group, LLC, a recruiting agency that specializes in placing candidates into non-clinical roles. As the founder and CEO, she oversees the strategy, operations, and growth of the agency. Nominated Top Talent’s for Recruiting Agency of the Year and Startup Agency to Watch 2023, the Dentele Group provides a concierge approach to the hiring experience by providing tailored services to both companies hiring and candidates. In addition, she mentors and coaches dental professionals who are looking to transition into non-clinical career paths. Recently awarded Who’s Who in America and the prestigious Denobi Rising Star award, Allison attributes her success to integrity and transparency.
Ready to elevate your practice? Contact us!
https://orthomarketing.com/contact-us/
About Allison Norris
After leaving clinical dentistry in 2018, Allison Norris leveraged her years of experience in the dental industry to launch The Dentele Group, LLC, a recruiting agency that specializes in placing candidates into non-clinical roles. As the founder and CEO, she oversees the strategy, operations, and growth of the agency. Nominated Top Talent’s for Recruiting Agency of the Year and Startup Agency to Watch 2023, the Dentele Group provides a concierge approach to the hiring experience by providing tailored services to both companies hiring and candidates. In addition, she mentors and coaches dental professionals who are looking to transition into non-clinical career paths. Recently awarded Who’s Who in America and the prestigious Denobi Rising Star award, Allison attributes her success to integrity and transparency.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Hey, this is Alison Norris.I'm the founder and CEO of the Dentel
Group and in this podcast, you'regoing to learn how to hire successfully in
the dal industry, Orthomarketing dot Com, three hundred and sixty degree digital marketing
solutions for your practice. Well,everybody out there in podcast land, this
(00:25):
is Dean Steinmann from Worth of Marketing. I guess what we are back with
another podcast for you. So Ihope everybody is enjoying their weather. Spring
is just about here and so hopefullyeverybody's smiling. And today we've got a
(00:45):
really special guest. As you allknow, your staph is the most important
part of your practice and half arethe right people is important and keeping them
happy is important, Finding them isimportant. So I'm really excited to have
with me Alison Norris. And Allisonis the founder and CEO of the Telegroup.
And I'm going to talk a littlebit about the industry and what it's
(01:07):
like as far as pitfalls and issuesthat practices are having, and just talking
about, you know, what it'slike to get the right people in place.
So before I even talk more aboutit, Alison, how are you
today? I'm good, I'm good. Thank you so much for having me.
Oh my pleasure. Thanks so muchfor joining. So let's before we
even jump into it, tell us, Alison Norris, tell us your story.
(01:32):
Sure. Sure. So I wasa dental hygienist by profession, and
I left clinical in twenty eighteen.I just felt like I was meant for
a little, you know something more, and so I ended up going to
work at a company called e Assistand I helped build their consulting division over
(01:56):
there. It's really cool I hadto. I got to, you know,
work with some of the biggest consultantsin the in the industry at the
time, and it was just very, very very a great learning experience,
I will say. Anyway, saywe left there and I started working at
this startup company and it didn't workout, and so I resigned. And
(02:19):
that's when I said, I'm goingto launch a recruiting agency. It's going
to be a non clinical one anduh and so that's what I did.
So the Dentel Group we specialize inplacing you know, non clinical positions in
the dental industry and I've been veryvery successful, very very fortunate. So
(02:40):
that's awesome. So what made you, you know, decide I'm going to
jump into this, wait to seethe whole that you know, what was
your what was your aha moment?Well, so, when I was with
the startup company that I was with, I was recruiting quote unquote recruiting affiliates
to built this affiliate marketing program.And and so those affiliates were dental professionals.
(03:07):
And a lot of these dental professionalsdid not want to be in you
know, in their in their clinicalroles anymore. And so I, uh,
I had this this you know,this database of names, and and
so I started thinking, you know, uh, how can I leverage this
database in a in a way that'sgoing to be uh, mutually beneficial for
(03:29):
myself and someone else? And soI said, hm hm, So I
start I start getting on these Facebookgroups and and I'm like, hey,
I've got candidates. You know,Hey, I've got candidates. Do you'll
know me? You know, like, how can how can we work together?
And and so then of course,you know, I had agencies reaching
out to me and saying, oh, you've got dental people, Oh well
(03:51):
you can you can build your owndental division at our company never even told
anybody this story. By the way, Oh, but you can come and
you know, build or build ourdivision and all this, and so finally
I'm like, why would I goand build a dental division for someone else?
And I could just do it myself. And so so that's what I
did. And I had zero cluewhat I was doing. I just googled
(04:15):
everything, and I really, Imean, to this day, I still
don't know what I'm doing. No, I mean I do, but you
know, I mean, I stilldo a lot of googling. But but
yeah, so when it comes toyour matchmaker, you know, so how
you you know, because you're tryingto back it's like trying to find both
(04:39):
ends. You have to find practicesthat need you know, helping. Every
practice needs, you know, goodstaff and across the board. You know,
I have a one hundred practices andprobably ninety nine of them are complaining
about their staff. So if theyfind practices that needed at the same time,
you coin go out and find thegood candidates. So how do you
go about doing that? Because howdo you break yourself with the two because
(05:00):
it's two completely different, you know, directions you're going there, So how
do you how do you target eachof those to start? Yeah, so
you know what, Dana, Ipromise you, I I don't really know.
No, I'm just getting no.So I'm I'm really great at getting
getting contracts signed and you know,bringing on clients. So the business development
(05:25):
side is really my forte. Andthen of course you have to find the
candidates, and so I am Iquickly have have established a reputation based on
trust and integrity, and so candidateseasily just come to me. I mean,
(05:49):
it's rare for a recruiting agency tohave an over abundance and you know
of candidates and you know, soit's it's a lot of work. It's
a lot of work. And I'vehad recruiters that work for me, you
know, I've had business development peoplethat work for me. It takes a
(06:12):
certain person to really do business developmentbecause it is a it's tough, you
know, to go out and findthese these companies that want to pay you
to hire for them. But atthe end of the day, I truly
am passionate about it because it's helpingthe industry. It's helping a you know,
(06:38):
a company aligned with a candidate andand hopefully that candidate determines that,
you know, that it becomes theirpassion and you know it's it's just a
pretty cool it's it's rewarding, it'srewarding. This podcast a sponsored by Orthomarketing
(07:00):
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(07:23):
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our name, it's what we do. So what would you say, is
the two main pain points that apractice has when it comes to their their
(08:05):
staff, because you don't want tohave turn over obviously, and a lot
of the practice we work with,you know, the best person is that
twenty thirty years, you know,like the long term you know, which
is positive but a negative you know. So you know, what would you
say is a number one or tworeasons that a practice comes to you to
find if you'll get it well.Currently, you know, with the way
(08:31):
that the way that the hiring marketis in dentistry, there's a lot of
there's a lot of team members thatwill just leave on just you know,
for for nothing. I mean luckily, I I'm trying to think they just
(08:54):
it's like the integrity has has leftdentistry. So I know that sounds terrible
to say, doesn't it, Butit seems like it does. I mean,
it seems like you know, usedto like when I was a hygienist,
I was at my practice for tenyears, you know, I wanted
to stay there long term. Andso I think when it all comes down
(09:16):
to it, Dean, I thinkthat there's a there's a there's like some
headbutting going on between the team membersof who has the control and the practice,
and that if everybody could just alignand get along, I think that's
the bottom line, you know,and just appreciate one another. That's that
(09:43):
wasn't even the greatest answer to yourquestion. Find But let's let's put it
in the doctor's perspective there. Whatis it that they're looking to find?
Is it just somebody that like whatwould you say? The number one trait
is the doctor is looking for anindependidate, someone that will stay long term,
(10:07):
someone that is someone that is loyal, you know, someone that's got
a great personality. Uh, youknow, nowadays, they don't even care
if they have dental industry experience toomuch, you know, they just you
(10:28):
know, because they've because they're havingsuch a hard time with hiring currently.
I think that that a lot ofpeople are rushing to hire when they shouldn't
and a lot of that is becausethey're searching in places that they shouldn't be
(10:50):
searching for candidates, you know,because the best ones, honestly are the
ones that are looking. See besidessomebody quitting, what's the number one reason
that a practice contacts you? Theyjust have a vibe or how do they
even know if somebody is not goodbecause not most doctors are, don't not
(11:13):
understand the finances or this, willhave to focus on doing this or that,
and they're not hr people. Sowhat besides somebody leaving, what's the
one reason that a doctor reaches outto you. Is it just to fill
in something that's did leave, oryou know, just that you feel that
they feel that there's no continentity inthe office, or a head buddy,
(11:33):
or somebody does a match or youknow, what's the number one reason besides
besides somebody's leaving, that w shotyou expansion, which is great, right
because that means there's growth. Soyou know, if they're expanding their practice,
then they'll reach out. If ifthey are just growing and say there
(11:54):
or you know, say they're addinga new a new service like for example,
like all on fours right, alot of times they're wanting to hire
a treatment coordinator that's a rock starthat can close cases. You know.
So I have a couple of thoseof those searches going on currently, and
(12:18):
I mean it really just all depends. But the majority of the time it's
either they're expanding or or somebody,you know, somebody has to move on
or say there's maternity leave or youknow, something like that. But we
really try to stay away from thematernity leave because it's not permanent. You
(12:39):
know. Now, if they'll letthem stay on, then we'll place those.
But yeah, what one of thetop two positions that you're you see
as a trend in the industry thatpeople are looking to fill. Well,
so you know, the hygienists arevery very high in demand, and of
(13:05):
course assistants are high in demand too, But for the Dentel group, we're
primarily filling operations managers and or officemanagers and you know, of course treatment
coordinators that's in that that's at thepractice level that we're filling. And talk
(13:26):
a little bit about the company.Do you work with practices all over the
country or do you just have thisparticular geographic area that you focus on.
Yes, so we're all over theUS. Uh, there's some areas of
the of the country that we justhave a higher concentration of candidates in or
(13:48):
you know, more of our networkin. But it's all over the US
and we work with you know,with private practices and then we also work
with urging DSOs and or groups andthen some of the some of the bigger
DSOs as well. And how didyou go about the source of find the
(14:11):
people? So the practice comes toyou from Chicago, don't have anybody in
your database? Now, how doyou go about to do that? And
how do you pre qualify? Howdo you find out? How do you
That's just your reputation is so importantunless you want to do is put people
out there that are not good becauseall the word gets out? So was
schlock? Is little about the process. If a practice is looking for somebody
and they contact you, what happensfrom there? So I use an overpriced
(14:37):
software, aren't they all? Yeah? I use a software system that pretty
much lets me type in a jobtitle and pulls up all the candidates and
a certain radius, which is prettyneat. We also use, of course
LinkedIn recruiter, which is also anotheroverpriced software. Uh. We rarely will
(15:03):
find great candidates on indeed, andso we we really try to avoid that
as much as we can. Butonce we find these candidates, you know,
these candidates that we're placing are typicallypassive candidates. That means that they're
currently in another opportunity or another youknow, location practice. They're actually looking
(15:26):
or kind of recruit them or arethey okay, we're work lowied. Yeah,
we're head hunters pretty much, Iknow that. But no, I
mean we're headhunters. So we arefinding candidates that, like I had mentioned,
we're finding the candidates that don't wantto be found or they don't know
that they want to be found.I should say, so, well that
if that you're reaching out to Idon't even realize that they're looking for a
(15:52):
job, you kind of recruit them. Yes, yes, so we are.
We're essentially we're providing an opportunity.We're providing an opportunity that they may
not even know about. So thepractices have to have that, they have
to provide that value proposition. Butonce we you know, once we find
(16:14):
those candidates, then we essentially willjust you know, tell them about the
opportunity and then we will do personalityassessments because I think that's key. You
want to make sure that the youknow, the personalities aligned in the with
the team. We do video interviewsand we record those and we just you
(16:37):
know, include that along with theresume and the personality assessment results, and
you know, we're we're doing avery comprehensive look into these candidates prior to
submitting them. So you know,it's when when clients work with us,
they're not receiving you know, tencandidates. We've already vetted down and made
(17:03):
sure that we're only submitting the best, so they'll typically only receive you know,
two or three candidates, and thenall they have to do is basically
decide whether they want to interview ornot, and then if they do,
they just let us know. Andyou know, then if they decide they
want to hire them, then theyjust let us know. That. We
try to take as much off people'splates as it's possible. Essentially, how
(17:30):
do you what question is do youask practice to see if it's a get
fit? Because some of them area little more conservatives and more outgoing,
so you know, the personality,you know from the applicant, but what
about the practice itself, how doyou make sure it's a good match.
Yeah, so I'm very selective aboutthe companies that I work with. I
(17:51):
want you anyone any of my candidates, you know, because I'm very passionate
about helping the industry, and soI'm not going to put a candidate into
a position where they're going to beunhappy. So I really I really like
to ensure that these companies have greatreviews, not just not just you know,
(18:14):
the public reviews, but you know, the the employee reviews as well.
I think that that's key. Ilike to, you know, ask
them if they are an insurance drivenor if they're a patient focused practice,
because I think that that makes abig deal on on the team, or
(18:37):
that makes a difference with the team, you know, honestly, if they're
just if someone reaches out to me, and because it's happened before where they'll
reach out and I'll say, youknow, call them by their first name
or something, and they're like,oh no, it's doctor so and so,
and just a very matter of facttoade, I'm like, okay,
(19:00):
well we probably are in a goodmatch, you know, because I don't
like to work with those types ofpeople. They exist, you know,
but but now, I mean,as long as you know, they have
a great reputation, they have agreat culture, and you know they they
want to have a team that workstogether and there's not just an authoritative dictator,
(19:26):
then then I'll work with them.You know, a percentage of the
people that you hire a place arein office versus remote, because some jobs
are remote from an administrative perspective,or some tcs not only to be in
the office to do remote as well. So you know, somebody that you
know, when watching this, listensto this, they and they have to
(19:49):
realize that some of the people mightnot need to be there, which kind
of opens up the opportunity to bringin more people. So what percentage of
jobs that you place are on siteversus I wish there were more remote ones
that I could that I could workwith some of these clients. Uh,
you know, I would say thatprobably seventy five percent of my positions are
(20:14):
are you know, on site?Now for the practices that you know are
kind of undecided, I am allfor you know, remote and having these
virtual treatment coordinators and you know,office managers or you know, if you
(20:37):
can do your dental billings you know, part part time from home or I
mean, that's really a huge sellingpoint to candidates, it really is.
I mean, if if companies wouldallow their team members to do more of
that, then they wouldn't have aproblem hiring at all. I mean,
they really wouldn't. I mean,and if they have an issue with setting
(21:02):
it up, I can recommend exactlywhat to do. I mean, because
they have everything you know you canyou can easily make your office secure,
and you can easily make your workplaceuh you know remote. You just have
to have some certain tools and whetheryou're you know, remoting into the practice
software or you're you know, havinga dedicated server specifically for that. Yeah,
(21:29):
that's definitely a way that that companiescould can hire easier and faster.
If you're any basically you know peopleas to this, they look inside and
think about one thing that they needfor the office. Well, one person,
what's the number one need that youthink a practice should look into it
(21:52):
without even realizing that they need it, because sometimes you don't see the forest
of the treaties, you know.So but here in this look what one
bit of advice can you call adoctorancy? All right? Thought, just
think are you do you have thisor you need this or never realize this
is available? So is there onething that they should say think of that
can potentially be a game changer forthe office that again that have realized they
need. Can it be software related? The AI AI companies are great,
(22:22):
I'll tell you because I do regularwebinars with a lot of these companies and
there are so many, so manyoptions to make your life easier and make
your job more efficient, right.I mean, there's an AI that will
(22:48):
do perio charting for the hygienis soyou don't have to worry about the you
know, assistant having to you know, leave the doctor come into the room.
I mean, the AI does allthat. You know, there's the
second opinion software that's really cool,that's AI and it you know, for
some reason, patients just they willbelieve. They won't believe the doctor all
(23:14):
the time, but they sure willbelieve a computer. That's crazy. To
me, Yes, same thing withmy industry. And that's been a big
change for us is you know automationand AI. You know from our perspective,
you know, lead generation and youknow, getting back to people from
from marketing has been a game changerfor us. We built a whole AI
program to have a pipeline a CRM. Because the phone rings in an office,
(23:41):
you want to get that patient in. If you go into a restaurant
tonight, how long you going towait before you call another restaurant to find
out if you could get ac areservation? So I want the same thing
with they'll practice. You know,you have to or to meet your your
strategy and your marketing and you haveto reach out to people many many times.
You know, the average person sentfrom marketing perspective has to be reached
out to eight times than eight dates. Most practices do it once. So
(24:07):
it's flement the ad implementing AI andautomation is so important. You're right at
the game changer. And you knowwhat's funny, it's really been maybe like
a year and a half the chatchipet has been out, but seem like
it's been out forever. You know. It's it's incredible how quickly the world
changes in technology. Wife, absolutely, I wouldn't be able to survive without
(24:30):
that AI, right, you know, so you know, also thanks so
much. I real appreciated. Sowhen closing, if the doctor wasn't more
information or you know, learn moreabout you, what's the best way for
coming to do so? My emailis Alison Norris at the Dentelgroup dot com.
(24:51):
They can also find me on LinkedInjust you know, under my name
and or you know, if theyemail me or if they reach out to
you, then I can give themmyself a number, you know, and
get guys, I highly recommend youknow, staffing is so important, so
many of what are practice and wework with a lot of marketing always need
(25:11):
more help, will find the rightpeople. And you know, Allison's great,
you know her recommend references are great. Reputation is awesome first of all
the best. So if you're lookingfor take you practice on the next level,
reach out to herst Social You cancertainly help you for sure. So
Alison, thanks so much. Ireally really appreciate it. And I do
(25:32):
have one final question for you.All right, what do you what are
you binge watching? Now? Ohlord, Dean, You're going to make
me sound like a crazy person.I have not watched television in so long
because I have a three year old, so I know a lot about poptrol,
I know a lot love patrol,but I have not sat down and
(25:56):
watched a television in the longest time. Not to here. Good for you.
I wish I could say the samething because I'm to five shows.
So so that's that's that's great.So all right, so we're gonna change
this, so we're gonna get onebit of advice for you. Then,
what's your favorite thing? The cookmm hmmm, let's see the three.
(26:18):
Well, you probably don't have muchtime, so what's the thing. What's
your favorite thing to cook that's fast? I like to make chicken, elfreda.
My son really likes the chicken outright. I really love to make
I mean it's super simple. Butdo you ever do you do? You
like artichokes? Like you know artochokes and I like I like artichokes.
(26:47):
Let's see, I'm not a I'mnot a great chef. I'm not a
great think Uper eights is on myyour speed the top. I appreciate all
right, so are the choke andAlfredo okay works for me. I appreciate
it. Well. Again, Alison, thanks so much. Guys, reach
(27:08):
out to alasand Marshall Bible to helpyou, no doubt about it, and
I really appreciate you joining us andgiving us some insights. So everybody out
there and podcast LAMB, thanks somuch for watching for listening. Again,
please let us not view any questions. I'll reach out to us. We
always at their feedback and if youhave any questions or want to reach out
to Allison, obviously the information willbe you know that in the notes as
well. So Alison, thank youso much. Everybody and podcast LAMB,
(27:30):
thank you so much for listening forwatch it at Keep on Smiling, Thank
you so much. Worth the Marketingdot Com three hundred and sixty degree digital
marketing solutions for your practice.
Hey, this is Alison Norris.I'm the founder and CEO of the Dentel
Group and in this podcast, you'regoing to learn how to hire successfully in
the dal industry, Orthomarketing dot Com, three hundred and sixty degree digital marketing
solutions for your practice. Well,everybody out there in podcast land, this
(00:25):
is Dean Steinmann from Worth of Marketing. I guess what we are back with
another podcast for you. So Ihope everybody is enjoying their weather. Spring
is just about here and so hopefullyeverybody's smiling. And today we've got a
(00:45):
really special guest. As you allknow, your staph is the most important
part of your practice and half arethe right people is important and keeping them
happy is important, Finding them isimportant. So I'm really excited to have
with me Alison Norris. And Allisonis the founder and CEO of the Telegroup.
And I'm going to talk a littlebit about the industry and what it's
(01:07):
like as far as pitfalls and issuesthat practices are having, and just talking
about, you know, what it'slike to get the right people in place.
So before I even talk more aboutit, Alison, how are you
today? I'm good, I'm good. Thank you so much for having me.
Oh my pleasure. Thanks so muchfor joining. So let's before we
even jump into it, tell us, Alison Norris, tell us your story.
(01:32):
Sure. Sure. So I wasa dental hygienist by profession, and
I left clinical in twenty eighteen.I just felt like I was meant for
a little, you know something more, and so I ended up going to
work at a company called e Assistand I helped build their consulting division over
(01:56):
there. It's really cool I hadto. I got to, you know,
work with some of the biggest consultantsin the in the industry at the
time, and it was just very, very very a great learning experience,
I will say. Anyway, saywe left there and I started working at
this startup company and it didn't workout, and so I resigned. And
(02:19):
that's when I said, I'm goingto launch a recruiting agency. It's going
to be a non clinical one anduh and so that's what I did.
So the Dentel Group we specialize inplacing you know, non clinical positions in
the dental industry and I've been veryvery successful, very very fortunate. So
(02:40):
that's awesome. So what made you, you know, decide I'm going to
jump into this, wait to seethe whole that you know, what was
your what was your aha moment?Well, so, when I was with
the startup company that I was with, I was recruiting quote unquote recruiting affiliates
to built this affiliate marketing program.And and so those affiliates were dental professionals.
(03:07):
And a lot of these dental professionalsdid not want to be in you
know, in their in their clinicalroles anymore. And so I, uh,
I had this this you know,this database of names, and and
so I started thinking, you know, uh, how can I leverage this
database in a in a way that'sgoing to be uh, mutually beneficial for
(03:29):
myself and someone else? And soI said, hm hm, So I
start I start getting on these Facebookgroups and and I'm like, hey,
I've got candidates. You know,Hey, I've got candidates. Do you'll
know me? You know, like, how can how can we work together?
And and so then of course,you know, I had agencies reaching
out to me and saying, oh, you've got dental people, Oh well
(03:51):
you can you can build your owndental division at our company never even told
anybody this story. By the way, Oh, but you can come and
you know, build or build ourdivision and all this, and so finally
I'm like, why would I goand build a dental division for someone else?
And I could just do it myself. And so so that's what I
did. And I had zero cluewhat I was doing. I just googled
(04:15):
everything, and I really, Imean, to this day, I still
don't know what I'm doing. No, I mean I do, but you
know, I mean, I stilldo a lot of googling. But but
yeah, so when it comes toyour matchmaker, you know, so how
you you know, because you're tryingto back it's like trying to find both
(04:39):
ends. You have to find practicesthat need you know, helping. Every
practice needs, you know, goodstaff and across the board. You know,
I have a one hundred practices andprobably ninety nine of them are complaining
about their staff. So if theyfind practices that needed at the same time,
you coin go out and find thegood candidates. So how do you
go about doing that? Because howdo you break yourself with the two because
(05:00):
it's two completely different, you know, directions you're going there, So how
do you how do you target eachof those to start? Yeah, so
you know what, Dana, Ipromise you, I I don't really know.
No, I'm just getting no.So I'm I'm really great at getting
getting contracts signed and you know,bringing on clients. So the business development
(05:25):
side is really my forte. Andthen of course you have to find the
candidates, and so I am Iquickly have have established a reputation based on
trust and integrity, and so candidateseasily just come to me. I mean,
(05:49):
it's rare for a recruiting agency tohave an over abundance and you know
of candidates and you know, soit's it's a lot of work. It's
a lot of work. And I'vehad recruiters that work for me, you
know, I've had business development peoplethat work for me. It takes a
(06:12):
certain person to really do business developmentbecause it is a it's tough, you
know, to go out and findthese these companies that want to pay you
to hire for them. But atthe end of the day, I truly
am passionate about it because it's helpingthe industry. It's helping a you know,
(06:38):
a company aligned with a candidate andand hopefully that candidate determines that,
you know, that it becomes theirpassion and you know it's it's just a
pretty cool it's it's rewarding, it'srewarding. This podcast a sponsored by Orthomarketing
(07:00):
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our name, it's what we do. So what would you say, is
the two main pain points that apractice has when it comes to their their
(08:05):
staff, because you don't want tohave turn over obviously, and a lot
of the practice we work with,you know, the best person is that
twenty thirty years, you know,like the long term you know, which
is positive but a negative you know. So you know, what would you
say is a number one or tworeasons that a practice comes to you to
find if you'll get it well.Currently, you know, with the way
(08:31):
that the way that the hiring marketis in dentistry, there's a lot of
there's a lot of team members thatwill just leave on just you know,
for for nothing. I mean luckily, I I'm trying to think they just
(08:54):
it's like the integrity has has leftdentistry. So I know that sounds terrible
to say, doesn't it, Butit seems like it does. I mean,
it seems like you know, usedto like when I was a hygienist,
I was at my practice for tenyears, you know, I wanted
to stay there long term. Andso I think when it all comes down
(09:16):
to it, Dean, I thinkthat there's a there's a there's like some
headbutting going on between the team membersof who has the control and the practice,
and that if everybody could just alignand get along, I think that's
the bottom line, you know,and just appreciate one another. That's that
(09:43):
wasn't even the greatest answer to yourquestion. Find But let's let's put it
in the doctor's perspective there. Whatis it that they're looking to find?
Is it just somebody that like whatwould you say? The number one trait
is the doctor is looking for anindependidate, someone that will stay long term,
(10:07):
someone that is someone that is loyal, you know, someone that's got
a great personality. Uh, youknow, nowadays, they don't even care
if they have dental industry experience toomuch, you know, they just you
(10:28):
know, because they've because they're havingsuch a hard time with hiring currently.
I think that that a lot ofpeople are rushing to hire when they shouldn't
and a lot of that is becausethey're searching in places that they shouldn't be
(10:50):
searching for candidates, you know,because the best ones, honestly are the
ones that are looking. See besidessomebody quitting, what's the number one reason
that a practice contacts you? Theyjust have a vibe or how do they
even know if somebody is not goodbecause not most doctors are, don't not
(11:13):
understand the finances or this, willhave to focus on doing this or that,
and they're not hr people. Sowhat besides somebody leaving, what's the
one reason that a doctor reaches outto you. Is it just to fill
in something that's did leave, oryou know, just that you feel that
they feel that there's no continentity inthe office, or a head buddy,
(11:33):
or somebody does a match or youknow, what's the number one reason besides
besides somebody's leaving, that w shotyou expansion, which is great, right
because that means there's growth. Soyou know, if they're expanding their practice,
then they'll reach out. If ifthey are just growing and say there
(11:54):
or you know, say they're addinga new a new service like for example,
like all on fours right, alot of times they're wanting to hire
a treatment coordinator that's a rock starthat can close cases. You know.
So I have a couple of thoseof those searches going on currently, and
(12:18):
I mean it really just all depends. But the majority of the time it's
either they're expanding or or somebody,you know, somebody has to move on
or say there's maternity leave or youknow, something like that. But we
really try to stay away from thematernity leave because it's not permanent. You
(12:39):
know. Now, if they'll letthem stay on, then we'll place those.
But yeah, what one of thetop two positions that you're you see
as a trend in the industry thatpeople are looking to fill. Well,
so you know, the hygienists arevery very high in demand, and of
(13:05):
course assistants are high in demand too, But for the Dentel group, we're
primarily filling operations managers and or officemanagers and you know, of course treatment
coordinators that's in that that's at thepractice level that we're filling. And talk
(13:26):
a little bit about the company.Do you work with practices all over the
country or do you just have thisparticular geographic area that you focus on.
Yes, so we're all over theUS. Uh, there's some areas of
the of the country that we justhave a higher concentration of candidates in or
(13:48):
you know, more of our networkin. But it's all over the US
and we work with you know,with private practices and then we also work
with urging DSOs and or groups andthen some of the some of the bigger
DSOs as well. And how didyou go about the source of find the
(14:11):
people? So the practice comes toyou from Chicago, don't have anybody in
your database? Now, how doyou go about to do that? And
how do you pre qualify? Howdo you find out? How do you
That's just your reputation is so importantunless you want to do is put people
out there that are not good becauseall the word gets out? So was
schlock? Is little about the process. If a practice is looking for somebody
and they contact you, what happensfrom there? So I use an overpriced
(14:37):
software, aren't they all? Yeah? I use a software system that pretty
much lets me type in a jobtitle and pulls up all the candidates and
a certain radius, which is prettyneat. We also use, of course
LinkedIn recruiter, which is also anotheroverpriced software. Uh. We rarely will
(15:03):
find great candidates on indeed, andso we we really try to avoid that
as much as we can. Butonce we find these candidates, you know,
these candidates that we're placing are typicallypassive candidates. That means that they're
currently in another opportunity or another youknow, location practice. They're actually looking
(15:26):
or kind of recruit them or arethey okay, we're work lowied. Yeah,
we're head hunters pretty much, Iknow that. But no, I
mean we're headhunters. So we arefinding candidates that, like I had mentioned,
we're finding the candidates that don't wantto be found or they don't know
that they want to be found.I should say, so, well that
if that you're reaching out to Idon't even realize that they're looking for a
(15:52):
job, you kind of recruit them. Yes, yes, so we are.
We're essentially we're providing an opportunity.We're providing an opportunity that they may
not even know about. So thepractices have to have that, they have
to provide that value proposition. Butonce we you know, once we find
(16:14):
those candidates, then we essentially willjust you know, tell them about the
opportunity and then we will do personalityassessments because I think that's key. You
want to make sure that the youknow, the personalities aligned in the with
the team. We do video interviewsand we record those and we just you
(16:37):
know, include that along with theresume and the personality assessment results, and
you know, we're we're doing avery comprehensive look into these candidates prior to
submitting them. So you know,it's when when clients work with us,
they're not receiving you know, tencandidates. We've already vetted down and made
(17:03):
sure that we're only submitting the best, so they'll typically only receive you know,
two or three candidates, and thenall they have to do is basically
decide whether they want to interview ornot, and then if they do,
they just let us know. Andyou know, then if they decide they
want to hire them, then theyjust let us know. That. We
try to take as much off people'splates as it's possible. Essentially, how
(17:30):
do you what question is do youask practice to see if it's a get
fit? Because some of them area little more conservatives and more outgoing,
so you know, the personality,you know from the applicant, but what
about the practice itself, how doyou make sure it's a good match.
Yeah, so I'm very selective aboutthe companies that I work with. I
(17:51):
want you anyone any of my candidates, you know, because I'm very passionate
about helping the industry, and soI'm not going to put a candidate into
a position where they're going to beunhappy. So I really I really like
to ensure that these companies have greatreviews, not just not just you know,
(18:14):
the public reviews, but you know, the the employee reviews as well.
I think that that's key. Ilike to, you know, ask
them if they are an insurance drivenor if they're a patient focused practice,
because I think that that makes abig deal on on the team, or
(18:37):
that makes a difference with the team, you know, honestly, if they're
just if someone reaches out to me, and because it's happened before where they'll
reach out and I'll say, youknow, call them by their first name
or something, and they're like,oh no, it's doctor so and so,
and just a very matter of facttoade, I'm like, okay,
(19:00):
well we probably are in a goodmatch, you know, because I don't
like to work with those types ofpeople. They exist, you know,
but but now, I mean,as long as you know, they have
a great reputation, they have agreat culture, and you know they they
want to have a team that workstogether and there's not just an authoritative dictator,
(19:26):
then then I'll work with them.You know, a percentage of the
people that you hire a place arein office versus remote, because some jobs
are remote from an administrative perspective,or some tcs not only to be in
the office to do remote as well. So you know, somebody that you
know, when watching this, listensto this, they and they have to
(19:49):
realize that some of the people mightnot need to be there, which kind
of opens up the opportunity to bringin more people. So what percentage of
jobs that you place are on siteversus I wish there were more remote ones
that I could that I could workwith some of these clients. Uh,
you know, I would say thatprobably seventy five percent of my positions are
(20:14):
are you know, on site?Now for the practices that you know are
kind of undecided, I am allfor you know, remote and having these
virtual treatment coordinators and you know,office managers or you know, if you
(20:37):
can do your dental billings you know, part part time from home or I
mean, that's really a huge sellingpoint to candidates, it really is.
I mean, if if companies wouldallow their team members to do more of
that, then they wouldn't have aproblem hiring at all. I mean,
they really wouldn't. I mean,and if they have an issue with setting
(21:02):
it up, I can recommend exactlywhat to do. I mean, because
they have everything you know you canyou can easily make your office secure,
and you can easily make your workplaceuh you know remote. You just have
to have some certain tools and whetheryou're you know, remoting into the practice
software or you're you know, havinga dedicated server specifically for that. Yeah,
(21:29):
that's definitely a way that that companiescould can hire easier and faster.
If you're any basically you know peopleas to this, they look inside and
think about one thing that they needfor the office. Well, one person,
what's the number one need that youthink a practice should look into it
(21:52):
without even realizing that they need it, because sometimes you don't see the forest
of the treaties, you know.So but here in this look what one
bit of advice can you call adoctorancy? All right? Thought, just
think are you do you have thisor you need this or never realize this
is available? So is there onething that they should say think of that
can potentially be a game changer forthe office that again that have realized they
need. Can it be software related? The AI AI companies are great,
(22:22):
I'll tell you because I do regularwebinars with a lot of these companies and
there are so many, so manyoptions to make your life easier and make
your job more efficient, right.I mean, there's an AI that will
(22:48):
do perio charting for the hygienis soyou don't have to worry about the you
know, assistant having to you know, leave the doctor come into the room.
I mean, the AI does allthat. You know, there's the
second opinion software that's really cool,that's AI and it you know, for
some reason, patients just they willbelieve. They won't believe the doctor all
(23:14):
the time, but they sure willbelieve a computer. That's crazy. To
me, Yes, same thing withmy industry. And that's been a big
change for us is you know automationand AI. You know from our perspective,
you know, lead generation and youknow, getting back to people from
from marketing has been a game changerfor us. We built a whole AI
program to have a pipeline a CRM. Because the phone rings in an office,
(23:41):
you want to get that patient in. If you go into a restaurant
tonight, how long you going towait before you call another restaurant to find
out if you could get ac areservation? So I want the same thing
with they'll practice. You know,you have to or to meet your your
strategy and your marketing and you haveto reach out to people many many times.
You know, the average person sentfrom marketing perspective has to be reached
out to eight times than eight dates. Most practices do it once. So
(24:07):
it's flement the ad implementing AI andautomation is so important. You're right at
the game changer. And you knowwhat's funny, it's really been maybe like
a year and a half the chatchipet has been out, but seem like
it's been out forever. You know. It's it's incredible how quickly the world
changes in technology. Wife, absolutely, I wouldn't be able to survive without
(24:30):
that AI, right, you know, so you know, also thanks so
much. I real appreciated. Sowhen closing, if the doctor wasn't more
information or you know, learn moreabout you, what's the best way for
coming to do so? My emailis Alison Norris at the Dentelgroup dot com.
(24:51):
They can also find me on LinkedInjust you know, under my name
and or you know, if theyemail me or if they reach out to
you, then I can give themmyself a number, you know, and
get guys, I highly recommend youknow, staffing is so important, so
many of what are practice and wework with a lot of marketing always need
(25:11):
more help, will find the rightpeople. And you know, Allison's great,
you know her recommend references are great. Reputation is awesome first of all
the best. So if you're lookingfor take you practice on the next level,
reach out to herst Social You cancertainly help you for sure. So
Alison, thanks so much. Ireally really appreciate it. And I do
(25:32):
have one final question for you.All right, what do you what are
you binge watching? Now? Ohlord, Dean, You're going to make
me sound like a crazy person.I have not watched television in so long
because I have a three year old, so I know a lot about poptrol,
I know a lot love patrol,but I have not sat down and
(25:56):
watched a television in the longest time. Not to here. Good for you.
I wish I could say the samething because I'm to five shows.
So so that's that's that's great.So all right, so we're gonna change
this, so we're gonna get onebit of advice for you. Then,
what's your favorite thing? The cookmm hmmm, let's see the three.
(26:18):
Well, you probably don't have muchtime, so what's the thing. What's
your favorite thing to cook that's fast? I like to make chicken, elfreda.
My son really likes the chicken outright. I really love to make
I mean it's super simple. Butdo you ever do you do? You
like artichokes? Like you know artochokes and I like I like artichokes.
(26:47):
Let's see, I'm not a I'mnot a great chef. I'm not a
great think Uper eights is on myyour speed the top. I appreciate all
right, so are the choke andAlfredo okay works for me. I appreciate
it. Well. Again, Alison, thanks so much. Guys, reach
(27:08):
out to alasand Marshall Bible to helpyou, no doubt about it, and
I really appreciate you joining us andgiving us some insights. So everybody out
there and podcast LAMB, thanks somuch for watching for listening. Again,
please let us not view any questions. I'll reach out to us. We
always at their feedback and if youhave any questions or want to reach out
to Allison, obviously the information willbe you know that in the notes as
well. So Alison, thank youso much. Everybody and podcast LAMB,
(27:30):
thank you so much for listening forwatch it at Keep on Smiling, Thank
you so much. Worth the Marketingdot Com three hundred and sixty degree digital
marketing solutions for your practice.
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