Watch for a pattern

I encourage my clients to involve the team in the hiring process whenever it is applicable.

I so appreciate those who step away to leave the team and the job candidate alone for an informal get together without the dentist’s participation. It is a great way for the potential new hire to get a feel for the practice culture and team energy.  For the team, it is an opportunity to get to know the candidate a little better without having to contend with the activity of the day to day business operations.  This event should immediately follow the doctor/candidate face-to-face interview and precede the Skills Assessment (my equivalent of the “Working Interview”).

I find it interesting, and quite frankly a bit revealing, when one team member more than the others voices a negative opinion frequently as candidates go through the process. While we should always welcome objective feedback, I’m always a bit suspicious of the one team member who objects more than the rest. And what exactly are their concerns? Is it something personal or is it based on something factual that they personally have experienced with this individual.

Background checks and drug testing should be basic hiring protocols but having a personal vendetta or some type of envy are things that should raise red flags.

Evaluate concerns closely and objectively. I suggest that if the one “thumbs-down” comes from the same team member consistently, perhaps there is an overall issue that is hidden and not necessarily one that is based on whether or not this individual would be a fit for the practice style.

I suggest you go directly to this particular team member and see if you can determine where his/her actual concerns are coming from.  Could it be that he/she is threatened? Might he/she be worried that they will have to take a back seat? Does he/she see the group as an elite “clique” with no room for additional new blood?

Whatever the reason, keep in mind that not only should the majority rule, but it is the leader/employer that should ultimately make the final hiring decision while closely examining team member objections–especially if it recurs with one particular person over and over.