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Who Not to Hire

CFrom David Harris the CEO of Prosperident:

My other suggestion is to ask each former employer (and you should normally contact all employers from at least the last five years) a few strategic questions.

  • Get them to provide exact dates of employment. Don’t prompt them with the dates in the resume and ask for verification; human nature may result in them agreeing without verifying.

  • Verify job title and responsibilities.

  • Ask who the previous and subsequent employers were (most former employers know this).

  • If the applicant claims to be currently working for that employer, confirm this with the employer. People who have been fired tend to conceal this fact from you.

  • Finally, ask each former employer a very specific question, “if this person were available and if you had a suitable opening, would you rehire them?”

Full Article

The linked article is designed to help you avoid dishonest staff members who might steal from you. That is important but there is another related and equally important factor to consider when hiring. Can the potential team member be trusted with confidential patient information?

As dental professionals we have an ethical and legal obligation to protect patient confidentiality. HIPAA regulations include reams of paperwork outlining office policies and requirements to train and re-train team members on patient privacy and then to document that training.

However all the paperwork and training in the world will not be effective if the employee is the type of person who will steal and sell confidential information. It happens – character matters.

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