Dental Office Team Training & Consulting

Initial and ongoing front office dental training is essential to convert calls to consultations and consultations to sales.

Front desk dental sales and customer service training

Your front desk team has to be positive, outgoing, and successful at converting calls to consultations and consultations to sales. Your front desk team is an integral, critical piece to your overall success. Our dental marketing company can deliver you the World’s Best Dental SEO, Google Ads, Facebook, and other social media marketing. Still, if your front desk team cannot convert those calls to consultations and consultations to sales, a critical part of the success cycle is failing you.

Our dental marketing agency realizes this and works with your front desk team and treatment coordinators to teach the best techniques and strategies to convert new calls to consultations and consultations to sales. When necessary, we can even do role-playing to help your front desk team have the confidence and capability they need to succeed.

Social Dental NOW has perfected the patient checkout procedure. Following our guidelines, you can get as many as 400% more positive reviews and drop bad reviews to almost zero. Want to know how to make that happen? Ask us. We will tell you.

Ongoing monthly training for the entire team, including you, the Doctor

Our dental marketing company sees many dental practices focus on last-minute hiring and fast or on-the-job training for their team and yet still somehow expect or at least wish for positive results. To build a great company culture and get everyone working together as a team requires constant ongoing training. Our dental marketing agency will teach you how to efficiently and consistently use monthly meetings to improve your company culture, get the best ideas from your team, and build your business success.

Each month, our dental marketing company will suggest a new business book or video to help your team come together and improve themselves and your business. We’ll teach you how to make those monthly meetings exciting, dynamic, and pull the best ideas from everyone on your team.

Our dental marketing company will show you the secrets and strategies of creating a company culture of teamwork and success. When our team helped create our $54 million software company together, we were routinely voted the best company to work for in the midwest. That was not an accident. We carefully created that team company culture, and our dental marketing agency can teach you how to do the same.

Training the Doctor and the management team to know how to interview, research, reference check, to find the best people in your area

Recruiting the “absolute best person” is probably the most critical thing you can do to guarantee your dental practice’s long-term success. Without the right team training and properly motivated team members, your success will always be less than ideal.

Some of us at Social Dental NOW have been involved in hiring for fortune 50 companies. Many of us have been involved in recruitment at phenomenally successful startups with incredible growth rates and have even created Inc. 500 companies, the fastest-growing companies in the World.

Our dental marketing company has learned many things over the years, and we will teach that knowledge on to you at no additional charge as part of our dental marketing service to you. This knowledge will help you recruit, interview, test, and manage your most important asset: your team. In turn, this will help you to create your most profitable possible dental practice.

Using Social Media Marketing to Find the Best Applicants:

One of the things for you to remember is that Social Dental NOW can help you find the best possible dental applicants in your area. If you use traditional systems like Monster, Indeed, etc., you only see people currently looking for a new job.

These are often not the best possible dental applicants as they may have been fired, laid off, or are worried about being let go due to poor performance. The best top dental performers are already employed; Social Dental NOW will bring them directly to you.

If you want the best people in your area, ask Social Dental NOW to build you a social media marketing ad campaign for recruitment. For instance, if you want the best possible front desk dental receptionist, our dental marketing agency can create a social media job ad and target it to ALL receptionists in all the other dental offices in your area with Facebook ad campaigns and social media marketing. This ensures that you will get virtually all the best possible dental applicants, not just people currently looking for a job.

Another bonus our dental marketing company offers over systems like Monster and Indeed is that we are happy to help you get the best possible candidates. We do not charge you any extra for this service. Of course, you must pay for Facebook ads and social media or Google for the campaigns, but there are no additional charges from us to help you. You get the best possible dental applicants with no unplanned expenses.

How to Hire the Best People – Here Is A Sample Interview Strategy:

Today, we will share just one strategy as an example that can be immensely helpful when interviewing many potential new hires. One of the questions we do not ask is, “what would you do if you had an angry patient?” Don’t ask a hypothetical question. Instead, ask what they have done in the past in a previous position.

We would ask for a response: “when you’ve encountered an irate customer or patient in the past, give me several examples of how you handled those situations.” If the answers they give are outstanding, if they went out of their way to ensure customer satisfaction, and if they took follow-up action rather than pushing it on or just passing it off to accounting, then you know you probably have the right person.

The Best Books on Dental Recruitment and Hiring:

Since hiring is critical to your long-term success, our dental marketing company recommends that everyone on your hiring team read or listen to the top books on hiring and recruitment. We assure you it will be an enlightening and excellent long-term investment. Our dental marketing agency will recommend the best books when you are ready.

Calling References:

Always call all the references! This is an absolute must!

Many past employers will not tell you whether the former employee was fired, lazy, or had a bad attitude when calling for references. Worried about lawsuits, they will only tell you they worked there for a specific period and their position.

To get past this information wall, we will suggest many strategies. For example, say something like: “We are a small business, and we cannot afford to make a bad hire. If this were your business, would you consider this person as a must-hire, a could hire, or a probably not hire?”

You can suggest a thought experiment such as; “our company is passionate about our team members being humble, hungry, and smart. Would this person fit that mold?”

You can also ask: “would your company rehire this person?” Listen carefully to get the answers to your questions; you may need to “listen between the lines.”

In one fortune 50 company we are aware of, when Human Resources (HR) checked references, they asked about an applicant we will call Steve. His reference check said, “Steve was intelligent and driven, but they would not put him on any teams.” The HR department hired Steve, much to their long-term regret.

Steve turned out to be a terrible employee that could not work with anyone. He missed almost every deadline, forgot about projects he said he would handle, routinely lied, and always had to be right about everything. Steve blamed everyone around him for his failures. He even told one of his co-workers he had been fired from every job he ever had!

It took this Fortune 50 company two years to finally fire Steve and get him out of the company, just think about all the wasted effort, negative focused management time, human resources, and money that was thrown away because HR did not listen to this subtle warning: “I would not put him on any teams.” Steve’s previous employer literally warned HR; he could not work with others, but they did not listen between the lines.

Online Psychological Personality Testing:

After you and your team have gained some insights and experience reading books on hiring and knowing how to interview to find the best possible applicants, our dental marketing company suggests using online testing and personality classification systems. Using these online systems does not mean substituting them for your skillful interviewing process or researching potential dental candidates. Instead, you use it as a double-check to look for potential problems and validate or invalidate your team’s impressions.

Because there are costs to using such systems, our dental marketing agency recommends that you only send online psychological evaluations to the final 4 to 8 dental applicants on your shortlist.

Human personality testing is unbelievably advanced in this modern world. Our dental marketing company uses a system called Prevue Online. Social Dental NOW makes no money whatsoever from Prevue Online; we only recommend it to you and give you examples because we use it in our dental practices and high growth rate companies.

Suppose you’re looking for a great front desk team member. Wouldn’t it be great if you had the psychological averages of thousands of evaluations for front desk receptionists and were able to compare your current job applicants’ personality tests alongside them?

Let’s say you are looking for a new associate dentist. Wouldn’t it be great if you could compare your dental applicants with professional dentists’ psychological evaluations at dental practices throughout the country?

That is precisely what Prevue Online allows you to do. You can use job fit reports for the following dental positions so you can understand how they work:

1. Front Desk
2. Office Manager
3. Hygienist
4. Dentist

You can compare “Benchmark Overviews,” which describes ways that Prevue Online can customize these profiles to individual offices, and an “Employee Lifecycle” chart, which outlines the different areas of pre and post-hire that can add value.

Training on hiring and building ideal team players

Social Dental NOW will introduce you to the top books on hiring and building ideal team players. Ideal team players are humble, hungry, and smart. A company full of ideal team players means far less company turnover, higher patient satisfaction, less drama, far more efficiency, and dramatically more company success.

Humble

An ideal team player never seeks to stand out but instead strives for the success of any given project or the team as a whole. The first and most important virtue in this instance, humility, manifests itself through modesty regarding public recognition. This ensures that each member feels valued; it also helps encourage those around them by subtly facilitating a more humble persona amongst their colleagues.

Humble employees know that they are a part of something much bigger than themselves. They understand the balance between their contributions and those made by others without demanding personal credit or attention for what is achieved as a team. These ideal team players acknowledge the strengths and skills that they bring to your team without the need to pridefully boast about them.

As an ideal team player, humility is one of the most important virtues. Humility allows an employee to be more concerned with achieving success as a team than receiving credit or attention individually; in fact, humble employees are honest about what they can do and never brag about it.

A humble person is perfect for self-reflection; they accept feedback and are open to change and learning to perform better.

Hungry

If you want to be a great team player, then you must be hungry. Hungry employees desire and have the drive to work hard for their company without being pushed by management. They always volunteer to fill gaps or take on more responsibilities when necessary; they’re eagerly looking around corners for new ways to contribute throughout the journey toward success!

Smart

The last virtue of an ideal team player is not about being smart or intelligent in the traditional sense. It’s about being smart and wise in how to deal with people. Smart employees understand the nuances of team dynamics and know how their words or actions impact others. Their good judgment will help them decide what’s best for each situation they encounter when dealing with patients and other team members that rely heavily on teamwork, like those at a dental office where collaboration is key to success.