Practices looking to add new dentists to their office shouldn’t forget to look beyond their candidates’ career skills, according to Barry Lyon, DDS.
Dr. Lyon, the dental director for Main Street Children’s Dentistry and Orthodontics and the chief clinical auditor for Dental Care Alliance, spoke with Becker’s about how he approaches the hiring process.
Editor’s note: This Q&A is part of a weekly series featuring Dr. Lyon focused on topics in the dental industry and DSO field. The views expressed are those of Dr. Lyon and do not necessarily reflect those of Main Street Children’s Dentistry and Orthodontics or Dental Care Alliance.
This response was lightly edited for clarity and length.
Dr. Barry Lyon:
During my career as a private practitioner and dental director for a DSO, I’ve hired scores and scores of dentists from all specialties. There were those I predicted would become quality and productive providers who turned out to be disappointments. There were times when I was desperate to fill a position, had only one candidate, hired that person against my better judgement, and was delighted when that dentist turned out to be everything I thought they were not. Sometimes my intuition was on the mark, and sometimes it wasn’t.
When I look back at my most successful hires, many still working for me today, I realize who they were as individuals was more important than who they were as dentists. Their character predicts their value as members of the team and providers of patient care. I once had a candidate who boasted they would be my top producer, and I wouldn’t be sorry I hired them. It turns out I was very sorry I hired them when their lack of character and ethics doomed them very early in their tenure. About a year ago, I had a resident tell me essentially the same thing during a phone interview. Their claims were so outrageous, I did something I never did before. I thanked the candidate for their interest, and I ended the interview. It is no surprise this person is still looking for a position.
Once I determine a candidate graduated from a strong dental school or residency program, I look beyond their education and evaluate how engaged they are in the hiring process. Those who promptly respond to calls and emails, arrive early for their interview and introduce themselves to team members as they tour the office have been my best hires. I once had a pediatric dentist arrive at an interview dressed in a t-shirt and shorts, and I once had a general dentist come to the interview as if she just rolled out of bed. I could not visualize these individuals being assets to any of my offices.
Successful hiring is an art form and often relies more on hiring the person rather than the dentist.