In last week's blog post, I gave an example of how a dental clinic had successfully designed its entire recruitment campaign to attract the right candidates.
This week, I give an example of how a job ad in a rural part of the country can be designed to attract the right candidates and be credible at the same time.
I would like to point out that I am a big believer in honesty and transparency. It is generally a really bad idea to write and do something that is not in line with reality. It's understandable that you might want to do that in desperation. It just feels wrong to everyone, just as it has been shown countless times throughout history that lying and deception will always come back to haunt us at a later date. So my best advice for that is very simple: Don't!
Dental clinic in the outskirts
Some time ago, I read two fabulous job postings.
One was a posting that was super targeted at recent dental graduates. In fact, it was so good that I wrote an email directly to the clinic, just to commend them on their written communication (I think we need more praise and recognition in our industry. So when the opportunity presents itself, I try to react on it)
The second posting stood out by "selling" all the great benefits that were in the area. In particular, it highlighted the magnificent scenery and all the experiences that individuals and families would gain from settling in the area. The "marketing" of the clinic was fabulous. Very niche orientated and therefore eye catching, for the right candidate.
Niche-oriented job postings
I do not know the clinic or the clinic owner. So the following would be my recommendation for a job interview. Because I'm sure the clinic will get an applicant or two, with the good job posting - even though the clinic is very far from any highway.
A niche-oriented job ad makes more demands on the job interview. There should be a good connection between what is promised in the job advertisement and what the applicant experiences during the interview.
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The Recruitment Experience
It goes without saying that you have to put more effort into the whole recruitment process if you have a clinic in an area with recruitment difficulties. It's not just about the job advert itself, but the whole experience. So let's see which touchpoints could be relevant here:
Personal interview - content
The framework of the interview
Vision and structure of the clinic
Onboarding program and process
Integration into the community
The job advertisement
Last week I went through in some detail how to work with your job ad. Follow the link here if you want to read or re-read the blog post.
When the main message of the job advertisement is about the great local environment and the many fantastic opportunities in the outdoors. Then it's important to maintain your integrity throughout. This doesn't mean that every email has to contain a lot of detailed descriptions of the nature in the area. Of course, the communication should also include other questions and answers relevant to the position.
However, I think you should make sure to keep the line of the job advertisement and add a little twist to your emails that smells a bit of the positive elements from the job advertisement. Optimally, each touchpoint should shed light on a new angle or reveal an unknown little detail. It's a bit like children opening a new window in their Christmas calendar.
As in the e-mail correspondence, it is perfectly ok to talk a lot about professional themes, equipment, expectations of each other, let the applicant describe his/her strengths and weaknesses, with the different methods available for this, etc. etc. It is also important, again, to weave the main "selling point" into the conversation. You should ask what prompted the applicant to respond to the job advertisement. This will probably lead naturally to the main theme of the text. In this case, the unique local environment and stunning scenery.
Personal interview - framework and content
Of course, when an applicant comes for an interview, it is important to show off the clinic and talk about the job itself. Through prior correspondence, some insight into the professional qualifications, job expectations and personal preferences is obviously gained.
Personal preferences are particularly interesting to note. This is where the personal relationship can be developed. It strengthens the possibility of finding the good (or bad) chemistry between employer and employee. So assuming the clinic owner him- or herself thinks the local environment and nature is fantastic. Knowing that the applicant enjoys hiking in nature. You should then take the opportunity to invite them to a walking meeting - possibly in hiking boots. A short stop at one of the locals for a chat would be a good idea.
Staged? Maybe. But it's just as much this part of the job that an applicant for such a position is interested in. Why leave it to chance whether the applicant gets the right experiences in the local area after the interview? The employer is familiar with the area and therefore has all the prerequisites to introduce the applicant to the area in the best possible way.
Visions and structures of the clinic
4 weeks ago, I wrote about the 4 prerequisites for an ideal recruitment process. If you didn't get to read that post, you can follow the link here and gain insight into this crucial part for a good hiring process.
Onboarding program and process
All major companies train their employees before they are unleashed on the company's customers. One of the only places this doesn't happen is in the dental industry. Here, a new employee is typically introduced to his or her workplace, the most necessary tools and a cursory introduction to colleagues.
After a few days of needful "over the shoulder" chaos management. It is expected that the new employee can manage on their own. Of course, in line with the manager's vision and the culture of the clinic, which no one has told them about. (Feel free to disagree with me in the comments section at the bottom of the page if you disagree😊).