Dental Tribune United Kingdom Edition

‘With CQC being one of the tasks that I have been dealing with for the past six months it’s been like having a spring clean of my admin- istration folders! 19Practice ManagementApril 25-May 1, 2011United Kingdom Edition I have always been respon- sible for the recruitment of staff throughout dental arts studio. It was as simple as placing an advert in whichever source you chose, receiving and reading through the ap- plicant’s curriculum vitae and then inviting them to an inter- view. When the potential candi- date arrived at the practice we would hand them a question- nairetofillin,whichhadgeneral questions on it such as, why would you like to work for us etc. Once I had completed all the interviews I would shorten the list down to the top three and arrange for a second inter- view to take place with either Dr Solanki or Dr Malhan. We would then select from these three the person we thought was best suited to the role af- ter a reference check had been carried out. This has always worked out well up until now. With CQC being one of the tasks that I have been dealing with for the past six months it’s been like having a spring clean of my administration folders! One of the outcomes we have to deal with is the suita- bility of staffing, which lead me into refreshing our recruitment policy with the help of the Code ADP website. The Code website has been a massive help in ena- bling me to update all our practice procedures and policies. On a whole we were very much in line with require- ments, but like many other practices there were a few poli- cies not in place, as well as a couple being outdated. One of our newly updated policies is to have a clearly de- fined outline for recruitment. Success after all is in the prepa- ration of any task or challenge undertaken. The advice that Code gave is outlined as follows: 1 Identify the specific job related criteria using a job de- scription 2Match these criteria with those detailed in the CV or ap- plication form 3 Use this list to select which candidates will be inter- viewed if appropriate Once a list has been creat- ed it is much easier to choose which candidates to interview. Once your selection has been made you then invite your po- tential candidate to present themselves for an interview. A job description should be sent out to the candidate before hand to ensure a successful ap- plication and interview as the candidate has already had the opportunity to decide whether they are the correct person for the role being advertised. Preparing for a recruitment interview is just as important for you as it is the interview preparation for the applicant. To have a successful interview It is no use saying: ‘We are doing our best’ Sharon Homes discusses the recruitment and selection process page 20DTà A-dec 200 The latest addition to the A-dec range offers no compromise and real A-dec value. Invest in reliability. Focus on the patient. Express your style. From the people who build the most dependable dental equipment in the world, A-dec 200™ provides you with a complete system to secure a successful future. Discover how you can gain assurance with A-dec 200. Contact your authorised A-dec dealer today. Chairs Delivery Systems Lights Monitor Mounts Cabinets Maintenance Infection Control ©2011 A-dec® Inc. All rights reserved. Durability. Performance. Assurance. Experience A-dec200 at BDA M anchester, 19 th -21 st M ay, Stand D19 To learn more, contact A-dec at 0800 233 285 or call your local authorised A-dec Dealer. Visit our website: www.a-dec.co.uk A-dec Dental UK Ltd Austin House, 11 Liberty Way, Nuneaton, Warks, CV11 6RZ. Tel: 024 7635 0901 Fax: 024 7634 5106 Email: info@a-dec.co.uk BDA ConferenceSupplement.indd 1 15/04/2011 11:23:15