Conducting an Associate Interview

Thomas Snyder, DMD, MBA

For many of you, 2009 will mark the year that you will hire your first associate. There are many variables that can affect the success of your associateship relationship.

A well-structured interview can help you determine what qualities stand out in your candidates.  Here are a few points to consider:

Qualifications of the Candidate
Based on the number of years the associate has graduated from dental school, this line of questioning can become quite important.  If you are considering a recent grad, ask about clinical likes and dislikes.  Was the candidate involved in extracurricular activities and if so, have them describe their experiences.  If the candidate completed a residency program, explore the clinical services the candidate provided.  If the candidate has private practice experience, have them describe their experience(s).  It is highly unlikely that most associates can provide you with his or her production reports, but if they are available ask to see them to give you an idea on his or her capabilities.

Marketing Capabilities
Many associates fail to contribute to a practice's growth.  You should make it clear to the associate that even though you may have an abundance of patients, your expectation is for them to help grow your practice, just as you did when you began your career.  Ask what they plan to do to attract patients.  Is there an interest in participating in community activities?  Are they willing to join organizations that will benefit the practice?  Setting the bar for marketing performance is essential for a healthy and productive associate relationship. 

Personality
Sometimes doctors will engage the services of a testing firm or consultant to assure compatibility between the candidate and the owner.  This is particularly true if you are considering an associate for a transition, most notably a partnership.  There are various personality tests available that can assist this activity for example, McKenzie Management has an on-line assessment test for dentists.

Philosophy of Dentistry
If it's a recent grad, having a meaningful dialogue on clinical philosophy may be difficult, but, certainly, questions should be asked about how the candidate feels about their profession, about patient care, and ethical issues.  If the candidate has experience in private practice, it's fair game to ask questions about their philosophy and how it may have changed since dental school.

Management Experience and Knowledge
Does the candidate have any interest or experience in business management matters?  If your candidate is going to be your potential partner, clearly, you should want someone who is willing and able to become engaged in business activities.  Has the candidate taken any business or practice management courses since dental school?  Did they take any business courses in their undergraduate program?  Do they show any interest in managing a small business?

Expectations of Both Parties
Often associateships fail because both parties have not clearly expressed their goals and objectives.  Ask the associate candidates what their one, three and five year plan may be to see if they have been thinking, critically, about their future.  Has the maturity you've been looking for been demonstrated, or do you get the impression that the candidate is just looking for a job.  Conversely, it's important for you to be prepared for the associate candidate to ask you questions about your expectations of the relationship.

Compensation
Ask the candidate if they have prepared a personal budget.  Since most young dentists have high debt, student loans are a big part of their financial needs.  As we discussed in prior columns, we normally recommend that fulltime associates be paid a guaranteed salary for the first three to six months of their employment.  Are the income requests realistic or so far fetched that you cannot meet their demands?  Let them know how much they would have to produce if the salary requirements appear unrealistic.

Other Factors
Throughout the associate interview, be attentive to the candidate's ability to answer questions, succinctly.  Does he/she make eye contact with you when speaking to you? Are they prepared and organized in their thought process?

References
If you've interviewed several candidates and have narrowed it down to one or two individuals, it's imperative that you check references to learn about his or her overall abilities, clinical skills, and prior work history (if applicable).

Summary
Take the time to organize your thinking and write out your questions prior to the interview.  It's important when you are interviewing more than one candidate to ask the same questions so that when it is time for you to finalize your choice, you will have a more organized way to do so.

Dr. Thomas L. Snyder is Managing Partner of The Snyder Group, LLC, a nationwide practice transition and financial management consulting firm. With more than 75 years of experience in the field, The Snyder Group can provide you a full range of services relating to practice transition matters and retirement planning. They can be reached directly at 1.800.988.5674.