Allison Norris
Hey, this is Allison Norris, I'm the founder and CEO of the Dentele group. And in this podcast, you're going to learn how to hire successfully in the dental industry.
Dean Steinman
Well, everybody out there on podcast land this is Dean Steinman from Ortho Marketing and guess what, we are back with another podcast for you.
So hope everybody is enjoying their weather. Spring is just about here and and so hopefully everybody smiling and today we've got a really special guest. As you all know your staff is the most important part of your practice and having the right people is important and keeping them happy is important, finding them is important so I'm really excited to have with me Allison Norris. And Allison is the founder and CEO of Dentele group and just going to talk talk a little bit about the industry and what it's like as far as pitfalls and and issues that practices are having and just talking about you know, what it's like to to get the right people in place so before I even talk more about it. Allison, how are you today?
Allison Norris
I'm good, I'm good. Thank you so much for having me.
Dean Steinman
Oh my pleasure! Thanks so much for joining. So before we even jump into it, Alison Norris tell us your story.
Allison Norris
Sure, sure. So I was a dental hygienist by profession and I left clinical in 2018, I just felt like I yeah I was meant for a little you know something more and so I ended up going to work at a company called E-Assist and I helped build their consulting division over there. It was really cool. I got to you know work with some of the the biggest consultants in the industry at the time and it was just very, very, very, a great learning experience I will say. Anyway,I left there and I started working at this startup company and it didn't work out and so I resigned and that's when I said I'm going to launch a recruiting agency and it's going to be a non-clinical one. And so that's what I did, so the Dentele group, we specialize in placing you know, non-clinical positions in the dental industry and we've been very, very successful, very, very fortunate.
Dean Steinman
That's awesome! So what made you, you know, decide 'I'm gonna jump into this'. Where did you see the hole that you know, what was your 'AHA' moment.
Allison Norris
Well, so when I was with the startup company that I was with, I was recruiting quote an quote recruiting affiliates to build this affiliate marketing program. And so those affiliates were dental professionals and a lot of these dental professionals did not want to be in, you know, in their clinical roles anymore and so I had this this you know this database of names and and so I started thinking you know? How can I leverage this database in a way that's going to be mutually beneficial for myself and someone else and so I said so I start, I start getting on these Facebook groups. And I'm like “hey I've got candidates. You know hey I've got candidates.” Do, you'll know any you know like how can how can we work together and so then of course you know I had agencies reaching out to me and saying “Oh you've got dental people, oh you can, you can build your own dental division at our company.” I've never even told anybody this story by the way.
But you can come and you know build our build our dental division and all this and so finally I'm like why would I go and build a dental division for someone else and I could just do it myself and so, so that's what I did and I had 0 clue what I was doing I just googled everything.
And I really mean to this day I still don't know what I'm doing. No, I mean I do but you know I mean I still do a lot of googling but, but yeah.
Dean Steinman
So when it comes to your matchmaker, so how do you know because you're trying to find both ends. You have to find practices that need you, every practice needs help. Good staffing across the board. You know that.
I have a hundred practices and probably 99 of them are complaining about their staff so you have to find practices that needed it at the same time you have to go out and find the good candidates. So how do you go about doing that? How do you break yourself with the two because it's 2 completely different, you know directions you are going there. So how do you target each of those to start.
Allison Norris
Yeah, you know what? Dean I promise you I really don't really know? No, I'm kidding. No, I'm really great at getting contracts signed, you know bringing in new clients. So the business development side is really my forte and then of course you have to find the candidates and so I am, I quickly have established a reputation based on trust and integrity. So candidates easily just come to me. I mean it's rare for a recruiting agency to have an overabundance of candidates. And you know it's, it's a lot of work. It's a lot of work and I've had recruiters that work for me. You know, I've had business development people that work for me. It takes a certain person to really do business development because it is tough. You know, to go out and find these companies that want to pay you to hire for them. But at the end of the day, I truly am passionate about it because it's helping the industry. It's helping a company aligned with a candidate and hopefully that candidate determines that you know that it becomes their passion and and you know it's just so it's pretty cool. It's ah it's rewarding. It's rewarding.
Dean Steinman
So what would you say here the 2 main pain points that a practice has when it comes to their, their staff because you know what you don't want to have turnover obviously and a lot of the practice we work with you know, that's the front person is that 20,30 years you know, like long term you know which is a positive but a negative you know. So, you know, what would you say is the number 1 or 2 reason that a practice comes to you to find new candidates?
Allison Norris
Well, currently you know the way that the hiring market is in dentistry, there's a lot of there's a lot of team members that will just leave on just, you know for for nothing. I mean, luckily I'm trying to think they just um, it's like the the integrity has left dentistry. Some I know that sounds terrible to say, doesn't it but it seems like it does. I mean it seems like you know, used to like when I was a hygienist I was at my practice for 10 years you know I wanted to stay there long term and so I think when it all comes down to it, Dean, I think that there's a, there's a, there's like some headbatting going on between the team members of who has the control in the practice and if everybody could just align and get along I think that's the bottom line. You know, and just appreciate one another. That wasn't even a the the greatest answer to your question was.
Dean Steinman
But know, but let's let's put it in the the doctor's perspective there. What is it that they're looking to find? Is it just somebody that like what would you say the number 1 trait is that the doctor is looking for in the new candidate?
Allison Norris
Someone that will stay long term, someone that is, someone that is loyal. You know, someone that got a great personality. You know nowadays they don't even care if they have dental industry experience too much. You know, they just you know, because that they've because they're having such a hard time with hiring currently, I think that a lot of people are rushing to hire when they shouldn't and a lot of that is because they're searching in places that they shouldn't be searching for candidates. You know, because the best ones honestly are the ones that aren't looking.
Dean Steinman
What's besides somebody quitting, what's the number 1 reason that a practice contacts you? They just have a vibe or you know how do they but know if somebody is not good because most doctors are thrown up. Understand the finances or this or that that focus on doing this and that and then they're not HR people. So what you know besides somebody leaving what's the number 1 reason that a doctor reaches out to you is it just to fill in something that my that did leave or you know, just you feel it that they feel that there's no continuity in the office or head buddy or somebody does a match or you know what's the number 1 reason besides besides somebody leaving that we shout to you?
Allison Norris
Expansion, which is great right? because that means there's growth. So you know if they're expanding their practice then they'll reach out. If they are just growing and staying there or you know, say they're adding a new service like for example, like all on fours. A lot of times they're wanting to hire a treatment coordinator that's a rock star that can close cases. You know so I have a couple of those, of those searches going on currently. And I mean it it really just all depends but the majority of the time. It's either. They're expanding or somebody you know somebody has to move on or say there's maternity leave or you know something like that. But we really try to stay away from maternity leave because it's not permanent. You know, now if they'll let them stay on then we'll place those but, you know.
Dean Steinman
What are the top 2 positions that you see as a trend in the industry that people are looking to fill?
Allison Norris
Well so you know the hygienists are very very high in demand. And of course assistants are high in demand too. But for the Dentele Group, we’re primarily filling Operations Managers and Office Managers and then you know of course Treatment Coordinators. That's in the practice level that we're filling.
Dean Steinman
And talk a little bit about the company you work with practices all over the country or do you just have this particular geographic area that you focus on?
Allison Norris
Yeah, so we're all over the US. There's some areas of the of the country that we just have a higher concentration of candidates in or you know more of our network in, but it's all over the US. And we work with you know with private practices and then we also work with emerging DSS and or groups and then some of the some of the bigger dsos as well.
Dean Steinman
And how do you go about the source of find the the people? So if practice comes to you from Chicago and do you have anybody in your database now, how do you go about to do that and how do you pre-qualify me? How do you find out? How do you? That's because your reputation is so important. The last thing you want to do is put people out there. And not good guess all this word gets out so watch. Talk is little about your the process so if a practice is looking for somebody and they contact you what happens from there.
Allison Norris
So, I used overpriced software.
Dean Steinman
And aren't they all?
Allison Norris
Yeah yeah, I use a software system that pretty much lets me type in a job title and pulls up all the candidates from a certain radius which is pretty neat. We also use of course Linkedin recruiter which is also another overpriced software. We rarely will find great candidates on Indeed. And so we really try to avoid that as much as we can, but, once we find these candidates you know these candidates that we're placing are typically passive candidates that means that they're currently in another opportunity or another you know location/practice.
Dean Steinman
Are they actually looking or you kind of recruit them or they that you know okay just okay, all right.
Allison Norris
We're, we're glorified. Yeah, we're HeadHunters pretty much I know this but now. I mean we're HeadHunters so we are finding candidates that like I had mentioned we're finding the candidates that don't want to be found. They don't know that they want to be found I should say.
Dean Steinman
So people that if that you're reaching out to don't even realize that the they're looking for a job you you kind of recruit them right.
Allison Norris
Yes, yes, so we are, we're essentially providing an opportunity. We're providing an opportunity that they may not even know about so the practices have to have that they have to provide that value proposition. But once we you know once we find those candidates then we essentially will just tell them about the opportunity and then we will do personality assessments. Because I think that's key you want to make sure that you know the personality is aligned with the team. We do video interviews and we record those and we just you know include that along with the resume and the personality assessment results and you know we're, we're doing a very comprehensive look into these candidates prior to submitting them so you know it's when, when clients work with us. They're not receiving you know 10 candidates. We've already vetted down and made sure that we're only submitting the best so they'll typically only receive ou know, 2 or 3 candidates and then all they have to do is basically decide whether they want to interview it or not and then if they do, they just let us know and you know then if they decide they want to hire them then they just let us know that we try to take as much off people's plates as possible essentially.
Dean Steinman
How do you? What questions? do you ask? the practice to see if it's a good fit because some of them are a little more conservative more outgoing so you know yeah you do a personality you know, check from the applicant. But what about the practice itself, how do you make sure it's a good match?
Allison Norris
Yeah, so, I'm very selective about the companies that I work with. I want any of my candidates you know because I'm very passionate about helping the industry and so I'm not going to put a candidate into a position where they're going to be unhappy. So I really like to ensure that these companies have great reviews. Not just you know the public reviews but you know the employee reviews as well. I think that that's key, I like to ask them if they are an insurance driven or if they're a patient focused practice because I think that makes a big deal on the team or that makes a difference with the team. You know? Honestly, if they're just if if someone reaches out to me and because it's happened before where they'll reach out and I'll say you know, call him by their first name or something and they're like oh no, it's doctor. So and so and just a very matter of fact tone I'm like okay well we probably are in a good match. You know because I don't like to work with those types of people. And they exist you know, but now I mean as long as um, you know they have a great reputation. They have a great culture and you know they want to have a team that works together and there's not just an authoritative dictator then, then I'll work with them. You know.
Dean Steinman
What percentage of the people that you hire a place are in office versus remote if some jobs are remote from an administrative perspective or some TCs not only to be in the office of do remote as well. So you know if somebody that you know when watches this listens to this they and they have to realize that some of the people might not need need to be there which kind of opens up the opportunity to bring more people so what percentage of jobs that you place are on site versus remote?
Allison Norris
I wish there were more remote ones that I could work with some of these clients. You know I would say that probably 75% of my positions are on site. Now for the practices that you know are kind of undecided I am all for you know, remote and having these virtual treatment coordinators and you know, office managers or or you know. If you can do your dental billings. You know, part part time from home or I mean, that's really a huge selling point to candidates it really is I mean if, if companies would allow their team members to do more of that then they wouldn't have a problem hiring at all I mean they really wouldn't I mean and if they have an issue with setting it up I can recommend exactly what to do? I mean because they have everything you know you can you can easily make your office secure and you can easily make your workplace you know remote, you just have to have some certain tools and whether you're you know, remoting into the the practice software or you're you know, having a dedicated server specifically for that. Um, yeah, that's definitely a way that that companies could, could hire easier and faster.
Dean Steinman
Right? If you were to basically you know people listen to this if they look inside and and think about 1 thing that that they need for the office or 1 person. What's the number one need that you think of practice. Should look into it without even realizing they they need it because sometimes you don't see the forest of the trees you know so but hearing this like what what 1 bit of advice do you tell a doctor to say all right doc just think ah you do have this or you need this. We're gonna realize this is available so is the 1 thing that they should to think of that can potentially be a game changer for their office that again didn't even realize they need anything.
Allison Norris
Can it be software related or AI companies are great I'll tell you because I ah do regular webinars with a lot of these companies and there are so many so many options to make your life easier and make your job more efficient right. I mean there's an AI that will do pario charting for the hygienist so you don't have to worry about the you know assistant having to you know leave the doctor come into the room I mean the AI does all that um you know there's the second opinion software that's really cool. That's AI and it you know for some reason patients just they will believe they won't believe the doctor all the time but they sure will believe a computer that's crazy to me.
Dean Steinman
Right? right? Yeah, same thing with my industry and that's been a big change for us is, you know automation and AI you know and from our perspective you know lead generation and you know getting back to people from Marketing has been a game changer for us. We built the whole AI program to have a pipeline the crm because you know think the phone brings in an office and you you want to get that patient in if you go into a restaurant tonight. How long you going to wait before you go another restaurant to find out if you could get anchor a reservation so same thing with with dental practive you know you have to automate your your strategy and your marketing and you have to reach out to people many many times you know the average person from marketing perspective has to be reached out to 8 times then 8 dates most practices do it once? Si implementing aid into implementing AI and automation is so important right? It the game changer and you know what's funny. It's only been maybe like year and a half the ChatGPT has been out but she likes been out forever. You know so it's, it's incredible how quickly the world changes and technology was there
Allison Norris
Oh yeah, absolutely absolutely I wouldn't be able to survive without an AI software system.
Dean Steinman
You know so you know Allison, thanks so much I really appreciate so in closing if the doctor I'm watching more information or you know learn more about you. What's the best way for him to do so?
Allison Norris
My email is AllisonNorris@DenteleGroup.com they can also find me on Linkedin just you know under my name and or you know if they email me or if they reach out to you then I can give them my cell phone number.
Dean Steinman
Great! Great! You know? and yeah guys I highly recommend that you know staffing is so important. So many of our practices we work with in local marketing. Um are always but need more help or find the right people and you know Allison's great you know how I recommend our references are great. Her reputation is awesome. Wish you all the best. So if you're looking for, take practice in the next level to reach out to her social. She can certainly help you for sure. So Allison, thanks so much if really really appreciate it and I do have 1 final question for you all right? What do you What are you binge watching now.
Allison Norris
Oh Lord Dean you're gonna make me sound like a crazy person. I have not watched television in so long because I have a 3 year old so I know a lot about Paw Patrol I know a lot but I have not sat down and watched a television show in the longest time and that terrible.
Dean Steinman
Good for you I would yeah wish I could say the same day because I'm top boun to 5 shows. So so that's great that's great. So all right? So we're gonna change it so we go get 1 bit bit advice for you then what's your favorite thing to cook?
Allison Norris
Let's see.
Dean Steinman
With a 3 or 1 you probably don't have much time. So what's the thing that was the favorite thing to cook that's fast?
Allison Norris
I like to make Chicken Alfredo but my son really likes chicken alfredo. I really love to make I mean it's super simple. But do you ever? Do you do you like artichokes like you know the artichokes and I mean I like I like artichokes. Let's say I'm not ah I'm not a great Chef I'm not a great cook. Uber Eats is on my.
Dean Steinman
Okay, on your speed dial up be the top. So appreciate it all right? So artichoke and Alfredo okay works. I appreciate it. Well again Allison, thanks so much guys reach out to thousand dollars will be able to help you no doubt about it and I really appreciate you joining us and and giving us some insights everybody out there in podcast land. Thanks so much for watching for listening again. Please let us know if you have any questions. Was there have feedback and if you have any questions or want to reach out to Allison. Obviously the information will be you know down in in the notes as well. So Allison, thank you so much everybody in podcast land. Thank you so much for listening for watching and keep on smiling.
Allison Norris
Thank you so much.
