This document discusses time management and hiring practices for dental offices. It provides tips for administrative assistants on task prioritization and project timelines. Regarding hiring, it outlines writing job descriptions through job analysis, placing job advertisements, conducting legal interviews, testing candidates, and concluding with offer letters. Efficient time management requires maintaining schedules, analyzing tasks, establishing deadlines, and organizing workflow.

1. Time management and Hiring
practices

2. • Administrative assistants need to know when
to perform each task, how to chose which job
first and how long each project will take
• Utilization of four handed dentistry and the
utilization of chair side assistant increases
production and reduce stress
• Time management in the dental business
office involves planning and scheduling your
work and avoiding wasted time

3. • Efficient time management requires
– Maintaining daily schedules
– Analyzing daily tasks
– Establishing deadlines
– Organizing workflow
– Scheduling major projects

4. • Maintaining daily schedule
– Use of calendar and personal appointment book
as well as office appointment book is necessary in
maintaining daily schedule
– a to do list with a summary of all pending tasks

5. Hiring practice

6. Writing a job description:
• A current accurate description should exist for
each position in the dental office
• To write a job description, job analysis need to
be done, which involves observing the
employees and gathering information about
the job. Job analysis includes
Listing the task that makes up the job
Determining the skills
Personality characteristics
Educational background needed for the
employee to perform job satisfactorily

7. Writing a job advertisement:
Should list:
• The skills expected from the person
• Require a resume
• Identify attractive feature of the job
such as: benefits, salary and working
condition
• Periodically look at the classified ads
in the local paper for ideas
• A request for an educated person
cuts down on potential training
costs for the dentist

8. Legal consideration in hiring
• Application forms should avoid any questions
regarding race or ethnic background
• Each applicant who completes an application
form must be provided with same type of form
• Citizenship status: only legal immigrants should
be hired

9. Pre employment testing
• A variety of employment test includes
– Standardized test
– Polygraph test
– Drug and alcohol test
• Dental practice may use professional
developed standardized tests to verify
knowledge, aptitude and skills during a
selection process

10. Conducting an interview

11. • Before conducting an interview
– Gather all the information about each candidate
– Develop an outline of questions
– Determine the physical setting of interview
• Common types of questions asked during an
interview include direct, indirect and
hypothetical

12. • Direct question elicits an expected response
– Example: would you be opposed to travelling to a
satellite office?
• An indirect question do not imply a yes or no
response
– Example: how would you feel about travelling to a
satellite response?
• A hypothetical question describes an actual
situation and elicits response from the
candidates
– Example: if one of your patients told you he refused
to pay because he didn’t like the way he was treated
how would you respond?

13. Concluding an interview
• Once all the candidates have been interviewed, a
letter of confirmation should be sent to the
employee being hired which stated the condition
of employment includes wages, hours,
promotions, and beginning date
• The letter should identify the probationary period
which allow either party to terminate
employment within an established period of time
without fear of penalty.
• It is preferable to have the employee sign the
letter