Michelin Star Moves: How To Build A Team That Actually Fits Your Culture
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What is the overall strategy for hiring a culture‑fit team in a dental practice?
Hey guys, welcome to another episode of The Making Of Podcast. I'm your co-host, Ashley Hoved. And I'm Colin L. Samory. And this is going to be a wham bam. Thank you, ma'am.
Yes. We are going to go over hiring because I think you've created a great culture at Smile & Company and you've learned things over the years. So I just want to ask a few questions that hopefully can help all the startup docs out there with hiring. Okay. Okay. So you know that you always hear the phrase higher personality trained for skill, which is great in theory, but how do you balance actually like hiring for your culture fit versus how much clinical skills someone has?
Oh, man, that is such a great question. And thank you for that. It means a lot that obviously you've been part of our culture for eight years. You're a little biased. But the fact that, I mean, you've been here, Judy, Cynthia, my tried and true OGs, it just means so much. And not that I haven't made mistakes with hiring, but I will say that I think when you are thinking about your position, not even necessarily the office culture. Yes, you have to define what your culture is going to look like. I think you need to envision the avatar of that specific position, meaning. Okay. Like, for instance, I would want someone very bubbly, very, very warm to be the first impression. Someone who is answering the phones, greeting our patients.
I don't necessarily need them to be experienced because we've had amazing... I mean, I've been known to hire from restaurants and Starbucks. And I think when they're already in the service industry, they understand what unreasonable hospitality looks like. And then you define it, whatever that looks like in your office. But I wouldn't hire someone who is... necessarily naturally an introvert where they really have to be pushed out of their comfort zone every time the phone rings or every time they stand up, because I think that's a lot to ask of someone. And I also would never hire someone like me doing much of anything. Honestly, there can only be one Ashley in the office, but I wouldn't want someone who is
really outgoing doing payroll or inventory or cause naturally that person would gravitate towards people. So yeah, figure out the position first, figure out what skills does this person need to possess in order for them to to be at their best day in, day out. So there is something called a work personality and a natural personality. And for a long time, we were doing personality profile assessments where, you know, in a work environment, how much do you have to push someone outside of that comfort level? Because that will determine their stress level, their happiness, whether or not this is going to be a long-term fit.
How do you define the “avatar” for each position before posting a job?
And you don't want to be just at odds with someone's natural personality right out of the gate.
I was going to ask you about the personality test. You've done many of them. Which one do you like the most?
I love the Enneagram test. I feel, I mean, we've taken so many, the disc. Yeah. How many different discs have we taken? Like, honestly, Enneagram. And we've also done the Culture Index, which is a company that Brian's organization hired and trained with. But the Enneagram, if you haven't heard of it, it is, I mean, they have podcasts everywhere. devoted strictly to these tests and you can download, it's like an $11 test. You can get it at ready. R H E T I. I'll link it. Dot com. We'll link it in the show notes, but yeah, It's a list of, I think it's 50 questions. It already tells you, make sure that you have a dedicated 50 minutes to 90 minutes to answer these because it'll ask you a question and give you two responses.
And the two responses are so crazy close to one another that you really have to think, which one would I choose? And then once you get your results, it's so crazy how accurate. Colin and I are polar opposites, which is I think why we work so well together. Probably. Yeah. And in the past, just going off of just hiring for culture, I don't want, I said this earlier, but I really, in all sincerity, don't need or want an office full of me's.
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Chapters
8 chapters
1
What is the overall strategy for hiring a culture‑fit team in a dental practice?
0:10–3:26
2
How do you define the “avatar” for each position before posting a job?
3:26–6:18
3
Why does Ashley recommend the Enneagram test over other personality assessments?
6:18–8:39
4
What are the two essential first hires for a startup dental office and why does experience matter?
8:39–11:21
5
Which unconventional interview questions reveal a candidate’s true fit for your culture?
11:21–15:08
6
What green‑flags and red‑flags should you watch for during a working interview?
15:08–17:52
7
How should a practice fire an employee quickly, cleanly, and with minimal fallout?
17:52–20:31
8
Why is it crucial to always have an open job ad and how can you source candidates beyond traditional job boards?
20:31–22:26
Speakers
2 identifiedMore from The Making of a Dental Startup
Brian Is Back | On Purpose, Fulfillment, and Reevaluating Everything with Ashley and Brian Joves
The Making Of Smile & Co. #2 - Episode SIX: The Tech Behind The Practice
The Making Of Smile & Co. #2 — Episode FIVE: Operatories, Chairs, and the Sterilization Area
The Making Of Smile and Co. #2 — Episode FOUR: Design Details, The Cosmetic Wing, and The Details That Make All The Difference
The Making Of Evelina Smiles - SIX
The Making Of Smile and Co. #2 — Episode THREE - Floor Plans, Architects, and Unexpected Surprises