Hiring/Employee Retention

If you interview job candidates, you need a red-flag list. A red-flag list is used during the interview process to help identify “warning signs” that candidates aren’t a good fit for the practice or position. Using this list of considerations may curb your turnover and help you avoid a bad hire.

Studies show employee retention increases when employers invest in the initial first months of employment. Doing reviews at the first 30, 60, and 90 days of an employee's tenure with a practice is a great way to provide them with feedback on their performance, and it offers them the opportunity to tell you what is going well and where they need help. Use this form to conduct and document 30-60-90-day reviews with your new employee.  

California-specific application to help evaluate a candidate’s experience and skills, and information on obtaining authorization for reference checks. 

Use this notice to document termination, permanent change in an employees schedule, decrease in pay and more. Employers must give immediate written notice to the employee of a change in the employment relationship.

Contains a list of legally required forms, regulatory and billing considerations as you prepare for your new associate.

An employee emergency contact form is an onboarding form that employees can fill out to provide you with their emergency contact information in the event of a practice emergency. Employees may also provide any other information that they think you might need to know in case of an emergency, such as food allergies or allergies to any medications.

Keep this form organized in your employee confidential personnel records and review and update annually.

Checklist to help determine if a position meets the exempt (salaried) employment classification. 

Provides extensive questions and considerations to guide you through the interview and associate agreement process.

This toolkit covers recruiting, interviewing, hiring and onboarding, and provides a general list of basic hiring documents. 

Before bringing an associate into the practice, take the time to carefully examine the basis for this decision and evaluate the possible limitations of adding another dentist.

Associates may be classified as either an independent contractor or an employee. This toolkit includes information to help you determine how to hire an associate.

Employers should proceed with caution when using unpaid interns or volunteers. Most interns are considered employees in the eyes of the law, which means you must comply with wage and hour laws, including paying them at least minimum wage.

Guidance for dentists looking to hire or become an associate. Hiring an associate will affect practice staff, the well-being of the business and the welfare of the patients. Take the time and research strategies prior to making any hiring decisions.

Short-term employees are considered employees by the State of California and require additional documentation. This toolkit covers hiring, paying and terminating temporary employees.

Best practices for developing a job description outlining required qualifications, expectations and job duties for every employee. Includes sample descriptions for key positions in the dental practice.

Use this job offer letter to provide the details of rate of pay, job title, classification, and start date and time when offering employment to a potential salaried employee.

Use this letter to document an hourly employees terms of the employment relationship in advance of the employees start date. A written job offer must be provided prior to conducting a background check.

Use this letter to provide the employee a written offer in advance outlining the terms and timeline of the employment relationship.

Information provided by CA Labor Commissioner's Office on employing minors. Employers in California must follow applicable laws when employing almost all minors under the age of 18.

In this webinar, you’ll learn how to foster a positive workplace culture that enhances employee satisfaction and drives employee retention.

Checklist to help prepare for planning an optimal new employee orientation and onboarding process, including lists of forms, acknowledgements and brochures required in CA.

CDA recommends the use of a job offer letter in conjunction with a verbal offer of employment.

Checklist of recommended steps when recruiting and hiring new employees.

Checking references is a small but important piece of the hiring process. This guide covers why an employer should consider checking prior employment as well as other references during the hiring process. This resource includes a form and sample questions.

The key to retaining and engaging your employees is to build stronger personal and professional relationships. Having regularly scheduled one-on-one time with each of your employees gives leaders the ability to connect and to quickly address any issues that may arise.

For use when interviewing candidates. Save and file this form and all other information collected during the candidate selection process to avoid allegations of discrimination.