1. When did you start your career at MB2 Dental?
I joined MB2 Dental at the start of 2021, but my roots in the dental industry trace back throughout my entire career. While many childhood dreams gravitated toward astronauts or rockstars, my interest in dentistry began during routine visits to the orthodontist. Steadfast in my pursuit, I stayed committed to the pre-dental track, immersing myself in the central operations of a small dental group while applying for dental school. It was during this time that I discovered my passion for enhancing operational efficiency, sparking a transformative shift towards the business side of dentistry. Since 2014, I have been dedicated to dental recruitment, driven by a commitment to process improvement and organizational excellence.
2. As Vice President of Talent Acquisition at MB2 Dental, what are your primary responsibilities?
As VP of Talent Acquisition, overseeing both the Doctor and Staff Talent Acquisition teams, my primary responsibility is to develop and execute strategic recruitment initiatives aligned with the objectives and needs of our doctor partners. This involves continual evaluation and refinement of procedures related to advertising job opportunities, sourcing, engaging, and selecting candidates, as well as implementing effective onboarding and retention strategies. Additionally, I focus on tracking recruitment metrics, enhancing employer brand recognition, nurturing internal and external relationships, and driving continuous improvement in recruitment strategies and processes to adapt to evolving market dynamics and organizational needs.
3. What has been your most significant achievement since joining MB2 Dental?
The comprehensive transformation of the MB2 Talent Acquisition department. This overhaul encompassed several key areas, including team expansion, role restructuring for optimal utilization of individual strengths, and a thorough reevaluation and enhancement of our recruitment processes. A central focus of this initiative has been the customization and optimization of our internal systems, resulting in heightened efficiencies and the elimination of manual redundancies. These improvements have empowered our team with more time and resources to dedicate to the critical task of sourcing the most suitable candidates.
Additionally, we successfully merged two teams, Staff and Doctor Acquisition, into a cohesive unit operating under the same strategic framework. This consolidation has fostered greater collaboration and synergy between the teams, further enhancing our ability to attract and retain top talent across all facets of our organization.
4. What technology do your teams leverage to stay ahead of the game in such a competitive market?
Most recently, we built custom integrations between our applicant tracking system (ATS) and job boards, including niche dental job boards, enabling automated job postings and simplifying the candidate application process. This integration not only enhances workflow efficiency but also ensures broader visibility for our job openings across diverse platforms, reaching a wider pool of potential candidates with minimal manual effort. Moreover, we utilize AI-driven tools for crafting compelling job descriptions and targeted job advertisements that resonate with top talent. Through the strategic integration of artificial intelligence, we analyze market trends, identify relevant keywords, and tailor our messaging to attract the most qualified candidates. Leveraging technologies to optimize and automate our processes allows our recruiters to focus their time and expertise on building meaningful relationships with candidates and delivering exceptional experiences.
5. What is your biggest piece of advice for a dentist who struggles with recruiting and hiring?
My primary advice revolves around three key strategies: prioritize the candidate experience, maximize available networks, and foster a culture of appreciation within your existing team.
- It is imperative to evaluate and enhance the candidate experience at every stage of the recruitment process. Adopting a candidate-centric approach involves tailoring outreach to candidates’ preferred platforms, streamlining the application process, ensuring prompt and transparent communication, setting realistic expectations about the role and ideal candidate, conducting efficient interviews, and staying aligned with prevailing market norms.
- Leverage diverse networks to amplify job ads and reach a broader pool of prospective candidates. Beyond traditional channels, exploring unconventional avenues such as professional memberships, alumni networks, online communities, and vendor relationships can yield invaluable connections and uncover hidden talent pools ripe for exploration.
- Lastly, amidst staffing shortages and heightened workloads, it is imperative to recognize and value the contributions of existing team members. Cultivating a culture of appreciation and support not only bolsters morale and job satisfaction among existing team members but also enhances the appeal of the workplace culture for prospective candidates considering joining the team.
6. What is your favorite part about working at MB2 Dental?
When I made the leap to join MB2 Dental, I was initially drawn in by the company’s remarkable success and captivating culture, which almost seemed too good to be true. However, I quickly learned that MB2’s reputation was entirely authentic, and my only regret is not joining sooner. Despite experiencing remarkable growth, MB2 Dental retains the essence of a small, scrappy start-up, prioritizing its people above all else. It’s the open and collaborative environment, the robust support system, the emphasis on finding diverse talent, and the abundant internal opportunities for growth and development that truly set MB2 apart. With practices spanning across various areas of dentistry, each MB2 affiliate practice maintains its unique identity and culture, ensuring a similar sense of opportunity for candidates with varying backgrounds and experiences. Recruiting candidates into MB2 and our affiliate practices is deeply fulfilling, as I understand the profound impact this opportunity can have on shaping their career journey.
7. What is the most recent book you’ve read or podcast you’ve listened to?
With the fast-approaching 2024 F1 season, I’ve been listening to F1: Beyond the Grid. Like many others, my initial introduction to the Formula 1 universe came through Netflix’s Drive to Survive, and I’ve been captivated by it ever since. Beyond watching the races, I enjoy uncovering how drivers, team principals, and engineers constantly refine their strategies, optimize their performance, and adapt to ever-evolving conditions.
