Episode 786: Writing Ads to Attract Your Dream Team 101

Hiring a fantastic team member starts with writing the perfect ad. Tiff and Dana share tips on how to approach writing and distributing ads to hire. They touch on creating job descriptions, including core values, teasing culture style, and more.

Transcript:

Tiffanie (00:01.52)

Dana, back at it again. Um, I love podcasting with you. I'll tell you that every freaking time. And I think I've talked about a couple of different things on our podcast. We've been recording back to back to back here. Um, but I haven't asked you in a little while what is going on in your workout world, and I love hearing these and I know everybody else does, I know you are a CrossFitter, um, and I love that. I suck at CrossFit. And so I aspire to be you.

But you know, my most important questions are, have you found any new leggings you love? Are there new shoes I need to look at? And I'm just going to give you more kudos on the built bars because I have two right here waiting to be eaten. They are my favorite thing in the world. So let's start out with that. What have you got from what exciting news do you have for me from the workout world? I did.

Dana (00:47.478)

Oh my gosh, well you kind of hit me like not in slump zone, right? But I feel like there's not a ton more exciting going on. I do have new shoes recommendations for you, so I can share those. Um, I have just fallen in love. They're a Reebok and they're there. Their Nanos are like their most popular, probably cross shoe, but they have a Nano Flex and it is supposed to be more of like a cross trainer. So

Tiffanie (01:00.572)

Okay.

Tiffanie (01:06.061)

Yep.

Tiffanie (01:09.552)

Oh.

Dana (01:12.13)

Typically in like regular crossfit shoes. I don't like to do a ton of running in them Like maybe half a month is my max in those in these I actually feel like I could run like a mile to two miles in them and still kind of like weight train So those are like my new love because you know, too I also do like to run and so I like to incorporate a lot of cardio into my workouts So those are my new that's like my newest suggestion

Tiffanie (01:16.724)

Right. Yep.

Tiffanie (01:24.482)

Mm.

Tiffanie (01:29.276)

Okay.

Yeah.

Dana (01:40.462)

I know you're loving the built bars. I still eat bill bars. I have two different flavors in my fridge now But I'm also loving a new first form bar too, which I think I should lose day It's in it. They get me. I love that like sweet salty combo So they're kind of my new little bit of an obsession

Tiffanie (01:43.26)

Me too.

Tiffanie (01:49.876)

Oh, that's right. Yes.

Tiffanie (01:58.46)

Okay. All right. I think Brody might like those ones actually. He likes the built bars. He's not like, he's pretty picky about, I think most people are pretty picky about protein bars, but he likes these, but I'll have to try those ones too. I love, you mentioned our Tip Tuesday, so everyone knows every Tuesday in our company we do Tip Tuesday, so everyone who can and has a cool tip to bring, brings some sort of tip to our morning huddle in our company. Dana notoriously brings us

food or workout gear or whatever. It's typically some sort of food because she's she eats very clean, which is hugely beneficial for me because then I just wait to hear what Dana is eating and all implemented in my life. But it's so funny. I said this week, was it this I think it was this week, there were tons of stuff in there and I was like, buy this, buy this, buy this. And I see Kira over there writing stuff down and I said, Oh my gosh.

Tuesday's our theorist's most expensive day. We just, each of us will be just be like, oh my gosh, I'm gonna buy that. So we've just ended up buying a ton of stuff. So welcome to our tip Tuesday on whatever day this drops. You can go check out those items. Dana, thank you for appeasing me on that. I was thinking about this morning, I'm like, Dana, I haven't asked Dana for any tips in a while and I love my running shoes. I love them. So I know I can always trust you for that stuff. So thank you.

Dana (03:12.494)

Thank you. Yeah.

Tiffanie (03:19.368)

Um, another piece that I can trust you on is hiring, um, and all things operations manual, which I say it all the time. And I know I've said it in a couple of different podcasts so far, like you do a ton of that. So I really come to you when it comes to stuff like that. And the reason I wanted you for writing ads is because I think we use a lot of those pieces from the operations manual to really write a decent ad to attract the right person. So.

I'm not going to take all the space here. I want to hear from you. How do you advise our clients either in the operations manual course that you guys do or just your clients that you one-on-one coach, how do you advise them to write the perfect ad, especially in this like day and age where we're at today?

Dana (04:01.246)

Yeah. Yeah, right now it's hard, right. So we have to use an ad to stand out. We have to basically show how we're different, how we're better how they're going to love joining our team. And I think I love that we're doing this podcast together because I feel like it's a culmination of some of the other podcasts that we've done together. And so I feel like I always say pull your job description out, right? Use your job description as you're hiring ad again, we're going to define in that job description.

Tiffanie (04:12.997)

Yeah.

Tiffanie (04:20.356)

For sure.

Dana (04:30.134)

personality things that we really want, really what the tasks are that they're gonna do day in and day out. We talked about too, putting those core values in that ad. I think hiring for core values is a huge tip, but I think put them in your ad so that team members know, hey, do I align with those things? Or is this not really a great fit for me? And two, knowing, like, you'll know if you're gonna be successful there too, just by reading them and saying, hey, are those things that I align with? Or, you know.

Tiffanie (04:58.189)

Yeah.

Dana (04:59.502)

not really so maybe I won't be as successful there. And then I always I feel like I want you to use your job description. I want you to use your core values, but also want to challenge you to highlight what they get by coming to you because oftentimes you put it like, hey, this is what we're looking for. This is what we want. These are the personality traits and I want you to include all of those things. But right where you stand out is what do they get by joining you like

Tiffanie (05:14.524)

No.

Dana (05:28.394)

opportunities for growth, strong leadership, leadership that supports team, team that works really well together. All of those pieces right now, right? As it's the candidate market, you want candidates to know where you stand out, where they will fit in, where you are the best choice for them.

Tiffanie (05:47.776)

I love that. I love that. And I think in this day and age, it's a really relatable piece because I think there's a lot of online dating, right? And I think that's what it reminds me of is like putting your putting your page up there and being like, these are this is about me. But this is also what I'm looking for. So being super clear on those things and really dating your candidates to see if you're both a fit for each other. I love that you said that. What are they going to get from working with your practice? Because

That's huge for people. I think it always has been. It's just not, like you said, it's a candidate market, right? And it's just never been something that we've really realized or paid attention to. But I think now more than ever, people are really looking for how is this going to benefit my life in general and whole. I think we're starting to realize like we live one life and if our work and our personal don't mesh well together, it's not easy. It's very stressful. So that's huge. That's huge. And I love the words that you used. Like what?

What can they get from you and the leadership? I think a lot of our clients will highlight that they get CE opportunities a ton of Training so an outsource training situation like there's so many things that you guys have to really think about that you do So whether you use us or not, you've got different opportunities. I know a lot of companies will do Like the ADOM courses for managers. They do our courses for managers put those in there

Like most office managers aren't getting opportunities like that. That's huge. If you're hiring for an office manager and you've got some sort of support like that, some sort of course or one-on-one coaching that your office manager can expect when they come on board. That's huge. And I can tell you right now as a, as a team member, if I were onboarding onto a practice that said I was going to have a coach that helped me be successful in that position, heck yeah, sign me up because I mean, that's, that's free learning.

Right? Whether it's stuff that I think I know how to do or not, that's free learning in my opinion. So what is it that you guys are doing differently? I think is right, Dana, like that's what you're saying. What are you doing differently that they can expect from you that they might not get somewhere else and highlight those pieces. Dana, what else do you feel like is a good highlight? I like the CE and the, and then the leadership aspects and all those pieces that you, you said, like what are some other, I'm trying to think of like benefits that they could highlight in their ads.

Dana (08:11.882)

You know, I feel like team atmosphere, I feel like knowing like this is a place where if you need help, somebody is gonna jump in and be there, right? I also feel like letting them know that culture is super important to us. Also like team bonding things that you do, all of those things I think highlight. And then if you're struggling to kind of be like, well, what does stand me, like what does stand our office apart? Or what does make us, take it to your team.

Tiffanie (08:14.554)

Yeah.

Tiffanie (08:19.946)

Yeah.

Tiffanie (08:24.741)

Mm.

Tiffanie (08:29.392)

That's huge.

Tiffanie (08:34.445)

Yeah.

Dana (08:37.486)

your team members, hey, what is it that you love about being here? Where do you feel like we really support you? Where do we feel like you guys really support each other? What are the things that you feel like make you show up here day in and day out? Right? Because it's a place where we spend a lot of time. And you're right, if we've kind of shifted to this, like, we want our work to be enjoyable, we want our work to be fun, we don't want it to always feel like work.

Tiffanie (08:38.034)

Yeah.

Tiffanie (08:46.095)

Yeah.

Tiffanie (09:01.358)

Yeah.

Dana (09:02.13)

It has just been a really pivotal shift. So I think knowing those things and being able to utilize them in your ads really does help you stand out.

Tiffanie (09:10.168)

Yeah, I agree. I love the ask your team aspect. Like go ask your team, what makes us stand out? Why do you come to work every day? Right. And even if they're like for my paycheck, cool. We pay well. Like that's put those words in there. Word Ninja that and put that sucker in there, like competitive pay for this area. Like whatever, if you need help word Ninja, Ninjaing reach out. Hello at thenetolateam.com. We are wiz's at that. We help our clients constantly.

Dana (09:20.63)

We play well, right?

Tiffanie (09:36.792)

But I love that. I thought it was such a great idea. Like you blew my brain with that one. I hope everyone felt that way. What else do you feel like? I'm also thinking of like 401k options, right? And you guys, I don't know if you know this or not, but even if you don't have a 401k option that you guys are contributing to, if you have a financial advisor who's open to it or willing or able, which a lot of newer...

Financial advisors like coming onto the scene or like give me everything They'll a lot of financial advisors will come in and just talk to your team and give them information about stuff like that 401ks or Any kind of advising any anything that they can put money into and what the dos and don'ts are That's a benefit that you guys could add on there. Like we've got retirement planning, right? You may not be contributing to the retirement

But you've got someone in your wings that can be set up to help those team members do it in the dental world. Like we're small businesses, so it's not always easy to get all of those big benefits in place and feel like you can really stand out, especially with so many DSOs and corporates coming into the scene. But those are ways that you can, what do you have? Who do you have in your back pocket that can be an assistance and an aid to those team members, highlight those things. Because.

As a team member, like as an office manager or a dental assistant, I knew nothing. I still feel like I know nothing about the financial world and Kira has afforded us so many opportunities and, and different ways to learn. So thankfully we have that, but man, when I was in practice, it was like foreign, foreign language, right? Completely foreign language. But if you have things like that in your back pocket, a lawyer that can help. But

CPA that might be able to give advising like taxes, tax strategy, different things that you can have someone come in and help, those are all benefits that you can put into your ad that people aren't highlighting, whether they have it or not, they're not highlighting it. So I think highlight what your team brings, like you said, and I think we talked about, right, Dana, using core values, so highlight the core values and the culture that your team brings, highlight the benefits that you've got.

Tiffanie (11:52.004)

And then highlight to your job description. That's huge. Don't forget about that and just talk about you. Like don't do that. I don't want you to just be attracting people, but I want you to attract people to the right job. So there's been plenty of times, Deena, I'm sure you've experienced it. My clients have been like, I've hired this person to do this job and I thought she could do it, but she sucks at it. Well, did they know what they were getting into is always my first question. Right. So how do you have them line that out with the job description of like,

main duties or whatever that person can expect to come on board to.

Dana (12:26.526)

Yeah, I think it really is just looking at everyday tasks. What are they expected to do daily, weekly, monthly, right? And making sure that they have a very clear picture of that. And like, how can they win, right? Even in your interview process or even in your ad, like, hey, we really want, this person will win if they can schedule us to 90%, if they can keep doctor and hygiene schedule full, if they can fill our schedule anytime a cancellation, like what is the action that it takes to get that task?

Tiffanie (12:38.498)

Yeah.

Tiffanie (12:45.786)

Yeah.

Tiffanie (12:53.209)

Yeah.

Dana (12:54.838)

done and I think you can highlight some of those things in your ads. Again, it's just setting those really clear expectations from the beginning of truly what does this position mean in the practice and how can you win.

Tiffanie (13:05.72)

Hmm. I love that. I worked with an office manager this morning, actually on, she had two new hires come in and she's like, I just don't think that it's working. Like I don't, she doesn't multitask well. I'm like, well, do you need her multitasking that position? She's like, I don't know. So we had to break down, like, basically we had to start from scratch. Like we were hiring and break down the avatar, the duties. Like what are the end results expectations? Because if she's hitting the metrics of this position.

even though she can't multitask, does that matter? Because she's hitting her metrics, probably not. So like, what are the, I love that you said that, how does this person win in this position? And then we figure out how are they gonna get there? Because oftentimes when we don't have that clarity or the person doesn't have that clarity, we don't know if they're actually a fit or not. Even 90 days, two years into the position, we're like, I don't know, I think she kind of sucks or I think she's doing great.

But I'm not sure. Well, if we know those metrics and what it looks like to win, it's very easy to say, do they need all these other qualities? So then you can smash all that together. We talked about building your avatar on one of them. Go listen to that if you haven't. We talked about your core values. Dana's a whiz with them. If you need help, reach out to us. And then writing your ads and using all of that together to make your perfect tire has hugely benefited our company. And I know that it can benefit yours too. So Dana, I think writing the ads,

culminating all the pieces that you mentioned. I know there's so many pieces, right? We got to bring it all together for everybody. So job description, make sure you got your job description in place, but then pull out of your job description. These are your action item, guys, so I hope you're writing them down. I hope you've got your pen and your paper or stop on the side of the road, put it in your notes, whatever you got to do. Take from your job description the pieces that really say how they're going to win in that position.

and put that in there. And then I love that you said to highlight the pieces that make you stand out from other employers. So ask your team if you're not sure, but also highlight any benefits that you have, training, 401Ks, like I said, anyone who might be able to come in and help with advising, doesn't have to be you contributing to things. It could be, gosh, anything. It could be somebody that helps you get healthcare, even though I don't give it to you. Highlight all of those pieces. So get your job descriptions together.

Tiffanie (15:23.5)

pull from your job description how they're gonna win and then pull together why you make the best employer. And I think that's how you're gonna win in this market right now with writing ads. Dana, do you feel like there's anything that I missed in there with those pieces? Three, like three hot tips right there. That's huge, awesome. Okay, Dana, thank you for making this fun. Thank you for the tips. Pre.

Dana (15:39.246)

Thank you.

Tiffanie (15:49.388)

writing ad tips. I appreciate that. I'm always looking for those workout tips from you. Thank you for being here. Thank you for killing it on the 90 day operations manual creation course with our clients and with everyone that's involved with that. If you really, really shine in that world, and I super appreciate you and all of the people who are putting in the work behind the scenes on that course as well. So you guys reach out hello at the dental a team.com

If you need help with any of this, if you want us to look at an ad and you're like, does this make sense? How do I do this? We're happy to be here to help you. And you guys, as always, drop us a five star review. It really helps us to know if we're taking these in the right direction. It helps others to see, hey, this was a really valuable podcast to listen to. So go listen to it. We appreciate you as always. We appreciate you listening. We appreciate you as followers, and we can't wait to see you next time.