Another job interview thread/quick question.

[LEAKYSEALS951]

Hello folks!
I have a job interview via telephone this afternoon in several hours
The job I am applying for has two positions open, one for a dentist, and another, for a dental hygienist. Interestingly, in the same jobs listing site, the leaving Dentist is advertising HE is searching for a job.

Basically, it looks like there was a big cleanout, with either a bad admin/new policies running off the staff, or, conversely, bad staff, jumping off the ships like rats. It's hard to tell.

How does one (or do you?) attempt to address this in the interview? "Hey- noticed your staff bailed? Looks like there has been a recent staff turnaround. What gives?" or is this a verboten subject?

I jokingly have half a mind to call the leaving dentist as he is advertising himself on the same public listings site. I think he still works there for the interim. I was wondering if there was a way to speak with him directly. Obviously I wouldn't call him right out. I would want to hear the prospective employer's side first.

But at least for the short term- what is the best way to address/not address this in the telephone interview? Inquiring minds want to know- but also keep it positive.


tia,
Ron

[vash]

dunno.

but at the end of every interview..they say, "do you have any questions for me?"..

i would ask. put a positive spin on it..like, "i tend to dedicate myself to my career and hope for a long term relationship..why are you leaving?"

[stomachmonkey]

I would not speak with the staff that is currently leaving. Their side of story is likely biased.

During the QA I would simply ask, "What is the average length an employee has been here?" "How many staffers have been here less than a year, 6 months?"

Questions like that, if answered honestly, will give you an idea.

They won't ask why but if they do the response I would like to hear is "turnover and retraining is not efficient or cost effective and I'd just like to know coming in how it might impact the ongoing operation of the business and patient care"

[Norm K]

I'd certainly not shy away from expressing concern about their recent staff changes.

After all, if you're an outstanding candidate you're actually the one doing the interviewing.

_

[911 Rod]

I would keep a positive attitude on everything and not try to upset the apple cart if you want the job.
You know the turnover rate is high and there are issues. Why put their backs to the wall by asking them to admit it.
If they offer you the position now you are in the driver's seat.

[flipper35]

So is this a one time huge turnover, as in the staff has been there 15 years and suddenly they are all jumping ship?

[LEAKYSEALS951]

I think this is about a 3 year turnover.
The director has been there longer.

Although I was hoping for a catch all non-confrontational one liner. I'm thinking laying low is best.

Like some of you have said- I know the turnover happened, and I know the clinic well enough to know their relative turnover rates, so me asking is just stirring sour grapes at best.

"I know you just went through a nasty divorce...please... give me the gruesome intimate details! muwhahahahaha!!!!!!"

[Porsche-O-Phile]

Damn right I'd ask about it. Interviews are a two-way street. You are evaluating them too. I always ask how well (or poorly) firms have been able to retain staff / talent during downturns and ask what measures they found effective to retain people during periods when layoffs are common. It's a chance for them to convince me they've got a good plan and care about their people. If not and they're bull5hitt3rs, it becomes obvious that they're a "hire-fire" firm and treat their people as expendible chattel. In such cases, I usually leave with a smile on my face knowing that I've just saved myself a few years of dealing with that bull.

If they can't be open and honest with you from Day #1 then fk em. Next.

[LEAKYSEALS951]

Originally Posted by Porsche-O-Phile

Damn right I'd ask about it. Interviews are a two-way street. You are evaluating them too. I always ask how well (or poorly) firms have been able to retain staff / talent during downturns and ask what measures they found effective to retain people during periods when layoffs are common. It's a chance for them to convince me they've got a good plan and care about their people. If not and they're bull5hitt3rs, it becomes obvious that they're a "hire-fire" firm and treat their people as expendible chattel. In such cases, I usually leave with a smile on my face knowing that I've just saved myself a few years of dealing with that bull.

If they can't be open and honest with you from Day #1 then fk em. Next.

Thanks for mentioning this. It brings up an important question I need to ask them about their overall funding, and how that gets affected in downturns.

[Rick Lee]

I got in trouble asking this once, though I probably could have phrased the question better. I was probably in my fourth interview in the process, the place had horrible Glassdoor reviews, and I asked the boss about that. Mistake.

In my worst previous job, which had about a 90% turnover per year, a woman who had an interview scheduled, messaged me through LinkedIn and asked if she could call me to ask about the real lowdown. After checking her out and being convinced she was not a plant (not uncommon at that company), I agreed to the call. I didn't tell her how bad it was and pretty much just answered questions she asked. But that was enough to scare her off and she canceled the interview.

Check for mutual connections on LinkedIn and see if you can have an honest conversation with someone really in the know.

[MRM]

This is not an issue to address in a phone interview. In a phone interview you need to be positive and act like you want the job or you get screened out immediately. This is an issue you address in a real interview when you’re a formal candidate for the job and you’re able to discuss the issue face to face.

[LEAKYSEALS951]

Thanks all.

With so many interview threads on OT, I felt this would have been an issue hashed over many times, with many different creative responses, however, it never was an issue.

The interview went well. It went more like a hot first date than an interview. We will be meeting in the next week for a "follow up."

There was never even a moment of feeling like the original concern I made the post about was an issue. I roughly knew the original interviewer. There was another interviewer as well, and between them we discussed ideas and possibilities. In the end, even if it doesn't lead anywhere, it sure was fun.

R