You invest a lot of time and resources into finding and hiring a new administrator. Shouldn’t you dedicate just as much effort to making sure that new CEO, COO, regional director, practice administrator/manager or business development professional is engaged with the organization and wants to stick around long-term? It all begins with the onboarding process.  

Practice Management Connections’ experts level the playing field for independent practices and regional groups competing for talent with large corporations and hospitals. How do we accomplish that? By providing you hiring strategies and opportunities that rival the large organizations. Corporations have detailed, strategic onboarding processes and the resources to carry those procedures out that independent practices may not.

Not to worry: We are in daily contact with hundreds of dental, medical and eye care practices, as well as hundreds of practice management candidates. From those conversations, we’ve gathered some simple onboarding strategies that every office can put in place to ensure your next administrator is there for the long haul.

Pre-Start-Date Call

Call your new administrator a week prior to their start date and make sure they know where the office is located, what time your typical work day begins, where they should park, what they should wear or bring, and a brief outline of what their first week may look like. Always make sure to emphasize how excited your office is to have them come onboard.

Be Organized

Give your new administrator every opportunity to hit the ground running from day one. Prepare a one-sheet with computer passwords, system logins, email credentials, phone numbers, etc. Outline any organizational education that is helpful for them to get their bearings or is required by law. Prepare paperwork they will need to complete the onboarding process and have it waiting for them. Deliver a handbook of relevant policies and procedures for them to learn and reference. And be prepared to discuss in-depth questions about starting benefits.

Desk Space

It sounds simple, but day-to-day business can easily distract you from realizing that your new hire doesn’t have a desk. Make sure you have your new hire’s desk ready, complete with office supplies stocked and a welcome note from yourself and/or the team waiting for them.


Schedule introductory meetings with key colleagues, providers, staff and community networks. Help your new administrator build the relationships that are going to strengthen the entire organization.

Lunch Buddy

Assign a lunch buddy every day for the first week. (Preferably more than one person – providers, colleagues or staff.) Lunch buddies don’t have to buy lunch, but should spend time with your new hire during the lunch hour getting to know them, introducing them to local restaurants and answering any questions they may have. Many new hires will tell you that lunch at a new office where everyone is a stranger can be awkward and stressful. Make them feel welcomed and part of the group! This is also a great opportunity to develop those crucial professional relationships that will benefit the organization as a whole.

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