Hiring in dentistry has become one of the most difficult challenges practices face today. Whether it’s finding hygienists, assistants, or strong front office team members, many practices are feeling the squeeze of a competitive and limited market. The good news: with the right mindset and approach, hiring can shift from frustrating to strategic.
Step 1: Know Your Practice and Yourself
Before posting a job ad, it’s essential to identify what type of team member will actually fit. Ask two questions:
- Do we have the time and skill to train a new hire?
- Or do we need someone experienced who can hit the ground running?
Startups or lean teams often benefit from hiring skilled professionals who can contribute right away. Larger or more established practices may have more bandwidth to train and develop someone new. Clarity here prevents wasted time and mismatched hires.
Step 2: Define the Attributes You Want
Beyond skills, practices should outline personality traits and work habits needed for success. Does the office move fast and require multitasking? Or is it a slower, detail-driven environment? Be clear about expectations up front, even in the job ad.
Example: A high-energy office might advertise, “We run on roller skates—if you love fast-paced, plate-spinning work, this is the place for you.” This attracts candidates who thrive in that culture while discouraging mismatched applicants.
Step 3: Expand Your Recruiting Net
Relying on a single Indeed ad is no longer enough. Practices need multiple “fishing poles” in the water:
- Team Networks: Ask current team members who they know. Dentistry is a small community, and word of mouth can bring strong candidates.
- Schools & Alumni: Contact local dental programs and alumni networks. Not all graduates are on job boards.
- Service Industry Talent: Great dental team members often come from restaurants, retail, or banking, where customer service and multitasking are key. Many top office managers and schedulers started in those fields.
- Social Media & Video: A short, genuine video from the doctor posted in local dental groups can build trust and spark interest. Candidates often want to see who they’ll be working for.
- Reps and Colleagues: Supply reps and local dentists often know who is seeking new opportunities. Don’t overlook personal referrals.
Step 4: Keep Recruiting Active
Hiring should not only happen when a position is open. Always be on the lookout for great people. Keep business cards on hand, compliment excellent service in the community, and let potential candidates know your practice is a place worth considering.
Step 5: Use Creative “Until Solutions”
What happens when ads are running, referrals are out, and still no applicants come in? This is where resourcefulness keeps the practice moving forward:
- Virtual Assistants can cover phones, billing, or admin work. Some even greet patients via video at the front desk.
- Technology Solutions like Mr. Thirsty or Isolite can reduce the need for extra chairside assistance.
- Cross-Training allows hygienists, assistants, or front office team members to temporarily flex into new roles.
These may not be long-term solutions, but they prevent desperate hiring and buy time until the right candidate is found.
Step 6: Be Patient but Intentional
Desperation leads to bad hires, which only create more turnover and stress. Instead, stay disciplined:
- Keep fishing rods out in multiple places.
- Re-post ads with different titles.
- Continue networking and asking for referrals.
- Stay focused on onboarding systems so new hires succeed quickly once they arrive.
Hiring in dentistry is challenging, but practices that get creative, stay consistent, and remain patient find stronger, longer-term team members. Define what you need, expand where you’re looking, and don’t be afraid to use interim solutions until the right candidate appears. With the right approach, it’s possible not only to fill positions but also to build a team that drives the practice forward.
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Last updated: August 2025
Written by Jacintha Ham, Dental A Team