Published in Dental Economics, April 2025 co-written with Holli Perez, Direct Dental
Given everything dentists must do on a daily basis, it’s understandable that most don’t prioritize building a hiring pipeline until there’s an opening. Yet, waiting until an employee leaves to begin searching can be extremely time-consuming and stressful. Dentists often panic at the prospect of being short-staffed resulting in costly hiring mistakes. This approach is similar to patients who delay treatment because it “doesn’t hurt now” only for the tooth to blow up, inevitably during a holiday, requiring emergency treatment.
Being proactive in hiring (and with dental treatment) pays off. Imagine how relaxed you would be if you had a pipeline of potential employees in a mental Rolodex to call on if someone unexpectantly leaves.
Begin with an “Always Be Hiring” philosophy
Shift your mindset to view hiring not as singular event tied to a job opening, but as an activity you engage in continually to promote your practice as a great place to work. This doesn’t mean conducting interviews around the clock when you already have a full staff. It does mean that you actively and intentionally build relationships with local dental professionals and people who could become dental professionals.
Make sure your team understands your “Always Hiring” philosophy. Reassure them that their jobs are secure and explain that you’re preparing for future needs to avoid disruptions. This way no one will be alarmed if you post jobs periodically and continually collect resumes. This will maintain your visibility in the market, enable you to gather applications and still retain your team.
The Always be Hiring philosophy boils down to continual networking. Let’s explore five strategies to network and meet potential employees, even if you’re an introvert.
Strategy #1: Build Your Employer Reputation / Be Known as a Great Boss
A toxic workplace culture drives employees away, while a positive and supportive environment attracts talent. Here are some ways to showcase that your practice is a great place to work, boost morale and make your practice a magnet for talent.
- Celebrate your team publicly.
Place an ad in your local newspaper expressing your appreciation for your employees. Include a sentence to indicate your practice always welcomes new employees and patients. Alternatively, create a digital version for social media or hang a banner outside your office thanking your staff for their contributions.
- Host team-building events.
From charity races to community volunteering, these events promote camaraderie while enhancing your practice’s reputation. Contact your local media if your event will have news-worthy photos.
- Leverage social media.
Share fun, behind-the-scenes moments you have with your team to attract both patients and potential employees.
- Communicate appreciation directly.
Ensure your team knows they’re valued through recognition and rewards. If you’re taking the team out for a special event, like a spa day, make sure they wear branded clothing so that everyone in your community can associate the team with your practice.
Strategy #2: Establish Yourself as the Helpful Dentist
When you must hire experienced or credentialed employees, focus on finding those who embrace growth. These professionals often attend conferences, association meetings, and study clubs. Engage with them by:
- Teaching classes or hosting CE events at your practice.
- Sponsoring dental association events.
- Mentoring students at local hygiene or dental assisting programs.
These efforts help build your reputation as a supportive and approachable employer, making your practice a top choice when candidates seek new opportunities.
Strategy #3: Leverage your Team
Invite your team to scout potential colleagues as they attend conferences, continuing education events and meeting new people in your community. Offer a referral bonus if they recruit successful hires.
Strategy #4: Target Customer Service Stars
You may live in a community where there’s only a small pool of candidates with dental experience. But the good news is that if you’re willing to train, many exceptional hires come from industries like retail, hospitality, or healthcare. Exceptional customer service skills and a positive attitude can be more valuable than dental experience, especially in roles like front desk staff or dental assistants.
To recruit outside dentistry:
- Compliment individuals who provide great customer service at places like allied health professionals offices, restaurants, or stores.
- Invite the people who exemplify your philosophy to visit your practice as patients, allowing you to assess their personalities further.
- If they seem like a good fit, discuss career opportunities in dentistry and invite them to shadow your team for a day.
Strategy #5: Maintain the relationships you make
If you implement the first four strategies, you’ll connect with some incredible potential future employees. These might include temps who assist your practice, students you meet at a CE course you host, or referrals from your current team.
Now it’s time to nurture those relationships and build lasting connections. Stay engaged by:
- Sending periodic check-in emails to maintain rapport.
- Sending holiday or birthday cards.
- Referring them to colleagues if they’re looking for additional hours.
- Including them in your practice’s newsletters or inviting them to events like lunch-and-learns.
Taking time to stay in touch with people you meet (and admire) ensures it will be easier to reconnect when you have an opening.
In conclusion
Before 2020, keeping a steady pipeline of potential hires might not have felt urgent. However, even five years later, more than 80% of dentists report significant challenges in hiring hygienists and assistants.
Building a pipeline ensures you’re prepared for unforeseen changes and protects your practice from the stress of staff shortages. It’s a proactive approach to ensuring your team—and your patients—always receive the support they deserve.
By adopting these strategies and committing to perpetual recruitment, you’ll create a hiring pipeline that keeps your practice fully staffed and ready for growth.
