Given everything dentists must do to maintain their practices, it’s understandable that most of them don’t build a hiring pipeline until they have an opening. But waiting until an employee leaves to begin searching for someone can be extremely stressful and time consuming. Also, dentists may panic at the idea of being short-staffed, which may result in costly hiring mistakes.
This approach is similar to patients who delay treatment because it “doesn’t hurt now,” only for their tooth to get worse and require emergency treatment. Being proactive in hiring pays off. Imagine how relaxed you would be if you had a pipeline of potential employees to call upon if someone unexpectedly left.
Begin with an “always be hiring” philosophy
Shift your mindset to view hiring not as a 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 when you already have a full staff. It means actively and intentionally building relationships with local dental professionals and people who could become dental professionals.
Be sure your team understands your "always be hiring" philosophy. Reassure them that their jobs are secure and explain that you're preparing for future needs in order to avoid disruptions. This way no one will be alarmed if you post jobs periodically and continually collect résumés. 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.
Here are five strategies to network and meet potential employees (even if you’re an introvert).
1. 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 so it will become a magnet for talent.
Celebrate your team publicly: Place an ad in the local newspaper that expresses 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 local media if your event will have photo opportunities.
Leverage social media: Share fun, behind-the-scenes moments with your team to attract patients and potential employees.
Communicate appreciation directly: Ensure that your team knows they’re valued through recognition and rewards. If you’re taking the team out for a special event, make sure they wear branded clothing so that everyone can associate the team with your practice.
2. Establish yourself as the helpful dentist
When you 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, hosting CE events at your practice, sponsoring dental association events, or 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.
3. Leverage your team
Invite your team to scout potential colleagues as they attend conferences, CE events, and meet new people in your community. Offer a referral bonus if they recruit successful hires.
4. Target those who are starts in customer service
You may live in a community that has only a small pool of candidates with dental experience. The good news is if you’re willing to train, many exceptional hires come from industries such as retail, hospitality, or health care. Exceptional customer service skills and a positive attitude can be more valuable than dental experience, especially in roles such as front desk or dental assisting.
To recruit outside of dentistry, compliment people who provide great customer service at places like restaurants and stores, and invite people who exemplify your philosophy to visit your practice as patients, which allows 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.
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, students you meet at a CE course you host, or referrals from your current team.
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, including them in your practice’s newsletters, or inviting them to events such as lunch and learns.
Taking the time to stay in touch with the people you meet and admire ensure it'll be easy to reach out when you have a job opening and want to invite them to join your team.
Before 2020 and the pandemic, keeping a steady pipeline of potential hires probably didn’t feel urgent. It’s five years later, and more than 80% of dentists still 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.
Editor's note: This article appeared in the April 2025 print edition of Dental Economics magazine. Dentists in North America are eligible for a complimentary print subscription. Sign up here.
