If you’re still waiting until someone quits to start hiring, you’re already behind. Dental practices across the country are struggling to find qualified assistants and hygienists. Five years post-pandemic, over 60% of dentists say staffing is still a top challenge. That problem isn’t going away on its own, and neither will the stress that comes with last-minute hiring.
The good news? A proactive hiring strategy can make the whole process smoother, faster, and far less costly. Start by shifting your approach entirely: Hiring isn’t a one-time event. It’s a long-term, ongoing process, just like maintaining patient relationships or managing treatment plans.
Dentistry 411 will show you how to build a steady pipeline of talent that keeps your practice staffed and your stress levels in check.
1. Be the Boss People Brag About
Culture can be your best recruiting tool. When your practice is known as a great place to work, you won’t need to chase candidates. They’ll find you.
Start by recognizing your current team. Whether it’s a newspaper ad, a banner outside the office, or shoutouts on social media, public appreciation sends a clear message: This is a place where people are valued.
Team-building events aren’t just for morale. They also build your employer brand. A charity run, a local volunteer event, or a fun outing gives the community and potential recruits a look at the people behind the scrubs. Encourage your team to wear branded clothing at events, and make sure those moments make it to your social channels. Showcasing behind-the-scenes life gives candidates a preview of your culture.
Most importantly, be consistent in private praise, too. Staff who feel appreciated will recommend you to others.
2. Get Visible in Professional Circles
If you want to attract growth-oriented, skilled employees, go where they are. Teach a CE course. Sponsor an event. Speak at a study club. Volunteer to mentor local hygiene or dental assisting students.
These efforts position you as a leader in the dental community. When respected professionals are thinking about making a move, you’ll be one of the first names that come to mind.
This kind of exposure builds credibility. It also signals that you’re invested in helping others grow, exactly what career-minded candidates are looking for in a boss!
3. Turn Your Team into a Talent Scout Squad
Your staff already attends conferences, CE events, and networks with other dental professionals. Let them help with recruiting. Offer a bonus for any referral that turns into a successful hire. This encourages your team to keep an eye out for great people and gives you access to candidates who are already partially vetted by someone you trust.
Just be sure to reassure your team that this isn’t about replacing them. It’s about preparing for the future and strengthening the practice. When handled with transparency, this strategy enhances loyalty, not undermines it.
4. Hire Personality, Train Skills
In tight labor markets, limiting your search to experienced dental professionals is a mistake. Many high-potential hires come from outside the industry. Think about that restaurant host who handles chaos with a smile, or the hotel clerk who remembered your name. Those are the kinds of personalities that thrive at the front desk or in chairside roles.
The key is to start conversations. Compliment great service. Invite people to visit your office as patients. Let them see what your practice is about. If there’s a good fit, offer a shadowing opportunity. Some of your best hires may not even know they want a career in dentistry — yet.
5. Don’t Ghost the Good Ones
You’re going to meet impressive people long before you have an opening. Stay in touch. Don’t just dump them into a database; nurture those relationships! Send birthday or holiday notes. Invite them to events. Refer them to colleagues when appropriate. Keep the connection alive, and when the timing is right, they’ll be ready to say yes.
This is your hiring insurance policy. When someone leaves unexpectedly, you won’t be scrambling to post job ads and pray. You’ll already have a list of qualified, interested people to reach out to.
Don’t Wait for a Vacancy to Start Hiring
Treat hiring like preventive care. Do it consistently, not reactively. By adopting an “always be hiring” philosophy, you position your practice as a destination, not a fallback. That means better candidates, faster onboarding, and less disruption for your team and your patients.
In a tight labor market, talent won’t fall into your lap. But with the right systems and mindset, you won’t have to chase it, either.
Dentistry 411 will continue to track the science, the products, and the legal landscape so you don’t have to. Subscribe to stay ahead of the curve, cut through the marketing, and make smarter decisions in your dental practice.
SOURCES: ADA
