5 Essential Recruitment Tips for Dental Practices

Recruitment Tips for Dental Practices

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Recruitment is one of the biggest challenges for private dental practices; they need to ensure that the people they hire are competent and that they understand and adapt to the culture of the business. This is especially important when targeting a specific demographic group or type of patient. They then have to make sure they can be trusted and that they are loyal. It’s not easy, but it is possible if you use the right techniques. Here are some tips for recruiting in a dental office.

Specialised site

http://server.digimetriq.com/wp-content/uploads/2021/01/1611046266_200_5-Essential-Recruitment-Tips-for-Dental-Practices.jpg image source: unsplash.comhttps://www.dentaljobsonline.ie/

The first thing you need to do is choose the right recruitment site. While it’s always a good idea to post your ad on a general job site, it’s best to pay special attention to those that revolve around your industry. Sites like www.dentaljobsonline.ie are a good example. They attract a more motivated type of candidate and are also the best place to find new talent. If you treat them right, they are the kind of employees you can work with for a long time, and they can become your advocates in the future.

Being a patient

One very important thing to remember when hiring is that you should not be in a hurry. If your receptionist just gave you a week’s notice, it’s easy to panic and hires the first decent person you meet, but that can be a big mistake. You should take the time to check their information and references. This may seem like a trivial provision, but administrators manage a lot of important and sensitive information. Hiring the wrong employee can lead to the loss of appointments, clients, or even data.

Know how to write a job description

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This is one of the most important elements of having someone who not only meets the requirements of the job but also fits the personality and brand of your clinic. A cosmetic dentist is unlikely to have the same brand image and staff expectations as a GP. So you should make sure it’s included in the description to make it easier to find your application pool and more relevant.

Take a step back and look at the position you want to fill, then start writing the job description. Even if you have a description in your employee handbook, consider writing a new one. This is especially important if you have introduced new technologies into your dental practice. You want the description to be as clear as possible. They also need to know what tasks they will take on and what skills they will need. Here are some questions you should ask yourself:

  • What is the purpose of this work?
  • What are the daily tasks that need to be done?
  • Are there any additional responsibilities?
  • What are the tools and equipment to be used?
  • How is the position tracked?
  • How autonomous will they be in their roles?
  • What numerical, verbal, or technical skills are required?

We also suggest that you talk to the departing employee if he or she is open to the idea. You can review the job description and make sure it is accurate. They may also recommend tasks they do not consider useful.


You also need to be proactive if you want to respond quickly to your recruitment needs. Although you can post jobs on many websites, one of the best ways to post jobs is through social media. Nowadays, many people are looking for work in this way. Sites like LinkedIn allow you to post jobs and accept applications directly from a candidate’s LinkedIn profile. Status updates are also a great way to draw attention to your offers.

Facebook is another great place to post jobs. Few people know this, but you can use paid ads to promote jobs. It is also important to have a job ad on your site. You can search by location and by various criteria that allow you to refine your selection.

Application and Interview Process

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The application must include a cover letter and some simple references. The cover letter tells you not only about their literary and communication skills, but also about their personality. The request should also allow you to collect names and contact information for reference. Ask them to write a few sentences about why they want to work for you and what makes them ideal candidates.

This will give you an even better understanding of their personality, as well as how long you can expect them to stay. You can then exclude those who cannot follow simple instructions.

As a first step, we also offer a telephone interview. This is especially important when hiring over the phone, but you can always get a good idea of the type of person you are dealing with, even over the phone. This gives you an idea of their authenticity and enthusiasm. This single element can filter a lot of time and speed up your searches while easing the workload of your human resources department.

When making questions, try to relate them strictly to the job and functions. Avoid topics such as religion, marriage, or recreation. You should also put potential candidates in hypothetical situations where they need to solve problems quickly. Also, ask for information about the difficult situations they faced in their previous job and how they dealt with them. Last but not least, ask them questions to find out if they have done their homework in your practice. For example, you can use them. B. Ask why they chose your practice over others.

You’ll know right away if they’ve done their research or if they’ve just sent their applications to as many clinics as possible in the hopes that one will stick. This will be very important if you want to retain an employee.

These are all important tips to help you find effective, motivated, and loyal employees. Make sure you follow them closely and take the time to vet candidates before making a hiring decision.

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