There’s an obvious oxymoron in the title of this blog. Hiring is stressful. Whether a team member has given notice or you’ve made the decision to replace an underperformer, the situation is already demanding before the search even begins. Finding the right person for the right role is always a delicate balance.
With the ongoing staffing challenges in dentistry, here are several practical strategies to help reduce stress the next time you need to add a new team member.
Before hiring externally, consider whether there’s an opportunity to restructure internally. Sometimes re-tasking one or two team members into roles that better suit their strengths can benefit both the individual and the practice as a whole. If a team member is underperforming, they may thrive in a different role or with a different provider.
For example, an assistant may be better suited to administrative responsibilities, while an administrator could transition into non-chairside duties such as ordering, health and safety, or sterilization. When personalities are well balanced and only one person is struggling, thinking creatively and reallocating responsibilities is often more effective than starting fresh with someone who has an unknown track record.
If it becomes clear that you do need to hire, prolonged understaffing can quickly damage team morale. While most team members are willing to pitch in temporarily, the strain becomes unsustainable when it drags on. Over time, “I don’t have enough time” becomes a common refrain, and important tasks are more likely to be delayed or forgotten altogether.
When searching externally, your job posting must stand out. Generic ads blend into the background, especially in today’s competitive market. Highlight your practice’s core values and the benefits that matter most to candidates.
For example, if your office doesn’t require evenings or weekends, consider opening with:
“Looking to improve your work-life balance? Be home for dinner every night while working at ______ Dental.”
Your practice must be marketed just as intentionally as your services. Post creatively, on neighborhood Facebook groups, local dental professional social media pages, or even through targeted Google ads in your area. The right post, in the right place, can catch the attention of someone who wasn’t actively job searching.
If there’s a local assisting or hygiene school nearby, consider hosting a small job fair or information night for students. Even if you don’t hire immediately, building a pool of potential candidates ahead of time can be invaluable when a position opens.
Avoid hiring the “least-worst” option. Instead, move quickly and intentionally with strong candidates. Follow up by text as soon as a résumé is received to show responsiveness and organization. Set a specific time for candidates to call you, preferably one they choose, which helps identify those who are reliable and respectful of commitments.
Finally, once a hiring decision is made, give your new team member the best chance to succeed. Ensure your office protocols are clearly documented in a written manual and supported with structured onboarding and training. Learning should be both verbal and written, with clear expectations from day one. Team members perform best when they understand exactly what success looks like.
While hiring may never be completely stress-free, these strategies can significantly reduce the pressure. Ultimately, the best solution is creating a strong, positive culture where team members want to stay, and where their friends are eager to join when opportunities arise.
