DPAS Regional Support Manager, Tracy Webb, offers some suggestions as to how to recruit good members of staff for your practice.
Difficulties in recruiting the right staff for dental practices seem to have gone on for so long now that it should probably no longer be described as a ‘crisis’, but rather a chronic condition. As more people post-pandemic chose to prioritise time spent away from work, we saw a huge drift towards what’s known as ‘less than full-time’ working. This meant, on top of those who left the profession altogether, practices needed to find staff to plug the gaps caused by part-time working.
Consequently, nearly five years after the start of the pandemic, practices still tell us that one of the main things they would like help tackling is recruitment and retention. Here are a few suggestions that may help.
Be flexible
Before you start the recruitment process, be prepared to take a broader view of the types of skills you’re looking for. While it’s desirable to find people with previous experience of working in a dental practice, as you may well have found, they’re now in shorter supply than they used to be!
Instead of insisting on previous experience, why not consider applicants with transferable skills from other business sectors? People who have worked in the hospitality business will already appreciate the importance of a great customer experience which is an advantage for a dental practice. The same can usually be said for former retail staff too.
So, if you can’t find a qualified dental nurse or receptionist, you might want to consider someone with a good understanding of customer service who could acquire the dental skills needed to fit into those roles. This has the added benefit of giving you the opportunity to train them to do things the way you want them done and to your standards!
Use Multiple Recruitment Channels
Placing ads in print publications to recruit new staff members is virtually a thing of the past. Readership of local papers has dwindled and so you need to spread your net more widely to make sure people know that you’re recruiting. Most candidates will be looking online to see what vacancies there are so make use of a number of different channels.
These can include:
• Online Job Boards: websites like Indeed, LinkedIn, and specialised dental job boards
• Social Media: platforms like Facebook and Instagram can help you reach potential candidates
• Your own website: your practice website is your shop window so use it to let people know you need someone.
Word of mouth has also always been an efficient way of filling a job vacancy. Dental supplies reps are in and out of practices all the time and they often get to know who’s looking to move on. So, ask them if they have heard anything on the grapevine.
Also, tell your contacts and patients that you’re looking to recruit someone. You never know, there may be a patient, or someone they know, who would love to work at your practice.
Conduct In-Depth Interviews
Invite shortlisted candidates for in-person or virtual interviews. If the candidate has previous experience in dentistry, structure your questions to find out more about this. Equally as important as their skills and experience is what they’re like as a person. Can you see them fitting in with your practice culture and the rest of your team?
If they’re not a good fit with the people who already work with you, then it’s probably better not to hire them, no matter how overworked the rest of the team may be. A staff member whose values do not align with the people they work with can be very disruptive and cause problems you didn’t have before! Sometimes it’s better to struggle for a bit longer until you find the right person than recruit in haste and repent at leisure.
Of course, if your interviewee is new to dentistry then your focus needs to be on what they’re like as a person and what skills they have already you think would transfer to dentistry. In this case, it’s even more important that you believe their personality and values would fit in with your practice culture and your current team.
Shout about your culture and values
In the current climate it’s a candidate’s market. Everyone is fishing in the same small recruitment pool, so you need to make sure you increase your chances of attracting top talent by offering competitive salaries and benefits.
This can include things such as a good salary, holiday entitlement and opportunities for professional development. However, things that can set you apart from other practices are a positive work environment, a great culture and opportunities for career growth.
More often, and especially for younger people, staff need to feel part of something meaningful and that makes a difference. So, use your socials to show off your culture. Post photos and videos of the team activities you get involved in. Make sure you publicise the charity fundraising you do. Ask your patients to write or record testimonials you can post on your website or your social media channels. These will help candidates to get an idea of what working at your practice could be like and how they can make a contribution.
Foster a Positive Work Culture
Of course, you can only post about your great team culture if you have already fostered one in the first place! So, you need to create a supportive and inclusive work culture that values teamwork, continuous learning, and patient-centred care. A positive work environment not only attracts good candidates but helps retain your existing staff and reduces turnover. After all, it’s better to keep the great team members you already have than to have to recruit new ones.
Provide Ongoing Training and Development
For staff to want to stay somewhere long-term often they need to feel they can progress. It’s unlikely that today’s Gen Z nurse will want to stay doing the same thing for the next 30 years. They will want to develop their skills and do other things. To retain good staff, you need to invest in their continuous education and professional development.
This can include regular training sessions, workshops, training courses and opportunities to attend dental conferences. Help them to keep updated with the latest advancements in dental care. As well as enhancing their skills it can also improve patient outcomes.
Evaluate and Improve Your Recruitment Process
Regularly review and assess your recruitment process to identify areas for improvement. Are you showing off your practice environment and culture to their best advantage? Are you making clear the benefits of working with you? Ask for feedback from recently hired and existing staff to help you understand what works well and what needs to be tweaked.
By following these steps, you can build a strong, skilled, and motivated team that will contribute to the success of your dental practice. Remember, the key to successful recruitment is not just finding the right candidates but also creating an environment where they can thrive and grow.
About Tracy
Tracy Webb has been a Regional Support Manager/ Business Development Consultant for the Practice Plan group for 17 years and has over 30 years’ experience in the dental industry, including 13 years in practice.
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