Is your recruitment process set up to succeed? Del Kahya shares how to remove the headache of recruiting in dentistry.
Let’s be real – every dental practice has complained about the struggle to recruit. But here’s the thing: have you actually stopped to look at how you’re doing it? Who’s running the show? It’s easy to blame the market, but more often than not, the real issue lies in the process – or lack of it.
As someone who’s been deep in the trenches as a business development manager and recruitment manager, I have seen it all: the mistakes, the wins, and everything in between. Luckily, in our company we’ve found a way to remove the headache of recruitment, and it all boils down to having the right approach, the right people, and the right support system in place.
First steps
So, what really sets your practice apart from the rest? Why should a candidate choose you over another opportunity? Sure, pay matters, but it’s about more than that. It’s about the experience and the connection you create from the very first interaction.
Let’s talk about your job advert for a second. Who’s posting it, and how? If it’s just a ‘tick-the-box’ exercise for someone, you’ve already lost there. A job ad is your first chance to stand out, and if it’s generic or uninspired, it won’t get you the attention you want.
You need to write your ad like you’re looking for the job yourself. Make it exciting, engaging and reflective of the actual experience at your practice. Think about it: would you apply to your own ad? And when’s the last time you really thought about when you’re posting it? Timing matters – posting at the right time can make all the difference.
Now, once that ad goes live, the next key question is: who’s reaching out to those candidates, and how? Forget about those cold, formal emails. If your recruiter isn’t using a direct work phone to text candidates, you’re missing a huge opportunity to connect. The recruiter’s job is to cut to the chase and get straight to the point. Don’t waste time with a slow back-and-forth – if you want the best talent, you need to act fast.
The important part: the recruitment process
Then there’s the recruitment process itself. Picture this: you’ve found the perfect candidate. They’re interested, but here’s the catch, they’ve got another offer from a competitor. What’s going to make them choose you?
It’s the recruiter. The person who’s not just selling the job, but who’s selling your practice. That’s someone who builds rapport, understands your business, shares your values, and knows how to make candidates feel connected from the get-go. No one wants to be interviewed by someone they can’t relate to.
Charisma counts. It’s not just about being likeable, it’s about creating a genuine connection and showing enthusiasm for the role and your team.
And once that candidate is on board, don’t drop the ball. The job doesn’t end when the contract is signed. The best employees need more than just an epic payslip, they need a work environment where they feel supported and have room to grow. If you’re not creating that, you’re going to lose them just as fast as you found them.
Here’s the truth: You can offer the highest salary in the industry, but if the recruiter doesn’t understand your practice’s needs or fails to connect with the candidate, that top talent will walk away. The real question is: are the people handling your recruitment the right fit for your practice? Do their values align with yours? Are they capable of judging character and making lasting connections? If the answer is no, you might just be losing the very people you’re trying to attract.
Is your recruitment process up to standard?
Now that you’ve had a chance to take a hard look at your approach, ask yourself: is your recruitment process really set up to succeed? Are you ready to make the changes needed to land top talent, or are you just going to keep complaining about the ‘struggle’?
Recruitment doesn’t have to be a pain. With the right mindset and strategy, you can attract and create an epic team! It’s all about taking a step back, re-evaluating your approach, and committing to do things differently.
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