Recruitment in Dentistry: A Thoughtful Approach to Finding the Perfect Match
Imagine treating your recruitment or job selection process like finding a life partner. Would you swipe right hastily and hope for the best, or would you take the time to ensure compatibility, shared values, and mutual growth? In dentistry, the recruitment process often resembles the former—a quick match without a proper connection.
However, finding the perfect associate or the ideal practice is more than just filling an empty surgery. It’s about creating a partnership that fosters growth for both parties and, most importantly, ensures the best outcomes for patients. This isn’t a relationship for a few months; it has the potential to last a lifetime in the right environment.
Why Hasty Recruitment Fails
A common scenario in dentistry is as follows: A surgery becomes available, and the practice owner posts an advert on Indeed or Facebook, eager to recruit the first candidate who seems like a good fit. Within weeks or months, cracks begin to show. The associate or team member might not align with the practice’s values, and frustration sets in on both sides.
It’s important to remember: people rarely leave jobs; they leave toxic environments. A rushed recruitment process often leads to mismatches, eroding team morale and patient care, stressed and unhappy clinicians
Recruiting the Best ARSE
To find the right team member, focus on behaviours that support long-term success. This means seeking candidates with the Best ARSE:
- A = Attitude
- R = Right Thinking Patterns
- S = Skills
- E = Education and Experience
Interestingly, most practices prioritise skills, education, and experience while neglecting attitude and thinking patterns. Yet, it’s the latter that often determines whether someone thrives in your team. A highly skilled individual with the wrong mindset can cause significant disruption.
A Two-Way Recruitment Street
Dentists are not trained to recruit excellence during their education. We graduate with a BDS Bachelor of Dental Surgery which in reality is no more than Basic Dental Skills, and not the skills to identify the right people to join our practices or the right practice for you to develop your successful career. In reality, recruitment is a two-way process. Associates are recruiting practices as much as practices are recruiting associates.
Both parties must invest time and effort to understand each other’s values, goals, and expectations. Before rushing to fill a vacancy, reflect on what you need in an associate or practice partner. Think beyond technical skills, % of gross, UDA value, equipment etc, take time to consider attitudes, values, philosophies, and alignment with your culture. Because givers gain, think beyond what they can do for you, think what you can do to serve them
Lessons from Long-Term Partnerships
If you were choosing an associate or a practice for a relationship as long-lasting as a marriage, what would you prioritise? Compatibility, shared vision, and mutual support should be at the forefront. Here are some questions to guide your thinking:
- For Practice Owners: What attitudes and thinking patterns do I value in my team? How can I assess these during recruitment?
- For Associates: Does this practice align with my personal and professional values? Will I be supported in my growth?
A Final Thought
In dentistry, recruitment is about more than filling roles; it’s about building partnerships that nurture the practice, team, and patients. By slowing down and focusing on alignment, attitude, and shared goals, you can avoid the pitfalls of rushed recruitment and create a team that thrives together.
Recruitment, like finding a life partner, takes time and thought. Make it a process of intention, not impulse, and you’ll build a relationship that stands the test of time.
