The Smart Hiring Guide for Dental Practices

A practical guide to making great hires; not just filling a seat.

Steps

Build a Standout Job Description
Sift Through Applicants
Structure a Smart Interview Process
Use the Right Interview Questions
Try Before You Hire
Onboard with Intention

Overview

Hiring the right person isn’t just a box to check; it’s one of the most important decisions your practice will make.

Settling for a “warm body” may help you survive the week, but a truly good hire does so much more:

Improves patient retention and case acceptance
Reduces team burnout and turnover
Strengthens your reputation and referrals
Increases lifetime value of every patient they interact with

That’s why this guide walks you through a proven hiring process designed for dental practices, from writing a great job post to onboarding the right fit for your team and culture.

Mel, your AI hiring assistant, can support you at every step; from drafting the job post to screening candidates and setting up trial shifts.

Know Who You’re Hiring: Two Types of Candidates

Before you post the job, it helps to get clear on the type of hire you're looking for. Most dental candidates fall into one of two groups; and your approach should adjust accordingly.

Candidate Type	What They Want	How to Spot Them
Experience-Focused	Stability, strong systems, steady hours	5+ years of experience, detailed resume
Coachable/Early-Career	Growth, mentorship, flexibility	New grad, positive attitude, great energy

Not sure which one fits your practice? Mel can help you define the role and recommend which type of candidate will thrive based on your goals and current team structure.

Step 1: Build a Standout Job Description

Your job post is your first filter, and most practices waste it.

Generic, vague job descriptions attract generic, vague applicants. A standout post helps you set expectations, show off your culture, and draw in candidates who are excited about your specific role.

Job Description Checklist:

Role Summary – What does the day-to-day look like?
Schedule & Hours – Be specific. Example: “Mon–Thurs, 7am–4pm”
Office Overview – Highlight culture + clinical setup
Team Description – Who will they work with? What’s the vibe?
Must-Have Qualifications – Licenses, years of experience, software knowledge
Preferred Skills – Language skills, expanded duties, cosmetic experience
Benefits – Health insurance, CE, snacks, etc.
Commission/Bonus Opportunities – Clearly explain if applicable

Mel can generate a complete, customized job description in 60 seconds based on your practice and role.

Step 2: Sift Through Applications

Once the resumes start coming in, you’ll need a fast way to identify which candidates are worth your time.

This step is all about pattern recognition; knowing what to spot and what to avoid.

Red Flags

Large employment gaps without explanation
Frequent job hopping
Generic resume with no dental-specific details
Missing certifications or relevant tools

Green Flags

Relevant experience in similar setups
Professional communication
History of retention
Clear references to tech or specialties (e.g., “Eaglesoft,” “Invisalign”)

Mel can automatically review applications and flag top candidates based on your preferences and deal-breakers.

Step 3: Structure a Smart Interview Process

Jumping straight to a working interview can waste time and create unnecessary stress. The most efficient path is a structured three-step process that filters for both skill and culture fit.

Recommended Flow:

Phone Screen – 10–15 minutes to assess basics
In-Person Interview – Gauge attitude, professionalism, and fit
Working Interview (Temp Shift) – Try before you hire

Mel can pre-screen candidates and schedule interviews for you; even sharing notes so you’re prepared.

Step 4: Use the Right Interview Questions

Great interview questions help you go beyond the resume and learn how the candidate thinks, works, and interacts with others.

Phone Screen

Why are you looking for a new role?
What are your ideal hours/schedule?
How far are you willing to commute?

In-Person or Working Interview

How would you assist with [common procedure]?
What do you need from a team to thrive?
Tell me about a time you handled a difficult patient.
How do you stay organized on a busy day?

Mel can provide a tailored list of questions for each role; and even suggest red flags to watch for.

Step 5: Try Before You Hire

Working interviews are one of the most effective ways to ensure long-term success. Don’t guess based on a resume; watch them work in your environment.

Here’s why trial shifts work:

Avoid costly mis-hires
Get direct feedback from your team
Evaluate skills, communication, and punctuality
Let candidates experience your office too

Mel can schedule, coordinate, and follow up on trial shifts; making it seamless for both you and the candidate.

Step 6: Onboard with Intention (First 30 Days)

Retention starts on Day 1. New hires want to feel confident, supported, and connected. A structured onboarding process makes all the difference.

First 30 Days Checklist:

Assign a team “buddy”
Set expectations for Week 1, Week 2, and Week 4
Provide feedback early
Ask for input on what’s working or unclear
Schedule 1:1 check-ins at Day 7, 14, and 30

Mel can remind you of key onboarding milestones and send check-in questions to your team automatically.

Want Help Putting This Plan Into Action?

Mel, our AI hiring assistant, is here to help you:

Build a job description in 60 seconds
Review and screen applicants automatically
Schedule interviews and trial shifts
Keep your hiring process moving without the back-and-forth

Whether you’re hiring a front desk, assistant, hygienist, or doctor; Mel gives you leverage without the overhead.

Ready to Get Started?

Here are a few easy ways to take the next step:

Book a Mel Demo *– Get a walkthrough of how Mel works and ask questions live

Post a Job *– Already know what you need? Let Mel get to work

Prefer we reach out to you? Just text “Hiring Help” to 83384 and we’ll follow up.