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Top Recruiting Strategies for Your Dental Practice

Your dental practice needs top talent in the industry in order to be competitive, but is there a strategy to find the best talent? Sure there is. In fact, we’ve got four different strategies to help you recruit top talent for your dental practice and become a pro.

This article is an excerpt from our new eBook “A Dental Practice’’s Guide to Human Resources.” To download a complimentary copy, click here.

Why Recruiting Strategy Matters to Your Dental PracticeTop Recruiting Strategies for Your Dental Practice

Alright, you’re more than aware that you need top talent for your dental practice, but why do you need a strategy to find candidates? There’s a simple answer to this: recruiting has changed a lot in recent years. In other words, gone are the days that recruiting was as easy as posting a “Now Hiring” sign in your main street shop window. Nowadays, there’s a lot of strategy that goes into recruiting.

Recruiting shouldn’t be taken lightly, either. You know the saying “you get what you pay for”? Well, the same goes for recruiting. If you spend little-to-no time recruiting, you’ll get what you recruited for--few results. So, let’s get started on the most effective ways to recruit for your dental practice.

Employee Referrals

Stop and think for a moment - do you absolutely love your current employees? If you answered yes, you’re already on the right track. Ask your beloved and trusted employees for a referral. Chances are, they know someone who is just as amazing as they are, and let’s be honest, you’re going to need a lot of amazing employees in your dental practice if you want to be the best out there.

Don’t be afraid to ask. The worst your employees will say is “I don’t know of anyone, I’m sorry.” This is an absolute must-do top recruiting strategy for your dental practice. You have nothing to lose--ask away!

Career Website Page

How’s your website? Do you have one? If not, now is the time to get one. And part of your website should include a very visible “Careers” page. Doing this will allow candidates to view the positions you have open.

Remember, make the job descriptions posted on your “Careers” page easy to read, straight forward, and simple. If they’re too lengthy and complicated, candidates may automatically feel under-qualified or overwhelmed. Simplicity is the approach to take.  

Online Job Boards

Believe it or not, traditional pin-and-corkboard job boards do exist today. And even though you can post a physical job posting to these, online job boards are much easier for candidates to access and for you to maintain.

Once you have ensured that your career website page is up-to-date, simple, and easy to read, go ahead and start posting your positions to sites such as LinkedIn, Facebook dental groups, Indeed.com, and Monster.com. This recruiting strategy is certainly one of the go-to strategies for your dental practice because it doesn’t take a lot of time to update and is seen by a lot of candidates.

Social Media

Speaking of positions being seen by large quantities of candidates, did you know social media is the way to reach people nowadays? It may be unfamiliar to you, but think of it this way: If you post a position to Facebook or Twitter, you’re exposing the position to literally thousands, and even millions of people - this is a great thing!

So, be sure you’re using social media recruiting correctly and staying on top of it because you never know, you may find that it is your favorite top recruiting strategy for your dental practice.

Conclusion

Each of these top recruiting strategies will allow you to recruit smarter, more efficiently, and you’ll be able to find some of the best candidates out there. Remember, don’t forget to ask your employees for referrals, update your career site page, post to online job boards, and don’t be afraid to use social media to its fullest extent as you strategize and recruit for your dental practice.

What recruiting strategies have you used for your dental practice that have worked? Let us know by commenting below.

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