Welcome to Dental Practice Optimization!

Trivia Question❓

What percentage of employees say they would stay at a job longer if they felt more appreciated at work?

Answer at the bottom of the newsletter

Navigating Staff Shortages: Creative Hiring and Retention Tactics That Work

Staffing challenges are hitting dental practices harder than ever. From front desk coordinators to hygienists and assistants, it seems like everyone is hiring—and not enough qualified people are applying. If you’ve felt the pain of empty chairs, stretched-thin teams, or frequent turnover, you’re not alone. But here’s the good news: while the staffing landscape may be tough, smart practices are adapting with creative strategies that attract and retain top talent.

Start with your job postings. Most ads are generic and uninspiring—so they attract generic and unmotivated candidates. Instead, craft listings that showcase your culture, purpose, and what makes your practice different. Highlight growth opportunities, work-life balance, and team values. People don’t just want a job—they want to belong to something meaningful.

Next, look beyond the usual channels. Of course you should post on Indeed and dental-specific job boards, but also tap into your network. Ask your current team for referrals. Reach out to local dental schools or hygiene programs. Consider hosting a “career open house” to meet potential candidates in person. And don’t underestimate social media—posting behind-the-scenes videos or team testimonials on Instagram or Facebook can spark interest from the right kind of applicants.

Once you find good candidates, move fast. In this market, waiting a week to schedule an interview or dragging out the hiring process can mean losing your top pick. Be decisive and responsive.

But hiring is only half the battle—retention is where the real magic happens. People stay where they feel appreciated, supported, and challenged. Regular one-on-one check-ins, clear performance expectations, and genuine recognition go a long way. Celebrate wins, listen to feedback, and create an environment where your team wants to grow.

Also, invest in career development. Whether it’s cross-training, continuing education, or leadership pathways, showing your team there’s a future with your practice builds loyalty. Consider offering flexible hours, mental health days, or small perks that show you care about their well-being.

Lastly, keep the lines of communication open. Team culture doesn’t happen by accident—it’s built with intentionality and trust. When your staff feels heard and valued, they’re more likely to stay—even when other offers come their way.

Staffing shortages aren’t going away anytime soon. But with a proactive mindset and a people-first approach, you can build a team that not only sticks around—but helps your practice thrive.

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💡 Answer to Trivia Question:

Around 60–70%

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