Hiring is one of the hardest parts of leading a dental practice. It’s tempting to believe the solution is simple: just find someone with the right skills, plug the gap, and get on with the job.

But if you’ve ever hired someone who looked great on paper but didn’t work out in reality, you’ll know it’s not that easy.

In fact, many of the practices I work with aren’t short of talented people—they’re short of the right people. And the problem often starts with how they hire.

Why “Best on Paper” Can Go Wrong

Skills, qualifications, and experience matter. No doubt. But they are only part of the picture.

Someone might tick every box on the CV, ace the clinical test, and still cause chaos on your team. Why? Because they don’t share your values, can’t adapt, or simply don’t want to be there.

I’ve seen it happen. On more than one occasion, hiring for skill alone has left leaders frustrated, teams divided, and patients picking up on the tension.

The Myth: Hiring Quickly Solves the Problem

Under pressure, the most common mistake is hiring just to fill the gap.

You need someone now. The team is stretched. Patients are waiting. So you take the first person who seems “good enough.”

Short-term? It might feel like you’ve solved the problem.

But if the person isn’t the right fit, you’re not solving anything—you’re buying time while setting yourself up for bigger issues later:

• Team frustration

• Poor patient experience

• You end up picking up the slack yourself

The Cost of a Bad Hire is Worse Than a Vacancy

Yes, vacancies hurt. But bad hires cost more.

The lost productivity, the damage to team culture, the time spent managing underperformance—all of it stacks up quickly.

That’s why the most successful dental leaders I work with have learned to resist the urge to hire quickly and instead focus on hiring right.

The Strategy That Works

Here’s how you hire for attitude without lowering your standards:

1. Hire for Values First

Get clear on what you stand for.

Are you looking for people who are patient-focused? Team-first? Always learning?

Look for evidence of those values. Don’t just take their word for it—listen for stories, actions, and behaviours that align with your practice culture.

2. Test for Aptitude

The most common objection I hear is, “But what if they’re lovely, but clueless?”

This is where aptitude testing comes in. Give candidates a scenario:

• How would they handle a difficult patient?

• What would they do if they were running behind?

• How would they contribute to improving the practice?

You’re not looking for perfect answers, but for their approach. Are they problem solvers? Can they think under pressure? Do they show curiosity?

3. Look for a Learning Mindset

Skills can be taught. Attitude can’t.

You want someone who is open to learning, able to receive feedback without defensiveness, and who shows signs of self-awareness.

A good question to ask: Tell me about a time you made a mistake—what did you learn from it?

4. Check How They Talk About Their Previous Teams

This is a simple but powerful filter.

Listen carefully when they describe previous roles and colleagues. Do they take responsibility for past challenges, or blame others? Do they speak respectfully about their previous teams—even if things weren’t perfect?

This gives you insight into how they’ll show up in your practice.

A Final Thought

Hiring for attitude is not about lowering the bar. It’s about putting the bar where it belongs—on values, growth potential, and fit.

You still need competent people. But you need the right competent people.

If you want a team that works, stays, and makes your life easier, shift your focus.

Hire for attitude.

Test for aptitude.

Train for skill.

It works.

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