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Not attracting the right talent for your dental practice?

07 November 2013


Not attracting the right talent for your practice?

Too often dental job descriptions arefilled with irrelevant information, or more alarmingly, very little informationat all.

A job description is your critical firstimpression when recruiting, and if you lose jobseekers before they even apply,you’re at a big disadvantage. Too often, generic, lacklustre descriptions failto communicate some great opportunities.

There was a recent discussion on GDPUKabout poor salaries being advertised for dental nurses, however it served to highlight that practices can hire terrific talent without breaking the bank, if they have a great storyto tell – and they make an effort to tell it.  

In order to get the talent you want andneed for your practice, sharpen your job descriptions to attract the mostqualified candidates.

A few minutes spent putting together ahigh quality job description will save you time later on and possibly hundredsof pounds in advertising, if you have to repeat your adverts go generateresponse.

Nearly all job descriptions do a poor joboutlining the opportunity and painting an accurate picture of your dental practice.Many include unnecessary details, while others are just a list ofgeneric catch phrases with vague descriptions of the actual work. Very fewinclude any information about pay, despite the fact that’s one of those mostimportant application measures for employees (if you don’t advertise yoursalaries, the automatic assumption is you’re a poor payer).

When polling jobseekers across marketsectors, the results are extremely consistent. Jobseekers are mostly attractedto interesting work and being a valued contributor, followed by more money, withlifestyle choices such as flexible working as a distant fourth.

Within the dental sector, there seems tobe a major disconnect between what matters to prospective candidates and what ajob description lays out. Ever wondered how many job seekers may pass up youradvert simply due to the lack of information in the job description?

Attracting the Right Candidates

Once you understand what motivates dentalprofessionals in general — “more interesting work”, “better workingenvironment”, “greater responsibilities” or “more money” your job descriptionsneed to be targeted accordingly.

When you look outside of the dental sectorat companies that genuinely have a reputation for attracting the top talent(even if they don’t have a reputation for paying the biggest salaries) thefollowing is common among most good job descriptions:

undefined·      undefinedA brief description about what the company(practice) does.

undefined·      undefinedLots of detail about the exact challengesthe job holder will face along with what needs to be accomplished.

undefined·      undefinedA short list of the requirements; use theactual expectations of experience. (Note: place little focus on the number ofyears experience, but pay attention to specific experience requirements).

undefined·      undefinedSalary information. (Outlining salarydetails scares most businesses but it is one of the most effective tools tofinding the right candidates. I you know you're not the most competitive payer, think about other incentives you have to offer).

For example, there is no“typical” Dental Nursing job. Different practices work in varied ways, offeringdifferent treatments and give their staff different responsibilities. Someinvest in extended duties training and development and might recruit lessexperienced but enthusiastic learners, while other practices want people withspecific experience who require no further training.

Lets face it, if youwrite a rubbish advert, what are the chances of the best and most relevant peopleapplying for your job?

Recruiting in a Competitive Field

Unemployment for experienced dental nursesand practice managers in particular is negligible, meaning your practice is likelyto need to attract “passive” candidates. Those who are already employed andpossibly not looking to move, but who might be tempted if the right opportunitywas to come their way.

Mediocre job descriptions won’t luretalented dental professionals away from their current job. Providing interest andexcitement about your business is important, but provide solid details aboutthe specific job to make it stand out in a sea of average opportunities and youmight start to attract the talent your practice needs.

Article by Paul Holborn 

Paul is a career recruiter and is a Partner with Dental JobsGroup. You can connect with him via Linkedin for more information and support on how to recruit the best talent in the dental industry.


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