Turnover is one of the biggest challenges facing dental practices today. Replacing even one team member can cost thousands of dollars – not just in recruiting fees, but in training time, lost productivity, and patient satisfaction.
The truth is, long-term retention doesn’t begin with team lunches or year-end bonuses. It starts long before a new hire ever walks through your door—with the way you hire.
Hiring for Fit, Not Just Skill
A resume can tell you what someone has done, but not who they are. Many dental offices focus solely on experience or certifications, overlooking the softer but equally important qualities—communication, empathy, and alignment with the practice’s culture.
The best candidate isn’t always the one with the most years of experience. It’s the one who feels like they already belong. When someone naturally fits your team dynamic and shares your values, they’re far more likely to grow with your practice instead of out of it.
Clarity Is Everything
People stay where expectations are clear. Before posting a position, define exactly what success looks like in that role—what their day-to-day will really feel like, how your team communicates, and what pace your office operates at.
Transparency attracts the right people and filters out those who might struggle in your environment. A clear, honest job post helps candidates self-select based on culture as much as skill, setting everyone up for a stronger start.
The Interview as a Two-Way Street
Retention starts the moment a candidate feels seen and respected. Instead of focusing only on technical questions, ask ones that reveal who they are as a teammate:
“What type of office culture helps you do your best work?”
“How do you handle stress on busy days?”
“What do you need from leadership to feel supported?”
These kinds of questions create space for genuine connection—and show you’re invested in finding a mutual fit, not just filling a spot.
Invest in Onboarding
Even the perfect hire can flounder without proper onboarding. A thoughtful introduction to your systems, team, and expectations helps new hires settle in quickly and confidently. Pair them with a mentor or “buddy” who can guide them through their first weeks and answer questions along the way.
That extra care in the beginning can mean the difference between someone who stays for years and someone who leaves within months.
The Takeaway
Finding people who stay isn’t about luck—it’s about intention. From the first job post to the first day on the job, every step of your hiring process impacts retention.
Here at Ivory Talent Co., we specialize in helping dental practices find people who aren’t just qualified, but genuinely connected to your team and your vision. Because when you hire the right person from the start, you’re not just filling a position—you’re building a stronger, more stable practice.