July 17, 2025
In the final part of our guide, Hiring for Culture Fit at Your Dental Practice, we focus on making the hiring decision and successfully onboarding your new team member into your culture.
In part three, we'll cover:
By the end of part three, you should feel confident choosing the best cultural fit for your practice and ensuring they thrive once onboard. The effort you put into evaluating and onboarding your new hire can set the stage for a strong, cohesive team that works well together and is dedicated to your mission.
Evaluate Candidates Against Your Mission and Values
It's decision time after interviews (and perhaps a working interview). Here's how to evaluate candidates:
A scoring system (1-5 or pros/cons notes) can clarify comparisons. It forces you to assess each aspect independently, rather than relying on intuition alone. However, it's essential not to rely solely on numerical ratings. A candidate's attitude or personal traits may not be quantifiable in a strict matrix, but can play a huge role in their success in your practice. For example, a candidate may rate highly regarding technical skills but not have the natural empathy you value in patient interactions. These qualities often become evident over time and through interactions with your team.
You should also include soft skills in your evaluation, such as communication, adaptability, and emotional intelligence. These characteristics are just as important as technical skills, especially in a healthcare environment where patient interaction is central to daily operations. While a candidate's technical ability can be taught or refined over time, lacking these interpersonal skills can be much harder to change.
Check References Carefully
References should be part of your evaluation process. Ask detailed questions to verify the candidate’s cultural qualities, such as:
Listen for hesitation or enthusiasm. For example, if a reference says, "She was technically competent but had issues with attitude," that's a red flag. If the reference hesitates to elaborate or gives vague responses, that could signal areas of concern. A positive reference might say, "They were always willing to step in and help when needed," signaling that the candidate is a good team player. Look for patterns in their answers that align with your practice's values.
In addition to checking references from past employers, consider speaking to colleagues or team members who worked with the candidate. Sometimes, a reference from someone who worked closely with the candidate on a team or in a collaborative setting can provide more nuanced insights into their cultural fit.
Finally, it's also essential to recognize any potential bias or conflicting motivations from references. References who are more distant from the candidate, such as a former colleague, might offer a more honest and less politically influenced perspective than a former manager.
Involve Your Team
If you conducted a working interview, get feedback from every team member who interacted with the candidate. After a shadow day, consider a quick huddle to gather input. You might hear comments like:
If there were objections, weigh them seriously. Sometimes, differing opinions arise, for example, if the doctor liked the candidate, but the assistants had concerns. In such cases, dig deeper to understand whether it's a style difference or something more fundamental. The goal is to listen to all team members and consider their unique perspectives, as they will work alongside this person.
At the same time, it's important to note that team dynamics can play a significant role in decision-making. Occasionally, a team member might express concerns about personal preferences or style differences rather than the candidate's actual fit. For example, if one assistant feels that the new candidate isn't as organized as they'd like, but the rest of the team feels comfortable with them, it may be worth considering whether this is a minor issue that can be improved over time.
Asking for feedback in a structured way, such as with a feedback form or a short meeting, can also help ensure that the process is fair and thorough. It prevents individuals from feeling left out of the process while also preventing hasty decisions based on a single opinion.
Don’t Rush the Decision
Remember, the goal is to hire the right person, not just anyone. If none of your finalists fit your cultural criteria, it may be better to hold off. It’s tough when you’re understaffed, but making a bad hire can harm morale, patient experience, and practice culture. A bad hire can cost you thousands and affect staff morale.
As one survey shows:
Be prepared to say "no" or "not yet" if none of your candidates feel right. It may mean trying different recruiting channels or hiring a temporary staff member in the interim. Your team will understand the importance of protecting your practice's culture. Many team members would prefer the short-term difficulty of understaffing to enduring months of friction with a poor cultural fit.
A temporary or contract employee can be a viable option when dealing with staffing shortages. It allows you to avoid rushing into a decision, giving you time to conduct a more thorough search for the right candidate. Temporary staff can also help bridge the gap without compromising your standards, and they may even become a great permanent fit later on.
Onboard Your New Hire to Reinforce Culture
Once you’ve selected your new team member, it’s time for onboarding. This is where you set expectations, instill values, and integrate the new hire into your culture.
A structured onboarding process helps new team members feel welcomed and aligned with your practice’s mission from the start. It sets the foundation for a long-term, positive relationship by ensuring they know exactly what is expected of them and what they can expect from their colleagues. Not only does it foster a sense of belonging, but it also boosts the likelihood of retention.
Consider incorporating team-building activities in the early stages of onboarding. Even small activities like a lunch or office tour can help a new hire feel part of the team and more comfortable in their new environment. These informal moments help introduce the practice’s culture and allow new hires to ask questions and bond with their colleagues.
For more on onboarding, check out our April 2025 article, Effective Employee Onboarding: A StoryBrand Approach for Dentists.
Train for Culture, Not Just Hard Skills
Training should cover both technical skills and cultural integration. Model the behaviors you expect:
Ensure your team exemplifies the culture you've described to avoid confusion about the authentic culture. Modeling the culture starts with leadership; your behavior will set the tone for the entire team. Whether it's demonstrating respect in meetings or showing how to treat patients with care, your actions will speak louder than words.
Additionally, encourage team members to take ownership of the culture. This can be done by creating opportunities for them to contribute ideas or lead initiatives that reinforce your established values. A culture of inclusivity and respect is strengthened when all team members feel they have a role in shaping it.
Provide Regular Feedback
Schedule check-ins at key milestones:
Provide praise for behaviors that align with your culture and correct any drift. Ask your new hire for feedback on their expectations and any surprises. New hires often have fresh insights that can help improve the workplace.
Regular feedback ensures the new hire is on track and feels supported. It also allows you to address any minor concerns before they become bigger issues. The feedback process should be two-sided, praising things done well and gently correcting missteps.
In addition, clear and actionable goals should be provided to help the new hire understand how their contributions align with the practice's overall mission. This will help them feel valued and give them a sense of purpose within the practice.
Celebrate and Reinforce Their Value
Celebrating a new hire shows they’re valued:
These gestures reinforce the warm, family-like culture that private practices are known for and help new employees feel at home. Celebrating their arrival not only strengthens their importance but also highlights the collaborative spirit of your practice to your patients.
Celebrations also help promote team camaraderie. When everyone participates, it fosters a sense of community, showing that every team member is integral to the practice. This simple gesture can go a long way toward building a culture of inclusion and appreciation.
Hiring for cultural fit in a dental practice requires a clear vision and a bit of patience, but the payoff is worth it. You create a harmonious work environment by recruiting team members whose personal values align with your practice’s mission. These employees are more likely to be engaged, provide better patient care, and stay with your practice long-term.
Use this guide as a roadmap. Define your mission, conduct thoughtful interviews, and onboard with intention. By doing so, you’ll build a dental dream team that drives your practice forward.
Not sure where to start? Contact us today!
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