June 12, 2025

When you're hiring for your dental practice, technical skill alone isn't enough. The real question is whether a candidate will work well with your team, align with your values, and contribute positively to your practice culture.

In Part Two of our three-part series on hiring for culture fit, we explore how to design interviews that do more than skim the surface. With the right questions and structure, you can reveal a candidate's emotional intelligence, values, and working style, traits that often matter more in the long run than what's on a resume.

Interviews are more than screening tools; they're a window into how someone might behave under pressure, how they treat others, and how well they mesh with your team. A thoughtful approach can help you avoid costly hiring mistakes and build a stronger, more cohesive practice.

Reframing the Interview

Too often, interviews in dental practices turn into quick chats or technical assessments that miss the big picture. Instead, think of the interview as a mutual conversation about fit. You're not just evaluating the candidate. They're also evaluating you. The more intentionally you structure this experience, the more likely you are to make a great match.

Start by clarifying what "culture fit" means in your office.

Consider your values, team dynamics, and the qualities that make someone successful in your environment. Then, plan your interview questions and flow to target those traits.

Structure your interview into clear sections:

• Introductions & Background – Put the candidate at ease and learn about their career path and interests.
  
  
• Technical Skills Check – A light, practical discussion to confirm competence or a proactive learning mindset.
  
  
• Values & Soft Skills – The heart of the interview is when you assess emotional intelligence, adaptability, and how they treat others.
  
  
• Culture Fit & Teamwork – Explore work environment preferences and how they collaborate with others.
  
  
• Wrap-Up – Provide the next steps and pay attention to their professionalism and engagement as the conversation ends.
  
  

Planning in this way helps you stay focused, ensure fairness across candidates, and create a consistent, values-driven hiring process.

Sample Interview Questions

Behavioral questions are your best tool for uncovering the real person behind the resume. They give insight into how someone thinks, what they value, and how they've acted in real situations. Below are key traits to assess, along with prompts and guidance on how to evaluate responses.

Adaptability in Team Dynamics

"Tell me about a time you worked with someone whose personality or work style was very different from yours. How did you build a productive relationship?"

This question highlights a candidate's ability to collaborate and build rapport with various personalities. Look for answers that reflect patience, a willingness to compromise, and openness to different approaches.

Listen for flexibility, effort to understand others' perspectives, and successful outcomes from team collaboration.

Reliability & Consistency

"Give an example of ensuring consistency in your work, especially during busy times.”

This helps gauge self-management and dependability, two essentials in any dental practice.

Listen for habits, systems, or routines that show responsibility and pride in their performance.

Positivity & Attitude

"Tell me about a time you helped boost morale or brought a positive attitude to a tough day."

Culture-fit candidates often uplift others. This prompt reveals whether they're the kind of teammate who brings energy, humor, or encouragement when things get stressful.

Listen for intentional positivity, encouragement of teammates, and contagious energy.

Responsiveness & Communication Under Pressure

"How do you communicate when things get hectic or stressful?"

Since clear, calm communication is critical under pressure. This question shows how they navigate high-stress situations while being kind and composed.

Listen for tone-awareness, brevity without being blunt, and professionalism.

Work Ethic & Integrity

"Tell me about a time you saw something wrong at work and took action."

This question reveals the candidate's moral compass and willingness to do the right thing, even when uncomfortable.

Listen for phrases like "I couldn't let that slide," "I calmly brought it to my manager," or "I wanted to make sure the patient was treated fairly."

Empathy and Patient Care

"How do you calm a nervous or fearful patient?"

This is especially revealing for clinical roles. You want to see how they combine compassion with professionalism.

Listen for personalized approaches, calm demeanor, and strategies that build trust.

Adaptability

"Describe a time your day didn’t go as planned. What did you do?"

Every dental office has its chaotic moments. This explores whether the candidate can think on their feet.

Listen for composure, flexibility, and collaboration.

Teamwork & Conflict Resolution

"How do you handle disagreements with coworkers?"

Look for responses that indicate emotional maturity and a willingness to find common ground.

Listen for calm language, fairness, and perspective-taking.

Receiving Feedback

"Tell me about a time you received constructive criticism. How did you respond?"

Does the candidate show a growth mindset, or do they get defensive?

Listen for examples of action taken based on feedback and evidence of personal growth.

Motivation & Initiative

"Describe a time you went above and beyond at work."

Initiative reveals how invested someone is in the success of the team and the practice.

Listen for proactive thinking, service orientation, and creative problem-solving.

Culture Alignment

"What kind of environment helps you thrive?"

This question tests the alignment between your practice's culture and the candidate's preferences.

Listen for indications they value teamwork, respect, and patient-centered care.

Resilience & Stress Management

"Tell me about a time when things were particularly stressful at work. How did you handle it?"

Dental offices can be fast-paced and emotionally charged. This gauges their stress response.

Listen for how they self-regulate, adapt, and maintain focus.

Learning & Professional Growth

"Can you share something new you’ve learned recently that helped you in your role?"

This shows curiosity and commitment to improving their skill set.

Listen for enthusiasm for learning and practical applications.

Accountability

"Describe a time when you made a mistake at work. What did you do afterward?"

Mistakes happen. What matters is how someone responds.

Listen for responsibility, humility, and steps to improve.

Cultural Contribution

"Have you ever positively contributed to your workplace culture? What did you do?"

It reveals if the candidate is a culture carrier who takes ownership of shaping the environment.

Listen for morale boosters, initiatives, or moments of team-building.

Value Alignment

"Which of our practice's values speaks to you most, and why?"

This question helps reveal sincerity and whether they've done their homework.

Listen for an emotional connection to the mission and the ability to articulate shared values.

Communication Style

"When you need to explain something complicated to a patient or coworker, how do you make sure you're understood?"

Clear communication is vital for smooth workflows and strong patient care.

Listen for thoughtfulness, patience, and tools used for clarity (e.g., analogies, visuals).

Go Deeper with Follow-Ups

For each of these questions, the first answer often scratches the surface. Use simple follow-ups like:

• "What did you learn from that?"
  
  
• "How did it affect your relationship with that patient or coworker?"
  
  
• "Would you handle it the same way today?"
  
  

These prompts uncover reflection, honesty, and growth and help you distinguish rehearsed stories from lived experiences.

Involve Your Team

Your team will work closely with whoever you hire, so including them in the process makes sense. They often pick up on things you might miss.

Involve your staff by:

• Asking them to help brainstorm interview questions, especially for their own roles.
  
  
• Including them in interviews or casual meet-and-greets with the candidate.
  
  
• Gathering their feedback after shadowing or working interviews.
  
  

A working interview or shadow session is one of the best tools for evaluating culture fit. Invite the candidate to spend a few hours in the office, greeting patients, observing procedures, or helping with tasks (within legal and ethical bounds). This allows everyone to get a feel for what working together would be like.

During a working interview, observe:

• How do they interact with each team member and treat everyone respectfully?
  
  
• Whether they step in to help or wait to be told.
  
  
• If they stay calm and flexible in a new environment.
  
  

Encourage your team to reflect afterward: Would I enjoy working with this person every day? This simple question often reveals what matters most.

Make It a Two-Way Street

Top candidates are also evaluating your practice. A great interview experience can leave the right person thinking, "I want to be part of this team."

Take time to:

• Offer a quick tour and introduce key team members.
  
  
• Share your office culture and how you support one another, celebrate milestones, or handle busy days.
  
  
• Encourage their questions and answer them transparently.
  
  

Often, their questions tell you as much as their answers. Someone asking about mentorship, training, or teamwork is probably invested in long-term growth and community.

Warmth, authenticity, and transparency go a long way in attracting people who genuinely want to be part of your culture.

With a well-designed interview process, you'll be better equipped to spot qualified candidates and culture carriers, people who bring skills, empathy, initiative, and a collaborative spirit. Give yourself and your team permission to be selective. The right hire isn't just someone who can do the job. It's someone who helps your entire practice thrive.

Stay tuned for part three next month! 

Not sure where to start? Contact us today!