Hiring can be one of the best — and most frustrating — parts of running an orthodontic practice. The right hire can breathe new life into your team. But the process? It can eat up your time, energy, and sanity if you’re not strategic.

Here’s how to simplify hiring, attract better candidates, and avoid the time-wasters.

1. Hire for Heart, Not Just Experience

Experience doesn’t always equal excellence. In fact, I’ve seen more problems from “experienced” applicants than from fresh, eager team players ready to learn.

✨ Prioritize kindness, curiosity, and a strong work ethic.
 ⚠️ Be cautious of applicants with lots of local experience — old habits can be hard to unteach.

2. Turn Your Team Into Recruiters

Some of your best hires may already be connected to your current team. Offer a referral incentive (think: a bonus after 90 days of successful employment) to encourage them to share the opportunity in their networks.

When good people refer good people, everyone wins.

3. Post Smart — and Point to Your Website

Skip the expensive job boards. Focus on:

  • Your practice’s social media (and ask your team to share) 
  • Local Facebook community groups
  • Your website’s careers page, with clear application instructions

Use every post to drive traffic back to your website, where you can control the messaging and the applicant flow.

4. Make Them Work for It

Your application process should filter in the committed — and filter out the careless. Ask candidates to submit:

  • A thoughtful cover letter
  • A completed application (create one if you haven’t already!)
  • A recent photo or selfie (to help you remember applicants during high-volume periods)
  • A clean, well-formatted resume

Anyone who can’t follow directions or submits sloppy materials? Not a fit. Period.

5. Screen by Facetime or Zoom First

Before booking interviews, do a short 5-minute phone call with top applicants. Ask 2–3 open-ended questions that reveal communication style and mindset. Use this moment to check their references, too — it’s always worth the extra step.

6. Let Your Team Weigh In

During in-person interviews, plan for:

  • A sit-down with you
  • A practice tour and team introductions
  • A short shadowing session in the position
  • Final Q&A and clear next steps

Then ask your team what they noticed. Candidates often share details more freely with peers — and those offhand comments can be telling. (One of my “perfect” hires once mentioned her spouse was being relocated in six months. Huge save.)

7. Leave Them with Something — Then Wait

Send candidates home with a snapshot of the job:

  • Key responsibilities
  • Work hours
  • Compensation and benefits
  • Timeline for your decision

Watch who follows up with a thank-you note or email. That extra step says a lot.

Hiring Doesn’t Have to Be a Headache

With a few simple systems in place, hiring becomes less of a gamble — and more of a strategy. You’ll attract stronger applicants, protect your time, and build a team that supports your long-term growth.

Want to streamline your hiring process and build a team you trust? The Practice Perfect Method™ includes our complete hiring system — from templates to interview scripts to onboarding plans.
 Let’s find your next MVP.