Frequently Asked Hiring Questions

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Happy Dental Hiring Success Stories

  • We are very happy with All-Star Hiring Services! All-Star made the process so easy for us, and found a great new team member for our office. Definitely recommend their services!
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    Dr. Carlos Pires
    Periodontist
    Winter Park, FL
  • All-Star Hiring made things so simple for me, and were super professional, and on top of all things!! Prayers were answered!! I can’t sing your praises enough!! … What a great service to offer!!! You all are a huge asset to our team!! Thank you so very much!!
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    Dr. Jo Ann Crim
    Dentist
    Cross Roads, AL
  • All-Star is AWESOME! You guys do such a great job of putting candidates at ease and still asking tough, insightful questions. I’m so happy you are the ones in charge of helping us find a new office manager. It’s such a critical role to fill with such big repercussions. I couldn’t ask for anyone better to help me with hiring!
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    Dr. Ben Contratto
    Dentist
    Talladega, AL
  • All-Star did more phone interviews than I would have likely done in person if I had to do them myself, and they asked excellent and consistent questions that helped me compare the candidates to each other fairly. Thank you for making this process so smooth.
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    Dr. Tina Herington
    Dentist
    Suwanee, GA
  • Thank you for everything—this was the easiest and best recruitment process ever!
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    Dr. Steven Ricci, DDS, MS 
    Dentist
    Johns Creek, GA
  • I really can’t thank you enough for finding TWO perfect team members for my office. It really has made all the difference in morale, smoothness of daily operations, and my stress level! I am thoroughly enjoying owning an office and we are now growing like crazy. Thank you so much!!!
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    Dr. Erica Zolnierczyk, DMD
    Orland Park, IL
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The All-Star Dental Academy Hiring Service is a full service concierge custom hiring service for dental practices to help you find the best dental team members. We were constantly being asked for the best ways to find top dental team members and so we created the Hiring Service over 8 years ago to be able to assist dental practices with helping hiring top team members to make your practice a success.

The All-Star Hiring Service was created over 8 years ago because one of our best dentists asked us for help. He is a high end practice and needed help finding a dental hygienist. He had tried hiring a hygienist on his own and found someone but sadly they needed to relocate after only a few months. He then found another hygienist; however, very soon after hiring her, he and his team realized the person was a poor fit for the office culture and was causing significant problems and drama in the office. Our dentist was short on time, down a hygienist, did not enjoy hiring team members and the whole recruitment process, and knew we had amazing people at All-Star that could help him so he asked us for assistance. Being a great client and friend of ours, how could we turn him down? We turned to Robyn Reis, our Director of the Hiring Service for guidance and help. Robyn has a 25+ year background in hiring and HR, and she is a Certified HR Consultant for Bent Ericksen and Associates, a well known dental HR company. With Robyn’s expertise and our amazing team, we created our proprietary hiring process that has helped find All-Star team members for dental offices all over the US!

Being a Dentist means you are wearing many hats. Provider, Business Manager, HR, and oftentimes, Therapist! Hiring is time-consuming, frustrating, and is simply not a hat you need to wear. Today’s hiring culture requires time management, and patience which is a difficult thing to attain as a practitioner. Imagine the hours of irritation you can save by not having to weed through unqualified resumes, or getting ignored by the ones you are interested in. We bring pre-screened and qualified applicants right to you and we know what to look for to find the right fit for you and your team.

Prior to Covid, there were hiring challenges that crept up from time to time however the hiring landscape was relatively easy. Once Covid happened and practices shut down, a lot of team members (especially hygienists) left the industry. This created more of a demand for dental team members. Since there was such demand, team members began asking for more and more money for their positions and making it increasingly difficult for dentists to be able to find and then afford qualified candidates.

Our goal is to thoroughly screen applicants before getting them in front of you. In some situations, an in depth phone interview is the best way to assess the candidate, and in other cases, we utilize a recorded zoom interview. Once a candidate is chosen by you to advance in the process, your hiring specialist will set up the interview or working interview based on your preference. The applicant will receive an application to complete and bring into your office. If the stars align and both parties agree to move forward, your hiring specialist will check professional references and draft a conditional offer on your behalf. In addition, we have the ability to offer a 7 year criminal background and/or credit check.

Imagine trying to do your own marketing for your dental practice. Hiring is the same thing as marketing, except, instead of trying to get new patients you are trying to hire the best candidates to work for you. Just because you have tried Indeed and were not successful, does not mean it does not work. We have seen numerous scenarios where a dentist may have tried Indeed unsuccessfully for many months. Once we took over their Indeed and process, we were able to successfully find and hire a team member for them in a reasonable time frame. Indeed has been our most successful platform and is responsible for 99% of our hires. Indeed is constantly making changes with their platform and a lot of them are becoming costly if not used correctly. We are able to manage your Indeed post in a cost effective way that allows us the exposure we need for the ad. There are many things we do to the ad like reposting it weekly or bi-weekly to keep it at the top of a search in your area. We might post the job in a surrounding big city to attract those that may be a few miles out of the standard search area. And we know how to best craft a job ad that holds all the information that candidates are looking for which has been instrumental in our success in finding qualified team members.

On average, we find that it takes about 20-30 hours or 1-3 months to successfully hire a team member. This can of course vary depending on the position needed, how much competition the dentist has in their area, the rate of pay and benefits that are being offered, and many other factors. We advise the dentist on all of those items as part of the hiring process to make sure you are set up for success.

If you are not yet a member of All-Star, the Hiring Service is $185/hour. If you become a *member of All-Star, you benefit from receiving a reduced rate on the Hiring Service of only $135/hour. There are no additional set up fees or hidden costs…we bill hourly and track all billable hours. If you are interested in more information and benefits of becoming a member of All-Star, please email heather@allstardentalacademy.com or call us at (954) 323-2220.

We can help support your practice in finding any team member positions needed including, but not limited to, administrative/receptionist, scheduling coordinator, treatment coordinator, insurance coordinator, team leader, office manager, dental assistant, hygienist, hygiene coordinator, remote team members, and much more. We do not assist in finding dentists or dental associates at this time.

The reason we do not offer any sort of guarantees is because we are usually much less expensive than most companies. Most companies either charge you a high flat rate upfront of $8,000+ or they take a large percentage of the first year salary of the team member…anywhere from 25-33%…And, when we talk to a lot of dentists in the industry, they tell us that the companies that do guarantee someone are not always delivering on that promise…so you are left with paying a hefty fee and then having to fight with the company for a refund…still left with no team member.

Consider the time it takes you to post an effective ad, keep those posts updated and relevant so they stay on the first page searches, quickly find and vet candidates, respond to those candidates within an hour, conduct an effective interview, and get that person interested in working for your practice…those things all take time and consistency…something our team is very good at doing. So while we do not have a guarantee, we have had a great deal of success in working with our practices and most use us time and time again for future hiring needs because of the quality people we find them.

And, the great thing about us being hourly is that if we aren’t doing actual work, you are not paying.  

We do our very best at All-Star to find the most qualified candidates that are going to be a good fit for the position and especially for your practice. We are constantly told by our dentists and managers who use our service that we have found them the best team member(s) they have ever worked with. Very infrequently, a candidate will not be a fit or will not work out. The first thing we do is investigate why the candidate did not work out. We contact the dental practice and speak with the dentist and/or manager to see what happened with the candidate. We also attempt to contact the candidate and do an exit interview to see what happened from their perspective and what could have been done differently. If the candidate leaves in 30 or less since they were hired, we will reopen the hiring process at a reduced hourly rate. If the candidate leaves and it’s been more than 30 days, hiring would be resumed at the normal hourly rate.

The first thing we will need from you is to fill out a questionnaire that provides insight into your practice culture and what you are looking for in a team member. An intake call will then take place between you and our hiring administrator to take a deep dive into the position requirements and expectations. Since we are not in the practice to get a full understanding of the day to day, we do our best to identify that prior to our search. Over time, your specialist will become familiar with what you like and what you don’t like to help establish that “fit” is there. We also offer an add-on Drake P3 Personality Assessment for the new team member which is a very in-depth way to see if the potential new team member will be a good fit for the position in which they are applying and also to see if they will be a good overall fit for your office culture.

While we do our best to find quality team members, it’s the onboarding and practice culture that are the most important aspects of a successful hire. When we speak with candidates, we often sell them on “why” they should work at your practice based on all the information you have provided. High performing applicants are looking for an office that provides support, communication, and team work. Follow-through on training and onboarding is going to be essential for the long term success of this employee. And statistically speaking, it’s proven that practices that have a strong onboarding process have a 69% higher likelihood of keeping a team member for 3+ years!

There are several ways we are different from others out there. For one, most other companies are purely doing recruitment and not full concierge level hiring services. A lot of companies out there do NOT specialize in dentistry so the candidates that you will get can be questionable. Another difference is that we do a simple hourly rate versus a flat upfront fee or large percentage of their salary. Many companies will charge a hefty fee upfront to guarantee a candidate. If they take forever it does not matter to them, and some dentists have even told us that despite paying a lot of upfront money, no team member was ever found for them. This leaves you fighting to try and recoup your money you paid upfront. We simply bill hourly and track all the hours we are working so you know exactly how much and what you are paying for. If you do a service where they take a percentage of the first year salary for the candidate this could also become very costly to you. Most agencies take anywhere from 25-33% of the first year’s pay for the team member they place. For example, if a team member they hire makes $30,000 per year, and they charge 25% percentage, that means you will end up paying them $7500 finders fee. We also specialize in only dentistry which means this is what we do!

Because we custom hire the best team members for each and every dental office we work with, we do not have a stable of ready to go candidates. We specialize in really understanding the practices wants and needs of their ideal team members and then looking specifically for that ideal candidate for that practice. We are looking not only for the best skills and qualifications of each team member for that particular position in the practice. We are also making sure the team member has the right personality and temperament to fit in with the current team. This is the biggest part of custom hiring…it’s much easier to train for skills than it is to train someone for attitude.

We are currently only helping support dental practices that are seeking permanent long term employees. We are not a temp agency so we would be unable to look for temps for dental practices.

We service all areas of the US in helping to find dental team members. We have worked with very small rural areas in various states all the way to the most densely populated areas in NYC and California.

One of the very unique things about our Hiring Service is the fact that all of our Hiring Specialists have worked in a dental practice previously. In the past, we had one or two Hiring Specialists that did not have prior dental experience and they did not understand the nuances of how a dental practice operates and the differences between various positions. Therefore, we make it mandatory for our Hiring Specialists to have previous hiring and dental experience. Many of our Hiring Specialists are former dental assistants, office managers, treatment coordinators, and some worked several roles in the practice giving them a thorough grasp on how a practice works and which team members will be the most successful. They can also ask specific questions related to the potential candidate’s job responsibilities and see if they truly have an understanding of the position for which they are applying.

In Corporate dentistry, oftentimes they focus much more on volume versus quality. This is also the case for hiring team members. While Corp dental practices can sometimes offer more in terms of pay and benefits, where a private practice can compete is with office culture, a great environment, values, quality and consistency for the team member. There are many team members that report to us they have left the corporate environment because it’s too fast paced, high volume and perhaps does not focus as much on patient care and quality. Team members want a nice environment where they work with a good group of people and they can make good money and make an impact on people’s lives. At the end of the day, we see that where you work and the environment of your workplace is ultimately more important than simply the dollars and cents a job pays. Dentists can really compete by also offering training and additional supplementary benefits (like CE, bonuses, and fun activities) to team members.

Once our Hiring Team has found your amazing new team member, we will provide you with an Onboarding Checklist of the things they should ideally be learning as part of their onboarding process to get started for success.

If you are a member of All-Star Dental Academy and/or work with one of our coaches, this can greatly impact the positive outcomes and effectiveness of your onboarding for the new team member.  Starting a new team member off by providing them the training to succeed is essential.  Whether you are training them through our Online Training Program or also working with one of our Mastery Coaches to get them up to speed, it all can impact the new team member’s longevity in the practice.  The more confident that they are in how they can perform their job, will directly impact their job satisfaction and how long they will stay a team member in your practice.

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