The Recruitment Reality

Ten years ago, you could post a job ad and receive 30 qualified applicants. Today? You're lucky to get baristas and carers applying for dental positions - people who don't actually want to work in dental, they just need to show they're applying for jobs.

The pool of qualified candidates has shrunk dramatically. The practices that rely solely on Seek are having enormous trouble. Meanwhile, recruitment agencies charge $3,000-8,000 per hire, and there's no guarantee the person will stay.

The cost of getting recruitment wrong?

Beyond the financial impact of agency fees, advertising, and training time, there's the disruption to your team, the stress on your existing staff, the impact on patient care, and the constant worry about whether you have the right people in the right roles.

One bad hire can cost your practice $15,000-30,000 when you factor in recruitment, training, lost productivity, team disruption, and the cost of recruiting their replacement.

What if you had a proven system that made recruitment easier, faster, and more effective?

What you'll learn

  • Why recruitment has become so challenging in recent years (and what's changed)
  • The critical difference between A, B, and C-type performers - and why A-players won't work with C-players
  • How to identify your ideal candidate "avatar" - the specific person you want to attract
  • The 5-step process for crafting job advertisements that grab attention and attract quality candidates
  • How to engage candidates emotionally (not just list responsibilities)
  • The recruitment funnel - 6 opportunities to gather data and filter candidates
  • Resume analysis - what to look for (and what red flags to watch for)
  • Telephone interview strategies - the questions that reveal true character
  • In-person interview frameworks - what to assess and how
  • Reference check scripts - the questions that get honest answers (not just polite responses)
  • The "hire slow, fire fast" principle - and why it doesn't work anymore in today's market
  • How to move fast when you find a great candidate (before another practice hires them)
  • Creating the right environment so A-players actually want to work for you
  • The Staff Hiring Guide - downloadable assessment tool for evaluating candidates consistently


Keeping Great People

  • The complete onboarding system (Pre-Arrival, Day One, Week One, Month One, Months 2-3)
  • How to create a welcome letter that sets the professional standard from day one
  • The New Employee Handbook - what to include so new hires feel secure and informed
  • Day One strategies - how to make it fun, informative, and not overwhelming
  • The 4 stages of competence - why new employees feel overwhelmed and how to support them
  • Weekly feedback meetings in Month One - the structure and questions to ask
  • The "PIC" feedback framework - Praise, Improvement, Praise
  • 360-degree feedback - how to ask employees for feedback on your leadership
  • 10 strategies for keeping great employees long-term:
    1. Be consistent in your leadership
    2. Create an environment for success
    3. Set clear expectations
    4. Be fair in what you ask
    5. Align goals with practice values
    6. Assure psychological safety
    7. Get things done (show progress)
    8. Have regular off-the-record discussions
    9. Embrace problems as opportunities
    10. Celebrate success

BONUS Content: 4 Powerful Strategies to Solve Your Recruitment Challenges

An extended masterclass diving deep into four proven strategies for overcoming recruitment obstacles:

Strategy 1: Creating a positive work environment that attracts skilled candidates naturally (they come to you)

Strategy 2: Training unskilled candidates with potential into valuable team members (expand your candidate pool)

Strategy 3: Utilising your professional networks effectively for recruitment (tap into hidden candidates)

Strategy 4: When and how to work with recruitment agencies successfully (maximise ROI when you need them)

Who this is for

✓ Practice owners tired of recruitment struggles and bad hires
✓ Practice managers responsible for building and maintaining teams
✓ Practices experiencing high staff turnover (revolving door syndrome)
✓ Owners opening new practices who need to build teams from scratch
✓ Anyone who's tired of "settling" for mediocre candidates
✓ Practices ready to attract and keep A-player team members
✓ Leaders who want a systematic approach (not guesswork)

What You'll Achieve

  • Attract Better Candidates

    Your job ads will stand out from the generic "dental assistant needed" posts. You'll speak directly to A-players and filter out C-players before they even apply. You'll receive more applications from qualified, motivated candidates who actually want to work in dental.

  • Hire with Confidence

    Your structured 6-step recruitment funnel will help you identify the right people quickly and avoid costly hiring mistakes. You'll know exactly what questions to ask, what answers to listen for, and what red flags to watch for.

  • Move Fast on Great Candidates

    In today's market, great candidates are hired within days. You'll have the systems to move swiftly through your process without cutting corners - so you secure A-players before other practices do.

  • Build a Stronger Team

    With effective onboarding and retention strategies, your new hires will integrate smoothly, perform well faster, and stay longer. You'll reduce turnover and build the team stability your practice needs.

  • Create an Environment A-Players Want

    You'll understand what makes A-players stay (and what makes them leave). You'll implement the leadership and management strategies that create a workplace people don't want to leave.

  • Save Time and Money

    Stop wasting time on recruitment that doesn't work. A proven system means less time hiring, lower recruitment costs, fewer bad hires, and better results every time.

THE REAL COST OF POOR RECRUITMENT

Consider what poor recruitment costs your practice every year:

Direct Financial Costs:

  • Recruitment agency fees: $3,000-8,000 per hire
  • Job advertising on Seek and other platforms: $500-1,500 per campaign
  • Time spent interviewing unsuitable candidates: Hours of lost productivity
  • Training investment in wrong hires: Weeks of wasted effort
  • Recruiting their replacement when they leave: Rinse and repeat

Hidden Costs:

  • Team stress and burnout from chronic understaffing
  • A-player team members leaving because they won't work with C-players
  • Lost production from unfilled positions or underperforming staff
  • Patient dissatisfaction from team instability and poor service
  • Your personal stress and overwhelm managing constant recruitment
  • Damage to team morale and practice culture

One bad hire can cost $15,000-30,000.

Chronic recruitment problems can cost $50,000-100,000+ annually.

This system pays for itself the first time you use it - and keeps paying dividends for years.

WHY THIS SYSTEM WORKS

This isn't theory from someone who's never worked in dental practice. This is a proven system used successfully by dental practices across Australia.


Real-World Experience:

Julie Parker has worked in dental practices since the 1980s and was Australia's first non-dentist practice owner. She's been consulting with practices on team building and recruitment for 10+ years.

Combined with Ameena Basile's 20+ years of dental industry experience managing teams and building practices, this represents 57+ years of combined expertise in dental team recruitment and retention.


Proven Results:

The templates have been refined through years of real-world use in hundreds of practices. The interview questions identify character and capability. The onboarding process sets new hires up for success from day one. The retention strategies keep A-players engaged and committed.


Practical and Immediately Actionable:

Every template, every question, every strategy is ready to use immediately. No theory. No fluff. Just practical, proven systems you can implement this week.

FAQ

  • Is this training recorded or live?

    Completely recorded and self-paced. Watch on your schedule, pause and rewatch sections as needed, and access it forever. No need to attend at specific times.

  • How long will it take to complete?

    The video training is 3+ hours total. Most people complete it over 1-2 weeks while implementing the templates and systems in their practice. You can work at your own pace.

  • Can I share this with my practice manager or hiring team?

    Yes! One enrollment can be used by you and your practice manager or any hiring team members in your practice who need access.

  • Will these templates work for my specific practice?

    Absolutely. The templates are designed to be customised. You'll receive the proven frameworks and language, then adapt them to reflect your specific practice culture, values, and requirements.

  • What if I've never hired anyone before?

    Perfect! This system is designed to walk you through the entire process step-by-step. You'll learn exactly what to do at each stage, from writing the ad to onboarding your new hire.

  • What if I'm opening a new practice and hiring my first team?

    This is the PERFECT time to use this system! Starting with the right recruitment approach means you'll build a strong foundation team from day one.

  • What if I'm experiencing high turnover - people keep leaving?

    'Keeping Great People' lessons address exactly this. You'll learn the 10 strategies for retention and how to create an environment where A-players want to stay.

What's Included

All video training (3+ hours - complete recruitment system)
Complete template pack (job ads, interview guides, onboarding documents)
Staff Hiring Guide (Excel assessment tool)
Interview question banks for all stages
Reference check scripts that get honest answers
Wage discussion frameworks
Complete onboarding system
Retention strategies (10 proven approaches)
Lifetime access (including all future updates)