Hiring is never just about plugging a hole. It’s a strategic leadership move—and when rushed or mismanaged, it can quietly sabotage your entire practice.

In Part 2 of the Hiring Series, Dana and Sandy dive deep into what happens between identifying a hiring need and getting the green light to bring someone on board. From pecking orders to prep work, leadership courage to legal compliance, they unpack everything you should have in place before you hit “post job ad.”

They also share formulas and benchmarks to help you bring data—not just emotion—into your hiring decisions. Because the right people in the right seats don’t just ease stress... they build your business.

You’ll learn how to:

✅ Calculate attrition rate and turnover cost ✅ Know when leadership is lagging—and how to step up ✅ Use team dynamics and KPIs to confirm true staffing needs ✅ Spot red flags in candidates and existing team members ✅ Make confident decisions about who to keep, who to lose, and when to act fast

📓 Listener challenge: Pull out your team’s job descriptions and update them. Is everyone clear on their seat, their duties, and how success is measured?

Key takeaways:

• Hiring starts with leadership. Don’t outsource what only you can model.

• Don’t ignore the front office. Patient flow is the clearest indicator you need more hands.

• Attrition above 25% is a red flag. Act on it, don’t ignore it.

• Turnover costs average 30% of annual salary. Every rushed hire costs more than you think.

• You must always accept resumes. Train your team and stay compliant.

🔊 Special thanks to our sponsors:

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📲 Join the conversation! What formulas or hiring benchmarks have helped you lead with confidence? Post your insights in the Dental Drill Bits Facebook Group. Your input might be featured in a future episode!