A clear recruitment brief can help you assess candidates consistently and plan for the steps between selection and starting work. Before engaging a recruiter, define the role and the support your practice can offer.
Start with the essentials: What clinical duties will the dentist perform? Which location and working arrangements apply? What experience or skills does the role require? Be specific about what is essential and what can be developed after appointment.
Next, consider how you will assess applicants. Which evidence will help you understand a candidate’s training, experience and suitability for the role? Who will review that evidence, and what interview questions will you ask each candidate? A structured process makes it easier to compare applicants against the same role criteria.
For overseas-trained dentists, do not assume that qualifications or experience alone establish eligibility to practise. Registration is profession-specific, and requirements need to be checked individually with the relevant regulator. The Dental Board of Australia provides information on overseas practitioner registration; confirm the applicable requirements for each candidate directly with the regulator. Build time for verification into your recruitment and onboarding plans.
It is also useful to plan beyond the offer. Who will explain workplace policies, introduce clinical systems and coordinate the first weeks in the practice? What practical guidance will help a new team member settle into the role?
Midora supports doctors, dentists, nurses, physiotherapists and radiographers across six destinations. Midora charges applicants no recruitment fees; third-party costs may apply.
Use these questions to shape a brief that is clear, realistic and focused on the needs of your practice. To discuss your staffing brief, visit midora.life/employers.