What is a Working Interview in Dentistry?

A working interview in dentistry is a hands-on evaluation where candidates demonstrate their skills in a real dental office setting. 

Unlike traditional interviews that focus on verbal answers, working interviews allow candidates to perform actual job tasks such as cleaning patients' teeth or assisting with procedures. 

This enables both the dental practice and the candidate to assess compatibility in terms of technical skills and team dynamics, which leads to better hiring decisions.

Benefits of Working Interviews

For Dental Practices

Working interviews provide you with real insight into a candidate's skills.

You can observe how candidates interact with patients, follow infection control protocols, and adapt to your equipment and procedures.

Plus, you’ll see how they communicate with your team, handle busy times, and fit into your practice culture.

For Dental Professionals

The biggest benefit of working interviews for dental hygienists and other dental professions is getting to experience the real work environment.

They’ll get familiar with the practice's technology, patient scheduling, appointment pace, sterilization routines, and documentation requirements.

This way, they can determine if the practice's team dynamics and culture align with their career goals.

How to Prepare for a Working Interview

An effective working interview takes careful preparation from both you and the candidate.

Before you start the interview, verify the candidate's eligibility for U.S. employment. You need to have proper documentation of required licenses, and prepare necessary paperwork, such as HIPAA compliance forms.

Once you’ve completed this step, prep for the working interview with these tips:

Create a Structured Plan for the Day

Plan the working interview day by defining the specific tasks the candidate will perform, and prepare evaluation criteria that match your practice's needs. Assign a team member to oversee the candidate throughout the day.

Communicate Expectations Clearly

Before the interview, clearly communicate expectations to the candidate. Provide details about:

• Required documentation to bring (licenses, certifications, liability insurance)

• Appropriate attire (such as scrubs or personal protective equipment)

• Start time and expected duration

• Any specific equipment or tools they should bring

• Compensation for their time

Prepare Your Team

Let your team know about the working interview and their roles in evaluating the candidate. Encourage them to provide feedback on the candidate's performance, focusing on clinical skills, team interaction, and cultural fit.

Arrange for Patient Consent

You should notify patients that will be treated during the working interview and get their consent. Remember to maintain HIPAA compliance during the process and have proper liability coverage in place.

At the end of the day, thank the candidate for their time and let them know about the next steps.

How to Conduct the Working Interview

Here are step-by-step instructions to conducting working interviews in your practice: 

Structuring the Day

Begin with a brief orientation to introduce the candidate to your office layout, equipment, and team. Then, follow a schedule that mirrors a typical workday, including:

• Basic clinical procedures or administrative tasks

• Patient interactions (with proper consent)

• Team collaboration opportunities

• Documentation and charting tasks

Assign a team member to guide the candidate and answer questions. This mentor should be experienced enough to evaluate performance and make sure that patients are in good hands.

Observe the Candidate

As the candidate works, observe their:

• Technical skills and efficiency

• Communication with patients and staff

• Ability to follow protocols

• Adaptability to your workflow

• Problem-solving in real situations

Use a standardized evaluation form to document observations. This keeps your assessment objective and prevents you from relying on memory alone.

Collecting Feedback

Get input from team members who worked with the candidate. Consider feedback on:

• Clinical or administrative skills

• Team dynamics and cultural fit

• Patient interactions

• Professional demeanor

• Ability to handle stress or unexpected situations

Evaluating the Candidate's Performance

Assess the candidate in three key areas: technical skills, patient interaction, and team integration.

Technical Skills

Observe their clinical abilities and procedural knowledge:

• Proper use of equipment and instruments

• Following infection control protocols

• Efficiency in procedures

• Adapting to your systems and technology

• Accurate and thorough documentation

Patient Interaction

Notice how they:

• Explain procedures and post-care instructions

• Respond to patient questions and concerns

• Show empathy and build rapport

• Handle challenging or anxious patients

• Maintain professionalism with patients

Team Integration

Evaluate how the candidate:

• Communicates with team members

• Adapts to your workflow

• Responds to feedback

• Shows initiative when appropriate

• Fits with your practice's values

Post-Interview Discussion and Decision-Making

After the working interview, you need a structured approach to evaluate the candidate and make your decision.

Collect input from all team members who interacted with the candidate. Hold a brief meeting to discuss their clinical skills, technical ability, patient interaction, and communication style. You also want to get insights on how they collaborated with the rest of the team and whether they fit in your practice culture.

Then, review the candidate's performance against your criteria and other applicants.

Communicate Results

Whether you decide to move forward or not, provide constructive feedback to the candidate:

• Schedule a follow-up discussion to share your decision

• Offer specific examples of strengths and areas for improvement

• If proceeding, outline next steps in the hiring process

• If declining, provide professional feedback to help their career development

Remember to document your evaluation process and reasons for your decision. This keeps your hiring practices consistent and gives you valuable insights for future interviews.

Legal and Ethical Considerations

When conducting working interviews in your dental practice, you must navigate critical legal and ethical requirements to protect your practice, patients, and candidates.

Treat Working Interviews as Employment

You must treat working interviews as real employment. Provide proper compensation and documentation. Unpaid working interviews or paying "under the table" are illegal and can expose your practice to serious legal issues.

Maintain HIPAA Compliance

To protect patient privacy and maintain HIPAA compliance, have proper documentation before allowing candidates access to health information. This includes having candidates sign non-disclosure agreements and verifying their eligibility for U.S. employment. You should also get patient consent when introducing a candidate.

Use Working Interviews to Find the Right Candidate

Working interviews are powerful tools for building successful dental teams. They let candidates show their skills in real clinical settings and experience your practice's culture. You gain insights that traditional interviews miss and reduce the risk that comes with hiring the wrong person.

Use Teero’s dental staffing platform to find vetted dental hygienists in your area for temporary or permanent positions.

And if a temp dental hygienist proves to be a great fit for your office, you can hire them without any additional fees. 

Sign up your office today to get started.