Fluff Happens: Why That “Perfect” Hire Might Not Be So Perfect

In today’s tight job market, dental practice owners are facing a frustrating trend: job applicants who look perfect on paper, but fall short in person. With staffing still a top concern across the industry, many dentists are discovering that résumé fluffing—the practice of exaggerating skills or experience—has become increasingly common.

According to a recent Robert Half Hiring Trends Report, 62% of hiring managers say they’ve seen an increase in applicants exaggerating experience or credentials, especially in high-demand roles like healthcare support. In a fast-paced dental office, a bad hire can cost time, patient satisfaction, and thousands in onboarding expenses.

The Hidden Costs of Hiring the Wrong Person

When a résumé doesn’t match real-world performance, practices pay the price. Common fallout includes:

• Longer chairside training and onboarding periods
• Increased stress for team members forced to pick up the slack
• Lower patient satisfaction due to inconsistent experiences
• Turnover within the first 6 months, creating a costly cycle

For dentists already stretched thin, the idea of re-hiring can feel overwhelming. But there are smarter ways to protect your practice from costly hiring mistakes.

How to Spot Résumé Fluff Early

Hiring smarter starts with a sharper screening process. Here’s how savvy dental employers are separating fact from fluff:

• Ask for real examples: Request candidates to describe specific cases, software usage, or techniques they’ve performed regularly.
• Use working interviews: Seeing someone in action is often more telling than a résumé.
• Check references—thoroughly: Go beyond standard questions. Ask about dependability, technical strengths, and how the person handled pressure.
• Validate certifications and continuing education: Especially for clinical roles, verify licenses and course completions.

Leverage Assessments and Screening Tools

Tools like personality and skills assessments, like the ones housed in DentalPost, can help validate whether a candidate is the right fit—both culturally and clinically. With access to benchmarking tools and screening filters, dentists can:

• Align candidates with team culture and communication styles
• Evaluate real-time competency and technical knowledge
• Reduce costly trial-and-error hires

These assessments are especially helpful in identifying red flags that don’t show up on paper, such as a lack of emotional intelligence or poor conflict resolution skills.

Invest in a Better Hiring Pipeline

A proactive hiring strategy doesn’t wait for applicants to come to you. Dentists who consistently attract top talent:

• Build a strong employer brand through social media and reviews
• Engage passive candidates by networking or using industry platforms, like DentalPost’s Invite-To-Apply feature
• Offer growth opportunities and communicate them clearly in job listings
• Use optimized job descriptions and clear expectations to attract the right fit faster

The Bottom Line: Hire for Skill, Train for Success

In a competitive dental labor market, smart hiring isn’t just about speed—it’s about accuracy. By going beyond the résumé and using modern hiring tools, dentists can avoid being burned by exaggerated claims and instead build a team that truly delivers.

A great résumé might open the door—but only the right person can help your practice thrive. Take the time to vet properly, and your future self (and your team) will thank you.