I’ve seen impressive resumes fall apart under a busy operatory schedule. I’ve also seen quieter candidates shine the moment they meet a patient, set up a room, or help the team through a hectic afternoon.
That’s why a structured working interview can tell you more than another 30-minute conversation. Done correctly, it gives you a realistic look at how someone works before you commit to a long-term hire.
What a working interview really is
A working interview is a short, structured, paid audition. The candidate spends planned time in your practice while you observe job-related skills, communication, pace, and team interaction.
It’s not a free trial shift. It’s not a way to fill an open chair for the day. And it shouldn’t feel like an unplanned test where everyone watches the candidate scramble.
The goal is simple: create a fair opportunity for the candidate to show how they work while your team gathers useful evidence.
Quick rule: If the candidate performs productive work that benefits the practice, treat that time as paid work. Check your state and local wage requirements before scheduling the interview.
Why traditional interviews don’t tell the whole story
Traditional interviews still have a place. They help you understand a candidate’s background, goals, and communication style.
But dentistry happens in motion.
A candidate might describe excellent patient care and still struggle with:
• Staying organized between rooms
• Communicating during four-handed dentistry
• Handling a nervous patient
• Making sound scheduling decisions
• Accepting correction without becoming defensive
• Keeping pace when the schedule falls behind
The real test often arrives at 4:45 p.m. A patient feels frustrated. The doctor is running late. A room needs turning over. The phone keeps ringing.
A working interview lets you observe those smaller moments. You don’t need to create chaos on purpose. You simply need to see how the candidate responds to normal practice conditions.
Set it up safely and fairly
Before the candidate arrives, decide exactly what they’ll do, who will supervise them, and how you’ll evaluate them.
1. Put the paid arrangement in writing
Confirm:
• The date and start and end time
• The hourly rate or agency arrangement
• The role and permitted activities
• Who supervises the candidate
• How you’ll record time
• When and how payment will happen
A candidate who shadows without touching patients, records, or productive tasks may fall into a different category. Still, don’t assume an unpaid arrangement is automatically safe. If the practice receives a benefit from the candidate’s work, wage rules may apply.
When in doubt, ask an employment professional or your state labor department.
2. Protect patient privacy
Candidates may see names, schedules, charts, radiographs, insurance details, or treatment information. Give them appropriate privacy and security instructions before they access protected health information.
Limit access to what they need for the role. Don’t share passwords. Don’t let a candidate browse charts out of curiosity.
The American Dental Association’s HIPAA resources and HHS HIPAA guidance offer helpful starting points.
3. Confirm licensure and supervision
State dental practice acts control what hygienists, assistants, and other team members may do. Requirements vary widely.
Before the interview:
• Verify the candidate’s license or credentials when required
• Confirm which procedures they may perform
• Check supervision requirements
• Keep a licensed dentist responsible for clinical care
• Never allow an unqualified candidate to perform restricted duties
A candidate should never work unsupervised with patients simply because the day is busy.
4. Get patient cooperation
Tell patients when a candidate will participate in their care or observe in the operatory. Give patients a genuine choice.
A simple script works:
“We’re meeting a potential team member today. They may observe or assist under supervision. Would you feel comfortable with that, or would you prefer to continue with our regular team only?”
Respect the answer. Patient trust matters more than the interview.
What to watch for by role
Hygienist
Observe whether the candidate:
• Reviews medical and dental history carefully
• Explains each step in calm, understandable language
• Uses appropriate instrumentation and technique
• Completes perio charting accurately
• Manages appointment time without rushing the patient
• Recognizes when a finding needs dentist attention
• Leaves clear handoff notes
• Educates without sounding judgmental
Listen to how they talk to the patient. A technically strong hygienist still needs to build comfort and trust.
Dental assistant
Look at:
• Tray setup and room readiness
• Familiarity with four-handed dentistry
• Chairside anticipation
• Instrument transfer and retraction
• Sterilization and infection-control habits
• Communication with the dentist
• Patient reassurance
• Cleanup and turnover between appointments
A strong assistant doesn’t wait for every instruction. They stay one step ahead while remaining open to direction.
Front desk coordinator
Give the candidate realistic, supervised scenarios. For example:
• A new patient calls with an urgent concern
• Two patients want the same appointment
• An insurance question needs verification
• A patient is upset about a balance
• The doctor’s schedule runs behind
Observe phone tone, judgment, documentation, prioritization, and discretion. You’re not looking for someone who says “yes” to everything. You’re looking for someone who can protect the patient experience while keeping the schedule workable.
Associate dentist
Focus on:
• Clinical reasoning
• Diagnosis and treatment planning
• How they explain options
• Whether they listen before recommending
• Patient-centered communication
• Documentation habits
• Openness to feedback
• Respect for assistants and hygienists
Ask the candidate to explain their thinking. You’re not trying to create a board examination. You’re learning whether they can make sound decisions and communicate them clearly.
Use a simple 1-to-5 scorecard
Don’t rely on memory. Complete a scorecard while the details are fresh.
“Interrupted the assistant twice during setup and dismissed a correction about the tray.”
Specific notes help you make a fair decision.
Ask better questions after the interview
Set aside 15 to 20 minutes with the candidate. Ask:
1. What part of the day felt most natural to you?
2. Where did you feel less familiar or less confident?
3. What would you do differently if you worked this schedule again?
4. What questions do you have about our workflow?
5. What feedback did you receive today?
6. How do you prefer a supervisor to correct or coach you?
7. What support would help you succeed in your first 30 days?
Pay attention to the answer and the tone. Strong candidates can usually name something they learned or would improve.
Gather team feedback without creating a popularity contest
Ask each team member to submit feedback privately before the group discusses the candidate.
Use the same questions for everyone:
• What did the candidate do well?
• What concerned you?
• How did they respond to correction?
• Would you trust them with this role after appropriate onboarding?
• What would you want to verify before making an offer?
Don’t ask, “Did you like them?” Likeability matters, but it shouldn’t outweigh safety, competence, reliability, or respect.
Green flags and red flags
Green flags
• Greets patients naturally
• Treats assistants, hygienists, and front desk staff with respect
• Asks thoughtful questions
• Admits when they don’t know something
• Accepts correction without excuses
• Keeps patient comfort in mind
• Cleans up without being asked
• Communicates when they’re falling behind
• Shows curiosity about your practice’s standards
Red flags
• Performs outside their training or scope
• Ignores infection-control instructions
• Talks over patients
• Blames former coworkers for every problem
• Treats support staff as less important
• Becomes defensive after reasonable feedback
• Uses a patient’s information casually
• Rushes through tasks to look fast
• Avoids documenting important details
The way a candidate treats an assistant during a working interview often tells you how they’ll treat the whole team later.
Common mistakes to avoid
Using the candidate as free labor
If the candidate is doing work that benefits your practice, pay them. Don’t call it a “trial” to avoid payroll responsibilities.
Making the day too chaotic
A disorganized schedule tests your scheduling problems, not the candidate’s ability. Choose a representative day and assign a clear supervisor.
Giving vague instructions
Tell the candidate what you’ll evaluate. A fair interview shouldn’t depend on hidden expectations.
Letting one person decide
A dentist may focus on clinical skill. The front desk may notice communication. An assistant may notice respect and room awareness. Collect all relevant perspectives.
Ignoring the candidate’s experience
The interview works both ways. Candidates are evaluating your leadership, training, schedule, and culture. A rushed or disrespectful working interview can cost you a strong hire.
A practical working interview checklist
Before the interview
• Confirm the paid arrangement
• Verify credentials and scope
• Choose a supervisor
• Prepare privacy instructions
• Select appropriate patients or scenarios
• Print the scorecard
• Tell the team what to observe
During the interview
• Introduce the candidate and supervisor
• Explain the schedule and expectations
• Obtain patient agreement
• Observe without constantly interrupting
• Take objective notes
• Provide limited, reasonable feedback
After the interview
• Ask the candidate reflection questions
• Collect private team feedback
• Compare notes against the scorecard
• Verify references and credentials
• Decide whether the candidate needs another step
• Communicate next steps promptly
Expert tip: Don’t make a final decision based on one impressive moment. Look for consistency across patient care, teamwork, pace, and response to feedback.
The right candidate should feel different in the room
A resume can show where someone worked. A conversation can show how they explain their experience.
A structured working interview shows how they actually move through a dental practice.
Keep it paid. Keep it supervised. Protect patient privacy. Use the same scorecard for every candidate. Most importantly, evaluate behavior instead of relying on instinct alone.
If you want to spend less time sorting resumes and more time meeting qualified dental professionals, learn about RSMC’s dental recruitment approach or explore our executive search services.
RSMC Services can help your practice find candidates who bring the right skills, communication style, and culture fit. Call +1 650-447-1527 or email careers@rsmcservices.com to discuss your next hire.