July 17, 2025 • 14 mins
When you're short-staffed, it's tempting to hire fast—but at what cost? In this episode, Savanah and Jen get real about why hiring with culture in mind isn't optional anymore. They break down how the wrong hire can turn your team into a revolving door, what your job ad might be doing wrong, and how to tell your practice’s story in a way that attracts the right people (and repels the wrong ones). This one’s a must-listen for dental leaders tired of turnover.
Special thanks to Chris "The Wizard" Stone of Rock Solid Media, our recording partner!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Chris Stone (00:00):
And here we go in 3, 2, 1.
Jen Steadman (00:06):
Back in 10 is a podcast for dental leaders who do it all
and need 10 minutes to themselves.
Savanah Carlson (00:11):
It's about real conversations, not curated ones, the
kind that happen off the clock behindclosed doors, and between the chaos of
running a practice and running life.
Jen Steadman (00:21):
Hosted by Savannah Carlson and Jen Sedman, two women who've led,
learned, and laughed through it all.
Savanah Carlson (00:28):
This show brings honest stories, leadership truths, and
the occasional sassy take on what itreally means to lead in dentistry today,
Jen Steadman (00:35):
because sometimes the best leadership happens when
you step away for 10 minutes.
Savanah Carlson (00:41):
This is back in 10.
Hey everyone.
Welcome to back in 10.
I am Savannah.
Jen Steadman (00:54):
And I'm Jen.
Savanah Carlson (00:56):
Last time on back in 10, we took a quick break to
scratch the surface on cultureand hiring, but let's be real.
That convo always needs more thanjust 10 minutes, so we're back.
See what I did there?
We're gonna pick up where we leftoff, but first a quick rewind and
then right back into the good stuff.
Jen Steadman (01:18):
If we are going back to hiring for culture, you really need to
make sure that if you have an open seatin your office, that you are not just
filling it with a warm body becauseyou could also lose valuable team
members from that and that open seat.
Is quickly going to turninto a revolving one, right?
It's just that sucker's justgonna be spinning because you
(01:41):
didn't take the time to hire Good.
People.
Savanah Carlson (01:48):
There is a leadership speaker, very knowledgeable businessman,
Gary Vanerchuk, and he has this wholesegment on hire slow, fire fast.
Oh
Jen Steadman (01:59):
Yeah.. Mm-hmm.
Savanah Carlson (02:00):
And this is this resounds with that.
I absolutely agree.
Take your time when you are hiring,because that seat, you don't
want to be that revolving door.
Right.
Then when one door becomes revolving,then you, you have another.
There comes a
second.
Oh wait, there's third.
Jen Steadman (02:20):
I was gonna say, there's actually a statistic
around that, that when you hire thewrong person, uh, US Department of
Labor has a statistic around that.
It's 30% of that person'sfirst year salary.
That's how much money you are wastingwhen you hire the wrong person.
Yeah.
I speak on this topic and talkabout hiring a whole lot, so that
(02:44):
statistic is like embedded intomy noun because it is so powerful.
Savanah Carlson (02:50):
We know a lot of you listening are in this
situation right now with the hiringcrisis in the dental industry.
We totally understandthat and patience it.
A good team member will come.
They, when you do yourdue diligence mm-hmm.
With making sure everything is inalignment with your culture and
(03:13):
your ad and your marketing mm-hmm.
That the team member it, they willcome, you'd have, now you have to look
at other processes within the practiceto accommodate the loss of a team
member or the, the space need filled.
Jen Steadman (03:27):
There are other opportunities, and if you think
about it too, if you have a toxicteam member in your practice
and you're gonna let them go.
You met with everyone else on yourteam after you let them go, right?
And say, look, I'm sorry that Idid not stand up and do what I
needed to do as a leader sooner.
(03:48):
I know that I kept them too long becauseI was worried that I wasn't gonna be able
to find anyone to fill the position, andthat you guys would have to take on that
burden of not having another team member.
However, I felt that we're a team.
We could do it.
If we unite together, we can do it becauseI really wanna make sure that the next
(04:11):
team member that I hire is one that'sgonna be here forever, just like you guys.
So what can we do as a team and what canI do to support you during this time?
How impactful is that?
You were transparent.
You're saying, holy cow, I messed up.
I'm sorry.
(04:32):
I kept them here way too long.
I kept them here too long.
A lot of leaders are not willingto have that conversation, and
it's a challenging one to have.
However, your team is gonna be morein line with you if you're honest
and you just say, look, I was reallyworried I couldn't find someone.
And it's a valid point.
(04:53):
It's a valid point.
So it's, it's really importantthat you, that you say that and
you communicate that with them.
I will say that.
Your ad speaks volumes, and thereason why a lot of people right
now are not able to find qualifiedgood people is because of their ads.
Mm-hmm.
They're just setting and forgetting it.
Savanah Carlson (05:15):
Right.
Well, their ads are, they'respeaking at people rather than
helping them to understand who youare, rather than speaking to their
soul, they're speaking to, you know?
Mm-hmm.
The brand,
Jen Steadman (05:30):
Honestly, I have an, I have an analogy.
I actually said this earlier onanother podcast, that when your ads
turn into a job description, whichthe majority of them are right now,
if you just do a search, the majorityof them are a job description.
It says, like a hygienistwith a qualifications.
You have to be able todo scaling root planning.
(05:51):
Hygienists should be able to do that.
They have to be able to do that, so youdo not need that at their ad, right?
So when you do that, it's like showingup on a first date with wrinkle close.
It is not a good first impression.
It's not.
So you really need to make sure thatyou are making your ad attractive.
(06:14):
Iron out those darn wrinkles andstart looking in the mirror and
figuring out what makes you great.
You need to kind of boast aboutyourself a little bit and look and
figure out what makes you awesome.
Ask yourself that question.
What makes you and your teamawesome and so much better than
(06:35):
the office down the street?
And highlight those points
Savanah Carlson (06:39):
And put your contact info, put your office website if you can.
Put your socials in there.
Put that in the description.
It, nothing annoys me more,or red flags more than a, an
ad where it says confidential.
We're not gonna tell you, we're notgonna tell you how much thought we're
(07:01):
offering in terms of salary or hourly pay.
We're not gonna tellyou where we're located.
Uhuh, that is just one, it's beyondannoying, but it creates a barrier.
Like we talked about Uhhuh,what it, it does nothing.
That's a, that says what are they hiding?
What are they hiding?
One thing that I absolutely love andI wish more practices did when you.
(07:27):
Putting in these URLs into any job ad,create a private landing page within your
website for hiring that if you can titlethe page, thinking about working for us.
This is why we are who we are.
And like Jen said, with having those hardconversations with your team and finding
(07:50):
out why they like to work where they work.
Get that on video.
Ask them if they'd be willing to do atestimonial for you as your employer.
Especially to your tenured team members.
If you have a team member who has beenemployed for 15 plus years and you don't
(08:11):
have a video of them saying why they loveworking for the practice and what type
of patients come through this practice.
You, you're missing the boat.
Mm-hmm.
You want to tell the story of yourpractice through the eyes of the
team that's currently working there.
Yeah.
Not just an AI job description.
(08:34):
You can certainly utilize AI to helpclean up your job description, but
you want your ad to tell your story.
About practice and mostimportantly, the culture.
So create that private landing page.
It'll, they can then once they'rethere and they look at everything
(08:55):
you have to offer, it linksright to the rest of the website.
Boom.
Transparency.
Let me look into the services they offer.
What kind of technologyis in this practice?
That is something that I see sounderutilized when it comes to hiring.
Mm-hmm.
Is, like you said, boasting, but be proud.
(09:15):
Be proud of your practice.
Mm-hmm.
Be proud of who you are and whatyou've built and the the, yeah.
The patient care that youprovide to your community.
Jen Steadman (09:23):
Yeah.
So there's, there's two thingsthat I, I wrote down 'cause I
wanted to make sure I said them.
So I think for me, there's onedifference that you and I have
in regards to our philosophy on.
Ads and putting the monetary compensation.
I do not recommend puttingcompensation on there.
I always have said, you know, if it'scommission, if it's hygiene or if it
(09:49):
is compensation based on experienceand expertise or different things
like that because there are peopleout there that will look at your ad.
And go to their current employer andsay, look at what they're offering.
Or they'll come and they'll interviewfor you just to say that they interviewed
(10:11):
with you because you were offeringmore money than where they are now.
That's one thing that I found morerecent in the last few years, and it's.
I'll just say it's ugly.
It's not, not a good thing to do.
I highly encourage people.
If you are not happy where you are, ifyou're looking for job, advancement,
absolutely go on the interview.
But just using it for that.
(10:35):
Right.
Obviously if you're gonna go, you're gonnafind out what it is, but if you're just
doing it for that, it's not a good look.
I have seen that a lot more recently,I'll say, for people that are
just looking that for the grass isgreener which is really unfortunate.
And the other thing, just totalk about what you had said
about having it on the website soimpactful, having that on there.
(10:57):
And I've, um, was on a website recently.
And right when I went to theirhomepage, it came up, there was
a popup that said, we're hiring.
And it said what positionsthey were hiring for.
Love it.
It's like, hallelujah.
And when you clicked on it, it broughtyou to their landing page, but it came
(11:17):
up the first time you went to theirwebsite, it came up, which was phenomenal.
Phenomenal, phenomenal.
And I think, look, when we're talkingabout boasting, I saw something on.
Can't remember what it was on oneof the social channels recently,
that there is an artist out there.
He had two women.
He never looked at them physically.
He sat back to back and he said, okay, Iwant you to describe yourself and as you
(11:43):
describe yourself, I'm gonna draw you.
Did you see this?
Mm-hmm.
You, we sent us each other.
A lot of stuff on social, so I needto find this and send this to you.
Man, if someone only saw our comments, ha.
Yeah, our dms.
Woo-hoo.
So if he asked them to describethemselves, so he sat back to back
(12:03):
and one of the women said, youknow, my hair, my hair is shorter,
but it's really kind of frizzy.
Like I haven't been able to keep upwith it and I'm tired, but you know, my
eyes are blue and I kinda have wrinklesaround my eyes like I'm aging and said
all of these things about herself.
Speaker 2 (12:18):
Yeah.
Speaker (12:19):
So he drew that picture.
Then he had the other woman do thesame exact thing, and then the two
women met each other and they had aconversation and they chatted together.
And then he switched.
So he had one woman describe the other.
And the amazing thing was the otherwoman had said that she was tired.
(12:42):
Where the woman that she had justmet said, she has a radiant smile and
she's beautiful, and oh my gosh, I loveher hair and it's curly, and said all
of these amazing qualities, and thenput the two pictures side by side.
And he said, this is how youdescribed yourself and this is
how someone else described you.
Dang.
So sometimes it's just a point, right?
(13:04):
Yeah.
Sometimes it is a point of.
Looking in the mirror orasking someone else, asking
for support, asking your team.
Don't try to do everything on your own.
Ask the people that are around you orhire someone to help you with that.
Look at those things and say,okay, what makes us great?
(13:24):
And put that out there.
That's how you're going to hirefor the culture that you already
have and the culture that you want.
Savanah Carlson (13:33):
I think our culture on our podcast is nothing short
of entertaining and intellectual
Chris Stone (13:41):
and sometimes a little spicy.
Savanah Carlson (13:48):
The wizard.
Love it.
So on that note, I think we can,we can clock out for this one.
Thanks for spending a fewminutes with us on back in 10.
Jen Steadman (13:59):
If something made you laugh, nod or feel a little more
human, share it with a friend andmake sure that you're subscribed.
Savanah Carlson (14:06):
You can also follow us on Instagram at back in
10 Pod for more behind the scenesupdates and probably a little chaos.
Jen Steadman (14:14):
We're not here to have it all figured out.
We are just here to tell you thethings that we wish someone had told us
Savanah Carlson (14:20):
and remind you that leadership doesn't
have to be perfect, just real.
We'll be back in 10.
And here we go in 3, 2, 1.
Jen Steadman (00:06):
Back in 10 is a podcast for dental leaders who do it all
and need 10 minutes to themselves.
Savanah Carlson (00:11):
It's about real conversations, not curated ones, the
kind that happen off the clock behindclosed doors, and between the chaos of
running a practice and running life.
Jen Steadman (00:21):
Hosted by Savannah Carlson and Jen Sedman, two women who've led,
learned, and laughed through it all.
Savanah Carlson (00:28):
This show brings honest stories, leadership truths, and
the occasional sassy take on what itreally means to lead in dentistry today,
Jen Steadman (00:35):
because sometimes the best leadership happens when
you step away for 10 minutes.
Savanah Carlson (00:41):
This is back in 10.
Hey everyone.
Welcome to back in 10.
I am Savannah.
Jen Steadman (00:54):
And I'm Jen.
Savanah Carlson (00:56):
Last time on back in 10, we took a quick break to
scratch the surface on cultureand hiring, but let's be real.
That convo always needs more thanjust 10 minutes, so we're back.
See what I did there?
We're gonna pick up where we leftoff, but first a quick rewind and
then right back into the good stuff.
Jen Steadman (01:18):
If we are going back to hiring for culture, you really need to
make sure that if you have an open seatin your office, that you are not just
filling it with a warm body becauseyou could also lose valuable team
members from that and that open seat.
Is quickly going to turninto a revolving one, right?
It's just that sucker's justgonna be spinning because you
(01:41):
didn't take the time to hire Good.
People.
Savanah Carlson (01:48):
There is a leadership speaker, very knowledgeable businessman,
Gary Vanerchuk, and he has this wholesegment on hire slow, fire fast.
Oh
Jen Steadman (01:59):
Yeah.. Mm-hmm.
Savanah Carlson (02:00):
And this is this resounds with that.
I absolutely agree.
Take your time when you are hiring,because that seat, you don't
want to be that revolving door.
Right.
Then when one door becomes revolving,then you, you have another.
There comes a
second.
Oh wait, there's third.
Jen Steadman (02:20):
I was gonna say, there's actually a statistic
around that, that when you hire thewrong person, uh, US Department of
Labor has a statistic around that.
It's 30% of that person'sfirst year salary.
That's how much money you are wastingwhen you hire the wrong person.
Yeah.
I speak on this topic and talkabout hiring a whole lot, so that
(02:44):
statistic is like embedded intomy noun because it is so powerful.
Savanah Carlson (02:50):
We know a lot of you listening are in this
situation right now with the hiringcrisis in the dental industry.
We totally understandthat and patience it.
A good team member will come.
They, when you do yourdue diligence mm-hmm.
With making sure everything is inalignment with your culture and
(03:13):
your ad and your marketing mm-hmm.
That the team member it, they willcome, you'd have, now you have to look
at other processes within the practiceto accommodate the loss of a team
member or the, the space need filled.
Jen Steadman (03:27):
There are other opportunities, and if you think
about it too, if you have a toxicteam member in your practice
and you're gonna let them go.
You met with everyone else on yourteam after you let them go, right?
And say, look, I'm sorry that Idid not stand up and do what I
needed to do as a leader sooner.
(03:48):
I know that I kept them too long becauseI was worried that I wasn't gonna be able
to find anyone to fill the position, andthat you guys would have to take on that
burden of not having another team member.
However, I felt that we're a team.
We could do it.
If we unite together, we can do it becauseI really wanna make sure that the next
(04:11):
team member that I hire is one that'sgonna be here forever, just like you guys.
So what can we do as a team and what canI do to support you during this time?
How impactful is that?
You were transparent.
You're saying, holy cow, I messed up.
I'm sorry.
(04:32):
I kept them here way too long.
I kept them here too long.
A lot of leaders are not willingto have that conversation, and
it's a challenging one to have.
However, your team is gonna be morein line with you if you're honest
and you just say, look, I was reallyworried I couldn't find someone.
And it's a valid point.
(04:53):
It's a valid point.
So it's, it's really importantthat you, that you say that and
you communicate that with them.
I will say that.
Your ad speaks volumes, and thereason why a lot of people right
now are not able to find qualifiedgood people is because of their ads.
Mm-hmm.
They're just setting and forgetting it.
Savanah Carlson (05:15):
Right.
Well, their ads are, they'respeaking at people rather than
helping them to understand who youare, rather than speaking to their
soul, they're speaking to, you know?
Mm-hmm.
The brand,
Jen Steadman (05:30):
Honestly, I have an, I have an analogy.
I actually said this earlier onanother podcast, that when your ads
turn into a job description, whichthe majority of them are right now,
if you just do a search, the majorityof them are a job description.
It says, like a hygienistwith a qualifications.
You have to be able todo scaling root planning.
(05:51):
Hygienists should be able to do that.
They have to be able to do that, so youdo not need that at their ad, right?
So when you do that, it's like showingup on a first date with wrinkle close.
It is not a good first impression.
It's not.
So you really need to make sure thatyou are making your ad attractive.
(06:14):
Iron out those darn wrinkles andstart looking in the mirror and
figuring out what makes you great.
You need to kind of boast aboutyourself a little bit and look and
figure out what makes you awesome.
Ask yourself that question.
What makes you and your teamawesome and so much better than
(06:35):
the office down the street?
And highlight those points
Savanah Carlson (06:39):
And put your contact info, put your office website if you can.
Put your socials in there.
Put that in the description.
It, nothing annoys me more,or red flags more than a, an
ad where it says confidential.
We're not gonna tell you, we're notgonna tell you how much thought we're
(07:01):
offering in terms of salary or hourly pay.
We're not gonna tellyou where we're located.
Uhuh, that is just one, it's beyondannoying, but it creates a barrier.
Like we talked about Uhhuh,what it, it does nothing.
That's a, that says what are they hiding?
What are they hiding?
One thing that I absolutely love andI wish more practices did when you.
(07:27):
Putting in these URLs into any job ad,create a private landing page within your
website for hiring that if you can titlethe page, thinking about working for us.
This is why we are who we are.
And like Jen said, with having those hardconversations with your team and finding
(07:50):
out why they like to work where they work.
Get that on video.
Ask them if they'd be willing to do atestimonial for you as your employer.
Especially to your tenured team members.
If you have a team member who has beenemployed for 15 plus years and you don't
(08:11):
have a video of them saying why they loveworking for the practice and what type
of patients come through this practice.
You, you're missing the boat.
Mm-hmm.
You want to tell the story of yourpractice through the eyes of the
team that's currently working there.
Yeah.
Not just an AI job description.
(08:34):
You can certainly utilize AI to helpclean up your job description, but
you want your ad to tell your story.
About practice and mostimportantly, the culture.
So create that private landing page.
It'll, they can then once they'rethere and they look at everything
(08:55):
you have to offer, it linksright to the rest of the website.
Boom.
Transparency.
Let me look into the services they offer.
What kind of technologyis in this practice?
That is something that I see sounderutilized when it comes to hiring.
Mm-hmm.
Is, like you said, boasting, but be proud.
(09:15):
Be proud of your practice.
Mm-hmm.
Be proud of who you are and whatyou've built and the the, yeah.
The patient care that youprovide to your community.
Jen Steadman (09:23):
Yeah.
So there's, there's two thingsthat I, I wrote down 'cause I
wanted to make sure I said them.
So I think for me, there's onedifference that you and I have
in regards to our philosophy on.
Ads and putting the monetary compensation.
I do not recommend puttingcompensation on there.
I always have said, you know, if it'scommission, if it's hygiene or if it
(09:49):
is compensation based on experienceand expertise or different things
like that because there are peopleout there that will look at your ad.
And go to their current employer andsay, look at what they're offering.
Or they'll come and they'll interviewfor you just to say that they interviewed
(10:11):
with you because you were offeringmore money than where they are now.
That's one thing that I found morerecent in the last few years, and it's.
I'll just say it's ugly.
It's not, not a good thing to do.
I highly encourage people.
If you are not happy where you are, ifyou're looking for job, advancement,
absolutely go on the interview.
But just using it for that.
(10:35):
Right.
Obviously if you're gonna go, you're gonnafind out what it is, but if you're just
doing it for that, it's not a good look.
I have seen that a lot more recently,I'll say, for people that are
just looking that for the grass isgreener which is really unfortunate.
And the other thing, just totalk about what you had said
about having it on the website soimpactful, having that on there.
(10:57):
And I've, um, was on a website recently.
And right when I went to theirhomepage, it came up, there was
a popup that said, we're hiring.
And it said what positionsthey were hiring for.
Love it.
It's like, hallelujah.
And when you clicked on it, it broughtyou to their landing page, but it came
(11:17):
up the first time you went to theirwebsite, it came up, which was phenomenal.
Phenomenal, phenomenal.
And I think, look, when we're talkingabout boasting, I saw something on.
Can't remember what it was on oneof the social channels recently,
that there is an artist out there.
He had two women.
He never looked at them physically.
He sat back to back and he said, okay, Iwant you to describe yourself and as you
(11:43):
describe yourself, I'm gonna draw you.
Did you see this?
Mm-hmm.
You, we sent us each other.
A lot of stuff on social, so I needto find this and send this to you.
Man, if someone only saw our comments, ha.
Yeah, our dms.
Woo-hoo.
So if he asked them to describethemselves, so he sat back to back
(12:03):
and one of the women said, youknow, my hair, my hair is shorter,
but it's really kind of frizzy.
Like I haven't been able to keep upwith it and I'm tired, but you know, my
eyes are blue and I kinda have wrinklesaround my eyes like I'm aging and said
all of these things about herself.
Speaker 2 (12:18):
Yeah.
Speaker (12:19):
So he drew that picture.
Then he had the other woman do thesame exact thing, and then the two
women met each other and they had aconversation and they chatted together.
And then he switched.
So he had one woman describe the other.
And the amazing thing was the otherwoman had said that she was tired.
(12:42):
Where the woman that she had justmet said, she has a radiant smile and
she's beautiful, and oh my gosh, I loveher hair and it's curly, and said all
of these amazing qualities, and thenput the two pictures side by side.
And he said, this is how youdescribed yourself and this is
how someone else described you.
Dang.
So sometimes it's just a point, right?
(13:04):
Yeah.
Sometimes it is a point of.
Looking in the mirror orasking someone else, asking
for support, asking your team.
Don't try to do everything on your own.
Ask the people that are around you orhire someone to help you with that.
Look at those things and say,okay, what makes us great?
(13:24):
And put that out there.
That's how you're going to hirefor the culture that you already
have and the culture that you want.
Savanah Carlson (13:33):
I think our culture on our podcast is nothing short
of entertaining and intellectual
Chris Stone (13:41):
and sometimes a little spicy.
Savanah Carlson (13:48):
The wizard.
Love it.
So on that note, I think we can,we can clock out for this one.
Thanks for spending a fewminutes with us on back in 10.
Jen Steadman (13:59):
If something made you laugh, nod or feel a little more
human, share it with a friend andmake sure that you're subscribed.
Savanah Carlson (14:06):
You can also follow us on Instagram at back in
10 Pod for more behind the scenesupdates and probably a little chaos.
Jen Steadman (14:14):
We're not here to have it all figured out.
We are just here to tell you thethings that we wish someone had told us
Savanah Carlson (14:20):
and remind you that leadership doesn't
have to be perfect, just real.
We'll be back in 10.
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Football’s funniest family duo — Jason Kelce of the Philadelphia Eagles and Travis Kelce of the Kansas City Chiefs — team up to provide next-level access to life in the league as it unfolds. The two brothers and Super Bowl champions drop weekly insights about the weekly slate of games and share their INSIDE perspectives on trending NFL news and sports headlines. They also endlessly rag on each other as brothers do, chat the latest in pop culture and welcome some very popular and well-known friends to chat with them. Check out new episodes every Wednesday. Follow New Heights on the Wondery App, YouTube or wherever you get your podcasts. You can listen to new episodes early and ad-free, and get exclusive content on Wondery+. Join Wondery+ in the Wondery App, Apple Podcasts or Spotify. And join our new membership for a unique fan experience by going to the New Heights YouTube channel now!
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!