Why Your Perfect Dental Candidate Isn’t Applying – And What to Do About It

You’ve defined the brief. You’ve posted the role. The spec is solid – strategic, well-paid, with clear career growth. But the right people aren’t applying.

If that sounds familiar, you’re not alone. Across the dental industry, businesses are struggling to connect with high-calibre commercial candidates – and often, it’s not because the role isn’t appealing. It’s because the market has changed.

Here’s what’s really happening – and what you can do differently.

1. The Best Talent Isn’t Actively Job Hunting

In today’s market, many of the strongest commercial professionals aren’t applying for jobs because they’re not actively looking. They’re performing well in their current roles and being retained – often with strong counteroffers and long-term incentives.

According to the UK Recruitment Outlook 2024 by REC and KPMG, 78% of employers report difficulty finding candidates with the right skills for specialist roles¹. This is especially true in areas like dental sales, product management, and strategic marketing.

That’s where a more targeted approach comes in. Engaging passive candidates requires research, credibility, and conversations that go beyond the job spec. It’s not just about pushing a vacancy – it’s about aligning opportunity with personal and professional drivers.

2. Job Descriptions Aren’t Standing Out

It’s a competitive space. Your advert isn’t just competing with other roles – it’s competing with a candidate’s current position.

Generic phrases like “competitive salary,” “dynamic team,” or “growth potential” don’t cut through anymore. Senior-level commercial candidates want to see impact, clarity, and alignment with their own values and ambitions.

We’re seeing far better engagement when roles are positioned around:

– Real strategic scope (not just day-to-day duties)

– The team and leadership culture

– What success looks like in the first 6–12 months

If your message doesn’t differentiate, your role won’t either.

3. Value Alignment Matters More Than Ever

It’s not all about salary. Commercial candidates in the dental sector are increasingly values-driven – asking questions like:

– Does this company have a clear purpose?

– Is there a healthy culture and leadership ethos?

– Will I have autonomy and influence?

Research by PwC shows that purpose-driven employers retain top talent at significantly higher rates². In our conversations with candidates, brand purpose, leadership quality and team culture consistently come up as key decision-making factors.

How to Move Forward

– Go beyond the job board: If your approach relies solely on inbound applicants, you’re missing most of the market.

– Work with specialists: Candidates trust a dental recruitment agency that knows the sector, the science, and the nuances of the role.

– Tell a better story: Your vacancy isn’t just a role – it’s a career move. Make sure that comes across in every conversation.

At Zenopa, we help clients across the dental industry connect with commercial professionals who aren’t just available – they’re right for the business, the role, and the journey ahead.

Looking to attract stronger candidates for your next commercial hire? Let’s talk.

References:
¹ KPMG & REC UK Report on Jobs – Outlook 2024
² PwC Future of Work and Skills Survey 2023