Most dental practices think of a job description as an outline. A list of duties. A summary of requirements. A document to post so applications can begin.

But a job description is not just a description of work. It’s a signal.

• Are you organized?
• Are roles clearly defined?
• Will candidates feel supported stepping into the position?

In 2026, candidates are not just reading job descriptions to understand their responsibilities…

They’re reading between the lines, looking for cues about:

• What type of leadership your office has
• What your workflow systems look like
• How your staffing levels may affect their role
• How they’ll be compensated
• What their expectations should be around scheduling and communication

In 2026, there is a shortage of candidates in many areas. In order to remain competitive, offices must consider how their job description impacts candidates’ perceptions of the role and their dental office long before candidates hit the apply button.

Practices with well-defined, specific job descriptions tend to move through hiring more smoothly. They receive more aligned applicants. They make decisions faster. They come onboard with fewer surprises.

Practices with rushed or unclear descriptions may attract few, if any, applicants.

The difference is clarity, and clarity begins with how the role is presented.

Red Flags That Predict a Broken Process

Job listings are often a candidate’s first impression of your Dental Practice, so it’s important to avoid these red flags to make sure you send the right signals.

Missing Salary Information

Bad job ads are often missing salary information; a majority of job seekers find that, at the very least, not including a salary range is a red flag.

Many states even have laws requiring transparency in job listings. Not including salary may turn away many potential candidates.

Pro Tip: For more guidelines on hiring, check out our Rules of Hiring 

When you leave out a salary, candidates often assume the pay is below average, even if you’re offering a competitive salary.

By including a salary range for your job posting, you may filter out those who are looking for specific financial needs. This prevents wasted time for both sides.

Misspellings and Grammatical Errors

Job listings and ads are often a candidate’s first impression of you and your dental office, so coming off professional is important. 

Having misspellings and grammatical errors may signal to candidates that your office lacks professionalism. By using a polished ad, you can attract high-value candidates who appreciate your professionalism. 

We suggest having proofreaders review your job ad before publishing. Another option is to use free spelling and grammar checkers for simple errors. 

For more details, you may be interested in our article on how to write a Dental Hygienist Job Description

Missing Company Name

Not including your company’s name in your ad is a major red flag to the job candidate. 

Posting your ad anonymously denies the candidate the ability to scout your company’s reputation and description to learn more about you.

This is a major turn-off for many candidates, as it creates a situation in which they are in the dark with no way of knowing what kind of culture your company has. 

Candidates want to understand what your company is all about before choosing to work there, and denying them this by posting anonymously means you’re scaring them off with something that can be easily fixed.

Poor Formatting

Looking at a large block of text can be intimidating for many candidates seeking a job. An ad that is difficult to read is one of the first and biggest red flags people looking for a job will notice.

If you want to increase the likelihood of candidates applying for your job, it's important to make sure the ad is skimmable and formatted in a way that makes sense. 

Keeping the important and related details of the job close together makes sense to the candidate, as that is what they’re looking for. Make use of features such as:

• White space 
• Bullet points
• Headers
• Bold text 

Use these to thin out sections with large blocks of text that look hard to read. 

After you are done writing your ad, it is always helpful to have someone proofread it to get an outside opinion on whether or not it is poorly formatted. Keeping the ad a reasonable length is important as well, since the desire to avoid wasting time is universal.

A good ad should allow candidates to easily scout the important details of the job, like what it will entail, the requirements, and the benefits, without falling asleep. Making these hard to find means you’re missing out on potential candidates you could secure with a quick fix.

For more information, you may want to read our article on Writing an Effective Dental Job Post.

Vague Wording

Using language that can be misinterpreted is not only a red flag for candidates, but it can also make your hiring process more challenging. 

When using clear and simple language, your job posting is much more likely to appeal to a larger audience. 

Very few are enticed by creative wording to disguise unpleasant aspects of the job, such as “fast-paced environment.” Most candidates will see this and assume this means they will be on the clock constantly with extreme pressure.

Pro Tip: Check out how to write a Dental Front Office Job Description

Cluttering your ad with verbiage and specific red-flag code words is a simple way to make prospective job seekers avoid your listing. 

Many hiring managers make this mistake, assuming that using this sugar-coated wording will be more appealing. 

To help you avoid this mistake, here are 10 of the most common red-flag code words you should avoid in your job descriptions and what they tell candidates.

Code Words

Using these words could be considered “code” for other meanings. Be aware 

1. “Extra hours” / “Overtime available” - Overtime may not be optional.
2. “Self-reliant” - Candidates may need to figure things out on their own.
3. “Rockstar” / “Superstar” - The office may have high expectations.
4. “Must handle pressure well” - Stress levels may be high.
5. “Family-like environment” - Culture is important here but boundaries may be blurred.
6. “Flexible Schedule” / “Flexible Work” - Schedules or responsibilities are not clear and may shift.
7. “Growth opportunity” - The role may evolve or the practice is expanding.
8. “Hit the ground running” - Training may be minimal.
9. “Competitive pay” (without range) - Compensation may be negotiable or undefined.
10. “Team player” - You’ll be expected to support others frequently.

Unclear or Overly Creative Job Titles

As with general vague wording, clarity is key when it comes to job titles. 

Your candidates want to know what they’re applying for, and they may be turned off by creative job titles that include creative words like “ninja” and “rockstar.”

Pro Tip: Check out how to write a Dental Assistant Job Description

A good job listing should generally use the standard job titles for the role you’re looking for. By sticking to the industry norms, your job listing will have increased visibility to candidates and search engines. 

Too Many “Must-Haves”

Many job seekers get deterred by job listings with long requirements sections. Even if the candidate is qualified for the job, they may not meet every single requirement on the job posting; this can scare them off.

Rather than including every nice-to-have skill, consider differentiating if you aren’t already. Your must-have section should include the true essentials for the role. 

For more information, you may like our article Why Dental Hiring Advice is Harder to Apply 

Green Flags for Job Advertisements

Here are some positives that candidates like to see when looking at job ads:

• General transparency 
• Detailed and Realistic Responsibilities
• Clear salary range 
• Minimal buzzwords
• Professional writing - not written by AI
• Straightforward title and description
• Indication of workplace culture and environment 

Writing An Attractive Job Listing

Creating a good job ad that attracts many candidates requires nuance and care. By avoiding the common mistakes talked about in this article, you can begin to make job listings that get the attention of many more candidates. 

Avoiding red flags by being clear about salary range, including the company name, formatting in an appealing way, and avoiding vague or confusing wording, all boost your odds of getting better candidates and will make it easier to fill the positions you are missing.

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