Dental practices and DSOs may have to do more than increase compensation in order to get ahead of the industry’s growing dental assistant shortage.
Dentalpost’s 2026 “Dental Salary Survey Report” pointed to future challenges with recruiting and retaining dental assistants, showing that improvements in compensation, culture and workload are needed for stable retention.
According to the report, dental assistants are the likeliest dental professionals to be seeking new opportunities, with 47% considering changing jobs within the next two years. Among those considering changing jobs, 84% cite higher pay as a primary motivation, followed by better benefits and seeking a more appreciative employer. Only 54% of dental assistants said they are “satisfied” or “very satisfied” with their current work, compared to 57% last year.
More dentists have reported trying to recruit dental assistants compared to hygienists over the last two years, according to the American Dental Association’s “State of the U.S. economy” report for the first quarter of 2026. During the first quarter, 36.7% of dentists reported recruiting dental assistants. Nearly 70% of dentists described recruitment as “very” or “extremely challenging.”
In addition to decreased job satisfaction, an upcoming wave of retirements and program enrollment could exacerbate the shortage further. Sixteen percent of dental assistants have reported planning to retire within the next five years. Meanwhile, dental assisting programs in the U.S. have seen a 5.2% decrease in total enrollment since 2021, according to new data from the ADA.
Dental professionals largely agree that a multipronged approach is needed to alleviate the growing dental assistant shortage before it gets worse.
“One constant to attracting, retaining and improving the assistant pool is investing in your people — not just money but time as well,” Doug Gray, owner of Dental Business Solutions, told Becker’s.
Mr. Gray suggested companies prioritize recruiting dental assistants who are a “cultural fit” for the practice and have soft skills in addition to clinical experience. He also recommended offering competitive benefits, pathways for career advancement and continuing education.
Several executives also said dental assistants can be recruited from other fields and trained on the job, and leading with empathy and offering ample opportunities for growth will help keep them long term.
“Look outside of the dental field for individuals who provide wholehearted care in their work and toward others when you are out within the community, and offer recruitment and training on the job,” Artin Gorjian, DDS, said. “Skills can always be built up, but character and morale cannot as easily. Giving your team members your wholehearted empathy and providing them room for growth and responsibility helps build trust and belonging, which in the long run helps to retain and maintain practice vitality.”
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