Dental practices continue to grapple with staff shortages, especially dental hygienists, which most practices consider "extremely challenging" to recruit per recent ADA polling data. Dental staff cite negative workplace culture and pay, among other reasons as the basis for leaving their roles or the industry altogether. So, what’s a practice leader to do? Adapt and be flexible! We know dental hygienists are an essential part of the practice and vital to the overall health of the patient and practice.
All too often, practice leaders are looking for the perfect person to fill a role, but the perfect person doesn’t exist. They need to be the right clinical and culture fit for your practice in order to perform at their best and remain in the practice. Remember, retention is just as, if not more important, than recruitment. In an employee job market, there is often this idea that an employer shouldn’t have to bend at all for a candidate they’re hiring. Hours are set, the pay rate is locked in, expectations are firm... then none of your employment offers are accepted. Hiring in 2023 is all about adapting to the candidate and truly listening to their needs. After all, happy employees are productive employees.
So what challenges are we facing?
- Hygienists (minimum of 9%) after the pandemic have decided to completely leave the profession and go into jobs outside of the dental world or stay in dentistry using a different skill set such as dental sales/dental rep opportunities which may be remote.
- Many Hygienists that have been practicing for over 20 years are simply tired. They are looking for a change in career, retiring early, or working only on a part-time basis.
- The need for variety! Hygienists are not committed to just one practice full-time like they used to. They may accept a temporary position to “try out” the office culture and before committing or may not want to be “tied down” to one location in case things don’t work out.
- Work/life balance is real which is why we’re seeing more hygienists in part-time roles rather than working full time and “exhausting” themselves.
- Many Hygienists prefer to work part-time in more than one practice, averaging about two to three practices that they are working at.
While some of these challenges may be frustrating, they are the reality of today’s employee and the recruiting landscape. The tips below aren’t inclusive but will bring your interview process to the current standard and meet the expectations of your candidates.
- Remember that we’re in an employee market. There are more dental hygiene jobs than there are dental hygienists. Because of this, it’s more important than ever to create a great recruiting, interviewing, and onboarding experience. It’s time to roll out the red carpet and really impress your candidate.
- Schedule an interview at a time and place that is most convenient for the candidate, even if it isn’t convenient for you. Think ZOOM, a phone call, or meeting at a coffee shop before your day begins.
- Begin by asking the candidate about themselves, their experience, and what they’re looking for in their next role.
- Hygienists are a vital part of any dental practice, and they should be reminded of that during the interview process. Talk about how you integrate the role into the practice.
- Listen carefully to what they say, then gather your thoughts and discuss the culture and energy in your practice. Based on their reaction, you’ll be able to tell if it’s a “cultural fit” for both of you.
- Every candidate is looking for flexibility in their hours. Listen to what the candidate is looking for, then come to a compromise. Gone are the days of employer dictated hours and schedules.
- When it comes to their rate, ask the candidate for a range toward the end of the interview. Don’t run away from a candidate just because they lead with a high rate.
- Remember to present a complete compensation package inclusive of the hourly rate, any bonuses, benefits, and perks. “Total Comp Packages” as they're known are the norm today.
- Candidates are most likely motivated by more than just money. Offer them a schedule that works for their needs, show them a great office culture, and impress them with benefits and perks that they might not receive elsewhere.
Priyanki Amroliwala is Senior Manager, Talent Acquisition at 42 North Dental. Priyanki is a seasoned Talent Acquisition Leader that has partnered with 42 North Dental for over 9 years. She is well-known in the dental and healthcare industries, and genuinely has a true passion for what she does! She believes that recruiting is her calling, and her passion and drive make her great at what she does.
Priyanki does talent acquisition/doctor recruiting for 120+ practices across the New England/Northeast region for 42 North Dental. She focuses on Doctors and Specialists. Priyanki has 15 plus years’ experience most recently in healthcare including the private duty home care and senior care sectors. Priyanki graduated from the University of Baltimore, Merrick School of Business, in 2006, where she holds a specialization in Marketing Communications.
In her free time, she enjoys spending time with her precious family, going shopping, and always trying out new foods at local restaurants! She considers one of her passions to be “at service for others”, which is why she loves recruiting where she services her clients and candidates, and she gets to entertain her family and friends at home on the weekends.
