Dental staffing has undergone a true transformation since the beginning of the pandemic in early 2020. Dentists are increasingly retiring, hygienists are departing the workforce, and administrative positions are facing constant turnover as front desk workers and billing specialists apply for other jobs relatively soon after getting them.
Also, many dentists have expressed their concerns about working in dental practices given safety concerns, mask mandates, and other elements that have forced changes on how to approach their roles. Increased job mobility and a desire for a greater work-life balance have also forced dental leaders to be more robust in their recruitment and retention practices.
Temping Adds Another Layer to Recruitment for Dental Leaders
As mentioned above, dental staffing has been affected by many people leaving the industry or retiring. More dentists aged 55 or older retired in 2021 than in the last several years, while the average dentist’s career span also declined last year. As the labor shortage is now increasingly gripping the dental workforce, dental practices have been forced to decrease their capacities by just over 10%.
However, in dentistry, the number of people entering the workforce consistently outweighs the number of people leaving the workforce. The supply of dentists expected to populate the dental workforce will increase over the next two decades, according to projections by the American Dental Association. While continued retirements will negatively affect that supply, the advent of dental temping, for example, gives dental leaders another recruiting layer to leverage.
Dental temps are transitional staffers who are increasingly being integrated into permanent teams, thus addressing staffing concerns. Many dental temps come from similar jobs and have experience in how to handle different tasks and situations within a practice.
Additionally, recruiters can reduce their employment/hiring costs when adding temporary staff because they are paid exactly for the hours they work. They are also flexible and can be called in to take last-minute shifts in case a staffer is out sick or has clashing commitments. With dental temps on hand to take care of various responsibilities, dental practices can take more appointments on short notice. Tens of thousands of dental professionals have been using dental temping services to bridge employment gaps and take on several appointment requests to make up for lost profit-making opportunities due to closures forced by COVID outbreaks.
More Incentives are Being Offered By Dental Leaders
Dental staffing changes have led to the increased introduction of incentives and perks in the dental industry.
Signing bonuses were rare in the dental industry but have become basically mandatory due to the labor shortage that’s long gripped the industry. Some dental practices are offering these bonuses to encourage more prospects to apply for job positions as applicant shortages have been a noticeable issue. Advertising on job boards or other places simply isn’t enough to hook would-be dental workers, particularly new entrants to the workforce. At the end of the day, salary is the main priority for them when deciding whether a practice is worth working at or not.
Signing bonuses are a must-mention in advertising for dental brands. The bonus should be substantial enough that it gets dentists thinking, whether it be four or five figures. Dental leaders would be wise to pay out these signing bonuses over a period of time rather than at once. This way, new employees realize the long-term benefits of the bonuses. And, should these employees resign from their positions early, then they cannot leave with the entire bonus in tow.
Dental leaders are also optimizing their retention efforts by offering referral bonuses to current staff, which, in turn, can lead to strong employment leads for dental practices. Dental leaders can offer significant bonuses to candidates if they refer other candidates who stay in their position for at least 90 days. Should the referral work, then the employee receives a bump in pay, and dental practices can boost their workforce. Referring temporary employees who are willing to work in different roles at a practice ensures valuable experience for dental temps, as well as helping current employees to financially benefit.
More Dental Leaders are Broadening Their Horizons
While extenuating circumstances caused by the pandemic have driven many dental professionals out of the workforce, many dental leaders limit themselves when searching for candidates. Such a restrictive approach narrows down an already limited number of applicants.
While having dental applicants with experience should be the priority, dental leaders are considering hiring outside dentistry to fill certain administrative roles and customer service positions. As long as dental practices have sufficient training resources to help these new employees, including dental temps and permanent workers, then searching outside the industry becomes more plausible.
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