Are you wondering where the profession of dental hygiene is going in the next 5-10 years? You’re not alone. While I don’t have a crystal ball and I’m sure our industry will change more in the next few years than it has in decades, I do have a few predictions. I shared these with Gary Bird recently on his Dental Marketing Theory podcast.
Here’s a bit of what I share in this episode:
Where the hygiene world is at right now in my view
Where I see it going
How temp hygiene has evolved
Why Practice Protocols > Provider Protocols
How the clinical leader can make or break a hygiene team
Changes in PPO involvement within our client community
Lately I’ve been reviewing a lot of hygiene job postings for our clients. There are a few that are stellar and I have to say, I’m surprised how many job postings are really bad.
Would you send out a patient mailer that has plain text and looks like every other piece of boring mail they get? Of course not. You’d use a beautiful, multi-color marketing piece that is a reflection of your beautiful practice. You might include a patient testimonial or a great photo of your team.
Attracting skilled and motivated dental hygienists to provide quality care and support your practice’s growth can be challenging in today’s competitive market. To help you succeed, we’ve compiled a list of 17 proven tips that can enhance your ability to recruit top-tier hygienists.
1. Continuing Education Events: Host Continuing Education (CE) events at your practice and use these opportunities to interact with attendees. Ask if they know of any potential candidates looking for positions, thus expanding your network.
2. Highlight Team Outings and Events: Share photos of fun team outings, birthday celebrations, and volunteer events on your social media platforms and within job postings. This showcases a vibrant and engaging work culture that candidates would want to be a part of.
3. Showcase Team Member Testimonials: Encourage your current team members to create short 1-minute videos highlighting why they love working in your practice. Authentic testimonials can provide valuable insights and attract like-minded professionals.
4. Networking with Educational Institutions: Establish connections with nearby dental hygiene schools by hosting happy hours, lunches, or offering to give regular guest lectures. Building relationships with educators and students can create a direct pipeline for potential candidates.
5. Leverage Social Media: Utilize the power of social media by posting open positions on your practice’s accounts. Engage with potential candidates through platforms like Facebook, Instagram, and LinkedIn to increase your reach and visibility.
A positive and vibrant team culture is a magnet for attracting exceptional hygienists. Focus on these strategies to foster a team environment that resonates with potential candidates.
6. Team Culture: Build a healthy team culture that your existing members are proud of and want to brag about in your community. A supportive and collaborative atmosphere will naturally attract like-minded professionals.
7. Guest Hygienist Experience: When guest hygienists visit your practice, provide them with an exceptional experience. Impressions from these interactions can spread, making your practice more appealing within the dental community.
8. Flexible Work Options: Whenever possible, offer flexible work hours and consider job-sharing opportunities. This appeals to candidates seeking a better work-life balance and can make your practice more attractive.
9. Visual Job Postings: Make your job postings visually appealing by incorporating colorful images that resonate with the practice’s culture and values. Balance text with visuals to capture candidates’ attention more effectively.
10. Clear and Concise Format: Use bullet points to present job details in a clear and concise manner. Avoid long-form text that may overwhelm candidates, allowing them to quickly grasp the essentials.
11. Ad Space: Don’t waste valuable space in job postings on things hygienists already know they will need to do as part of their job (scaling, patient education, take x-rays, etc).
12. Utilize Recruiting Services: Consider partnering with a recruiter or staffing agency that specializes in dental professionals. Their expertise can help you identify and connect with suitable candidates more efficiently.
13. Competitive Compensation: Clearly communicate that you offer competitive pay and opportunities for compensation growth. This can be a decisive factor for candidates weighing their options.
14. Posting Platforms: Use multiple job posting platforms and check your postings at least weekly, ideally daily.
15. Utilize Video: Embed links to doctor videos, patient testimonials, and team videos on your practice website within job postings. Video content adds a personal touch and gives potential candidates a glimpse into your practice’s environment.
16. Technology Training: Highlight your willingness to train candidates on the practice’s technology and provide support for seamless integration. Assure potential hires that they’ll have the tools and guidance to excel in their roles.
17. How You Will Help Them Succeed: Highlight what you provide to help hygienists do their jobs well. Highlight modern equipment, sharpening service, time for patient care, solid perio program, hygiene assistant, etc
Incorporating these tips into your recruitment strategy can enhance your ability to attract talented dental hygienists to your practice. By focusing on engagement, team culture, and strategy, you’ll create an environment that appeals to top-tier candidates and sets your practice apart in the competitive landscape.
Inspired Hygiene has proven results helping dental teams create an average increase in hygiene production by well over 30%. To learn how we can help you create the same, schedule your customized, no-cost Hygiene Opportunity Assessment here.
Hygiene compensation has always been a hot topic. In light of current hygiene staffing challenges, it has become a critical element in securing and retaining hygienists. In addition to incentivizing hygienists, for a compensation model to be sustainable, it must provide structure to ensure the hygiene department remains a profitable part of the dental practice.
For the last 20 years at IH, we’ve contributed to the development of healthy hygiene compensation plans for hundreds of practices. One of my dental CPA friends recently reminded me of this piece I did a few years ago and these principles still hold true.
A long standing industry benchmark for hygiene profitability is that hygiene production should be at least 3 times the total hygiene compensation and that hygiene produces 25-30% of total practice production. Of course there are variables that affect this such as insurance participation and doctor procedure mix. In this article, we will explore several hygiene compensation models that dental practices use to incentivize their hygienists and a few pros and cons of each model.
Hourly Pay Model The hourly pay model is the most straightforward compensation model for dental hygienists. Hygienists are paid a set hourly wage for the hours they work. With this model, we often see a team bonus in place that provides an equal distribution of additional income for team members based on hours worked.
Pros: This model is easy to administer and provides a predictable income for hygienists.
Cons: It may not incentivize hygienists to work more efficiently or improve protocols and systems to improve patient care. Hygienists may come to expect regular pay raises regardless of performance.
Commission-Based Model The commission-based model ties hygienist compensation to the amount of revenue they generate for the practice. Hygienists are paid a percentage of the revenue they generate, which can incentivize them to work more efficiently and provide better patient care through higher level services and adjuncts. This model can calculate pay based on individual or group performance.
Pros: Hygienists can see a direct relationship to their performance and their income. When based on net production, the model ensures hygiene is producing at the desired level compared to compensation.
Cons: This model can be difficult to administer, and hygienists may feel pressure to upsell unnecessary treatments to increase their commission. Also, when there are no patients on the schedule, there may
Hourly Plus Commission Model The hourly plus commission model combines the predictability of an hourly pay model with the incentives of a commission-based model. Hygienists are paid a set base hourly rate and can earn additional commission based on the revenue they generate compared to their base pay. This model can incentivize hygienists to work more efficiently and provide better patient care while still providing a predictable income.
Pros: Hygienists have a stable base income to count on while the opportunity to earn more once they reach a certain production level. The practice owner can determine what percentage of the hygienist’s compensation is hourly vs commission and ensure the first profitability point is reached before the commission starts.
Cons: This model requires careful math and clear communication between practice administrators and hygienists to make sure the hygienist knows how their commision is calculated and which procedures count toward their production goals.
Changing your dental hygiene compensation model Over nearly 20 years, Inspired Hygiene has worked with numerous practice owners to elevate dental hygiene services, systems and hygiene profitability. When our clients ask us for help with restructuring dental hygiene compensation, we are eager to help because we’ve seen this touchy situation result in a successful transition when a few key components are implemented simultaneously.
1-Create a compensation plan that is easy for the hygienists to understand and have very clear communication around expectations, fears and concerns from all parties. Have a transparent method for reporting production and commission on the agreed upon timeline (monthly, quarterly).
2-Incorporate very specific clinical and communication training and coaching to give hygienists the confidence, knowledge and skills to implement clinical services and increase patient acceptance.
3-Map out a plan for the hygienists to reach the goals they set for their compensation. Use sample schedules to run different scenarios for hitting their goal and arm them with the proper equipment and products to achieve clinical outcomes that elevate patient health and profitability.
In the vast majority of practices, both employee and employer desire a dental hygiene compensation model that is fair and supports ethical clinical behavior as well as creating an income growth plan for both the practice and the providers. It’s important to consider the impact of the model on the hygienists’ attitudes and effectiveness in meeting compensation benchmarks.
No matter the model you choose, clear communication of expectations and the system for compensation is critical. We recommend a written agreement between employer and employee to
A few points you’ll want to be very clear on are:
The threshold at which commission on production will begin
The percentage of production that will be shared
Duties expected of the hygienist during open time on the schedule
Expectations of team work and support of the productivity of the entire practice
Clinical protocols that must be honored
In conclusion, the right hygiene compensation model will depend on the practice goals and philosophy and the hygienists willingness to see it as a growth opportunity. By choosing the right hygiene compensation model, dental practices can incentivize their hygienists to provide better patient care, ensure the profitability of the hygiene department, and adapt in an ever-changing industry.
There’s a misconception that dental coaching creates significant results only for teams that have no foundational systems or protocols in place. That couldn’t be further from the truth and this team is proof of that.
The team at 30A Smiles already had a solid hygiene department by most definitions. They worked well together and they had a foundational perio protocol.
The doctors knew there was a higher level of care and engagement possible and they were willing to invest in training and support to realize that next level of growth. This takes hygienists who are open to learning and growing (even if they are a bit hesitant at first) and leaders who are willing to empower and support their team.
The results speak for themselves.
And let me be clear, these results are NOT a function of aggressive periodontal diagnosis or loading patients up with an excessive amount of products or services. This is real-life, patient-centered care.
Kudos to this team. They are a pillar of healthcare in their community and they are still going strong!
You’ve likely seen in the last few weeks that we’re launching a brand new version of our Perio Protocol Online Bootcamp on January 26. It will be available for purchase until February 2 so if you’re interested, watch this quick video to see what the program looks like from the inside and then go over to periobootcamp.com and we’ll let you know when it’s ready for purchase.
This self-paced program is perfect for getting your team on the same page with a clear, written periodontal protocol and it offers CE credit for every participant in your practice.
“Our practice first worked with Inspired Hygiene nearly 10 years ago. The PPOB was an impactful first step in developing our periodontal protocol and it has grown from there. As we have added new hygienists to our team, watching these webinars is part of our onboarding process and a great way to introduce our perio program to new team members.”
The IH team has been busy this summer sharing insights on the hot topics in dentistry and dental hygiene right now. Emme Sanders was recently interviewed for the Dental Downtime podcast. In this episode, she shares:
Specific tips to further align hygienists and dentists for a very effective hygiene-doctor exam
Verbal skills for dentists to affirm hygienists diagnostic skills while encouraging patients to move forward with treatment
What she’s seen work to attract great hygienists to your practice
Connecting the dots for patients with the dental-medical link
Is there part of you that wonders if dental technology will replace us humans and threaten our jobs? You’re not alone.
Technology has taken over so many tedious day to day tasks and this is actually GOOD news.
This opens up the opportunity to more fully express our human abilities for problem solving, relationship building and critical thinking. Technology cannot replace those human to human interactions and collaborations.
If you’re considering some of the new technologies on the market or working to better integrate those you have, today’s short video shares 3 tips for getting technology to work for you and not against you.
It seems every one of our clients is hiring. Recently, I was speaking with a practice manager about how they’re marketing their practice to recruit new team members. There was one amazing benefit that she forgot to mention in the ads. It’s easy to forget things that seem ‘normal’ to you but that may be very unique to your practice and could be very attractive to candidates.
In this brief video, I share a couple of tips to make your practice more attractive to new hires.