The Three Compensation Levers to Attract and Retain Hygienists
Over the past three years, the dental industry has been facing a significant shortage of dental hygienists. An estimated 3,300 hygienists left the profession never to return after the pandemic (source), while an untold number of others have shifted to part-time or temporary work. More than a third of dental offices are actively recruiting hygienists, and 95% of those practices report that the process is “very” or “extremely” challenging (source). This pressure is driving dentists to innovate their compensation packages in a three different ways.
First, and most obvious, dentists have been increasing wages. Nearly 90% of dentists have increased hourly rates. The U.S. Bureau of Labor Statistics reports average hourly wage of $37 in 2019 and $40 in 2022 (source). However, a review of job postings on Indeed.com will reveal that some markets are offering wages as high as $75 per hour.
In addition to increased wages, some dental practices are also offering more comprehensive benefits packages to dental hygienists, such as health insurance (22%), paid time off (33%), and retirement plans (24%) (source). Other non-wage benefits would include CE stipends and tuition reimbursement.
Finally, dentists are answering the call for improved work/life balance. 49% of dentists reported changing shift times to accommodate hygienists’ schedules (source).
Practice owners need to find the right balance of the above three compensation levers to pull, but they should also aspire to create a value proposition as an employer that goes beyond. I’ve written previously about how dental practices can become a “best place to work.” Practices should also think about things like career development, training new skills that allow hygienists to operate at the top of their licenses, and creating a happy and healthy culture. These aren’t compensation levers, but they are just as (if not more) important to attract and retain hygienists.
