By now, it’s clear that staffing is one of the biggest challenges facing dental practices today.
But not all staffing challenges are created equal.
If you take a closer look, an important distinction emerges:
The hiring market looks very different depending on the role.
Understanding those differences is critical for:
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Practice owners trying to build a team
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Buyers evaluating opportunities
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Sellers positioning their practice for transition
Not All Positions Are Equally Difficult to Fill
While hiring is challenging across the board, the level of difficulty varies significantly.
At a high level:
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Dental hygienists → Extremely difficult to recruit
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Dental assistants → Challenging, but improving slightly
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Administrative staff → Less difficult, but still competitive
This layered reality is important—and often overlooked.
Dental Hygienists: Still the Biggest Challenge
As we discussed last week, hygienists remain the most difficult position to fill.
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The majority of dentists trying to hire hygienists report that it is very or extremely challenging
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A significant percentage of practices report they do not have enough hygienists
This is driven by:
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Limited supply
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High demand
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Changing work preferences
For most practices:
This is the primary constraint on growth.
Dental Assistants: Still Challenging, But More Manageable
Dental assistants present a different picture.
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A similar percentage of practices are actively recruiting assistants
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However, the perceived difficulty of hiring assistants is lower than for hygienists and has been trending downward over time
That said, challenges still exist:
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Candidate quality can vary
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Reliability and experience are concerns
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Wage expectations are increasing
The key difference is:
There are generally more applicants available—just not always the right fit.
Administrative Staff: Easiest of the Three—But Not Easy
Administrative roles are typically the least difficult to fill—but still not without challenges.
More than half of dentists who have tried to recruit administrative staff report that it is very or extremely challenging
Common issues include:
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Turnover
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Training requirements
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Fit with the practice culture
While the pool is larger, the role is critical—so finding the right person still matters.
What This Means for Practice Operations
These differences create an interesting dynamic inside practices.
1. Growth Is Limited by the Hardest Role to Fill
In most cases:
The entire practice is constrained by hygiene availability
Even if:
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The doctor has open time
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Assistants are available
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Front desk is staffed
Without hygienists:
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Fewer patients enter the system
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Production opportunities decrease
2. Staffing Strategy Needs to Be Role-Specific
A one-size-fits-all approach to hiring no longer works.
Practices need to:
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Take a more aggressive approach for hygienists
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Focus on training and fit for assistants
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Emphasize retention for administrative roles
3. Team Structure Is Evolving
Some practices are adapting by:
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Cross-training team members
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Adjusting scheduling models
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Rethinking how care is delivered
This reflects a broader shift:
Staffing is no longer static—it’s strategic.
What This Means for Sellers
If you’re preparing to sell, buyers will evaluate your staffing through this lens.
They’ll want to understand:
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Which roles are fully staffed
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Where the gaps are
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How those gaps impact production
A practice that:
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Is fully staffed across all roles
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Has a stable, experienced team
will be viewed as:
More predictable and lower risk
What This Means for Buyers
For buyers, this breakdown provides valuable insight.
A practice with:
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Strong hygiene coverage → Immediate production potential
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Assistant gaps → Operational improvement opportunity
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Administrative turnover → Management challenge
Understanding where the pressure points are allows buyers to:
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Assess risk more accurately
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Identify areas for improvement
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Plan for post-acquisition success
The Bigger Insight
The staffing conversation in dentistry is becoming more nuanced.
It’s no longer just:
“Can we hire?”
It’s:
“Who can we hire—and how does that impact the business?”
And in today’s market:
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The answer varies significantly by role
Looking Ahead
Next week, we’ll explore one of the most important levers practices are using to address these challenges:
> Are better benefits and compensation the key to solving staffing issues?
If you’re evaluating a practice—or preparing your own for sale—understanding how different staffing roles impact performance and value is essential.
That’s where a more detailed analysis can make a meaningful difference.