How to Hire Hygienists: A Practical Guide for Dental Practices

If you run a dental practice, you know the struggle is real when it comes to finding and keeping great hygienists. The competition is fierce, expectations are high, and let’s be honest—no one wants to deal with constant turnover. So, how do you hire hygienists who not only fit your team but stick around for the long haul? Let’s break it down, with a few digressions and pro tips along the way.

Understanding the Landscape: Why Hygienist Hiring Is So Tough

Before you start your dental hygienist recruitment, it helps to know why the process can feel like pulling teeth (pun intended). The demand for skilled hygienists has skyrocketed, and the pool of qualified candidates isn’t getting any deeper. According to industry research on turnover, healthcare and hospitality roles face some of the highest churn rates, and the reasons often boil down to pay, culture, and growth opportunities.

Honestly, if you ask any seasoned practice manager, they’ll tell you: finding someone who can keep up with both the technical and the personal side of the job is like searching for a unicorn. But don’t lose hope—there are ways to make your practice stand out.

What Candidates Want

• Benefits and perks matter more than ever. Even if you can’t offer Silicon Valley-level perks, dental hygienists are looking for flexibility, decent pay, and a positive work environment.
• Clear growth paths and ongoing training can tip the scales. Consider how you’ll communicate these opportunities in your job postings.
• Cultural fit is huge. According to research on job satisfaction, a healthy workplace culture directly impacts retention.

Step-by-Step: How to Hire Dental Hygienists Who Stick

1. Write a Compelling Job Description

Don’t just recycle the same old ad. Highlight what makes your practice unique and why someone would want to work with you. For inspiration, check out these job posting examples and employee handbook tips—yes, even restaurants have great ideas for attracting talent!

2. Source Candidates Creatively

Posting on Indeed is a given, but don’t stop there. Use social media—Facebook groups, Instagram, and even LinkedIn can help you reach passive candidates. For more on this, see how to use Instagram to hire and digital recruiting strategies.

3. Screen for Skills and Fit

It’s easy to get dazzled by a resume, but you’ll want to dig deeper. Behavioral interviews and skills assessments are your friends. Consider using pre-employment assessments to evaluate technical know-how, and don’t forget to ask cultural fit interview questions.

4. Streamline Your Process

Top candidates don’t wait around. Automated scheduling and text-based communication can shave days off your hiring process. Platforms like Workstream let you automate everything from screening to interview scheduling, which is a lifesaver when you’re juggling a busy practice.

5. Nail the Onboarding

First impressions matter. A smooth onboarding process helps new hires feel welcome and sets the tone for their entire tenure. Use onboarding templates and digital checklists to cover compliance, training, and introductions—no one likes being the new kid left in the break room.

Retention: Keeping Your Hygienists Happy (and Employed)

So, you’ve managed to hire dental hygienists—now what? Retention is a whole different ballgame. High turnover isn’t just a headache; it’s expensive. According to industry data, losing a skilled employee can cost thousands in lost productivity and retraining.

What Actually Works?

• Offer competitive pay and benefits. Even small perks can make a difference—see this report on benefits and retention.
• Invest in ongoing training. Employees who see a future with you are less likely to leave. For ideas, check out effective training techniques.
• Encourage feedback and open communication. Sometimes, just asking “How’s it going?” can reveal issues before they become deal-breakers. Learn more about employee burnout and how to prevent it.
• Recognize achievements. A simple thank you goes a long way, as highlighted in career advice research.

Compliance and Legal Details: Don’t Skip This Part

Here’s the thing—dental practices can’t afford to mess up on compliance. Accurate recordkeeping, wage and hour laws, and proper onboarding are non-negotiable. For a refresher, check the U.S. Department of Labor’s recordkeeping requirements. And if you’re wondering how to keep all those documents organized, digital solutions like Workstream’s onboarding tools can help you stay above board and audit-ready.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Always consult a qualified professional for specific compliance questions.

Common Pitfalls (and How to Dodge Them)

• Dragging your feet—great candidates get scooped up fast. Automate what you can to move quickly.
• Ignoring culture fit—skills matter, but attitude and adaptability are just as important. For more, see how fast-food chains retain staff.
• Underestimating onboarding—don’t just hand over a manual and hope for the best. Use onboarding best practices to set new hires up for success.
• Forgetting about ongoing engagement—employees want to feel valued, not just paid. Read up on engagement and retention strategies.

How Workstream Can Help You Hire and Retain Dental Hygienists

Let’s be real—juggling hiring, onboarding, compliance, and scheduling is a lot, especially for small practices. Workstream is designed for businesses just like yours, helping you automate repetitive tasks so you can focus on building relationships with your team and patients. From digital onboarding to employee scheduling and compliance tracking, it’s an all-in-one solution that can save you time, money, and a whole lot of stress.

And if you’re curious about how other businesses are winning the hiring game, check out these stories on Five Guys’ growth and Dunkin’s success—you might just pick up a few ideas for your own practice.

Conclusion: Start Hiring Smarter, Not Harder

Hiring and keeping top-notch hygienists isn’t easy, but it’s absolutely doable with the right approach and tools. Focus on what makes your practice unique, move fast, and never underestimate the power of a warm welcome and a clear growth path. And if you’re ready to make your hiring process a whole lot smoother, give Workstream a look—you might just wonder how you ever managed without it.

Further Reading and Internal Resources

• Learn more about hiring automation for hourly roles
• Explore onboarding templates for new hires
• See how Five Guys grew their team
• Discover Dunkin’s franchise success story
• Contact Workstream for more information