Let’s get straight to the point. Yes, a dental hygienist can be an independent contractor, but if only he/she appropriately follows the rules.
Now more than ever, probably the biggest concern for dentists in practice is, “do I have enough patients?” Practice management consultants will focus on the numbers of new patients, the average production garnered from each and whether the patient returns to the practice or not (retention).
The most challenging task of the dentist CEO is putting together the best dental team. Even though each person is hired individually based on their own merits, they must come together as a cohesive and synergistic team.
If your practice is based in a state with a high number of Spanish speakers, it’s likely the thought of hiring bilingual staff has crossed your mind at least once. When your dental team can speak two languages, you can significantly increase the number of patients you treat, boosting your practice’s revenue. But finding qualified bilingual staff can be a struggle.
When you qualify as a dentist, two paths open up in front of you. You can take one path that leads you down the road to opening up your own dental practice and working for yourself. Or you can take the other path and work as a dentist in someone else’s practice.
With the restorative dentistry market anticipated to be worth $25.9 billion by 2025, now is a great time to consider hiring a restorative dental hygienist if your dental practice is lacking one. While hiring an RDH with experience in restorative dentistry might seem an easy way to increase revenue, it might not be the right choice for every dental practice owner.
Many dental hygienists and dental assistants are currently finding themselves out of work due to the coronavirus. Whether you’ve been fired from your position to cut down on your employer’s costs or you’re in self-isolation to help reduce the spread of the virus, now is a fantastic time to reflect on your career, assess where you want to be in the future and create a plan to get you there.
“Your services are no longer required”, “We’re taking things in a different direction”, “I’m afraid we’re going to have to let you go”...however it’s worded, all three of these phrases mean the same thing — you’re fired. Regardless of whether or not the dismissal was your fault, being asked to pack up your things and leave the dental office is a nerve-wracking experience that will leave you feeling shaken and worried.
You don’t always have to employ a permanent member of staff for every role. If your office needs a professional with specific skills for a short–term period, it could be rational to hire a dental office contractor instead.
When you are running a dental practice, things don’t always go according to plan. Employees get sick, get fired, or go on vacation or maternity leave. On a more positive note, once in a while, you may experience a sudden rise in demand that leaves patients flocking on your dental office’s waiting lobby. Any of these scenarios might leave you with an immediate need to momentary cover a position or two.
As the United States’ population continues to age, and the demand for dental services continues to rise, dentists are falling into short supply. Dental offices and dental practices of all kinds are competing for the available dentists, leaving them (dentists) in a favorable position to negotiate terms of employment and choose the type of job schedules they want.