Unit 4: Administrative Operations
Administrative Operations

Section 2. Human Resources


Providing potential candidates with information concerning policies, personnel requirements, pay and benefit structures, spousal employment opportunities, housing costs, other quality-of-life concerns, and assignment opportunities is fundamental to a recruitment effort. The ultimate recruitment goal is to amass a panel of quality candidates from which to hire staff. It is likely that the dentist and dental hygienist positions will be most difficult to fill. The average debt burden for a 2017 dental school graduate is $287,331, according to the American Dental Education Association, so salary and loan repayment are frequently prime concerns. A competitive salary and the potential for loan repayment may significantly reduce recruitment problems. The ability to easily obtain licensure in your state will also enhance the recruitment pool. If licensure by credentials, reciprocity, or a regional board are available, then the recruitment pool extends to many states. Restrictive licensure regulations result in a limited recruitment pool. Contact your state dental board for licensure information in your state.

The biggest determinant of a program's ability to achieve its goals is the strength of its human resources. Without a dedicated, motivated, and well-trained staff, quality health care services cannot be ensured. These are fundamental principles; health care facilities must emphasize the recruitment of capable, conscientious, culturally sensitive, and caring health professionals.

Staff recruitment can be enhanced if the clinic is located in a designated dental Health Professional Shortage Area, which may help the clinic qualify for federal loan repayment through the National Health Service Corps (NHSC) and other programs, including placement of NHSC personnel. It is best to contact your state primary care office to learn about state loan-repayment programs that complement the federal program.