On 12 November 2024, the General Dental Council (GDC) hosted its fourth Dental Leadership Network (DLN) event, bringing together key figures from across the UK’s dental profession. The focus of the day: how many dental professionals are enough?
A Competitive Recruitment Landscape
The UK dental sector is experiencing a “buyer’s market,” according to Neil Sikka, Bupa’s Director of Dentistry. With just 0.7% of dental professionals actively seeking work, candidates have unprecedented choice in roles. Practices offering better work-life balance and flexibility are more likely to attract top talent, reflecting shifting priorities among professionals.
However, there is concern about the productivity implications of these trends. Nearly half of all dental professionals work fewer than 30 hours per week, with a growing number transitioning to private practice. This poses significant challenges for NHS dental service recruitment, particularly in underserved regions.
Jason Wong, England’s Chief Dental Officer, highlighted the unequal geographical distribution of dental professionals, with rural and coastal areas struggling to attract and retain practitioners. Incentives such as “golden hellos” may provide short-term solutions but fail to address the broader issue of making NHS roles genuinely appealing.
Expanding the Talent Pipeline
A key solution discussed was improving recruitment pipelines by raising awareness of diverse career paths within the dental profession. For instance, outgoing British Society of Dental Hygiene and Therapy (BSDHT) President Miranda Steeples urged dental professionals to highlight all roles in the field—from dental nurses and therapists to technicians and managers—when engaging with schools and communities.
“Someone might not have the grades to be a dentist, but they could excel as a dental therapist or technician,” Steeples noted. Expanding the perception of dentistry as a multifaceted profession could inspire more young people to enter the field.
Overseas Recruitment: Challenges and Opportunities
International registration of dental professionals was another critical topic. The GDC’s efforts to increase capacity for the Overseas Registration Exam (ORE) aim to reduce bottlenecks in the process. While nearly 50% of the UK dental workforce now comprises internationally qualified professionals, this influx raises challenges. Many overseas-trained dentists register as dental therapists or hygienists while awaiting ORE clearance, leaving them underutilised and potentially disheartened.
Delegates emphasised the need for robust onboarding processes and support to ensure overseas recruits can integrate successfully into the UK system.
Retention: The Other Side of Recruitment
While attracting new recruits is vital, retaining current professionals is equally critical. Dental nurses, for example, represent the largest yet most transient workforce within dentistry. Fiona Ellwood, Executive Director of the Society of British Dental Nurses, called for practices to offer greater flexibility and career development opportunities to prevent high turnover rates.
“Dental nurses are the lifeblood of dental practices. Without them, we cannot operate,” Neil Sikka affirmed, highlighting their indispensable role.
Improved workplace conditions and reduced bureaucratic barriers were identified as key to retaining staff across all dental roles. A culture shift towards valuing the contributions of all team members could significantly enhance job satisfaction and loyalty.
Skill Mix and Workforce Optimisation
Maximising the potential of existing professionals is a clear path forward. The underutilisation of dental therapists, for example, limits their contribution to the profession. Encouraging a greater skill mix within teams allows dentists to delegate tasks effectively, ensuring each team member works to the full scope of their abilities.
Public opinion is increasingly supportive of dental therapists and hygienists playing larger roles in patient care, suggesting untapped potential for workforce optimisation.
Addressing Regional Disparities
Innovative solutions are needed to combat the uneven distribution of dental professionals. Jason Wong and Neil Carmichael, Chair of the Association of Dental Groups, advocated for region-specific commissioning models and targeted incentives to attract talent to rural and coastal areas.
Scotland, for instance, has demonstrated success in utilising dental therapists to their full scope, driven by regional NHS contract variations and focused undergraduate training opportunities. These models could inform broader strategies to address regional disparities in workforce availability.
Recruitment in a Changing Profession
The event also examined how changing scopes of practice and emerging trends—such as the rise of private dentistry and the incorporation of facial aesthetics—are reshaping the profession. Practices must adapt their recruitment strategies to reflect these shifts, ensuring they attract candidates aligned with their evolving service offerings.
Actionable Steps for Recruitment Success
To combat the recruitment crisis, dental leaders emphasised several priorities:
- Data-Driven Recruitment: Improved workforce data collection and analysis will enable targeted strategies for addressing specific needs.
- Proactive Recruitment Campaigns: Promoting dentistry as a diverse and rewarding career can attract fresh talent, especially in underrepresented roles.
- Enhancing Workplace Appeal: Flexible working hours, competitive benefits, and professional development opportunities are key to attracting and retaining staff.
- International Integration: Streamlined processes and robust support systems are essential for overseas recruits to thrive in the UK system.
- Expanding Skill Mix: Optimising team structures by utilising dental care professionals to their full scope will enhance efficiency and job satisfaction.
The Path Forward
While the recruitment challenges facing dentistry are significant, the DLN discussions underscored a shared commitment to change. By fostering collaboration, prioritising workforce development, and embracing innovation, the profession can build a sustainable and effective dental workforce for the future.
