North Texas Dentistry Special Issue 2016 | Page 15

Dental
Auxiliary
Service

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dentalaux.com

Nitia Morris
Audra Morris

sold their practices and miss working!
We place dentists in permanent positions also, or can refer them to a local
practice broker if that is applicable for
their needs.
What do you think are the most
common challenges dentists face
in managing their dental team?

The most common challenge is retention. Another challenge for a private
practice is being able to afford salaries
and especially benefits that the applicant might be able to receive working
in a corporate environment.

The use of social media in the practice of dentistry is big. Does it play
a role in staff placement?

You have been in the dental field
for many years. What are the
biggest changes you have seen in
placement of dentists and dental
personnel?

The biggest changes we have seen
have been in the recruiting process and
availability of quality applicants. When
I moved to Dallas in the early 70s and
was looking for a job as a dental assistant, there were no staffing agencies
that specialized in dentistry. We used
newspaper ads, referrals from friends,
or completing applicant information
with the local dental society.

The reasons for the difficulty finding
good applicants could be the tight job
market or not enough quality training
facilities. Recently, we have seen that
the demand for experienced dental
office applicants exceeds the supply.

The placement of dentists has also
gone through big changes. Most new
graduates cannot afford to open a new
practice straight out of school and are
recruited by corporate dental offices to
work as employees or associates. We
do have dentists who temp with us for
a variety of reasons, including waiting
for a new job to start or a new practice
to get busy. Some have retired or have

Yes, it does! We use Facebook to promote job openings and our webpage
reaches local applicants as well as applicants who are planning a move to
our area. Some employers search Facebook before making a hiring decision.
That is why we encourage applicants to
be aware of their postings when they
are interviewing with our clients.

terly filing and end of year processes
such as delivering W2s, another timesaver for our clients.

Staffing and employment markets will
continue to be a pressing issue for all
dental practices. We seem to be busier
each new year! We plan to continue
providing full service, quality staffing
for all types of dental offices and to do
our jobs well so that the practicing dentists can continue to do their jobs well.
What else would you like to add?

We are blessed to be part of a statewide
dental staffing group, Texas Dental
Placement Network. The offices in our
network – Austin, Fort Worth, Houston,
Lubbock and San Antonio – have the
same values and employment practices
that we have. We believe that the future
is bright for dentistry in Texas!

Dental offices should be aware of patients’ ability to do reviews online. The
importance of managing our websites
is more apparent every year.

What special services do you offer
that are a particular benefit for the
dental practice?

We interview each applicant and do reference and background checks before
we refer them to our clients. We also

verify all required licenses. When we
send a temporary employee to an office
to work, whether it’s for one day or an
extended period of time, we pay the
employee directly through our office.
This is a huge benefit to our clients. We
take care of all matching taxes to the
IRS and pay taxes to the Texas Workforce Commission so that the client
does not have to deal with that – or
worry about an audit from either of
these agencies if they pay the temp
employee directly! We also do all quar-

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