dental job boards



Having thought that we would ease our way back in to work in 2017, how wrong we were.

Substantial demand for locum dentists – particularly for maintaining UDA contract delivery or catch up – has meant the phone was already ringing from the first day back.

With the Bupa acquisition of Oasis, prospective sale of Southern Dental and ongoing growth and acquisition strategies for many of the smaller group businesses throughout the UK, 2017 appears to be heading for another busy year within the NHS dentistry jobs market in particular.

The skills shortage continues with an ageing professional population (not just in dentistry) growing population base and simply not enough professional healthcare graduates to fulfill demand in the medium term.

In other markets a lack of balance between supply and demand rapidly leads to increases in salaries and contract rates as businesses compete for skills. With fixed price NHS contracts under the current UDA system, there are affordability issues as personnel costs increase. That said, locum rates are rapidly on the increase and experienced NHS dentists happy to travel can secure some excellent day rates in some parts of the country.

Observing the increased demand for locum and short term cover, we’ve already invested heavily in the latest rapid communications technology and systems to meet that demand as traditional advertising mediums become less effective.

Outside of NHS dentistry we continue to see strong demand for experienced and competent clinicians from clients with a solid private business model – generally led by increased patient awareness.

With great finance available and an appetite from lenders keen to lend to dentists, we see ongoing demand from dentists keen to take a step in to practice ownership. Through our 4dentists group venture we’re uniquely placed to support entrepreneurial dentists keen to buy a practice with an exciting platform of support services pre and post purchase all launching in 2017. It’s going to be a busy and exiting year.


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As specialists in the dental recruitment market we’re always having conversations with clients here at Blue Sky People – keen to recruit talented, motivated dental nurses, support or practice management staff to their team.


It is fair to say that there is rarely a budget set aside for replacing a key member of staff in much the same way that there are rarely funds set aside for replacing high value capital dental surgery equipment when it fails.


If your sterilisation equipment for example needs replacing, it is unlikely that dental business owners search for hours for the lowest possible cost replacement on the internet, albeit they would clearly shop around the main agents. And yet, that is what so many will do when recruiting a key member of staff.


Most recently, one prospective client spent several weeks, looking through well over 150 CV’s they had confidently received through cheap online adverts, rejecting over 90% of them in the process. Of those that they did invite in for interview and by the time they had, three had already secured other jobs and two didn’t even bother to turn up for their interview.


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This is not a unique situation, we frequently see advice being given to “advertise on generalist job boards as you’ll get dozens of applications” – but do you really want to spend hours looking at irrelevant CV’s or schedule time out of your day to interview people who don’t bother to turn up?


As a specialist dental recruitment agency, we work through hundreds of CV’s every week – but then that is our job. We’re here to identify the gaps in CV’s, talk to the candidates and find out why they are moving or are out of a job. In short, we’re paid to sort through the less likely candidates, so that our clients don’t have to.


By no means am I suggesting that every time you need to recruit, you pick up the phone to a specialist recruiter such as ourselves (although it would be nice if we did hear from you), but certainly give sites such as the British Association of Dental Nurses job board a try first


At least that way you are targeting people who work in the dental market and are likely to be interested in the CV’s you receive.


Value your time and that of your practice management staff when recruiting. It is easy to think you’ve recruited a member of staff for £50, but if you actually consider the wasted man-hours, that is rarely the case. Even more costly is the decision to recruit the wrong person, but that’s a conversation for another time!


Happy to continue this conversation in person, just email..

Paul Holborn


Blue Sky People



It is a common misconception that using a recruitment agent to recruit – is exclusively for the larger dental groups. In fact the larger corporates now have substantial recruitment and HR resources in house and in some cases are actually targeted not to use external suppliers.


Here at Blue Sky People we actually work with a very diverse client base from specialist referral practices, through to mid size multi-practice groups offering extensively NHS dentistry.




Some current clients include small single surgery private practices with an exclusive clientele in London’s prime locations, to 2-3 surgery NHS practices from Aberdeen to Penzance. We even have clients in the Cayman Islands, Isle of Man, Guernsey, Jersey and Shetlands.


Clients retain Blue Sky People to recruit business critical roles for any number of reasons including speed and discretion but by far the most specified reasoning behind retaining us for an agency search is time!


So many dental businesses are held back from hitting their peak performance due to a lack of time on the part of the owners or business managers – to invest properly in to the recruitment process. Frequently they lack the time to invest in putting together an accurate job description and practice profile in the first place. And, when they do get around to advertising, they often lack the time to devote to screening through applicants and getting them in for interviews in a timely fashion.


If someone is applying for a job you have advertised, rest assured that they fall in to the “active jobseeker” category. If that is the case, they’re not just applying to work at your practice, they’re applying for other jobs as well. If you don’t get back to the best candidates quickly someone else will.

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Additionally, practices often run and re-run adverts across Indeed, Gumtree, and other platforms on numerous occasions and at increasing cost, before realising it is proving ineffective.


Recruitment cost is the barrier most often put up by dental business owners for not using an agency to recruit, but unless you specifically engage an agency to undertake a retained search, fees are only applicable if they successfully recruit a dentist, hygienist, therapist, practice manager or dental nurse for your business. All of the advertising costs and most importantly – the time spent on searching & screening for suitable candidates – is borne by the agency.


Where practice owners and their business managers truly value their time – the case for using a well respected, specialist dental recruiter is often easy to make.


If you would like more information on how to recruit a suitable candidate for your dental team please contact me either via email or call 01491 845511.


Paul Holborn