New Dentist Spring 2013

THE #1 JOURNAL FOR NEW DENTISTS

PLUSMake the Most of Your CPAWhat is Aurum Labs Doing

for New Dentists?SPRING 2013

Building a Great Team, ONE EMPLOYEE AT A TIME

Tune Up in Tennessee!Join us for the Academy of General Dentistry (AGD) 2013 Annual Meeting & Exhibits, June 27 to 30, 2013, at the brand-new Music City Center in Nashville, Tenn.

Get an entire year’s worth of continuing education (CE) in one great location. This year’s educational program includes:• “Overhead—It Doesn’t Have to Be Over YOUR Head,” with Bill Blatchford, DDS• “The Findability Formula: Draw Customers to Your Website—When They’re Ready to Buy!” with Heather Lutze• “Essentials of Dental Sleep Medicine,” with Kelly Carden, MD, MBA, FAASM; B. Gail Demko, DMD; and Sheri Katz, DDS• “What’s Wrong with My Pictures? Tips and Tricks for Great Patient Photographs,” with Rita Bauer

In addition to the hottest topics in CE, your registration for the AGD 2013 Annual Meeting & Exhibits includes: • “Death’s Acres: Life as a Forensic Anthropologist,” the opening session with keynote speaker William Bass III, PhD,

founder of “The Body Farm” and co-author of the best-selling Body Farm mystery novels• Presidential Concert: A Night at the Ryman Auditorium, an intimate evening at the historic Nashville venue featuring a

special musical guest• Access to the latest in dental products and technologies from hundreds of exhibitors

To learn more about the meeting, follow us on Facebook and Twitter! Look for #TuneUpYourCE.See you this summer in Music City!

Learn more and register today atwww.agd.org/nashville

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FROM THE PUBLISHER’S DESK S P R I N G 2 0 1 3PUBLISHER Sally McKenzie [email protected]

DESIGN AND PRODUCTIONPicante Creative http://www.picantecreative.com

MANAGING EDITOR Tess Fyalka [email protected]

SALES AND MARKETING For display advertising information, contact [email protected] or 877.777.6151. Visit our digital media book at www.thenewdentist.net/ mediabook.htm

The New Dentist™ magazine is published quarterly by The McKenzie Company (3252 Holiday Court, Suite 110, La Jolla, CA 92037) on a controlled/complimentary basis to dentists in the first 10 years of practice in the United States. Single copies may be purchased for $8 U.S., $12 international (prepaid U.S. dollars only).

Copyright ©2013 The McKenzie Company. All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, without permission in writing from the publisher. Authorization to photocopy items for internal or personal use is granted by The McKenzie Company for libraries and other users registered with the Copyright Clearance Center.

Disclaimer — The New Dentist™ does not verify any claims or other information appearing in any of the advertisements contained in the publication and cannot take responsibility for any losses or other damages incurred by readers’ reliance on such content. The New Dentist™ cannot be held responsible for the safekeeping or return of solicited or unsolicited articles, manuscripts, photographs, illustrations, or other materials. The opinions, beliefs, and viewpoints expressed by the various authors and contributors in this magazine or on the companion website, www.thenewdentist.net, do not necessarily reflect the opinions, beliefs, and viewpoints of The New Dentist™ magazine or The McKenzie Company.

Contact Us — Questions, comments, and letters to the editor should be sent to [email protected]. For advertising information, contact [email protected] or 877.777.6151. Visit our website at www.thenewdentist.net to download a media kit.

Dear Readers,

Welcome to the spring issue of The New Dentist™ magazine.

One of the greatest challenges new dentists face is hiring an effective team of employ-ees. Hiring horrors abound in the dental workplace, leaving doctors wringing their

hands through angst-filled days and staring at the ceiling through sleepless nights. Rest assured, you are not alone in your struggles. Turn to p. 8 and discover proven meth-ods to build your dream team.

In this issue, The New Dentist™ is honored to feature Dr. David Little, national and international speaker, professor, author, and researcher. On p. 16 he discusses “Considerations for Placing and Restoring Single Tooth Implants.”

You won’t want to miss what Dr. Bill Robbins has to share on p. 22. Discover what one of dentistry’s most highly regarded experts learned when he left the world of academia to pursue a career in private practice.

And if you’re frustrated that you’re not getting your money’s worth out of your CPA, on p. 6 find out what dental CPA Ken Rubin recommends to ensure that you get not only sound tax advice but valuable financial guidance from this key member of your professional advisory team.

Also in this issue, check out the three products that New Dentist™ Advisory Board member Dr. Josh Austin would never practice without. His recommendations can be found on p. 20, and they just might surprise you.

Finally, be sure to visit The New Dentist™ website at www.thenewdentist.net; take a moment to explore. In addition to regular practice management and clinical blogs, you’ll discover a wealth of FREE information and materials to guide you at every step throughout your dental career as well as hundreds of FREE continuing education opportunities using interactive web-based training provided by Viva Learning™, an ADA CERP provider. Fondly,

Sally McKenzie,

Publisher

New Dentist™ Advisory Board

Dr. Jared SimpsonBakers!eld, CAUT San Antonio Dental School

2005

Dr. Kevin RhodesRound Rock, TXUT San Antonio Dental School

2005

Dr. Charley Cheney IIINewnan, GA

Tufts University School of Dental Medicine

2004

Dr. Mary ShieldsLouisville, KY

University of Louisville Dental School

2011

Dr. Katie MontgomeryMarysville, OH

Ohio State Collegeof Dentistry

2006

Dr. Josh AustinSan Antonio, TX UT San Antonio Dental School

2006 Facebook.com/NewDentist

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TABLE OF CONTENTS SPRING 2013

D E P A R T M E N T S

F E A T U R E S

2 Publisher’s Message

28 Dental Students: What’s on Your Mind?

32 Skinny on the Street

32 Index of Advertisers

6

8

10

16

20

22

24

30

22Get Results and Help from Your CPAKen Rubin. CPA

Building a Great Team, One Employee at a TimeTess Fyalka

What is Aurum Ceramic Dental Laboratories Doing for Today’s New Dentists?

Considerations for Placing and Restoring Single Tooth ImplantsDavid Little, DDS

Frontline User Speaks Out: Three Favorite ProductsJosh Austin, DDS

Been There, Done That: From Academic Expert to School of Hard Knocks

Dr. Katie Montgomery, Doing Her Best to Do It All

U.S. News Ranks Dentistry #1 in the Top 100 Jobs

16 32

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I wish I had a dollar for every time during the past 28 years that I’ve heard a dentist say, “My CPA never gives me any advice.” Granted, it is true that some CPAs don’t have any advice to give, but usually the problem boils down to a misunderstanding about the relationship and mutual expecta-tions. Just as dentists don’t learn about business in dental school, CPAs certainly don’t learn effec-tive communications skills in school.

Here’s the fundamental problem: Imagine trying to cram twelve months of work into a tightly compressed 10-week period. That’s what tax season is like. There is

a natural assumption that since this is when your CPA is work-ing on your tax return, it would be the logical time for him/her to come up with some awesome tax-planning suggestions. Unfortunately, that’s not the case. It’s actually best to set up a meeting with your CPA at a time when s/he can ponder your situation in a relaxed manner and spend the time necessary to thoroughly explain strategies to you in an unrushed manner. This is not during the super-busy tax season. In fact, it’s best to have your CPA prepare an income tax projection for you before year-end and have a meeting in November or December. This will not only eliminate the possibility of nasty surprises come next April 15th, but you’ll still have time to actually implement tax-saving strategies before the year is over and it’s too late.

Early in your career, you should spend time with your CPA learning the following basic items:• Proper recordkeeping needed to survive an IRS audit• What constitutes tax-deductible automobile business

mileage • How to deduct a business car for your spouse

Get Results and Help from Your CPA

CONTINUED ON PAGE 26 >>

• Which meals can be tax deductible and how to handle the recordkeeping

• How to make meals 100% deductible, rather than only 50% deductible

• How to structure trips so they are tax deductible• How to lock in a home office deduction• How to get maximum tax deductions for charitable

contributions• How to legally put your kids on the company payroll

These conversations, along with business profitability maximization conversations, are best conducted after April 15th. The above list does not include the items that your CPA will do for you, such as:• Select the best choice of business entity and retirement

plan for you

Ken Rubin & Company, Dental CPAs has been providing proactive tax, accounting, and business consulting services to dentists since 1984. Ken is the co-founder of the Academy of Dental CPAs (ADCPA). He is committed to improving the quality of his clients’ lives and can be reached at www.CaliforniaDentalCPAs.com or (619) 299-6161.

BY KEN RUBIN, CPA

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Building a Great Team, One Employee at a Time

Tess Fyalka, Managing Editor

“I can’t find good help.” “They don’t get it.” “Keeping the staff happy is practi-cally a full-time job.” “He said he had experience.” “She’s a dictator.” Do any of those comments sound familiar? For new dentists, staff hiring presents a multitude of challenges and struggles and a fair number of nightmares. Worst of all, hiring mistakes made early on can haunt doctors throughout their careers.

Sadly, a history of poor hiring often repeats itself because the problem is often rooted in weak hiring systems. Doctors that struggle to find quality staff typically do not have written job descriptions. And new dentists com-monly think that if they hire someone “with experience,” the individual will already know what to do in the posi-tion. In actuality, this person may have experience in another practice, but it’s often inconsistent with the way in which the new dentist wants to run his/her practice. Or the individual doesn’t have the right experience for the position.

It is also common for new dentists

to hire those they “like” or those that they see as being like them. This too can spell disaster. If the doctor doesn’t consider the “temperament” type of the person s/he is hiring and the person is not suited for the position being filled, that too can be disastrous. Case in point: A dentist five years in practice opened up her own office after working as an associate. During the first year, she hired a business employee and an assistant. For the business position, she hired a friend whom she considered to be very personable and responsible. The friend was, indeed, very responsible. She was punctual and at her desk every day. She was also very friendly with the patients. They loved her. So what was wrong? The employee felt horribly guilty ask-ing patients for payment. Additionally, she did everything she could to avoid following up with patients who had unscheduled treatment because she felt like she was being pushy. Consequently, accounts receivables skyrocketed and production sank. Because of her tem-perament, the friend was not naturally

suited for some aspects of the job she was hired to perform.

DOCTOR, DO YOU HAVE A JOB DESCRIPTION? Hiring the best employees for your practice requires a clear and thorough process. At the very core of a successful hire is a thorough job description for the position to be filled.

Cathy Allen is CEO of Dental-workers.com, a website designed spe-cifically to link dental employees with dental employers. “I talk with employ-ers all across the country and many of them are frustrated. I spoke with one dentist recently who was ready to close his office because he could not find a ‘good’ assistant. But when I asked pointed questions about what he wanted the new hire to do in the office and what skills this person needed to have, he couldn’t answer.” That is com-mon among those who tend to have the greatest difficulty finding quality employees. They also have the greatest


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The New Dentist™ magazine recently spoke with Michael Brost and Michael Brown, North American and regional sales managers, respectively, about what Aurum Ceramic has to offer new dentists.

How has the role of the dental laboratory changed in today’s marketplace? Dentistry today isn’t just about simply delivering restora-tions. There are a series of expectations that each dentist, and patient for that matter (whether they realize it or not), has of a dental lab: brilliant aesthetics, world-class preci-sion, proven new products and techniques, innovative applications, and superior value. Aurum Ceramic Dental Laboratories has made these the cornerstones of a tradi-tion of excellence. We are committed to developing a true partnership with each of our dentist clients, providing the resources to grow your dental practice through all of these aspects.

This involves five very distinct components, blended into an integrated system: 1. The latest in clinically proven products. 2. Cutting-edge in-lab technology to ensure optimal quality. 3. Fast turnaround and smooth communica-tion. 4. Patient education assistance in building the practice (including our new BASE system, which will allow you to create your own customized marketing materials from our Masters). 5. Comprehensive continuing education on the latest techniques and how to best apply all of these aspects most effectively.

Perhaps most important of all, Aurum Ceramic/Classic is committed to Platinum-Level Service. Our experienced, talented technicians are always available to work with you on case planning and step-by-step implementation — whether it’s the first time you are employing a procedure or for that more complex clinical situation that crops up.

How is Aurum Using “Digital Dentistry”?Digital dentistry allows Aurum Ceramic to deliver predict-able, strong, functional, and aesthetic restorations more quickly and reliably than ever before. It’s all about proven computer-based digital technologies to improve precision at each stage in the process, from initial impression and model right through to the final restoration. This makes case plan-ning incredibly predictable for the entire restorative team

(doctor and technician) — cutting your chair time, speeding up turnaround times, and ensuring a product that fits reliably every time. Our unique in-house Cadent iTero™ milling facility is a great example. We can upload your digital impression files directly for fast, in-house milling of your models and simulta-neous milling/fabrication of the restoration(s).

What about CAD/CAM milling of restorations?As Aurum Ceramic offers one of the most extensive CAD/CAM facilities in the world, we are well positioned to comment on this aspect of 21st-century dentistry. We can match the best material and process to each case’s individual requirements, while ensuring the dentist and patient receive incomparable accuracy and turnaround time. Our Zeno® Tec CAD/CAM center is the largest in North America and second largest globally. This facility gives us the ability to mill everything from acrylic to wax, ceramics, titanium, and chrome-cobalt. As an Authorized Lava Milling Center, Aurum Ceramic can provide dentists and patients with 3M ESPE’s renowned LAVA™ zirconia-based restorations. Cerec, Cercon, and Procera-based restorations round out the Aurum Ceramic portfolio of CAD/CAM capabilities, allowing us the capacity and flexibility to provide you with the most comprehensive suite of dental options available today.

Do these processes affect the artistic aspects of dental restorations?We haven’t lost sight of the personalized aspects expected by dentist and patient alike. We blend the capabilities of all the


What is Aurum Ceramic Dental Laboratories Doing for Today’s New Dentists?

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technology available through a large laboratory with the proven abilities of our talented technicians to create truly beautiful customized restorations — restorations that patients eagerly accept and that enhance your reputation in your marketplace. A key part of this effort is building an ongoing relationship between you and your team and our managers and staff at all levels, understanding your needs, and providing personalized customer service that makes all the difference.

Nowhere is this commitment to advancing your practice more evident than in our exclusive product lines. For example, our Aurum’s Cristal Veneers® offer striking aesthetics with minimal tooth reduction. As thin as .3 mm, our unique veneering techniques allow for subtle changes in customized contour, fit, or shade that make all the difference in a successful aesthetic result. Innovation continues through our customized implant offerings, from our AurumTek™ milled abutments to our ICSimplicity™ program offering fixed pricing on a wide variety of single crown/abutment combinations through fixed or removable overdentures, hybrids, and screw-retained bridges.

Can you help the new dentist in applying all of this technology?Aurum Ceramic is recognized for excellence in continuing education. We are committed to supporting dentistry with not only the most technologically advanced restorative materials and techniques available, but also in terms of research, educa-tion, and program assistance. We offer dentists a compre-hensive continuing education program as an AGD Approved PACE Program Provider and an ADA CERP Recognized Provider. Aurum Ceramic is a Platinum Lab Partner at LVI Global (The Las Vegas Institute of Advanced Dental Studies) and a Corporate Gold Member of the AACD. We also work closely with the Pacific Implant Institute, DOCS, and PTC and are supporters of Oral Health America and many other foundations and initiatives.

Aurum Ceramic offers you and your patients the best of all worlds: the latest digital workflows; extensive CAD/CAM milling capabilities; individual aesthetic teams that create restorations with lifelike aesthetic beauty and vitality, strength and wear-resistance; platinum-standard personal service; and a range of support systems that help you grow your practice.

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Aurum Ceramic continued from page 10

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difficulty answering questions about the job the new hire is to perform.“They need to step back and really evaluate what they are looking for because they won’t be able to find the right person if they don’t know specifically what they expect this person to do. And it all begins with the job description,” emphasizes Ms. Allen.

Additionally, dentists need to determine what skills will be necessary for the job, such as being able to speak Span-ish, perform basic math, pour models, etc. “Giving thought to a job description and identifying the skills necessary take time, and sometimes people rush through the hiring process because they feel very overwhelmed, but then they hire the wrong person,” said Ms. Allen. The employer becomes frustrated and blames the employee when the arrangement doesn’t work out. Investing a little extra time early in the process will significantly increase the odds that the doctor will hire a quality employee.

WHERE TO PLACE THE AD? The next step in the hiring process is to advertise the vacancy. Ms. Allen notes that while many dentists will try Craigslist initially, the practice may receive dozens, if not hundreds, of résumés, but few truly qualified applicants. “We specifically target market the dental field. When

Hiring Team continued from page 8


Dentist opportunities available nationwide!At Aspen Dental we recognize that our success is a direct result of empowering and supporting ambitious dental professionals. We provide a professional, fast-paced, entrepreneurial work environment based on a mutual respect that keeps our interests aligned. Together, we build and develop successful, patient focused dental practices.

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CONSIDERATIONS FOR Placing and Restoring

Single Tooth Implantst is estimated that approximately 80% of all dental implant treatments are to replace single missing teeth. This tooth loss may result from endodontic failure,

severe decay, trauma, or congenital reasons.1 Options for replacing a single missing tooth have evolved over the years, from three-unit fixed restorations that are tooth supported to single tooth implants. Other options exist such as canine substitution through orthodontic treatment in the case of congenitally missing lateral incisors.

The appropriateness of treatments to replace a single missing tooth depends on several factors. These include the patient’s occlusion, anterior relationship, space require-ments, condition of adjacent teeth, soft tissue/gingival archi-tecture, and bone dimension, among others.1-3

Single tooth implants have risen to the standard of care for replacing a single missing tooth. Implants help to preserve underlying bone, gingival tissue, and tooth structure, since preparation of adjacent teeth is not required. Additionally, the long-term durability of dental implant-supported restorations is greater than the life span of three-unit bridges. Overall, dental implants enable dentists to predictably improve their patients’ oral health and function with the best option that dentistry has to offer.

However, the key to success with single tooth implants rests in visualizing the treatment outcome before initiating restorative and surgical procedures. This requires proper diagnosis and restoratively driven treatment planning (Figures 1-3). A predictable result can be achieved when cone beam computed tomography (CBCT) and planning software are incorporated into the process.

This article provides a brief overview of some consid-erations necessary for placing and restoring single tooth implants. Readers are encouraged to consult the literature for more information, as well as seek input and recom-mendations from their peers through study clubs and continuing education.

IMPLANT SELECTIONThe first dental implants were screw retained, but now most are cemented. The biggest advantage of screw-retained

Dr. David Little is a national and international speaker, professor, author, and researcher. He is an adjunct clinical professor at the UTHSCSA Dental School and serves on the editorial board of Contemporary Esthetics. He is a partner with Pinnacle Practices Inc. and maintains a private practice in San Antonio, TX. He is a fellow in the International and American Colleges of Dentistry and a member of the ADA, AGD, AACD, and ALD.

Figure 1. Treatment planning software is essential for successful implant placement.

Figure 2. CBCTs help to confirm the presence of sufficient bone for implant placement, as well as correct positioning after surgery.

implants is their retrievability. Additionally, they can be used in cases where there is little clinical height. Among the types of implants available are straight and tapered, non-threaded and threaded, coated surfaces and etched surfaces, and one-piece and two-piece implants (Figure 4). Selecting a partic-ular implant design is based on several factors, including the

DAVID LITTLE, DDS

WWW.THENEWDENTIST.NET 17 SPRING 2013

implant’s shape, mechanical properties, and the stability of the implant-tissue interface.4

Other considerations include the manner in which the implant components are connected, which impacts the mechanical strength and fit quality of the restoration complex. Implant connectors are used to securely stabilize the prosthetic component (i.e., crown) of the implant resto-ration and facilitate easy placement by the dentist. Implant connectors include external hex, internal hex, internal triangle, and internal conical connectors (e.g., Morse taper) (Figure 5).5 Each connector type can contribute to high implant treatment success when strict guidelines for indica-tions and limitations are followed. As previously suggested, planning — as well as using advanced techniques — facili-tates predictable outcomes.6

PLACEMENTThere are many factors to consider when placing single tooth implants. For example, horizontal or vertical bone

deficiencies and iatrogenic factors and malpositioned implants can negatively affect treatment success. Implants should be properly positioned in mesiodistal, apicocoronal, and orofacial dimensions, and the appropriately sized implant should be selected.7 In order to control placement and esthetic outcomes, there are surgical soft- and hard-tissue techniques that can be used, including grafting and/or guided bone regeneration.7,8

Location in the mouth for implant placement helps to determine the type of surgical technique that will be used: immediate, early, or late.9 For maxillary and mandibular first molar sites, the success rates for each placement type are similar. However, early placement is advisable over imme-diate placement if less-than-desirable conditions are present.9

When anterior esthetics are required, immediate place-ment and provisionalization may be required.10 This is best accomplished following atraumatic extraction that leaves

the buccal plate intact. The implant should be placed at least 3 mm apical to the apex of the extracted tooth for primary stability, and slightly palatal to engage palatal bone for stability. Several options are available for provisionalizing the single tooth implant (Figures 6-11).

Figure 3. Implant treatment planning should be restoratively driven and involve all members of the treatment team.

Figure 4. Each implant type has a different design and surface characteristic that can be used based on the case.

Figure 5. The connector design will impact the strength and fit of the implant/restorative complex.

Figure 6. View of an extracted tooth for use as an implant provisional.

Figure 7. An Essix Appliance can serve as an implant provisional.


When good primary implant stability and proper occlusal load are achieved, immediate full-occlusal loading of single tooth restorations can be safely performed.10

Occlusion should be protected, and a nightguard and instructions for wear/use should be provided to the patient.

RESTORATIVEWhen considering the materials for use to restore single tooth implants, the biggest influences are esthetics and function. Available materials include gold, porcelain/gold (e.g., Captek), lithium disilicate (e.g., IPS e.max), and zirconia (e.g., Cercon, Lava, and others).

Likewise, abut-ment selection is equally important, and choices range from prefabricated to custom-milled, and those fabricated from titanium (Figure 12),

gold-colored titanium (Figure 13), and zirconia (Figure 14).11 Abutments can further be classified into non-segmented, non-rotational, pre-angled, and anatomic, and each has its own indications, contraindications, and placement considerations.12

However, because implant treatments are restoratively driven, the biggest factor contributing to failure is failing to plan. For example, in cases with limited occlusal clearance, ideally there would be 7 mm from the implant head to the opposing dentition. If there is only 5 mm, the plan should

Figure 8. View of a Snap It implant provisional.

Figure 9. View of an extracted tooth bonded as an implant provisional.

Figure 10. An orthodontic retainer or flipper can be an implant provisional.

Figure 11. A Radica Maryland bridge can be an implant provisional.

include having the surgeon perform an alveoplasty, placing an Ankylos implant subcrestally, or planning for a screw-retained restoration.

IMPRESSIONSTaking impressions of the implant abutment is intended to demonstrate its relation to other structures in the dental arch. Accuracy of implant impressions — whether abut-ment level (i.e., the clinical selects the abutment chairside) or fixture level (i.e., the labora-tory selects the abutment) — is affected by the impression coping, impression material (e.g., polyether or polyvinyl siloxane), and transfer tech-nique.13,14 Accuracy of implant impressions subsequently impacts the fit, function, and success of the overall implant treatment.

CONCLUSIONWith the introduction of new restorative materials and implant options, it is increas-ingly important for dentists to evaluate the appropriateness of treatment alternatives in consideration of individual case and patient characteristics. By understanding the benefits and limi-tations of different implants, placement techniques, and restor-ative approaches, dentists can successfully plan single tooth replacement treatments according to well-designed guidelines.

References1. Kinzer GA, Kokich VO Jr. Managing congenitally missing later

incisors: Part II: tooth-supported restorations. J Esthet Restor Dent. 2005; 17(2):76-84.

2. Garg AK, Finley J, Dorado LS. Single-tooth implant-supported restorations in the anterior maxilla. Pract Periodontics Aesthet Dent. 1997 Oct;9(8):903-10.

3. Fugazzotto PA. Evidence-based decision making: replace-ment of the single missing tooth. Dent Clin North Am. 2009 Jan;53(1):97-129.

4. Steigenga JT, al-Shammari KF, Nociti FH, Misch CE, Wang HL. Dental implant design and its relationship to long-term implant success. Implant Dent. 2003;12(4):306-17.

Figure 12. View of a titanium implant abutment.

Figure 13. Occlusal view of a gold-colored titanium abutment.

Figure 14. View of a zirconia implant abutment.



Hiring Teamcontinued from page 14

employers post a classified ad on Dentalworkers.com, we email the posting directly to dental personnel. If an employer posts an ad for dental assistants, we email that ad directly to dental assistants and then cross-post the ad on other job sites.

“Also, when résumés are submitted they are reviewed by our résumés department to ensure that those who claim to be dental assistants, or hygienists, or business staff have the qualifications, education, and background before they are allowed to post on our website. New and updated résumés are then matched and emailed to prospective employers,” explains Ms. Allen.

Creating a job description, identifying the specific skills necessary for the position, and attracting a selection of quali-fied applicants will position the dentist to be far more likely to hire the best candidate for the position rather than settle for an “okay” candidate.

SELECTING THE IDEAL APPLICANTThe next step in an effective hiring process is to make the most of the interview and testing process. During the inter-view, be prepared to ask the same questions to each appli-cant. The prepared questions should be structured to reveal how the applicants would handle specific real-life scenarios. For example, a prospective business employee might be asked how s/he would handle a patient that had not made a payment on his/her account for 60 days. A prospective assistant might be asked how s/he would handle a situation in which the doctor is running behind schedule 30 minutes and a patient of record walks in with an emergency.

While the interview is important, it is only one aspect of the effective hiring process. The doctor also needs to determine which of the applicants is the best fit for the practice. Nancy Haller, PhD, is an organizational psycholo-gist and senior leadership coach for McKenzie Management, a national dental practice management consulting firm.*

Dr. Haller was instrumental in helping to design Talent Management Testing for Dentistry, which was developed for McKenzie Management in partnership with the Institute for Personality and Ability Testing (IPAT). It is an objective test that measures each applicant against a profile of the “ideal” candidate for that position. It provides a statistically valid and scientifically based hiring assessment tool for dentists. It can be found at www.mckenziemgmt.com/employeetesting.htm.

The procedure is simple: Applicants answer 107 ques-tions online. Just minutes later, the dentist receives a report

enabling him/her to clearly determine if the candidate under consideration would be a good match for the position being filled. It’s straightforward and accurate.

“This test looks at core personality dimensions,” explains Dr. Haller. “We introduced the tool to the dental community in 2006 and we have confirmed validity of its importance in dentistry.” Recently McKenzie and IPAT com-pleted a research study that analyzed more than 1,600 test results. Using a Multivariate Analysis of Variance, a complex statistical technique, some common behavioral patterns were identified among dental staff:1. Dentists are significantly less extraverted and self-con-

trolled than the other three groups — assistants, hygien-ists, and business staff.

2. Hygienists are significantly more stress prone than the other three groups.

3. Dentists and business personnel are significantly more independent than clinical assistants or hygienists.

4. Dentists and business personnel are more open to change and new ideas than clinical assistants.

5. Business personnel are more independent than clinical assistants.

6. Clinical assistants and business personnel are more organized and self-disciplined than dentists; business personnel are also more organized than hygienists.The findings show, for example, if dentists are less extra-

verted, this may affect their treatment presentation skills as well as their ability to lead employees. Business employees can be highly organized and independent, which is good unless it is to the point where their behaviors are dominating the direction of the practice. Knowing that the patterns exist enables new den-tists and their teams to pinpoint where staff and doctor training would be most effective. Additionally, they can leverage this knowledge for greater productivity and profitability.

“Human behavior is very complex, and while Talent Management Testing for Dentistry is one of the best tests available because it has 60 years of research behind it, human behavior is too complicated to use only one tool in the employee selection process,” emphasizes Dr. Haller. Under-standing the results of tests such as these helps employers determine if one applicant is a better fit for the office than another might be.

Ultimately it is a thorough and well-developed hiring system that is most likely to yield the greatest success in the hiring process. “And that system should also include working interviews, background checks, reference checks, as well as input from others on the team. Think of the hiring process as a pie. There are many slices to the pie, and applicant testing is one slice of the pie,” notes Dr. Haller.

*McKenzie Management and The New Dentist™ magazine are owned

by The McKenzie Company.


3

There are many products and items I use every day, so narrowing it down to just three was a challenge, but I feel comfortable with the selections made.

The Isodry/IsoliteSimple ideas are often the best. Every person I know that has worked with the Isodry/Isolite has thought, “Why didn’t I think of that?” The idea is simple: a bite block, cheek retractor, tongue retractor, and high-volume evacu-ation all in one. It gives a clear, dry field for dentists to work in. I use an Isodry because I wear a headlamp on my loupes, so I don’t need the extra light. If you don’t use a headlamp, consider the Isolite. The setup and installation are simple, and within minutes it is ready to go.

Using an Isodry absolutely increases my efficiency and reduces my dependence on an assistant. I find that about 80-85% of patients don’t have any problems tolerating the mouthpiece. The other 15-20% of patients gag or have difficulty opening wide enough for it to fit. The vast majority of my patients have no problems. One other issue I have is that it can block my handpiece from accessing the lingual or palatal of some teeth. I am gladly willing to trade that for the increase in isolation and visibility.

HeadlampsThe problem with loupes is that as you increase magnification, you increase the amount of light needed to view the working area. At around 3.5X magnification, it becomes necessary to increase the amount of light in your field. In my opinion, putting an external light on the loupes gives you the light just where you need it.

I use a product called LumaDent that I have found to be both very affordable and well engineered. The LumaDent light comes with a solid battery pack that hooks to your belt. The lamp and replaceable cord are well engineered and have been problem-free so far. The cords come with little clamps that

Editor’s note: If you were asked which three products you simply couldn’t practice without, which would you choose? We decided to ask The New Dentist™ Advisory Board member and regular contributor Dr. Josh Austin that question. Here’s what he told us.

Frontline User Speaks Out: Josh Austin, DDS,Three Favorite Products

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clamp to your collar or lab coat to stay out of the way. The replace-able cord is a huge advantage. It’s a quick and easy replacement that the users can do themselves and have no downtime. I get about two days of work out of a full battery charge, so battery life has not been an issue. The LumaDent lamp comes with a magnetic orange light filter that is easily applied when working with light-cured materials to prevent their premature set. Overall, I think the LumaDent is a great product. Once you work with an external headlamp, you will not go back to working without one. The new replaceable cord makes it even better in my opinion. For the price it cannot be beat.

Scotchbond Universal Understanding bonding is vital for all of us, and selecting a bonding agent is probably the single most important clinical decision you must make for your practice. Throughout my career, I have been a fourth-generation bonding guy. Until recently, I believed that and used a fourth-generation bonding agent every day.

Last February, I attended the Restorative Academy meeting in Chicago as a guest of my mentor, Dr. Bill Robbins. At the meeting, Dr. John Burgess (biomate-rials expert from the University of Alabama Birmingham Dental School) presented on a new bonding agent that was testing off the charts. Scotchbond Universal is classified as a seventh-generation bonding agent. It can be used with either a total-etch method, selective-etch method, or self-etch method — meaning that you can etch the entire preparation with phosphoric acid, etch just the enamel and not the dentin, or not etch anything and let the bonding agent etch for you.

Usually, I use a selective-etch method because I do not want to activate the matrix metalloproteinases in the dentin, which research has shown will eventually reduce bond strength. This yields an excellent and strong bond to enamel and a strong bond to dentin that will not degrade as much over time. Another huge advantage to Scotchbond Universal is its compatibility with many different types of materials. It works well with ceramics and existing composite resins. It also bonds to metal and zirconia. So far the data have shown that it can be used truly universally. I have had excellent success using this bonding agent over the past six months.

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Dr. Bill Robbins is perhaps best known as an author and international lecturer. He has published more than 80 articles, abstracts, chapters, and books on a wide variety of dental subjects. He is co-author of the textbook “Fundamentals of Operative Dentistry — A Contemporary Approach.”

One might assume that this renowned dental expert and faculty member in the Department of General Dentistry at the University of Texas Health Science Center at San Antonio would be able to steer clear of the pitfalls experienced by common practitioners. But as his story reveals, even the experts occasionally need help from other experts.

Dr. Robbins spent the first 25 years of his career in academia and had what he describes as an aca-demic view of dentistry. “I was directing three dif-

ferent general dentist graduate programs, and I finished my last 12 years teaching at the dental school in San Antonio. I was very focused on the technical side of the profes-sion.” But Dr. Robbins decided he wanted to experience private-practice dentistry. He left the university and entered the “school of hard knocks.” “I realized how absolutely inadequate my behavioral skills were, not only in terms of communication with patients and how to present treatment plans, but also in leadership.”

He explains that for the first four to five years, he just muddled along, and practice finances became an issue. Although he was a technically superior clinician, that wasn’t enough to build a successful practice. “We weren’t manag-ing the practice well. Patients were coming in, but cash flow was a problem. I realized I didn’t have the leadership skills that I needed, nor did we have the management sys-tems in place.” This widely renowned dental expert needed help from another type of dental expert.

Dr. Robbins hired a consultant. “I came to the conclu-sion that people pay to have a consultant come into their

BEEN THERE, Done That

office when the pain gets too great. The pain might be cash flow, or staff problems, or any number of things that finally convince a dentist to bring a consultant in.”

Dr. Robbins emphasizes it was a decision that enabled him to turn his practice around. “That’s when we incor-porated much better systems into our practice. I would recommend that new dentists talk to several consultants and dentists who have hired them. Find a consultant and find the resources to get them into your practice sooner rather than later.”

In fact, he urges practitioners to invest first in becom-ing excellent communicators and practice leaders before spending resources on the latest equipment and technol-ogy. “If they go into a practice that does not already have systems set up or if they are set up wrong, the new dentist is never going to learn them. Understanding and learning the systems will make the dental practice successful, and dentists get very little of that experience in dental school.”

In keeping with his recommendations that dentists learn more about the behavioral side of running a practice,

From Academic Expert to School of Hard Knocks


Dr. Robbins urges new dentists to have and understand a personality profile system. “We use the DISC assessment in my office. It helps you to learn about your strengths and weaknesses as well as those of your staff.” He also makes a notation on the day sheet about each patient and his/her individual personality style. “We are so familiar with the DISC system, once I have met with the patient, I can deter-mine their personality style, and it tells the staff what the patient needs in terms of interaction with them. If we have some idea about the individual patient’s personality style, we can tailor case presentation to that style.”

Once a new dentist has addressed the behavioral side of running a practice, then Dr. Robbins says that his/her atten-tion can turn to technology and equipment. “Digital radi-ography and a good clinical camera are the most important tools. And it isn’t going to be long before everyone will have

a digital impression system in their office. The price point is dropping to where it’s going to be commonplace to have digital impression systems in virtually every practice.”

In terms of a clinical must, Dr. Robbins emphasizes that new dentists should be able to perform their own routine endodontics. “That’s the first place dentists should invest their money in taking one or two endodontic courses. Continuing education is critical,” emphasizes Dr. Robbins. However, he acknowledges that most young dentists have budgetary constraints to consider, which is why he recom-mends that newer dentists explore continuing education options offered through their state and local dental societ-ies first and then specific study clubs. “I encourage new dentists to get involved in at least one study club in his/her area. These typically are not cost prohibitive and there tends to be a lot of continuing education that takes place. What’s more, oftentimes new dentists can find a mentor in these groups. Then when the budget allows, dentists should go to continuing education centers where they are taught in a continuum style.” Dr. Robbins recommends the Kois Center and the Pankey Institute.

Additionally, Dr. Robbins notes that new practitioners need to take steps to effectively manage their days, start-ing with the daily huddle. “No one can plan their day with their staff if they have not gone through the schedule and discussed every patient that will be seen that day both in hygiene and with the dentist. They need to revisit what the patients’ individual needs are. Second, the doctor and staff

need to have a staff meeting at least once a month.” Dr. Robbins notes that the monthly staff sessions

should be run like business meetings with an agenda, time for discussion on multiple issues, and minutes taken and distributed. “We always end our monthly staff meetings with appreciation. Each person in the room selects one other per-son in the room that they want to appreciate for something that they did in the last month that makes the office a better place. It is a great morale builder and practice builder and allows us to end the meeting on an upbeat note.”

Finally, Dr. Robbins urges new dentists to consider care-fully the type of practice they want to create long term. He emphasizes that there is a need for each of the four types of practices: tier one — capitation practice, tier two — insur-ance-driven practice, tier three — fee-for-service practice, and tier four — low-volume, high-touch practice. “It is not

an option for a new dentist out of dental school to be a tier-four dentist. Most young dentists are going to be in tier one or tier two. Many will remain there, which is fine. But if a dentist wants to move from tier two to tier three, they need to do comprehensive exams on patients. That is the agent of change for dentists who want to transition from tier two to tier three or four.”

However, Dr. Robbins emphasizes that the transition needs to take place over time. “You can’t walk in one day and say, ‘We’re not taking insurance anymore.’ Start by dedi-cating half a day to comprehensive care and comprehensive exams. Once that half day is filled with comprehensive care, it can be expanded to a full day. Over a period of time, the dentist can transition to a tier three or four practice. Not every dentist wants that type of practice, but it is important for new dentists to think about the type of practice they want and work toward creating it.”

Dr Robbins maintains a full-time private practice and is a clinical professor in the Department of General Dentistry at the University of Texas Health Science Center at San Antonio. He can be reached at [email protected].

visit www.thenewdentist.net#1 Website for New Dentists

DR. ROBBINS URGES NEW DENTISTS TO CONSIDER CAREFULLY THE TYPE OF PRACTICE THEY WANT TO CREATE LONG TERM.


Alittle more than a year ago, Dr. Katie Montgomery took ownership of her first practice. She had worked as an associate dentist since graduating from Ohio

State University College of Dentistry in 2006. Her first year as a sole practitioner brought its share of joys and challenges, not the least of which was juggling the demands of taking over her new practice as well as becoming a new mom.

With an 18-month-old son at home and baby number two born in December, Dr. Montgomery, a New Dentist™ advisory board member, doesn’t sugarcoat the challenges that come with raising a young family and building a new prac-tice. “It’s probably the hardest thing I’ve ever had to do. It’s a big, big job. But it’s what I wanted. As a young dentist, it’s a challenging time in your life because you are trying to figure out what you want professionally, and you are also getting married, having children. There are so many life changes that seem to happen all at once. And that’s my life right now.”

She says she would like to be available to her patients five days a week, but it’s not feasible at this point. “A lot of people want Friday appointments, but I can’t do it. It’s just not real-istic. I feel that I need to be there for my family.”

Dr. Montgomery notes that it does help that her husband, John, who has a financial background and mana-gerial experience, works in the practice as the business manager. She acknowledges that the couple had some reser-vations about working together. “We have an agreement that if at any point the arrangement isn’t working for either one of us we won’t continue it.” But she says it has worked well for both the practice and the family. “It was a tough deci-

Meet Dr. Katie Montgomery, Advisory Board Member

sion, but it was a good decision. It makes my life a lot easier because he handles the business side of it, and I don’t have to worry about that.” Additionally, her husband’s schedule is more flexible, so he can be available to take more of the family responsibilities.

While balancing family and business responsibilities is challenging, Dr. Montgomery echoes a common refrain often heard among practitioners. She loves her work, and like many dentists, one of her greatest joys is getting to know the patients and helping them. “They all have a story to share. They come from all walks of life. It’s very rewarding to help them get out of pain and improve their smile aesthetically. I love to see people happy and to make a differ-ence in how they feel about themselves.”

She notes that when she started her career there were a few surprises. “I had a great education, but in dental school you don’t do many posterior composites. Yet in the real world you do them all the time. Also, in dental school your materials selections are so limited, and then you get out and it’s a shock as to how the materials differ and how much of a selection there is. But it’s still dentistry, and if you have a good foundation you can build upon it.”

She urges new dentists to recognize that although they are by nature very particular, things will not always go perfectly. “Dentists tend to be perfectionists. You want things to go according to plan every time, and that’s just not

Doing Her Best to Do It All

Dr. Montgomery’s Go-To ProductsIris Intraoral Camera by Digital Doc “It shows the patient what’s going on in their mouths; it’s a great tool.”

Gendex Digital X-ray“No one can practice without those anymore.”

Traxodent gingival retraction material “It’s a great product that makes my life a lot easier.”

For continuing education, Dr. Montgomery recommends The Dawson Academy.


Dr. Katie Montgomery with husband

John and son Nate.

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CPAcontinued from page 6

• Advise you on whether to purchase or lease equipment and cars

• Claim tax credits for disabled access, crown manufacturing, employee health insurance, new hires, etc.

• Set up medical expenses reim-bursement plans, HSAs, and cost segregation studies

• Train you and your staff on QuickBooksTM

• Analyze various loan options available

• Monitor your practice’s key performance indicators, business metrics, and your profit and loss statements

• Continually give you practical, proactive advice

• Update you on developments affecting the business side of den-tistry and changes in tax law

• Keep you in compliance with the taxing authorities and give you advice to operate more profitably and efficientlyIRS auditors acknowledge that

“it takes money to make money.” Basically, anytime you spend money in order to help your business, the expenditure is tax deductible. Some-times the connection is not obvious. It may be gray and take creativity. Ask your dental CPA to explain how to creatively connect the dots between spending money and having it come back to your business.

A good dental CPA is invaluable. For every dollar you invest in his/her services, the money should come back to you many times over! I have long lost count of the number of times I have saved a client hundreds of thousands of dollars in taxes or helped a client dodge a large finan-cial bullet.

I started my own CPA firm from scratch at the young age of 25, and not knowing any better, I accepted every potential client I could get. Like many sensitive CPAs, I was easily influenced by the few “price grinder” clients that com-plained about their bills and I improp-erly built my clientele based on low price. I thought I was doing a great job for my clients because I was able to keep my annual bill (cost) to them very low. My story is not uncommon with CPAs. We are taught to crank out “compliance” work (prepare tax returns and financial statements). We are not trained to put ourselves in our clients’ shoes, proac-tively reflect on their situation, and give them helpful and valuable advice.

Just as there is an inherent problem with dentists learning very little about business in dental school, there is an inherent problem with CPAs not being trained to go beyond compliance work in helping their clients.

The CPA/client relationship is often not established for CPAs to be compen-sated for spending time going above and beyond preparing tax returns and financial statements. I’ve been a CPA a long time, and as crazy as it may sound, chances are you will definitely achieve better results with your CPA if you take the initiative to reach out and have a conversation with him/her. Tell them you understand how valuable they can be for you and that you are giving them permission to prove it to you, and you are prepared to compensate them for it. Many times this brief conversation will do wonders to improve the quality of the CPA/client relationship and the results. In this high-tech day and age of the Internet, email, and faxes, your CPA can be located anywhere. You deserve to get proactive advice from your CPA, and there is no reason you should have to settle for less.

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Implantscontinued from page 18

5. Tang CB, Liu SY, Zhou GX, Yu JH, Zhang GD, Bao YD, Wang QJ. Nonlinear finite element analysis of three implant-abutment interface designs. Int J Oral Sci. 2012 Jun 15;4. doi: 10.1038/ijos.2012.35. [Epub ahead of print]

6. Pita MS, Anchieta RB, Barao VA, et al. Prosthetic platforms in implant dentistry. J Craniofac Surg. 2011 Nov;22(6):2327-31.

7. Buser D, Martin W, Belser UC. Optimizing esthetics for implant restorations in the anterior maxilla: anatomic and surgical consider-ations. Int J Oral Maxillofac Implants. 2004;19 Suppl:43-61.

8. Leblebicioglu B, Rawal S, Mariotti A. A review of the functional and esthetic requirements for dental implants. J Am Dent Assoc. 2007 Mar;138(3):321-9.

9. Annibali S, Bignozzi I, Iacovazzi L, LaMonaca G, Cristalli MP. Immediate, early, and late implant placement in first-molar sites: a retrospective case series. Int J Oral Maxillofac Implants. 2011 Sep-Oct;26(5):1108-22.

10. Siddiqui AA, O’Neal R, Nummikoski P, et al. Immediate loading of single-tooth restorations: one-year prospective results. J Oral Implantol. 2008;34(4):208-18.

11. Linkevicius T, Apse P. Influence of abutment material on stability of peri-implant tissues: a systematic review. Int J Oral Maxillofac Implants. 2008 May-June;23(3):449-56.

12. Status B. The anterior single-tooth implant restoration. J Calif Dent Assoc. 1992 Nov;20(11):35-40.

13. Chee W, Jivraj S. Impression tech-niques for implant dentistry. Br Dent J. 2006 Oct 7; 201(7):429-32.

14. Yamamoto E, Marotti J, deCampos TT, Neto PT. Accuracy of four transfer impression techniques for dental implants: a scanning electron microscopic analysis. Int J Oral Maxillofac Implants. 2010 Nov-Dec;25(6):115-24.


A couple of years ago, Lake-wood, CA, high school senior Cam-eron Stevenson-Moore had a hard time picturing himself pursuing a career in the sciences. But since he’s been part of a pre-college science education program at the UCLA School of Dentistry, he has greater aspirations.

“At first I was apprehensive about par-ticipating, since I would be doing something I wasn’t very familiar with, and I didn’t want to mess anything up,” said Stevenson-Moore, 16. “But I’ve loved the experience. Not a lot of people can say that they’ve worked next to scientists in a research lab at UCLA.”

Stevenson-Moore is one of 12 participants in a two-year program co-funded by the Howard Hughes Medical Institute (HHMI) and the Dean’s Office at the UCLA School of Den-tistry, one of the leading oral health research institutes in the nation. The program, which has benefited 58 Los Angeles-area high school students and is in its final year, exposes gifted and disadvantaged high school students like Stevenson-Moore to oral health and scientific research and, potentially, a promising career in the health sciences field. Fourteen faculty members from UCLA’s School of Dentistry have contributed their time and knowledge to enrich the students’ experience. Cutting-edge research projects have covered topics in bone biology, bio-engineering, immunology, and stem cell and cancer research.

“Since the start of the program in 2007, 58 students from either College Bound of Greater Los Angeles or Project GRAD Los Angeles have participated. So far every one of them has gone on to college, with a partial or full scholarship, to some of the top universities in the country,” said Dr. Marvin Marcus,

UCLA School of Dentistry Creates Opportunities for High School Students

who, with Dr. Carl Maida, heads the program. “I couldn’t be happier with the success of this program and the impact it’s made,” Dr. Marcus said.

UCLA School of Dentistry’s dean, No-Hee Park, said that Marcus and Maida “have gone beyond my expectations for this pre-college science education program. In addition, the school’s faculty members have changed the lives of numer-ous young people over the past five years with their guidance and support.”

Among the students is Michaela Scott, a 20-year-old UCLA psychobiology student who was part of the first group and hopes to pursue a degree in medicine. “Being part of this program prepared me for college, and I believe it set me apart from other college applicants,” she said.

The program begins during the students’ junior year of

FROM LEFT TO RIGHT: DERRIAN DRISCOLL, KATHERINE TORRES, JARRETT DAVIS & DIANA ROSALESPHOTO COURTESY OF UCLA SCHOOL OF DENTISTRY


13YS8165

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ALABAMAAnchorage-Established, Located in Medical/University Area of Anchorage #11101ARIZONATucson-4 Ops, 1400 SF, Dentrix & Dexis #12111ARKANSASWestern-3 Ops, Great Opportunity, Modern, Nicely Designed Office Space, GR $494K #AR500CALIFORNIARedding-5 Ops, Well Designed Office, 4 Day 30 Hour Week w/6 Days Hygiene, GR $548K #CA514 COLORADODenver-Huge Potential, Tremendous Growth, GR $175K #15104CONNECTICUTWaterbury-Established FFS Practice w/Condo for Sale, Great Patient Base, GR $417K #CT501GEORGIAMiddle GA-Fantastic General Practice in Great Community, High Quality Dentistry, GR $800K+#GA501HAWAIIMaui-4 Ops, 1198 SF, Pano, Laser, I/O Camera, GR $636K #20101ILLINOISSW Suburbs of Chicago-4 Ops, High Traffic Intersection, GR $690K #22145INDIANAEvansville-4 Ops, Great Starter Practice, Building Also Available, Digital, GR $350K #IN502KANSASEast Central-3 Ops, 1600 SF, Growing Community, GR $392K #25101KENTUCKYPaducah-6 Ops, Hi Volume Facility w/In-house removable lab, GR $750K w/Low Overhead.#KY505 MARYLANDBaltimore County-Spectacular Office, FFS, 2500 SF Stand Alone Bldg., Digital X-Ray, Pan GR$1M #MD102MASSACHUSETTSWestern-High-End FFS Restorative Practice-Condo Also for Sale, GR $950K #30116MICHIGANKentwood/SE Grand Rapids-4 Ops w/3 Plumbed, 2100 SF, Busy, High Volume Traffic Flow, GR$353K #MI3513NEVADALas Vegas-4 Ops, High-End Professional Building, Pano, Laser, Dentrix, GR $727K w/Adj Net$331K #NV500NEW HAMPSHIREWolfboro-4 Ops, 3000 SF, Cerac, Pan, Digital, Free Standing Building, GR $774K #NH500NEW JERSEYHudson County-3 Ops, Digital, All Fee for Service, Open 3 Days/Week, GR $400K #NJ103NEW YORKBrooklyn-4 Ops - 3 equipped, Strong PPO Based Dentistry, Recently Completely Renovated, GR$298K #412347NORTH CAROLINAEast of Raleigh-Well Established, Loyal Patient Base, Busy Crown & Bridge, Leased Condo #NC505NORTH DAKOTAS Central-Wonderful Productive Rural Practice, GR $696K #43102”OHIOSummit County-3 Large Ops w/Room for 4, Well-Established, FFS, Modern 2-Story Prof Bldg, GR$500K #OH3903 PENNSYLVANIAState College-5 Ops, Great Area, High-End Dentistry, FFS, R/E Available, Must Sell! #PA102RHODE ISLANDNewport-Pediatric Office, 1900 SF, Condo Also Available, Net $468K #RI100TENNESSEEMemphis-Well-Established Perio Practice, Large Referral Base, GR $1M #TN501TEXASAbilene-3 Ops, Very Profitable, Real Estate Available, GR $521K #52109VIRGINIARichmond-35-Year Practice in Nice Medical Office Building, GR $605K #552411WASHINGTONSouth Snohomish County-6 Ops, 1700 Active Patients, Strong Hygiene, GR $1.2M #WA500


realistic. It can be frustrating because you have this idea of what you want to happen, but rarely, if ever, do you deal with an ‘ideal’ case. You have these hurdles you have to jump over, but that also keeps it interesting.”

Additionally, Dr. Montgomery reminds fellow new dentists to remember why they entered the profession in the first place. “When you get out there and you have loans to pay back and you are trying to start your life, it’s easy to get motivated by money. Keep in mind why you became a dentist and why you love it, and listen to your heart. When you are starting your career, ask lots of questions. Surround yourself with a great team and understand what your practice numbers mean.”

Dr. Montgomerycontinued from page 24

high school with 10 Saturday meetings followed by an intensive six-week sum-mer research experience at the School of Dentistry. During the summer portion of the program, research faculty members take time out of their busy schedules to mentor the students in laboratory techniques in the health sciences.

Year two of the program consists of a Saturday academy that prepares the now-senior high school student participants for a scientific presenta-tion of their research at the American Association for the Advancement of Science (AAAS) Pacific Division’s annual meeting.

Opportunitiescontinued from page 28

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U.S. News Ranks Dentistry #1 in the Top 100 Jobs

It’s nice to know when you’ve made a good decision, and your decision to go into dentistry was perhaps among your best. According to U.S. News you have chosen not only a great profes-sion but one of the very best.

U.S. News ranks the top 100 jobs every year to help job seekers in determining their best moves. Practicing dentists have long touted the profession as being the very best, but how did U.S. News come to the decision it was the number 1 job in America?

The report is based on data from the Bureau of Labor Statistics. The initial search is for jobs with the greatest hiring demand from now until 2020. Then U.S. News scores each of these jobs based on the following criteria: 10-year growth volume, 10-year growth percentage, median salary, employ-ment rate, future job prospects, stress level, and work-life balance.

As you might expect, dentistry ranks high in all of these catego-ries. The Bureau of Labor Statistics predicts employment growth of 21% for dentists between 2010 and 2020. This is good news for new dentists as well as dental students.

Not only is dentist a top job, but dental hygienist ranked #10 on the 100 Best Jobs list and #6 on the list of Best Healthcare Jobs. Visit the Buzz Blog at www.thenewdentist.net to learn more.


American Academy of General Dentistry ...............IFCwww.agd.org/nashville888-AGD-DENT

Aspen Dental ........................14www.aspendentaljobs.com/444866-748-4299

Aurum Ceramic Laboratory ...13www.aurumgroup.com800-423-6509

Bank of America ...................15www.bankofamerica.com/practicesolutionsMatthew Christie, 614-623-5768Ali Karjoo, 614-403-8295

Advertisers in this issue of The New Dentist™ have made it possible for you to receive this publication free of charge. Please support these companies. Contact information can be found below, or visit The New Dentist™ Resources at www.thenewdentist.net to receive information from more than one company.

INDEX OF ADVERTISERS

CareCredit ............................11www.carecredit.com/dental800-300-3046 x4519

Carestream Dental ..................5www.carestreamdental.com/cs1600tnd800-944-6365

Curve Dental ..........................9curvedental.com888-910-4376

Dental Dreams .....................14Danielle Tharp, 312-274-4524Juliette Boyce, 312-274-4520

Digital Doc ............................21www.digi-doc.com800-518-1102

Henry Schein Nationwide Dental Opportunities .........IBCwww.dentalopportunities.com866-409-3001

Henry Schein Professional Practice Transitions .............29www.henryschein.com/ppt800-730-8883

Ken Rubin & Company .......12www.KenRubinCPA.com619-299-6161

Live Oak Bank ........................1www.liveoakbank.com/newdentist866-484-1223

MAC Practice ..........................3www.macpractice.com402-420-2430

DentiMax SoftwareDentiMax announces the 2013 upgrade to its practice management software. From checking in a new patient, to viewing X-rays while treatment planning, to scheduling additional patient visits — DentiMax mirrors your practice’s actual work!ow. This latest software release includes innovations in electronic prescription writing, digital X-ray/charting integration, and “live” patient insur-ance status updates as well as a host of other software features and enhancements.

For more information, visit www.dentimax.com or call 800.704.8494.

The latest news on products and services for new dentists and their practicesBel-Halo LED Operatory LightsBel-Halo lights are establishing a new quality standard for e"cient LED operatory lighting. Each cool-running LED array produces a well-de#ned rectangular illumination pattern and renders tooth shade coloring close to its true appearance under natural daylight, at all intensity settings — includ-ing the Composite Safe Mode. Bel-Halo utilizes a stepless intensity control to adjust light output to minimize eye fatigue and to compensate for variable lighting conditions that may occur within any operatory. Smooth, stress-free positioning and 3-axis light source rotation allow operators to comfortably direct illumination where it is needed.

For more information, visit www.belmontequip.com or call 800.223.1192.

McKenzie Management .......BCwww.mckenziemgmt.com877-777-6151

Midwest Business Capital .....31www.midwestbusinesscapital.com877-751-4622

Premier Dental ......................26www.premusa.com/traxodent888-670-6100

Viva Learning ........................27www.vivalearning.com

Wells Fargo Practice Finance ..................................25www.wellsfargo.com/thenewdentist888-937-2321

Wood & Delgado Attorneys at Law ......................................7www.dentalattorneys.com800-499-1474

SKINNY on the Street

FREE information from our Advertisersvisit thenewdentist.net/resources.htm

ADA’s 2013 Dental Code Check App Dental codes are now available at the touch of a button with the 2013 Dental Code Check app. The new CDT Code Check 2013 app contains all of the CDT Codes and is a handy practice management tool for dental sta$ that travel between o"ces. It is also ideal for working on claim forms and looking up procedure codes when the CDT Manual is unavailable. The app is available for $19.99 for Apple mobile devices via the iTunes Store and Android mobile devices via Google Play.

For more information, visit www.ada.org.

13YS8165

© 2013 Henry Schein, Inc. No copying without permission. Not responsible for typographical errors.

This represents only a sample of ourAssociate opportunities.

For a complete listing, visitwww.dentalopportunities.com

Solutions for yourDental Associate recruitment

and placement needs!• Placement in private practice, clinics,

and dental organizations• Associate candidates and employers • Proactive and results-driven• Personal attention• Experienced professionals

1.866.409.3001www.dentalopportunities.com

City StateJefferson ..........................................................ALHot Springs......................................................ARSanta Barbara..................................................CAJefferson ..........................................................CONew London .....................................................CTOrlando.............................................................FLBryan (Endodontist) .........................................GASavannah .........................................................GAHawaii ..............................................................HIDes Moines .......................................................IAStephenson........................................................ILElkhart .............................................................INTippecanoe .......................................................INShawnee ..........................................................KSRice .................................................................KSJackson............................................................KYPowell..............................................................KYAlexandria........................................................LASuffolk ............................................................MAAnne Arundel ..................................................MDFederalsburg ...................................................MDAndroscoggin...................................................MEIngham.............................................................MISt. Charles.......................................................MOGreene ............................................................MSRowan..............................................................NCIredell..............................................................NCHillsborough ....................................................NHAtlantic ............................................................NJGloucester ........................................................NJDona Ana ........................................................NMCarson City ......................................................NVSyracuse ..........................................................NYOtsego .............................................................NYJefferson..........................................................NYMahoning & Medina.........................................OHSequoyah .........................................................OKCoos.................................................................ORVenango ...........................................................PASnyder..............................................................PAPike .................................................................PAJefferson ..........................................................PAProvidence (Endodontist) ..................................RIFlorence...........................................................SCHot Springs ......................................................SDMemphis ..........................................................TNGoliad ..............................................................TXEl Paso ............................................................TXPolk .................................................................TXHarrisonburg ....................................................VACharlottesville ..................................................VADanville............................................................VASpringfield .......................................................VTChittenden........................................................VTSuring Oconto ..................................................WI

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The 2-day course compiles years of McKenzie Management’s expertise in the business of dentistry, which is a huge bonus for dentists planning to own and run a practice. Totally worth it.Thank you so much for everything.”

— Sasha Bhor DDS San Diego, CAwww.oasissmiles.com

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New Dentist Spring 2013