By: Garrett Wilson
You’re trying to set competitive pay for your staff, but finding accurate compensation data is a challenge. So, you call a few peers at other dental offices to compare notes. The problem? Not only is this approach unreliable, it’s also illegal.
Employers cannot legally collaborate to set wages, so relying on peer conversations puts your practice at risk. The best alternative? Using independently sourced compensation data that is relevant, credible, and actionable.
Below are common sources for compensation data, along with their pros and cons.
Bureau of Labor Statistics (BLS)
The BLS is a division of the Department of Labor that is responsible for collecting and analyzing wage data. Employer-reported information is collected through millions of data points, updated annually but based on a three-year collection period.
Pros
✔️ Extensive database covering many positions.
✔️ Transparent methodology with clearly sourced data.
Cons
❌ Data is updated annually and may not reflect current market trends.
❌ Broad categories make it difficult to pinpoint wages for specific dental roles, like lead dental assistants, hygienists, or practice managers.
Trade Associations or Industry Groups
Professional organizations, such as the American Dental Association (ADA) or local dental societies, may conduct compensation surveys with responses from employees or employers.
Pros
✔️ Includes industry-specific wages, benefits, and compensation factors.
✔️ Data is highly relevant to dental professionals.
Cons
❌ Limited participation can lead to small sample sizes.
❌ Geographic details may be lacking depending on survey methodology.
Job Boards
Compensation data is pulled from job postings and salary tools on platforms like Indeed.com. Dental-specific job boards may display salary data on individual job postings, but they often do not compile the information into a user-friendly format.
Pros
✔️ Provides real-time insights into current job postings.
✔️ Free and easily accessible.
Cons
❌ Data is limited to job postings and does not represent the entire industry.
❌ Can be highly inaccurate due to reliance on job titles rather than job responsibilities.
❌ Time consuming process to find the information.
Compensation Company
The most accurate way to source compensation data is by using a compensation company that specializes in industry-specific research. These firms have access to paid resources that are not available to the general public.
Pay Insights specializes in compensation for the dental industry. We partner with dental associations to conduct custom salary surveys and leverage multiple data sources to deliver the most precise, location-specific insights to support hiring and retention strategies.
Pros
✔️ Most reliable, real-world data tailored specifically to dental practices.
✔️ Goes beyond salary numbers—includes benefits, hiring trends, and retention strategies.
✔️ Supports legal compliance by using independently sourced data, unlike peer-to-peer pay setting.
Cons
❌ Paid resource—but the investment ensures you attract and retain top talent with confidence.
Paying for high-quality compensation data ensures you make informed decisions, stay competitive, and avoid legal pitfalls. Don’t leave compensation to guesswork—let Pay Insights provide the clarity you need to build a thriving practice.
Key Takeaway
Investing in reliable compensation data is essential for setting competitive wages while staying compliant with labor laws. By leveraging credible sources like Pay Insights, you can make informed decisions that attract and retain top talent.
Don’t leave compensation to chance—use accurate data to build a successful and legally sound practice.
Photo by Nataliya Vaitkevich
