Dentistry tends to be a family affair. For several excellent reasons, our children often follow us into the profession, and veritable dental dynasties are not uncommon. If dentistry had been around in medieval times, today’s telephone directory probably would boast a few John Dentists alongside the Jim Smiths and Mary Carpenters.

But family tradition alone is not adequate to replenish the ranks. Where will the next generation of dentists come from? And what kind of people will they be? Will they be sufficient in number to take on our patients as we retire? Will they reflect the nation’s geographical and cultural diversity? Above all, will they have the talent and motivation to maintain the forward momentum of oral health? I am convinced that we, all of us, are in the best possible position to influence our future colleagues and eventual successors.

The issue is more than mere numbers, but let’s start there. Twenty-five years ago, U.S. dental schools graduated more than 6,000 dentists annually. Now, while one can debate whether that number was "just right," there’s no question that the situation has changed. Some dental schools have closed; others have opened, expanded or cut enrollment. Bottom line: just over 4,000 new dentists last year. The impact of this 33 percent downsizing is becoming increasingly evident in many ways. The average practice is busier than ever, yet, paradoxically, it may be difficult to find a new graduate willing to purchase it when we retire. Dental schools are struggling with chronic faculty shortages. Essential military, institutional and public health positions are hard to fill. It’s not a crisis—yet—but neither is it a sustainable situation for the long term.

Imagine, instead, a future without gross imbalances between supply and demand for dental services ... or shortages of qualified auxiliaries and laboratory technicians ... or the boom-and-bust cycles that discourage long-term thinking. Maybe the profession will become more diverse and culturally sensitive. Maybe it will get even smarter, more agile, more creative than it is now. I hope so. And to get from here to there, the answer is (as it so often is) this: find the right people to do the job.

I contend that each of us needs to make it a priority to identify and attract good, bright, motivated people to the profession of dentistry. Our alumni and professional groups have a role to play, naturally, but so do we as individual dentists. When I ask students why they chose dentistry, an admired community dentist figures in their response almost as often as do family connections. That ability to inspire comes with the territory; if we use it wisely, we can have an immense effect on the next generation.

The task is made easier because dentistry really is a pretty good profession for an inquisitive and motivated person. I don’t know of any other field in which art and science, craft and business, people and things are so thoroughly integrated in the day-to-day job. It’s demanding and selective, sure, but it’s also secure and well-compensated. Dentistry sells itself ... all we have to do is get the word out.

I exaggerate, of course, but only a little. Seriously, I think we should keep our eyes open for young people who might have the mix of interest and ability to become outstanding dentists. Many we will meet in our own practices; others in social settings; still others, as part of volunteer activities. In any case, we should be prepared to present dentistry in a positive, balanced, realistic light. I have known dentists who gave substantial financial support to hometown students they felt to have exceptional promise, but that’s a lot to ask. Moral support—your time and guidance—is just as important to the young dentist-to-be. Answer questions in an age-appropriate manner. Let them visit your practice, and explain how things work. Demonstrate that ours is a profession that welcomes talent and drive in all comers, whatever their background. Help them select the high school and college courses that will help them to the next level. And at every step, be ready with encouragement and advice. If you attract just one good recruit per decade, think of the cumulative impact!

My school starts recruiting dental students early. And I mean really early. Our "I Can Be a Dentist Too" program is aimed at children aged 5 to 7 years. They play dentist, hygienist, assistant and receptionist. The kids have a great time, and so do we (despite the occasional twinge when we see our unconscious mannerisms played back all too accurately). Will this have a long-term effect? We won’t know for years, and maybe not even then. But we are sending a clear message to children, parents and teachers: dentistry is fun. And more important, dentists care.