Don’t miss the gravy boat. Join us for our upcoming webinar, PQRS 2016: Everything PTs, OTs, and SLPs Need to Know. Register now.

4 Steps to Hire Top Tier TalentIt’s no secret that physical therapists (PTs), occupational therapists (OTs), and speech-language pathologists (SLPs) are are in high demand. In fact, between 2010 and 2020, industry experts expect employment rates for physical therapists to increase by 39% (tweet this stat!)—that’s significantly higher than almost all other occupations. In other words, if you’re looking to hire the best in class from the next generation of rehab therapists, you’re bound to have some seriously steep competition. But that doesn’t mean you should just get in line and wait quietly until it’s your turn to recruit; it means you should start taking the necessary steps right now to ensure that your clinic is recruit-worthy and recruit-ready. Here are four steps to attracting top-tier therapy talent:  

1. Whip Your Clinic into Shape

Start by taking a really critical—honest—look at the way your clinic is running. Is it streamlined and efficient or bloated and sluggish? Are you operating lean with a team of rockstars, or are you carrying some dead weight? Are your clinicians maximizing their time performing patient care, or is your team burdened by cumbersome administrative tasks—like paper charting and filing?

It’s okay if you see room for improvement because, well, there’s always room for improvement. And there’s no blame there. Look at this as the perfect opportunity to address these issues head-on—whether that means implementing educational programs to make sure your employees are performing at the highest level or adopting EMR so your staff is able to spend less time documenting, scheduling, and billing, and more time treating patients or attracting new business.

Regardless of which solution is best for your clinic, a thorough analysis of your processes and procedures will always lead you to ways you can boost your clinic’s productivity and organization. And the better your clinic runs, the more appealing you’ll be as a new employer.

2. Beef Up Your Benefit Package

Now that your office is whirring and purring, it’s time to evaluate your clinic’s benefits—and I mean more than competitive salaries and health insurance. It’s a no-brainer that to be competitive in the hiring market, you’ve got to offer competitive salaries, but benefits go so much further than that. Think about the intangible benefits your clinic offers (e.g., paid time off, flexible schedules, remote access to documentation, office iPads, team-building events, a collaborative environment) and jot them down. Got it? If you’re staring at a blank—or almost blank—piece of paper, you got some ‘splaining to do and some benefits to rethink. If you’ve got a great list going, that’s awesome! Now think about how you’re going to market these perks to potential candidates.

3. Get Your Head in the Game

You’ve taken the time—and the capital—to whip your clinic into shape and beef up your benefit package. Now, don’t just wait on the sidelines for top talent to come to you. Go find them! But first, make sure you know what you want. Take the time to consider your clinic’s culture and what traits the ideal candidate will demonstrate to be the right fit. In other words, nail down your job description. Then, start networking within the rehab community, partner with local schools to meet new and soon-to-be graduates, and book speaking engagements to demonstrate your leadership in the industry. Oh, and don’t forget to advertise. Whether it’s through traditional channels or social media, getting the word out about your clinic will increase brand awareness for prospective talent and prospective patients—double whammy.

4. Ask the Right Questions

Interviewing is a bit of a game—you and the candidate are on your very best behavior and it can be difficult in the span of an hour to really get to know one another. That’s why the right questions matter—specifically ones designed to uncover professional ability, natural intelligence, problem solving skills, and cultural fit. Don’t wing it. Prepare well ahead of time. Create a list of questions that feel right to you—or take a look at some of the expert interviewing advice out there. There’s plenty of it. Then, interview again—in a different setting, with different people. It’s always helpful to put your candidates in a less formal environment to really get a deeper understanding of who they are as people and what they’ll be able to contribute to the team. Also, remember, the interview process is a two-way street. If you expect potential employees to be honest in their responses, you best be honest, too. Otherwise, it’ll cost you both a lot of frustration—and money—if you find out later on that it wasn’t the right fit at all.

Now that you’ve read up on how to hire top-tier talent, aren’t you just dying to know how to keep them? You’re in luck! Stay tuned to the WebPT blog tomorrow for a post on how to retain top talent.

Have your own how-to-hire advice? We’d love to hear it. Share your tips in the comment section below.

ICD-10 Crash Course: Last-Minute Training for PTs, OTs, and SLPs - Regular BannerICD-10 Crash Course: Last-Minute Training for PTs, OTs, and SLPs - Small Banner
  • articleJun 11, 2013

    6 Ways to Retain Top-Tier Talent

    You’ve whipped your clinic into shape, beefed up your benefits package, gotten your head in the game, and asked the right questions. Now, you’ve got a rockstar team made up of some very top-tier talent . So how do you keep ‘em happy and committed to your clinic? Here are six ways to retain top talent: Give your employees a purpose. Gone are the days when all employees cared about was a paycheck. Today’s employees want to …

  • 4 Factors Affecting Your Physical Therapist Salary Image

    articleJun 15, 2015

    4 Factors Affecting Your Physical Therapist Salary

    Physical therapists are empathetic by nature. As such, most didn’t get into the PT profession to make bank. That being said, empathy doesn’t pay the bills. Luckily, the impact you make on your patients’ lives actually does. You get paid to treat patients. Now, how much you get paid—i.e., the salary you receive from your place of employment—to treat those patients depends on a lot of factors. Let’s examine: 1. Location, Location, Location As expected, where you …

  • Four Ways to Fix a Broken Company Culture Image

    articleJan 16, 2014

    Four Ways to Fix a Broken Company Culture

    So, you read yesterday’s post , and maybe, just maybe, a red flag—or eight—jumped out at you, felt a little too familiar, or possibly even gave you the chills. And now, you’re beginning to worry because you’re seeing signs that your culture isn’t up to snuff everywhere—in your front office and your treatment area, with your suppliers and your patients. Well, set your worries aside. Of course, a less-than-stellar culture isn’t ideal, but there’s still hope—and time—to …

  • Beat the Burnout: Time Management Tips for Private Practice PTs Image

    webinarJun 2, 2015

    Beat the Burnout: Time Management Tips for Private Practice PTs

    Between treating patients, completing CEUs, running a business, and managing staff, it’s hard to have a life outside of work; heck, it’s probably difficult to keep your head on straight some days. Such are the trials and tribulations of a private practice PT. And with so many tasks and people competing for your attention, you might find yourself dealing with a bad case of burnout. So, how do you wear so many hats—and juggle so many responsibilities—while …

  • Four Things You Need to Know About OT Salary Image

    articleJul 22, 2013

    Four Things You Need to Know About OT Salary

    You didn’t choose this profession for the paycheck. You became an occupational therapist because you enjoy helping people improve the quality of their lives—and that’s the way it should be. Still, you shouldn’t completely ignore the dollar amount on your paystub. Money might not be your main motivator, but you deserve fair compensation for the quality of therapy you provide. So, what factors go into determining OT salary? Here are a few important variables to consider: 1. Experience …

  • Four Things You Need to Know About PT Salary Image

    articleJun 3, 2013

    Four Things You Need to Know About PT Salary

    You probably didn’t get into the therapy business to become rich. You did it because you enjoy helping and healing people—and that’s the way it should be. But even if money isn’t your main motivation, it should still be somewhere on your radar. So, here are a few things to keep in mind as you contemplate compensation. 1. Experience matters. As with most professions, salaries for physical therapists vary widely based on a therapist’s number of years …

  • Cultivating Company Culture in Your Practice Image

    webinarJan 30, 2014

    Cultivating Company Culture in Your Practice

    “Culture” is fast becoming a buzzword in the business world. Not only does it help top companies hire—and retain—quality talent, but also it’s emerging as one of the best indicators of and reasons for success. In this month’s webinar, find out: Why culture is such a big deal for businesses How you can establish and maintain the right one for your practice How to hire for cultural fit Ways to demonstrate your culture online and in your …

  • articleJan 30, 2013

    The Dos and Don’ts of Mastering Your Own PT Universe

    Today’s post comes from WebPT Member Mike Taylor, PT, MBA, OCS, from OrthoSport Physical Therapy . Thanks, Mike! Don’t: Assume that your personality and skills are what the world’s been waiting for. Assume that your job is the most important one in the office. Assume that if you’re busy you’re successful. Assume that your business couldn’t run without you. Ever give a raise that ends in anything but a whole number. Ever let a dollar or two …

  • Four Ways to Maintain Company Culture as Your Practice Grows Image

    articleJan 20, 2014

    Four Ways to Maintain Company Culture as Your Practice Grows

    Your clinic is growing. Not a bad problem to have. But a growing practice does pose some challenges when it comes to maintaining your already great company culture. In fact, it poses quite a few challenges. After all, it’s easy—well, easier—to create and keep a cohesive culture in a small, core team. Once you start forgetting names, however, it’s a whole different story. There’s hope, though. Here are four ways to maintain company culture as your practice …

Achieve greatness in practice with the ultimate EMR for PTs, OTs, and SLPs.