Salary isn’t thing PT job candidates are looking for. Here are some of the less-conventional factors that will attract top talent to your practice.
Think you have your pick of new PT grads? Not necessarily. Here’s why.
I always assumed I’d work a full-time job until the day I retired. I had never even heard of per diem employment, much less considered it as an option for myself. Then, three years into physical therapy practice, I found myself at a crossroads.
Whether you’re a negotiation pro or a newbie, these dos and don’ts will help you make the most of your next staff salary negotiation.
Life as a traveling therapist has numerous perks: the freedom to live in various places across the country, multiple clinic settings to choose from, and of course, higher pay. But the most exciting benefit is the ability to take full control over your career and design the work-life balance you’ve always hoped for.
Larry Fine—of Three Stooges fame—once said, “The pain goes away on payday.” That quote certainly rings true for those of us on the depositing end of the transaction. But, if you’re the one responsible for signing the checks, I’m betting payday has caused its fair share of pain—and I’m not just talking about the blow to your bottom line.
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.
Hiring the right person for your practice can be tricky, because if you want to find a true “gem,” you have to evaluate more than a person’s qualifications. You have to hire for good culture-fit, too. And unfortunately, that’s a quality you aren’t going to find on any job board—or even a resumé, for that matter.
In this final video of a three-part series, PT and entrepreneurial consultant Jamey Schrier explains how to implement an employee recognition program that works.