Re: Reputable Recruiters

[Guest guest]

Hello all,

My initial impression with the email topic is the need to differentiate how you

interview Contractors, vs. Full time employees.

I treat both very differently. I have certain expectations for Full timers, vs.

my Contractors.

I have very different expectations with how I interview New Grads vs.

Experienced people as well.

And different interviews of New Grads vs. New Grads who were my past Students.

I have been successful sorting the process out with the above thoughts in mind.

I , like you , expect in 2011, that a candidate has done some homework and at

the very least looked at our co. website and viewed our video tour.

I do cell phone interviews as late as 9pm at night if I am desperate to hire an

agency person in my state, who goes fast, if you don't " book em. "

OT in NJ, very, very tough to find any OT contractors...so when an agency calls

me, I react very quickly, if I have a need ie for maternity coverage.

I also scrutinize how and when I use Sign on bonuses. Sometimes I use them ,

sometimes, not. This is usually a decision that I make collectively with our HR

Director and CEO. It's based on need and demand and how long the opening has

been vacant.

Just my thoughts...the final chapter is that you always have a 90 probationary

period and worst case, can action plan folks and terminate.

You can train, assess competencies, adhere to Policy and Procedures and coach

them as well.

Although, I very, very, very rarely terminate as I coach and mentor folks to

succeed!

I also think that this current economy has made more than the usual amount of

recruiters out there and the internet easy for anyone to complete this task.

Loads of luck !!!

E. Lynn MS PT

Director of Rehabilitation

Marlton Rehabilitation Hospital

92 Brick Rd.

Marlton, NJ 08055

ext 4204

From: PTManager [mailto:PTManager ] On Behalf Of

Hampton

Sent: Thursday, May 19, 2011 1:54 PM

To: PTManager

Subject: Reputable Recruiters

Dear all,

I have observations about interviewing candidates in this present economy,

as well as working with recruiters.

3 out of the last 4 PT's I have recently interviewed did not prepare for the

interview by visiting the website and learning about our group. One of them

took me by surprise by asking, " So, tell me about your clinic. " [ I am

fortunate to have found a new grad who is AMAZING and is driven for clinical

excellence, ongoing learning and contributing to the clinic and her

community. She is a gem personally and professionally and I am grateful for

her presence here. ]

Regarding recruiters: I placed an advert for a PT in the standard channels

(APTA, state PT chapter newsletter and online, etc.). I have received more

emails from recruiters than from the company that makes Viagra!

Interestingly, I spoke with a recruiter in the last month who was not unlike

a used car salesmen. She was shocked that I actually wanted to interview a

PT face-to-face and responded that, unless I acted quickly, I would lose out

on this PT recruit who had 6 months experience, would cost me $65/hour and

if she were to become permanent, would cost a $10,000 placement fee. I had

the impression during the interview of this young woman that I had to prove

why she would choose my clinic rather than her sharing her goals and what

she could uniquely bring to our group.

I would value the thoughts of other practice owners.

Best regards,

Hampton PT, WCS, BCB-PMD

Board Certified Women's Health Clinical Specialist

Board Certified in Pelvic Muscle Dysfunction Biofeedback

Herman and Wallace Pelvic Rehabilitation Institute Faculty

Core Physical Therapy

The Specialty Clinic

1514 12th Street

Suite 103

Bellingham, WA 98225

p:

f:

www.corept.org

<http://www.pelvicrehab.com/> www.pelvicrehab.com

[Guest guest]

- Welcome to the world of recruiting! It's probably one of the

more challenging aspects of a leadership role. I too have been amazed

at the naivety and lack of preparation that many candidates display- I

see behaviors that I would not expect from a doctoral degree graduate or

a seasoned therapist... so I take any opportunity that I have with

students to share the following tips for professional job seekers...

You may have received calls from recruiters, offering to act as your

agent for job placement at no cost to you. The process is not a hard

one, and while organizations often work with recruiters, it is likely

that they would prefer not to involve a middleman and the associated

costs.

Consider the type and location of the facility where you would like to

work and send them your resume. Follow-up within a week with a phone

call. Show initiative and enthusiasm by being proactive in getting your

information out, rather than leaving messages asking if there is a

position available. Staffing situations change constantly, and it is

likely that the facility will keep your resume on file if they do not

have a current opening.

Go to the website of the organization which interests you and fill out

an application, even if you do not see a position advertised. There is

often a lag time for position postings, and your timing may be to your

advantage.

If you are uncertain where to look for a position, you will find

current job listings in professional magazines (APTA, IPTA, AOTA, IOTA,

ASHA) and in advertising magazines (Advance, Today in PT/OT).

Visit the website for a facility of interest, and learn as much about

the organization as possible before speaking with the interviewer.

Schedule your appointment at a time when you can view the staff in

action. Interviews are two-way interactions- it is as important for you

to learn if the facility is a good fit for you as it is for the

interviewer to determine if you would be a good fit for the facility.

Once you have an interview set up, check the location carefully and

arrive on time for your appointment. Business casual dress is

appropriate.

Be sure to bring at least 2 clean copies of your resume, as well as 3

or more work references including co-workers, those you have reported

to, and those who have reported to you. Contact your references ahead

of time to ask them if they are comfortable serving as your reference,

and to verify contact numbers.

During your interview, observe the staff at work and ask questions that

will help you understand what your normal work day would be like at the

facility. If you have the opportunity, spend a few minutes speaking

with current staff members.

If the interviewer does not volunteer what the next steps will be, ask.

Jot down your own thoughts and impressions immediately following an

interview to help you in your decision process.

Be sure to follow up with a thank you note to the interviewer after

your meeting.

Give careful thought to your goals and priorities in making a job

selection. Does the mission of the organization align with your values?

Once you’ve accepted a job offer, enjoy the excitement of the new

people and experiences you encounter!

I was able to avoid using recruiters at all until about 5 years ago,

however the constant stirring of the pot of available therapists led me

to do a combination of working with a select few recruiters and working

on my own. I always request that my contract with a recruiter allows

for a 3-month money-back/replacement clause... the length of the

introductory period provided to assess new employee fit. Even then,

I've had recruiters who did not honor their contract. You need to find

a small pool of recruiters that you trust- they are all making the same

cold calls, advertising and resource pools anyway... Some recruiters

offer a flat rate, some a %... you can negotiate on that as well. I

have personally gone to job fairs, sent out postcards, hosted continuing

education courses at our facility and puadvertised both online and in print in a

number of places- you'll have

to test the waters to see where you get responses... I have also used a

" retention bonus, " with increasing amounts payable every 6 mos for 2

years.

Telephone reference checks are important for me as well- I do them even

if a recruiter has already done so. I have a consistent set of

questions I ask, with opportunities to " read between the lines " on the

responses.

Hope some of this is helpful to those of you recruiting and those

looking for positions!

Melinda Nygren Pierce, PT, MS

Director of Rehabilitation

Presbyterian Homes

3200 Grant Street

ton, IL 60201

phone:

fax:

" Working to encourage older

adults to experience fullness

of life in community with dignity,

joy and the maximum level of

independence their health will allow. "

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