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What does a thorough, intentional hiring process actually look like behind the scenes? How do you make sure you’re hiring not just a qualified clinician, but the right fit? Once you’ve found the right person, how do you set them up for success from day one?
In this podcast episode, Joe Sanok gives an update on building Great Lakes Online Counseling, including reference checks, hiring paperwork, and offer letters.
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In This Podcast
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Heading into the onboarding process with a new candidate
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Questions to ask references
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Moving on to the offer letter and the hiring process
Heading into the onboarding process with a new candidate
Joe’s found a candidate for Great Lakes Online Counseling, the first hire in week 12!
The process has looked a little something like this so far:
- After the first interview, Joe received their licensure
- Joe requested their references
- After setting up a Google Doc and a list of questions, Joe reached out to their references and had brief, 15-minute conversations with them about the candidate
Questions to ask references
I texted them, and I also emailed them, and I said, “Hi … You’re listed as a reference for this candidate for the role as a counselor… I’d like to ask you a few questions regarding their fit for the role as counselor.” (Joe Sanok)
During the call with the references, Joe keeps a Google Doc to note what gets discussed. Some of the questions he asks may include:
- In what capacity do you know the candidate?
- Can you tell me about a time that they handled a complex or high-risk client?
- How would you describe their ability to build rapport with clients who could be disengaged or hesitant?
- What kind of feedback did they receive well, and where did they tend to get stuck?
- If you had a full caseload of clients tomorrow, which type of clients would you feel most confident assigning to them, and which would you hesitate with?
I’m not trying to get at, “Oh, they’re bad at this kind of client.” It’s really [about] … I want to have them in this position be at their best, and their most alive. I’m a firm believer that the work that we do … should be aligned with what lights us up. (Joe Sanok)
Moving on to the offer letter and the hiring process
Below are some snippets from Joe’s hiring packet that he received from Bodman Law:
1 – A corrective action form
2 – The employee hiring contract
3 – The employment agreement, which includes stipulations on payment and duties
4 – The offer letter, with exempt and non-exempt
Once these are laid out and discussed and signed with the candidate, it’s ramping up the systems to get going!
Really, [I’m] starting with boots on the ground. I am going to do in-person networking. I also want to reach out to folks that are throughout Michigan [who] aren’t necessarily able to come in person … and virtually connecting with people. (Joe Sanok)
Sponsors Mentioned in this Episode:
Use the promo code POTP for a free trial. You’ll receive waived credit card fees for your first $2500 in charges. Time to thrive with Thrizer in 2026!
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Resources mentioned in this episode:
Work with us one-on-one!
Sign up for Group Practice Boss!
Check out these additional resources:
- The New Rules of Marketing for Therapists with Andy Crestodina | POP 1356
- Practice of the Practice Network
- Group Practice Launch
- Group Practice Boss: www.practiceofthepractice.com/grouppracticeboss $149 a month
- PoP Group Practice Owners Facebook Group
- Free resources to help you start, grow, and scale
- Work with us
- Practice of the Practice Network
Meet Joe Sanok
Joe Sanok helps counselors to create thriving practices that are the envy of other counselors. He has helped counselors to grow their businesses by 50-500% and is proud of all the private practice owners who are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.
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