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Why should you chuck out the standard job description? What is the current hiring market like for private practitioners? What does it take to attract top-quality clinicians into your practice?
In this podcast episode, Joe Sanok speaks about how to make the perfect hire in your private practice with Fletcher Wimbush.
Podcast Sponsor: Therapy Notes
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Meet Fletcher Wimbush
As the CEO of The Hire Talent and Wimbush & Associates, Inc., Fletcher Wimbush has interviewed over 10,000 job applicants. In addition to Talent Acquisition, Fletcher co-authored a book with his late father, “Hiring Talent Team Players: a guide to getting it right”, created the “Power Interview Guide”, the most effective 30-minute interview ever of all time, and he and his team have published numerous scientific journal articles on talent assessment and been a contributor across various media channels.
Visit Discovered ATS and connect on YouTube and LinkedIn.
In This Podcast
- The current hiring market for a typical private practitioner
- “Throw away the job description!”
- Attracting experienced practitioners
- Some common hiring mistakes
- Fletcher’s advice to private practitioners
The current hiring market for a typical private practitioner
Depending on the role you are hiring for, you will obviously be looking for a certain experience, expertise, background, or education in your top candidate.
There’s more demand for your services than there are these people, so it really requires employers to get clear about their value proposition and think about the other person in the equation.
Fletcher Wimbush
There is currently more demand than supply: many private practices are looking to hire practitioners but they can be tough to find.
The best thing that you can do as the owner that is hiring is to get specific about what – and who – it is that you are looking for.
Take a further step, and think about what the other person is looking for – what is your ideal hire seeking in you, and can you offer them those things?
People are always looking to grow, [we’re] human beings … it’s human nature to want to evolve ourselves.
Fletcher Wimbush
What can you offer your prospective hires in terms of allowing them to develop within your company? You can hire them to help you grow your business while you can offer them skills and experience that they can use in their personal career too.
“Throw away the job description!”
Throw away your job description and think about how you market your jobs as an advertisement, the same way you would market anything else. It should be compelling, it should speak to your target audience, [and] it should be a message that talks about them and helps them see themselves in that role in your world.
Fletcher Wimbush
The best way that you can get new prospective hires to see the place that they would fulfill within the world of the company is for them to understand the “why” of the company.
The greatest success would be if this person resonates and shares this “why” with you and your team, and that’s why it’s one of your greatest marketing assets: it will attract the right people to you.
Attracting experienced practitioners
You might be wondering how you hire skilled and experienced clinicians when they may be thinking of starting their own practices. How would you hire them if they are comfortable going solo?
If they are interested in working with you but are unsure, highlight the pros. Be honest about the bigger picture while reminding them of the benefits.
You should be dropping subtle hints about the value proposition of your organization.
Fletcher Wimbush
Some common hiring mistakes
- Creating a performance-based job description: most job descriptions are lists of tasks, abilities, or requirements like a “laundry list of demands”.
Instead, you should be thinking about the objectives and key results, and the KPIs (key performance indicators) and allow people the personal autonomy to get to those paths.
Fletcher Wimbush
- Not listening enough: use your therapist skills to listen for what the other person is looking for on their career journey. Will they be a good fit for you, and will you be a good fit for them?
- Not providing feedback: you can provide feedback on the process to your prospective candidates, and create that conversation. Great business is professional and humane, so keep the conversations going because that’s where you both can learn.
Fletcher’s advice to private practitioners
People have the option to do this on their own or to work for someone else, so you have to be clear on your value proposition. Get clear on what you offer, why it is important, and why you are making it available to your employees.
Books mentioned in this episode:
Sponsors Mentioned in this episode:
- Trust me, don’t waste any more of your time, and try TherapyNotes.
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Useful links mentioned in this episode:
- Visit Discovered ATS and connect on YouTube and LinkedIn.
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- Niching Up: The Narrower the Market, the Bigger the Prize with Chris Dreyer | POP 886
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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 that are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.
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