Hiring is the hardest part of being a private practice owner, because it takes thought, planning, and practice to get right. The truth is, unless you’re lucky, you’ll run in to challenges with your hiring and employees throughout your time as the boss. These issues can typically be traced back to the hiring process, so it’s important to take the time to find the right fit for your practice. Not only will the therapist be working with your clients, but they will also be representing your practice and its values. Here are some dos and don’ts to consider when hiring a therapist for your private practice:
DO:
- Clearly define the job requirements and expectations. Before you begin the hiring process, make sure you have a clear understanding of what you’re looking for in a therapist. This might include their education and experience, as well as any specialized training or certifications.
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- Be sure to identify the expectation of how many appointments per week are required, like at least 18 per week. Part time clinicians (see 14 or less clients per week for example) can be a drain of your time and overhead (rent, software, etc.), leading to tight margins and sometimes profits turning into losses.
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- Conduct thorough interviews. It’s important to ask the right questions to get a sense of the therapist’s personality, style, and fit for your practice. Make sure to ask about their experience working with different populations, as well as their approach to therapy. You’ll want to keep questions consistent between candidates in order to compare apples to apples.
- Check references and licenses. It’s always a good idea to check references and licenses to ensure that the therapist is qualified and has a good reputation.
- Offer ongoing training and support. As a private practice owner, it’s your responsibility to provide ongoing training and support to your therapists. This could include supervision, continuing education opportunities, and access to resources. You can offer reimbursement for trainings, host trainings, reimburse their own therapy, etc. Just be sure to run it by your accountant first.
DON’T:
- Rush the hiring process. It’s important to take the time to find the right fit for your practice, so don’t rush the hiring process. Take the time to thoroughly review resumes, conduct multiple interviews, and check references before making a decision.
- Ignore red flags. If you have concerns about a potential therapist’s qualifications or fit for your practice, it’s important to listen to your gut and consider alternative candidates.
- Neglect to clearly communicate expectations. Make sure to clearly communicate your expectations for the therapist’s role in your practice, including their responsibilities and expected workload.
- Skimp on training and support. It’s important to invest in the ongoing development of your therapists, so don’t skimp on training and support. This will ultimately benefit both your practice and your clients.
