If you're looking to recruit a superstar physio or chiro, you need to know how to pitch them. In this blog post, we will discuss the best ways to pitch potential superstars and show them why they should work for your clinic. By following these tips, you can greatly increase your chances of recruiting your next superstar without breaking the bank.
Let’s get right to it…
First, you want to find their top 3 motivators before you even interview them.
You want to ask in your job post what is your career plan, goals, and wage expectations. Because you don't want to waste your time on someone who tells you their wage expectation is 150k and the max you can pay with incentives is 120k. There's no point even having a conversation.
Darryl, one of Canada's top physio and chiro mentors asks all his mentees this question. What's your wage expectation? The highest he has seen so far was $75k. Which is reasonable. And you know what they said their primary motivators are? Not one of them said money was their motivator. It was mentorship. It was on-site support and culture. That's it.
It’s no secret that clinicians can easily burnout if they’re not given the right support and mentorship at their clinic.
Once you have their primary motivators and their wage expectation is something you can afford, book a face-to-face interview.
During this time you take them through your compensation model where you show them the career growth. But remember a lot of people you’re going to hire are actually just looking to develop clinically. So you want to make sure you have two options. During your pitch for the people whose primary motivator is to develop clinically.
You want to take them down the career path. For example, the clinic management side, how to potentially become a junior partner and share the profits. Like completing a certification program, get their sports diploma. Become clinic lead, and manage multiple sites. So for this person don’t forget to explore this and how they can grow in your clinic.
For the person whose primarily motivated by money. You want to show them your compensation model. Talk them through how they can reach their financial goals in your clinic based on performance.
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If they say another clinic is offering a higher fee split or salary...
Tell them what you offer and let them make the decision. But educate them on what the risks are if they went a different route of what you're offering. For example, you offer mentorship and a better culture. Those other clinics don’t offer this. They make you figure everything out on your own but we are there to help you when you get stuck. You can actually hire a superstar for much less than they would get working for someone else if you have a better culture. And remember what physio's primary motivators were? It’s mentorship, on-site support, and culture. Not money.
So make sure you show the team. Show yourself with a patient teaching them something or you with a clinician mentoring them. Show pictures of your mentorship program and what it looks like for all people you interview.
Asking the right questions pre-interview can be the difference between a successful negotiation and a frustrating one.
When you're trying to recruit a superstar, it's essential to consider their motivations, goals, and wage expectations. If you can find out what someone's top three job motivators are, you'll be in a much better position to make them an offer that they can't refuse even if your competitors are offering more money.
If you'd like to hire a superstar clinician, visit ptharmony.ca. We find your ideal physio and Canada's top physio, Darryl Yardley mentor trains them for you. No more wasting your time sifting through bad resumes, meeting physios with unrealistic expectations, and spending endless hours training new physics. We do this all for you! Click here to see physios looking for a job right now.
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1. How do I create a better clinic culture?
This is a difficult question as culture is unique to each clinic. However, some ways to improve your clinic's culture could include offering mentorship programs, cultivating open communication among team members, promoting a positive work environment, and providing opportunities for professional development. Team building activities. Make sure to show team pictures when recruiting. Additionally, it can be helpful to regularly gather feedback from staff members and make changes based on their suggestions.
2. Where do I look for physios and chiros?
There are several online job boards and recruitment sites. You can also post on your clinic's social media pages or reach out to local universities with physical therapy and chiropractic programs. And one of the best places is your Instagram because clinicians spent a lot of time there. Plus it's a great way to show your clinic culture. Visit ptharmony.ca to see clinics hiring in your area.
3. What should I include in my compensation model?
This will vary depending on your clinic and budget, but some common components of a compensation model could include salary/wage, bonuses based on performance or successful patient outcomes, profit-sharing options, benefits such as health plans and paid time off, and opportunities for professional development. It's important to consider not only what will attract potential hires, but also what is fair and sustainable for your clinic.
Who is Rick Lau and CallHero?
Rick has built three 10 million dollar healthcare businesses over the past 15 years including a network of 127 clinics with over 1400 employees. He is one of the most sought-after mentors for clinic owners in Canada and USA where he helps owners double, triple, and even quadruple their profits by optimizing their clinic operations using his proven systems and leadership strategies. Plus, he has spent over millions in google and facebook ads during his career.
You can follow him on Instagram