What You Should Know About Working With a Recruiter

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.

Finding a great new job on your own is tough. Whether you’re trying to get back into the workforce or balance your search with a full-time job, knowing exactly what to do and finding the time can be a struggle. Luckily, there’s a recruiter out there who can’t wait to work with you.

If this is your first time teaming up with a recruiter, you might be skeptical or a bit nervous, but there’s nothing to fear. In fact, having a staffing professional on your side can be a major competitive advantage. Beyond gaining access to jobs not advertised to the general public, recruiters can help define your career path, sharpen your interview skills and so much more. Learn the basics of working with a recruiter.

Recruiters Want You to Succeed

Their approach might differ from what you’re used to, but rest assured your recruiter is 100 percent on your side. If they tell you to do something, it’s in your best interest, so please listen. As staffing professionals, they know exactly what hiring managers are looking for and are excited to share their knowledge with you. Open your mind to their advice and prepare to be pleasantly surprised by the outcome.

Communication is Key

To achieve a successful job search, you and your recruiter must be on the same page. Be honest about what you’re looking for in a new position, so they can find an opening that meets your criteria. Stay in close contact throughout the process, so they know where you stand on each opening. Touch base after every interview to share your thoughts, because even seemingly small details can help your recruiter better refine their search for your ideal job.

Professionalism is a Must

Recruiters choose who they work with, so you need to make a great impression. Many candidates assume interviews with recruiters are an informal affair, but showing up in shorts and a T-shirt without any copies of your resume won’t get you very far. When your recruiter sends you out on job interviews, you’re representing them, so they need to know you can be trusted to present your best self. Prove this by dressing professionally and arriving prepared for every meeting with your recruiter.

Every Recruiter Isn’t Right For You

Just as recruiters decide who they want to work with, you also have to determine if they’re a good match for you. Some staffing professionals will take on candidates from all industries, but others are a bit more selective. If possible, seek a recruiter who specializes in your field, because they understand what it’s like to be in your shoes. It’s much better to have a recruiter who understands your career path and has extensive contacts in your specific line of work.

Joining forces with a recruiter can be the best career move you’ll ever make. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

More than a formality, performance reviews are an essential way to touch base with your employees. This should be a positive experience for both you and the team, so if you don’t feel like anyone is getting much from it, consider switching things up.

As the boss, your staff looks to you for guidance. Giving robust performance reviews helps them learn and grow. Find out how to overhaul your current process and turn it into something people really value.

Hold Reviews Quarterly

In the past, performance reviews were an annual activity, but modern managers have found this frequency largely ineffective. These days, innovative companies hold reviews throughout the year, because waiting until June to critique something an employee did in December really doesn’t make sense. Increasing the frequency of reviews makes sense for everyone, but will especially please your millennial workers who crave feedback from the boss.

Provide Specific Feedback

Your employees aren’t mind readers, so be precise with your comments. For example, telling a staffer they’re doing an excellent job is nice, but doesn’t really explain what they’re doing well. Instead, offer praise on their compassionate bedside manner, error-free reports and willingness to pitch in and help the team wherever needed. Hopefully your review is largely positive, but always speak the truth, because glossing over problems helps no one.

Set Actionable Goals

When goals are vague, it’s hard to know how employees are progressing. For example, telling a teacher his students’ standardized test scores need to improve leaves a lot of room for leeway, whereas saying they need to improve 10 percent in the next six months makes your expectations clear. Set the tone for success by ensuring you’re on the same page with employees.

Define Evaluation Standards

It’s not fair to assess an employees’ performance without first explaining the scale. Explain exactly what you want from the person and how their performance will be evaluated. Describe what — if any — role they’ll will have in the process. For example, if you expect them to complete a self-evaluation, review the form and explain how the information will be used. Let people know what type of performance will be considered good, excellent and not acceptable, so they have all the information needed to choose their route.

Make it a Two-Way Discussion

A performance review should be a dialogue, so do don’t do all the talking. This is your chance to meet one-on-one with an employee and find out what’s working with their job, what they’d like to change and skills they want to acquire in the future. The meeting will not be productive if people don’t feel like they’re an active part of it. Use this time to deepen your manager-employee bond.

Effective performance reviews offer a host of benefits, including boosting levels of job satisfaction and retention rates. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.

Searching for a new job has always been nerve-wracking, but the information age brings another obstacle — your digital footprint. Before deciding whether to invite you for an interview, hiring managers will conduct an extensive online search to learn more about you.

If any disparaging information is found, you’ll probably be eliminated from the running, so you need to know what you’re working with. Prior to kicking off your job search, assess your online reputation and take measures to improve it. Follow these tips to create a presence sure to impress even the toughest hiring manager.

Carefully Guard Your Social Media Pages

Revealing too much about your personal life on public social media sites puts you at risk for offending the employer. Unless you’re using a Facebook, Twitter, or Instagram page exclusively for business, enable privacy settings that put the content on lockdown. Potential bosses do not need to see photos from your birthday party or your commentary on the latest “Game of Thrones” episode.

Establish a Presence on Authoritative Sites

If you don’t have a presence on social sites like LinkedIn, Facebook, Twitter, and Google+, consider changing that. Search engines view these sites as authoritative, so they get extra pull in the rankings. This is a great opportunity to turn your unused social media real estate into a platform that showcases your passion for the industry. If you’re not interested, at least claim your name, complete the profiles, and link them together to show the search engine they’re all connected to you.

Create a Website, Blog or Both

Personal websites and blogs also rank highly in search engines, so purchase a domain that includes your name and start writing. Having an online portfolio that highlights your skills, accomplishments, and professional background is also sure to impress employers. If you included a way to contact you through the site, you might even get some inquiries from interested companies.

Scroll Through Several Pages of Search Results

The first page of search results for your name might come up clear, but don’t stop there. Search several pages back to make sure all content presents a glowing picture of you. Older entries — such as those from your college days — might be pushed to the second of third page, so be thorough with your investigation to make sure you don’t miss anything.

Try to Get Negative Content Removed

If you do find content that could discourage a potential employer from hiring you, don’t panic. When possible, contact the site administrator and politely ask them to remove it. Of course, they’re under no obligation to adhere to your request, so if you’re unable to get your name off the page, push it down with other results. In this case, establishing a presence for yourself on all the major social media networks, creating a personal website and starting blog isn’t just a good idea, it’s a necessity.

Finding a great new job can be a challenge, even for talented candidates like you. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

Levels of attrition are higher in the healthcare industry than most other fields, according to TinyPulse, a company that offers employee engagement solutions. Of course, if your behavioral health firm is suffering from this problem, you’re already well aware of the issue.

It’s hard to effectively treat patients when you’re constantly focused on hiring new employees, training them and getting them acclimated to life at your facility. Learn how to combat attrition once and for all so you have more time to concentrate on patient care.

Focus on Work-Life Balance

Most behavioral health professionals don’t expect to follow a 9 a.m. to 5 p.m. schedule, but that doesn’t mean they can work around the clock. In this field — and the healthcare industry in general — professionals are often spread too thin, which ultimately leads to burnout. Avoid this by hiring enough staffers to ensure each person has a manageable workload. You can’t expect someone to treat patients effectively if they’re constantly exhausted and overburdened.

Provide the Necessary Tools

It’s frustrating to want to help your patients, but not have the necessary resources to do so. Many behavioral health professionals quit their jobs because they feel unable to make a difference. You can’t be expected to provide unlimited funding, but do your best to make investing in regular staff training and new technology a priority. When you give employees the tools to really help their patients, they’ll feel inspired, engaged and committed to staying put.

Pay Competitive Salaries

As naturally compassionate people, behavioral health professionals don’t choose this field for the money. However, the salary they earn dictates their standard of living, so you need to pay them enough to live comfortably. Use data from the Bureau of Labor Statistics to see how the wages you’re paying compare with similar employers in your area. If your compensation is below your competitors, it should be no surprise your attrition rates are high.

Do your best to pay people industry-average salaries or higher, but if you can’t, offer enticing perks instead. This can include anything from a generous amount of paid time off, to the ability to work from home on days they’re not seeing patients.

Hire the Right People

When hiring a new employee to join your team, skills fit isn’t the only thing that matters. Before anything, the candidate must have a personality that perfectly blends with your company culture. Someone might be your most promising candidate on paper, but if they don’t fit in with the team, they won’t last. Figure this out during the interview — instead of six months down the road — by asking behavioral interview questions and inviting multiple team members to be part of the interview process.

Having a high level of attrition is frustrating, but you can turn it around if you’re willing to make some changes. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.

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