On the Wrong Career Path? Use These Tips to Find Your Way

PsychPros Blog

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




If you dread going to work and spend each day in a perpetual state of boredom, it’s time to make a change. Many people devote several years — or even decades — to a certain field, before making the switch to something they’re truly passionate about.

Perhaps you chose the wrong career or maybe your interests have changed since you entered the workforce. Either way, you’re too talented to waste your time traveling down a career path you don’t want to be on. Learn how to switch gears to work you’re truly passionate about.

Take Inventory of Your Skills

Starting over in a new field might seem daunting, but you’re probably closer to a new career than you realize. Over the years, you’ve acquired a wealth of skills at various jobs, and many are likely transferrable.

Make a list of your skills so you know what you’re working with. When you’re finished, circle those you enjoy using the most and focus on jobs that involve this type of expertise.

Consider What Makes You Happy

A full-time job consumes at least 40 hours per week of your time, so it’s important to choose fulfilling work. Think about when you’re happiest, and allow this visual to guide your search for the right job and company culture. For example, if you’re most content when you’re working with people, you might thrive in a client-facing role at a company that measures success by customer satisfaction.

Explore Your Options

A career change is a big move, so take time to determine what you really want. Seek out volunteer roles like those you’re thinking about transitioning to so you can try them on for size.

Not just an option for college students, some companies might even allow you to complete an internship to see if a particular career is right for you. The last thing you want is to inadvertently steer yourself down the wrong path again, so give anything you’re remotely interested in a try.

Seek Guidance From a Mentor

Navigating a new career path on your own can be a challenge, so find a mentor who can help. Choose someone in the field you’d like to break into because they’ll have a wealth of relevant expertise you can benefit from. They can help you use your transferrable skills to find the best type of job to focus on. Starting in the right place is key, as this will serve as your base for future growth within the industry.

Your mentor may also be willing to share their contacts with you, allowing you to get an “in” with people who can help you get hired.

Don’t Fear the Unknown

Stepping out of your comfort zone is intimidating, but don’t allow anxiety about the future to hold you back. Breaking into a new career path will take a lot of hard work and energy, so be prepared to make some major changes. Feeling a bit anxious at first is completely normal, but you have to break through the unfamiliar to reinvent yourself in a brand new realm. When you’re settled and happy in a new field, you’ll be forever grateful you were brave enough to make this change.

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.




Your staffing partner leads your company’s hiring activities, so having a tight bond is crucial. The closer your recruiter is to your organization, the better equipped they are to find the right person for every job on your team.

Like any relationship, you need to put time and effort into your staffing partnership. Learn how to establish a solid rapport that allows you to build the best team you’ve ever had.

Make Sure You Have the Right Partner

Take a step back and evaluate your staffing partner’s specialties — if they even have one. Review their client list and recent placements to determine if they’re the right fit for your organization. Many firms are willing to take on clients in every industry, recruiting candidates from entry to executive level, but this approach doesn’t typically garner amazing results.

The best staffing agencies find a niche and stick to it. This allows them to really know the industry and develop a candidate pool filled with top talent who fit your needs. So, if your healthcare company is currently partnered with a general recruiter, consider switching to a niche firm that’s better aligned with your needs.

Give Plenty of Feedback

Recruiters aren’t mind-readers. It’s important to share your thoughts throughout the hiring process, so they know what’s working and what isn’t. Provide as much detail as possible on the job you’re trying to fill, your company culture, the ideal candidate and your hiring timeline.

If you don’t give your honest opinion, there’s no way for your recruiter to know if they’re meeting your needs. Their goal is to please you, so provide them with the information needed to exceed your expectations.

Be Open to Advice

As hiring experts, recruiters know exactly what it takes to recruit and retain top talent. Allow them to share their expertise with you, because their tips can make your team stronger than ever. They can use their knowledge to help you overcome staffing obstacles hindering your company’s success. For example, you might learn your lengthy hiring process is turning candidates away.

Take any feedback your recruiter gives you seriously because they have a unique vantage point. Following their advice can mean making great hires, so don’t turn a blind eye to issues highlighted.

Stay In Touch

When you need to fill a position, you reach out to your recruiter, but that shouldn’t be the only time you’re in contact. Give your recruiter a call or meet them for coffee on a regular basis. This allows the two of you to connect and discuss the latest happenings at your company. When they’re in-the-know about projects and new initiatives coming down the pipeline, they can keep their eyes open for candidates who might meet your future needs. This will make it easier to fill openings when you’re ready to do so.

A close relationship with your staffing partner will improve the quality of your hires. 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.




Before hiring a new employee, you want to make sure they’re reliable.A candidate might have the sharpest skills of the bunch, but if you can’t count on them to show up to work and do their job, adding them to your team will cause nothing but stress.

Truth be told, there’s no way to know for sure if a candidate will be reliable, but gathering the right information will help you make an educated guess.

Ask the Right Questions

No one will come right out and tell you they’re unreliable, so you must do some digging. During the interview, ask behavioral questions to find out how the person has handled certain situations in the past and why they’re interested in the job. Previous actions are typically indicative of future behaviors and current motives are important, so use their responses to gauge their dependability. Some great questions to ask include:

  • Tell me about a past situation where you had to meet a tight deadline.
  • Share a time when you were forced to follow instructions you didn’t agree with.
  • How do you keep your personal life from interfering with your work?
  • Describe a time you had a difference of opinion with a colleague and how you resolved it.
  • Why do you want this job?
Perform a Reference Check

People who have worked with the candidate in the past have first-hand knowledge of their work ethic, so take the time to conduct a thorough reference check. Some companies are only willing to provide employment verification, but if you can get a former manager, colleague or client to talk, their response can guide your decision. For example, if a previous boss tells you the person frequently missed deadlines, there’s a pretty strong chance they’ll fall into the same pattern at your company.

Carefully Examine Interview Behavior

Pay close attention to the candidate during the interview process because they might unknowingly offer clues about their own reliability. For example, anyone who shows up late, doesn’t promptly respond to emails or arrives unprepared is revealing their true self. The person won’t magically become more dependable if hired, so take their behavior at face value.

Be Selective With Your Sourcing Strategy

If you want to find serious candidates, search for them in the right places. Job boards typically reach a broad audience, meaning you’ll get a lot of replies from people looking for any decent opportunity they can get. Find the best candidates by teaming up with a staffing firm that specializes in your field. Recruiters are experts at reading candidates, so they’ll help you determine which ones you can trust.

Plus, when you partner with an industry-specific recruiter, you get candidates who truly want to work in your field. When their heart is in the job, people will give it their all. 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.




During a job interview, you’re not the only one in the hot seat. At the end of the meeting, the recruiter will turn the tables and let you ask the questions.

Inquiring about vacation days and work hours won’t make a good impression. Not only do shallow questions send the message you’re more interested in the paycheck than the job, they also keep you from learning key information to help you gauge your fit.

Stand out from the crowd by asking questions that show you mean business.

Is this a newly created position? If not, can you tell me where the previous employee went and describe them a little?

This multifaceted question can accomplish so much. It will indicate if the company is currently in growth mode — i.e., a new position — or explain what happened to the person who previously held the job. You might find out the former occupant was promoted or they couldn’t handle the long hours associated with the position.

Asking the interviewer to describe the previous employee shows you’re serious about the job because you want to find out what the two of you have in common.

How is performance assessed and how often is it evaluated?

It’s important to learn how the company measures success, to make sure their definition aligns with your own. This will stand out to a recruiter because it shows you’re trying to determine whether you’re the right fit. Taking it a step further and asking how often performance is measured indicates you welcome feedback as a way to learn and grow.

What are the company’s plans for growth in the next five years?

Recruiters want a candidate interested in both the company and the opportunity. Expressing an interest in the direction the organization is headed shows this is a place you’d like to build a future. Their response will also give you an idea of what you’d be in for if hired, so you can decide if you’re excited about what’s in store for the business.

If hired, how will I be trained?

Most job seekers don’t even think about new hire training until they’ve been offered the job. This question demonstrates your desire to succeed, if hired. These insights will allow you to determine if the training process is robust enough to foster success, and the recruiter will be impressed you’re trying to envision yourself in the job already.

How would you define the company culture?

Responsible candidates know finding the right company is actually even more important than the right job. The recruiter will be pleased you asked this question, because it displays your understanding of cultural fit and desire to make sure you’d mesh with the organization before accepting the job. Their response can either confirm you’re in the right place or keep you from making a huge mistake.

Employers aren’t the only ones who work with recruiters. 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.






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