The Benefits of Hiring Candidates With Empathy

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

Behavioral health professionals provide support to patients in distress. Holding jobs such as nurses, therapists, psychiatrists, and social workers, they help patients manage serious conditions, including depression, mental health, and addiction.


These patients have bravely recognized the serious issues they face and are seeking treatment for them. Doing so can be very scary, intimidating and painful, so they need the support of an empathetic behavioral health professional.

Find out why empathy should always be a requirement when hiring behavioral health professionals.

Patients Feel More Comfortable

It’s hard to open up to a cold, gruff behavioral health professional. When patients are uneasy, they keep their feelings and symptoms bottled up inside, which serves as a barrier to treatment.

An emotional connection is needed to get patients to trust the person treating them. The kind and caring nature of professionals with empathy makes patients feel safe, allowing them to relax, so they can get the quality treatment they need and deserve.

They Want to Make a Positive Change

Empathetic people are on a mission to do good. They hate to see patients in pain, so they’ll do anything in their power to help. Expect them to put 110 percent effort into their jobs each day, because they recognize the importance of their work and don’t want to let their patients down. Their job satisfaction comes from watching patients take control of their health, so they can become the best version of themselves.

They’re Better Team Players

Behavioral health professionals work as a team. Sometimes this necessitates going above and beyond one’s job duties for the sake of a patient. Workers with empathy don’t think twice about this, because they truly have the patient’s best interests at heart. If they need to stay late to cover for a colleague or take on an extra shift, they’ll do it with a smile, because they realize their work truly makes a difference.

They’re More Self-Aware

Most people don’t have trouble owning their strengths, but many find it difficult to admit their weaknesses. Empathetic people are the exception to the norm, because they’re highly aware of their own capabilities. They know they’re not miracle workers, so they won’t promise something unless they know they can deliver. This helps to better manage patient expectations, as it can be frustrating for everyone if progress doesn’t happen as quickly as predicted.

They Have More Self-Control

Working in a behavioral health setting can be trying. Sometimes patients behave erratically and loved ones displace their frustration on staff. Clapping back is both unprofessional and unhelpful, but you can count on empathetic workers to keep their cool. They know outbursts in their direction aren’t really about them, so they’re able to brush these incidents off with ease.

Instead of becoming angry and defensive, they feel for people suffering through a rough time.

Proper training can turn anyone into a behavioral health professional, but only those with empathy will truly exceed in this field. 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

More so than ever, employers are really starting to understand the value of cultural fit.A candidate might look amazing on paper, but if they don’t have a personality that aligns with the team, they won’t last. Learning about your work style is a great way for interviewers to decide whether you’re a match for the team, so expect to be asked this question.

Prior to the interview, conduct as much research on the company as possible to make sure the answers you provide mesh with the needs of the team. Be mindful not to say anything negative about a previous employer, and when possible, provide examples to emphasize your point.

Clearly relaying your preferred learning and working style is a multifaceted process. Cover all the bases by touching on the following topics.

Method of Communication

Your favored form of communication — i.e., in-person, phone, email or chat — hugely impacts your work style. Plan your response carefully to ensure it fits the job. For example, if the position is largely people-facing, in-person is probably the best response, but if the job involves a significant amount of remote work, email or phone is the better answer.

It’s important for your preferred communication style to align with that of the team, because its entire flow will be disrupted if you don’t blend in. If an email-centric group of people have to constantly stop to answer your phone calls, it just won’t work.

Structure of Your Day

The manner in which you organize your time is very telling. If you’re someone who comes into the office each morning, prioritizes your tasks, and creates a rigid time schedule, you’re probably better off in a more predictable environment, subject to very little change. On the other hand, if you prefer to tackle assignments as they come your way, you would likely thrive in a fast-paced culture, where the focus can change on a moment’s notice.

Management Style

Things won’t end well if you and your boss are on different wavelengths. Unlike many aspects of a company culture, it might be rather difficult to learn much about the management style of the person who would be your boss. Even still, this is a time to just be honest. If you prefer a hands-on manager who provides significant direction and checks in regularly, this will be a problem if your boss is very hands-off. It’s better to find out what you’re in for now, than to get hired and realize it’s not a good match.

Amount of Collaboration

Some degree of teamwork is required at almost every job, but the amount varies. If you prefer to work in a collaborative environment, you won’t be happy if the vast majority of your day is spent on solo projects. This is an important matter to touch on, because you either enjoy group work or you don’t — there’s rarely an in-between on this one.

Choosing a job that fits your preferred work style is a must. 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

Defined as those born between 1981 to 1996, millennials are expected to become the largest living adult population in 2019, according to the Pew Research Center.Consequently, your team likely includes at least a few of these young professionals.

If you’ve grown used to managing a staff primarily composed of baby boomers or Gen Xers, you’ve probably noticed having millennial employees on the team has changed the dynamic. This tech-savvy generation was raised very differently than their predecessors, so you’ll need to adjust your management style to meet their needs.

Here are a few strategies to help you effectively manage your millennial workers.

Give Them a Voice

Millennials were raised by parents who always took their thoughts and feelings into account. Now adults, this mindset has transitioned to work, as they demand the same respect from their boss. Previous generations might’ve been content to let you do all the talking, but you won’t get that from millennials.

Give them a platform to share their ideas, thoughts and opinions. Having a voice will please them, and it will also benefit your business, as this group offers a fresh prospective. Much of your client base is likely composed of millennials, and no one knows how to reach them better than their own peers.

Promote Teamwork

When you’ve spent most of your career managing baby boomers and Gen Xers, it probably comes as a shock that millennials actually enjoy teamwork. Older generations avoided it at all costs, but as highly social creatures, millennials thrive in a group setting. When possible, allow them to team up, because collaborating on projects makes them feel energized and inspired. Incredible things happen when great minds come together, so prepare to be impressed.

Provide Regular Feedback

Until millennials came along, performance reviews were dreaded by the masses. However, this young generation actually craves them. Despite their reputation, millennials are actually hard-working professionals who aim to please, so they appreciate both formal and informal feedback as frequently as possible. Try to balance the bad critiques with the good, but be honest. Millennials have thicker skin than they’re given credit for, and they know raw feedback is the best way to learn and grow.

Offer a Solid Work-Life Balance

The ‘all work and no play’ mantra doesn’t work for the millennial generation. These professionals understand the importance of a balanced lifestyle, and they aren’t willing to sacrifice it for a job. Many have young families at home, while others want time to pursue extracurricular hobbies. If you require regular overtime and make it hard to use vacation days, expect a high millennial turnover rate.

Give Back to the Community

Millennials are on a mission to make the world a better place. Therefore, they seek out employers who give back. This can be in the form of doing meaningful work that makes a difference in peoples’ lives and making volunteering in the local community part of your core company culture. This generation is engaged by employers that make them proud to be part of the team, so focus on doing good.

Managing a millennial workforce is an adjustment at first, but in no time at all, you’ll wonder how you ever got by without them. 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

Job interviews aren’t designed to be a walk in the park. Hiring managers use this time to ask hard questions to find the best fit for their team, so expect to be put in the hot seat.

One question that tends to fluster candidates is, “Why shouldn’t we hire you?” Since you’re trying to impress the interviewer, this one might seem a bit out of left field, but you have to read between the lines. Your response will provide information about your personality and ability to mesh with the company culture, so crafting the perfect reply is key.

Give an Actual Reason

It’s tempting to say there’s absolutely no reason you shouldn’t be hired, but this won’t score you any points. Not only does it make you appear arrogant, it causes you to miss out on a key opportunity to showcase your fit for the job.

Learning as much as possible about the company culture prior to the interview is the secret to crafting a winning response (more on that later). When choosing a reason to highlight, share something that won’t put you out of the running for the job. Mention a flaw that isn’t pertinent to the position, as you don’t want the hiring manager to question your ability to succeed in the role.

Twist Your Words

The trick to sharing an actual flaw is choosing something that could be considered a drawback in some company cultures but is actually an advantage at this particular company. For example, if your research revealed the company has a highly collaborative culture, say you shouldn’t be hired if the position involves a great deal of solo work, because you thrive as part of a team.

This technique can be used to highlight a personality trait or a weakness, as long as you’re certain the perceived disadvantage is actually something that will be viewed favorably by the interviewer. It’s both creative and brilliant, as it provides the thorough response desired, but shifts a seemingly negative narrative in your favor.

Prepare in Advance

Some interview questions are relatively simple to answer without advance preparation, but this isn’t one of them. When getting ready for your interview, allot plenty of time to conduct background research and an intelligent reply for this question. Chances are, it will elicit follow-up questions, so try to anticipate those as well.

Share your response with someone you trust and ask them what kind of supplemental questions they might ask if conducting the interview. Covering all your bases is the best way to go into the meeting feeling prepared for this and any other tough questions that come your way. This will take some time and effort, but landing a great new job is well worth it.

Making a career move is a major life decision. 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

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