How To Hold Effective Interviews That Net Rockstar Employees With Nathan Shields And Adam Robin

[00:00:00] I want to see them get excited too. I want to see you get re-ignited about, like, yeah,

[00:00:06] I've been missing this. Like, this is exactly what I'm looking for. I'm looking for some

[00:00:10] out of who can help me get excited about work again and who can hold me accountable and push

[00:00:15] me and challenge me and help me be a better version of myself. And so when I can start seeing

[00:00:20] them get excited and start buying into the idea of like really going for what they really,

[00:00:25] really want. That's an indication to me that, hey, I'm having a good conversation with this person.

[00:00:30] This is a fun conversation. Welcome! You've entered the Physical Therapy Owners Club podcast.

[00:00:38] We're your host Nathan Shields and other successful PT owners and leaders share their

[00:00:43] experience and insights on how to build successful PT businesses. They'll share the stories of

[00:00:48] their paths to success and show you how you can also obtain greater freedom and more profits from

[00:00:53] your business. That's what the PT owners club is all about, greater freedom and more profits.

[00:00:59] There's plenty of room for you as well so come on in and join the club.

[00:01:06] Hello and welcome to the Physical Therapy Owners Club. I am Nathan Shields, Scott, my good buddy Adam

[00:01:12] Robin with me again. Hey partner, what's up? What's up Nathan glad to be here man. All right,

[00:01:17] I can't remember but there's been a few times over the past number of podcasts where I'm like,

[00:01:21] I don't think I ever did a topic regarding the blank, filling the blank right. I've been doing this

[00:01:26] for almost six or seven years now. It's amazing to think that there's plenty of things that I haven't

[00:01:33] actually discussed but I'm saying it again today. Today we're talking about something that I haven't

[00:01:39] really focused on I guess. That's a better way to put it and that is the interview. So much right now

[00:01:45] we're talking about recruiting for Physical Therapist because everybody needs a physical therapist

[00:01:50] and what needs to get done. And if you're still looking for a physical therapist, you need to be talking

[00:01:54] to Adam. You need to talk to Wilhelm Freeze. You need to talk to look at our previous podcasts about

[00:02:00] what it takes to recruit somebody. So figure that out but you brought this up Adam because it sounds

[00:02:06] like a number of our coaching clients. Maybe they're doing the recruiting process and now

[00:02:11] the interview is seemingly really clunky. Is that what you're seeing? You're seeing the interviews

[00:02:17] or just something's not going quite right. Well listen everybody's got their ideas about ways to

[00:02:22] do things and by the way this is Adam's ideas. I'm sure like if you listen to somebody else talk

[00:02:26] about it, they might have different perspectives but in my opinion, the hiring process has changed

[00:02:33] like you can no longer hire recruit and onboard PT's the same way anymore. What do you mean by that?

[00:02:41] So back in the day, you're too young dude. I'll tell you if it was back in the day so give me your

[00:02:46] two cents. PT's were abundant or more abundant, right? It's always been a struggle dude. How many times

[00:02:55] though have we been like it's not been like this? I will admit it's not like this. Yeah. We've got

[00:02:59] this idea that the interview is like a test. Yes. It's almost like are you good enough? Are you good

[00:03:07] enough? Like prove to me why I should grant you permission to work, right? And it's like we've got

[00:03:16] this. I don't know where that's come from but I think you can couple that up and doorway because

[00:03:23] really what we're doing is we're selling an opportunity, right? So we might have to start thinking

[00:03:28] about what do we need to create to close this client or this new hire or this candidate? How do we

[00:03:36] convince them? How do we enroll them in the idea of working with us and integrating them with our

[00:03:42] culture, helping them get what they want so that they would be happy and more excited about working

[00:03:48] with us, right? So it's more of a sales process. I really think that the recruiting piece is like how

[00:03:53] do I get the leads? And then the interview is like how do I close the deal? And so there's a disconnect

[00:03:58] there with how to show up the type of energy to show up the questions to ask, right? And the things

[00:04:04] that you're looking for. And I don't fault any of the owners for it because we've never been trained

[00:04:09] on how to do an interview. We've been part of the interview our entire lives and now you're asking

[00:04:13] us to do it. So we're just going to replicate what we think an interview should look like or what

[00:04:17] we've been through before, what we've experienced in the past. And we'll bring down some questions

[00:04:21] off of Google that tells what to ask, right? Part of it is I think a majority of it is the sales

[00:04:28] process. If you've figured out during the interview process, that person is a valid, that person

[00:04:34] is a value fit. So once they've shown that there are value fit. So we always talked about value-based

[00:04:41] hiring and value based firings. We would talk about our values during the interview process

[00:04:46] and while doing so, observing their body language, right? Some people talk about values and maybe

[00:04:52] they get a little bit more relaxed or they look at the walls and aren't engaged as much or

[00:04:57] we asked them about times in which they might have. So one of our values was growth.

[00:05:04] What have you done in the past year or two years to better yourself? What are some of the goals

[00:05:09] that you have for the next five years and what books have you read recently? Those would be things

[00:05:14] that I think would exemplify growth if they answered those in the affirmative. And then we do that

[00:05:18] with each of the values. And by this time, you've probably communicated with them once or twice. Are we

[00:05:24] talking specifically about the in-person interview or the phone interview? But in person.

[00:05:28] The in-person, yeah. So you probably talked to them a little bit. It may be it's virtual because

[00:05:32] they're on the other side of the country or whatever but it's that interview, right? We're talking

[00:05:35] about so you talk about some of those things and you want to hear about them. Ideally,

[00:05:41] they're doing most of the talking, right? Ideally, they're telling you all about them. You've done

[00:05:47] some insight. You've provided some insightful questions that require more than one word answers.

[00:05:52] I thought I was so cool because I'd ask, what do you think some of your weaknesses are?

[00:05:55] You know, I'm just you know, I expect in that one. Are you good enough? Here comes the left hook.

[00:06:01] Why should I choose you? What do you think some of your weaknesses are? Because everyone's

[00:06:04] going to say, what are your strengths? And I can't tell you how many times disappointedly people would

[00:06:08] say, I care too much. Come on. That's not an honest answer. But I agree with you. I think once

[00:06:17] you've determined this is a value fit and you've also laid out, I think part of it is, hey,

[00:06:23] these are some of our expectations in terms of productivity. Do you see a problem with that? Do

[00:06:29] you have any concerns questions about that because we don't need to go any further if you do.

[00:06:32] That's the price drop. Yeah, exactly. And so it's like, I got an amazing culture. I've got amazing

[00:06:39] people who wouldn't want to work for me. I mean, that's really the type of attitude you're talking

[00:06:44] about, isn't it? So the way that I look at things is like, I'm the owner and along this journey,

[00:06:52] I started to realize, and this is just for me in my company that I no longer had a physical

[00:06:58] therapy business. I had a coaching company and I coached physical therapists on how to

[00:07:06] get the most out of their career. I coached them on leadership. I coached them on setting goals

[00:07:13] and taking action, making an impact. I coached them on marketing, coached them on sales,

[00:07:18] coached them on performance. And you didn't say anything in there about treating patients. None!

[00:07:23] Nothing. Let the con ed do that. Right? So like, I have a coaching company and I coach others

[00:07:30] on how to run a physical therapy business. And whenever that shifted for me, I realized

[00:07:38] I have a product that I'm selling. I am selling like a greater possibility for the people who are

[00:07:44] looking for my opportunity, who are looking for the ability to like get re-engaging re-excited about

[00:07:49] their career. I have a company that can help them bridge that gap between where they are and where

[00:07:54] they really want to go in their career. And that's what I'm selling. Right? Give me an example of some

[00:08:00] of the things that you're saying when you're selling your clinic. So I'm going to give a shout out

[00:08:04] to Chris Smith. Chris Smith is a mentor of mine. You can check him out. He has a program called,

[00:08:10] Blitz called the campfire effect in that he has a sales process where that he calls the enrollment

[00:08:16] narrative. And so the first question I have is going to be like, hey Nathan, super grateful for

[00:08:23] you to be here today. Really interested in learning more about what's most important to you. Tell me

[00:08:29] what are your career goals? What do you really want out of your career? And what I'm doing there is

[00:08:35] I'm helping them to dream a little bigger about what's possible for them.

[00:08:40] What can I do with my career? Maybe I've had these career goals that I've let die, but I got stuck in

[00:08:45] the PT mill that I'm working at and I'm giving them the place to really like dream about what's

[00:08:50] possible for them. Right? And then once I can help them realize what they really really want

[00:08:55] and I can envision myself helping them get that. Now we're kicking glasses like I've heard

[00:09:00] everything that you're saying. And sometimes it's like, I've always wanted to get into pediatrics.

[00:09:05] I've always wanted to learn how to work with neurological patients and start a pelvic floor program

[00:09:11] like it's been a dream of that's why I've gotten that's why I became a physical therapist. And it's

[00:09:15] like really we don't have pelvic floor and our clinic. I would love to do that. Tell me more about

[00:09:21] what type of possibilities would that open up for you? Why would that make you happy?

[00:09:25] Right? I'm selling them on the idea of going after that. Yeah, you're not telling them what

[00:09:29] you can do for them. They're like, what would that do for your life if you had that opportunity?

[00:09:34] Just like you're selling a plan of care to your patient. You're selling, right? Along that journey

[00:09:41] you're going to listen to what they really, really want. You're going to listen to what's stopping

[00:09:45] them from getting there. You're going to ask some value-based questions to make sure there's some

[00:09:48] alignment there. But you can do the enrollment narrative and you can help people get where they

[00:09:53] really want to go. And you can also weed them out with some good value-based questions as well.

[00:09:58] I don't think Chris does this, but I think he does a version of it where some people have said,

[00:10:03] you know what? If at any point during this interview you feel like it's not going to be a fit.

[00:10:08] Just feel free to let me know and I'll give you the same courtesy. That way you don't have to

[00:10:12] feel like you're stuck for an hour. Isn't that kind of thing? But Chris's version is kind of like,

[00:10:18] hey, if at any point during this conversation I think that we can be a value to each other,

[00:10:25] I'm going to let you know that. Hey man, that's how I like to start it. When we frame up the

[00:10:29] interview and it's like, hey Nathan, I want to let you know today, I'm here to learn more about

[00:10:35] you. We don't even have to make any decisions today. Let's just get to know each other. And if it's

[00:10:39] a good fit, great. We'll talk about what it's like to work together and if it's not, that's okay

[00:10:44] too. We're going to have a follow-up appointment. At the end of this conversation we're going to

[00:10:47] decide if we're going to meet again. That's right. We're going to decide, hey do we want to have

[00:10:52] another conversation? We're decompressing the room like, hey there's no expectations here. You can

[00:10:57] let your guard down. I want to learn a little bit more about who you are. I want to be authentic

[00:11:01] with you. I want to be real with you. Next question. What's the most important thing in your career?

[00:11:06] How can I help you get it? Right. And you bleed them down that enrollment narrative and much more

[00:11:11] fun way to do an interview. I love the decompressing of it. Like, I'm not deciding right now if I'm

[00:11:16] hiring you or not. You and I are going to decide if we're going to have a second date. If we're

[00:11:22] going to have another conversation. And if you're not feeling it, great. That's fine. If I'm not

[00:11:27] feeling it, that's fine too. Let's just decompress and get to know each other. Have you found as you've

[00:11:34] done this that there's a point during the conversation where either it clicks and you're like,

[00:11:39] yeah I want this person. And have you had the other side of it where it's like, oh, I don't want

[00:11:45] this person. Have you had both experiences as you've gone through this? Yeah, of course. So

[00:11:50] everybody's going to have a little bit of a different culture. For me, I'm a culture of passion.

[00:11:55] I'm a culture of emotion. I'm a culture of excitement. Right. And so like when I'm asking these

[00:11:59] questions, I want to see them get excited too. Right. I want to see you get re-ignited about like,

[00:12:07] yeah, I've been missing this. Like this is exactly what I'm looking for. I'm looking for some

[00:12:11] amount of who can help me get excited about work again and who can hold me accountable and push me

[00:12:16] and challenge me and help me be a better version of myself. Right. And so when I can start seeing

[00:12:21] them get excited and start buying into the idea of like really going for what they really, really

[00:12:26] want. That's the indication to me that hey, I'm having a good conversation with this person.

[00:12:31] This is a fun conversation. Instead on the opposite end of what I hear for people who aren't a good fit

[00:12:37] for me are, I just want a job. I'm just looking. I just need to pay my student loans. Yeah. You know,

[00:12:44] I just want to like come in. Listen, I got about three or four more years to work and then I'm

[00:12:48] going to retire. And I just want to like, I don't want to get into all that stuff. Those are no

[00:12:52] goes for you. Those are no goes. You're going to have a hard time fitting in in my company.

[00:12:58] Because we're a team of go getters and we're looking to grow. That's going to be a hard fit.

[00:13:04] You're going to really bog us down and we're going to bog you down. We're going to overwhelm you with

[00:13:08] all of our energy and our excitement. Before we jump into the next episode, let's talk about something

[00:13:17] I think we'd all like a little more of and that is money. As a PT owner, I know how hard it is

[00:13:24] to increase your revenue without spending more on marketing or trying to attract a flood of new

[00:13:29] patients. And let's face it, you're already stretched then trying to run your clinics.

[00:13:33] But what if there was a proven way to increase your revenue 10% in just 30 days with minimal effort?

[00:13:39] Better yet, how could you use the additional revenue in your business? Maybe you could hire another

[00:13:43] PT. You could start saving to open a new location or my personal favorite invest in yourself by hiring

[00:13:50] a business coach. Regardless of how you choose to spend it, a 10% bump in revenue can have a huge

[00:13:55] impact on your business. And that's why I created how to increase your revenue 10% within 30 days.

[00:14:02] A free guide to help you boost your clinics revenue and see big changes to your bottom line by

[00:14:06] tracking just one simple statistic in your business. And here's my big promise. When you follow

[00:14:12] the three steps I lay out in the guide, you're going to see up to a 10% increase in revenue

[00:14:18] in 30 days. This revenue boosting strategy is the same one I teach inside my one-on-one coaching

[00:14:24] program for PT owners. But it's my gift to you just for being a listener to the show. So head over

[00:14:30] to ptoclub.com to download your free copy of how to increase your revenue 10% within 30 days. And

[00:14:38] again, that's ptoclub.com. After you download it and implement it, feel free to reach out to me,

[00:14:45] schedule an appointment with me on the same website, schedule an appointment with Nathan,

[00:14:49] and let me know how it went. And we can talk about next steps. That's ptoclub.com.

[00:15:02] I know this isn't what we're talking about specifically today, but how do you make the transition

[00:15:07] between the recruiting efforts that you're doing to that call? I know you work a lot on LinkedIn.

[00:15:12] Is it just like, hey, let's jump on a call sometime and it ends up being this call? Or what does

[00:15:15] that look like? Yeah, so like what I'll typically do is I'll first do a quick phone screen.

[00:15:21] Oh, okay. So you are doing a little bit, you're doing something now.

[00:15:24] Yeah, it'll be a quick phone screen. 5, 10, 15 minutes. 15 minutes tops. Hey, I've got 15 minutes.

[00:15:31] And I just want to ask you a few questions to see if you want to come in in person. Right? And so

[00:15:34] we're basically just scraping the surface of that. What are some of those questions like? Hey,

[00:15:39] what do you live? You have any career goals? Why what's the transition for? What's your background

[00:15:44] like? Where'd you go to school? What's your background? Yeah. Hey, listen, you know, I don't know if

[00:15:48] this is a good fit or not, but I'd love to meet with you. You have time next week to sit

[00:15:52] for a couple hours. Okay. So you're massaging the recruiting cycles and working that strategy

[00:15:58] and plan. And then you're doing a 15 minute max phone interview. That leads to this interview

[00:16:05] right here, right? Correct. And at this time, I'm either interested or curious if I don't have

[00:16:12] a good feeling on that phone call, but I don't feel excited about the idea of meeting with them,

[00:16:17] then they probably wouldn't make it to the interview process. Right. So you're screening along the way.

[00:16:23] Correct. Yeah. I see. Interesting. I'm sure people are like, what are you doing on the recruiting

[00:16:28] side? Yeah, we've done the podcast episodes on that. You're just going to have to go back and find

[00:16:32] those. Yeah, we're talking about listen, look in your phone book or look in your cell phone all

[00:16:38] of those things. We have a phone book anyway. Yeah. Contacts. Yeah, exactly. Look at

[00:16:45] about 35 to 40 pts in there that you've been working with over your career. Oh, calm up. There

[00:16:51] you go. That's how you get leads. You're going to be in the call call. Is your network?

[00:16:54] Leverage. Yeah, I have lunch with them. Sit them down and ask them what their goals are.

[00:16:58] There you go. You got 20 leads right there. Find your PT school alumni that you can reach out

[00:17:04] to people in your class, right? I like it. Leverage. So getting back to that interview specifically

[00:17:10] that we're talking about, we decide okay, we're going to have another conversation. What is the general

[00:17:15] format for that conversation? Are we talking about numbers and terms at that point? What is that

[00:17:20] looking like? Yeah. So typically, what will happen is it's been transforming over the last couple

[00:17:26] years. But what will happen is I invite them in for a two hour working interview slash in person

[00:17:32] interview. And it's like, hey, welcome to the clinic. Let's get to work. I'm talking about right after

[00:17:38] you say, are we going to have a second date or are we going to have another call? So that second

[00:17:42] call is setting up this working interview. I'm assuming like if people are out of state and they're

[00:17:47] calling you about your job. Yeah, yeah. So this is after the phone screen? Yeah. So you did the 15

[00:17:51] minute call. You did the call about telling about your life and dreams. We're going to decide if we

[00:17:55] have another call is the next call the in person two hour block? No, no, no, that's going to be

[00:18:02] the in person piece. So we'll do a 15 minute screen from there. They're coming in for a two hour

[00:18:08] interview with me. But we don't necessarily have to make a decision when if we're going to work

[00:18:13] together or not during that time. Oh, so you're wrapping that initial in person interview into your

[00:18:18] two hour screen like job shadow that kind of stuff. So part of the interview in your situation

[00:18:24] because we would do two separate things and I don't know if it matters either way. But we would

[00:18:29] have an in person interview. And if we liked them then we didn't bite them back for the two to four

[00:18:35] hour or shout job shadow kind of thing. But you just wrap it all up in one. I do. And the reason why I

[00:18:40] do that is I do think that it's important to take your time. I also think that the more practice

[00:18:48] that you have with hiring the better you get at it. And I also think that in today's climate

[00:18:53] you can get time to wait. If you want to close a deal, the speed to closure is an important factor

[00:18:59] because there's so many hooks on the water and if you let that candidate this could be your next

[00:19:05] clinical director that helps you open up the next three locations. Right? So like

[00:19:09] the sense of urgency behind getting to the offer should be there. Like we need to get there as

[00:19:14] quickly as possible. That's a good mindset to have. I mean, you can't do all this recruiting effort

[00:19:20] knowing that it's hard to find physical therapist and then take your time and then like pump the

[00:19:24] brakes once you get to that point. That's not a good idea. Yeah. So I think it's really,

[00:19:29] really important to get to that is a little bit quicker. I like what you're doing as well because

[00:19:33] we got to recognize we got to respect people's time then to like come in for an in person

[00:19:37] interview and then separately come another time for a job shadow and highly recommend the job

[00:19:43] shadow, by the way. I wouldn't hire somebody without it no matter what the position. This just

[00:19:47] takes more time. It's kind of hard. So to do it all at once, I like that idea. Knowing your clinic,

[00:19:52] you're not the person that they're shadowing. No, no, no, we got to get the team involved. Right? Because

[00:19:58] here's the thing, the beautiful thing about getting... You're going to hire some knuckleheads.

[00:20:04] If you've been in business and any length of time, you're going to hire some knuckleheads who you

[00:20:07] shouldn't have hired. But those are also good because you get to learn. You and your team get to

[00:20:13] learn. It's like you remember that list of people that we fired, remember what they were like?

[00:20:18] Remember the old, all those indicators that we learned? We don't want that anymore, right? So now your

[00:20:23] team is becoming more aware and they're starting to be like, ah, red flag here. So I think the key is

[00:20:31] hire a little bit quicker, but make your onboarding process a little bit more rigid and less risky.

[00:20:38] After the hire? Correct. Right? So instead of like spending 90 days of like a bunch of rigorous

[00:20:46] onboarding, let's get to work pretty quick and let's see if this is a good fit. So even the initial

[00:20:51] 90 days of employment is still like a probationary period. Like if you don't make it through the 90 days,

[00:20:57] it's like on to the next, right? Let's leverage that 90 days to make sure this is a fit. Let's not

[00:21:02] drag our feet there either. Correct. Yeah, I get it. I love the job shadow and I'm surprised how

[00:21:08] many people don't do it, but it is not a very common practice. And so I wish more people would do

[00:21:12] it, especially after listening to it because it whether it's following you, if you're the only provider,

[00:21:17] that's fine. Ideally, they're following another provider if you have one in the clinic because it's

[00:21:22] at that point when they're appear to appear that they can let their guard down a little bit and you

[00:21:26] can get a true or sensitive who that person is. They're going to say things and do things in front

[00:21:30] of someone else that they wouldn't do in front of their due or say in front of their interviewer,

[00:21:34] right? And we miss some bullets. I mean, a couple of hires because I thought after the interview,

[00:21:40] this was great. And then found out afterwards from the team like no she did this and that and she

[00:21:47] said that and or they were on their phone and didn't even engage with us or the patients. And so

[00:21:53] yeah, I'm glad we missed some of those people. It was a good filter. It's a great filtering process.

[00:21:58] I wouldn't say it's good. It's a great filtering process. You have to go through those

[00:22:04] to become more aware of what they look like during your interview process, right? And you also

[00:22:11] have to understand like I think that as you do more and more interviews, you start to

[00:22:17] get really, really clear on the type of avatar you're looking for. And you also start to get clear on

[00:22:25] who's your avatar in disguise? Right? Who's the person that kind of looks like your avatar but

[00:22:31] also has this other evil villain behind the curtain? You know what I mean? Like maybe they're a

[00:22:36] little passionate. They're high energy, but they're also like super anxious and get really,

[00:22:39] really overwhelmed all the time. Right? So like you can mistake those two. Right? So really

[00:22:44] understanding who your avatar is and also the chameleon in the group, if you will.

[00:22:48] There's a beauty behind as you've lived, as you've expressed and hired and fired according to

[00:22:54] your values that you start naturally developing a culture. And during that shadow is also a time

[00:23:01] for them to experience that culture. And if they are not a fit, then they will self-select.

[00:23:07] I love the job shadow because of that. And hopefully more people do it. Now, I'm assuming you're going

[00:23:13] from interview to job shadow. Are you then like sending them off and getting the teams input

[00:23:19] and coming back to them a day later? Is that kind of how it goes after that? Yeah, so we typically will do

[00:23:26] job shadow interview. Oh, they're job shadowing first and then the interview. Okay.

[00:23:31] Correct. Then the interview, right? Because there's a great opportunity for you to be like, so what

[00:23:35] do you think? Oh yeah. What do you think about that? Right? And so what I'll do is like, I don't necessarily

[00:23:42] do all the interviews. But if it's a great fit, if it's just a knockout home run, then we will

[00:23:48] present an offer most of the time we don't because during that interview and during that shadowing

[00:23:54] process after I have an opportunity to talk to them about what's most important to them and I get

[00:23:59] them excited about that. Then I get to ask them like, what do you think about working here? And if

[00:24:04] you've served them well, if they're a good fit, if they're aligned with your values, and you've

[00:24:10] helped them realize what's most important to them, like they should naturally be more connected to

[00:24:15] you and the idea of working for you. Right? If they're a good fit. And what you want to hear is like

[00:24:21] this place is amazing. Like I've like learned more about the dreams that I've let go and like I've

[00:24:26] really learned about what's most important to me here. Like I can see myself really growing and

[00:24:30] I can see how this you can get the best out of me. I would love to consider working here. You

[00:24:35] want to get that because guess what you get to do now? Well, we have to think about it. Let me

[00:24:42] think about that for a little bit. Right? You get to put up the little exactly you get to pull back.

[00:24:49] Now you've served them right. Now you get to pull back and be like well, we do have some expectations

[00:24:56] that are going to be required to work here. So like is it okay if we go through those

[00:25:01] productivity, right? All the things that you don't want to go right now. Like you start with what they

[00:25:07] want and then you end with what you want. Nice transition, bro. Nice transition. At that point

[00:25:13] it's like yeah, what do you think about that? Like I want to help you get this but these are some

[00:25:17] of the things that we would need for that to be an even exchange. What do you think about that?

[00:25:20] Yeah, that sounds fantastic. I can totally get on board with that. Right? Okay, fantastic.

[00:25:26] Let's talk about what an offer would look like. So what your dream offer look like and you can

[00:25:32] kind of get that picture then it's like okay, great. I'm going to talk with my team and we're

[00:25:36] going to put together an offer. I want you to really think about if you have any more questions.

[00:25:39] I'll give you a call tomorrow and we'll talk about what we can offer you. Cool. All right, great.

[00:25:45] That's kind of my process. Speed. I love it. And to speak to your process a little bit like how many

[00:25:51] people have you hired in the past? Let's say, I don't know. We're in March right now. How many

[00:25:56] PTs have you hired this year? PTs none haven't had to several PTAs have hired four speech therapists

[00:26:07] in two OTs. So over a four or five six in the past two plus months. Yeah, so like just two weeks

[00:26:14] ago we hired three therapists. Wow, it's impressive. But you don't have an issue with finding physical

[00:26:20] therapists either, which is crazy. No, I have four candidates who are in our pipeline and we're

[00:26:24] going to make an offer. We've got several interviews lined up. So yeah, we're doing well with it.

[00:26:28] All right. Cool. Impressive, dude. Well, more do you want to say about the interview process?

[00:26:33] I think we covered like soup to nuts almost after the marketing. Like is there a way you have

[00:26:38] bumbled things after that interview and the offer? Yeah, I think that the biggest mistake that

[00:26:43] you can make is get really, really like get too excited about a hire. Right? So like if you get

[00:26:49] really excited and you really want to send out an offer right there, that could come back to

[00:26:55] bite you. Right. In my opinion, I think it's a good idea to kind of sit back and wait and digest

[00:26:59] and talk with your team about it. Have a little bit more reflection about the experience.

[00:27:04] I have made mistakes sent out an offer a little bit too quickly. The other thing is like main takeaway is

[00:27:12] it's a sales process. It's not an interrogation. It's not a test. All you're trying to do is help

[00:27:22] you and the candidate get really, really clear on what is most important to them and what would their

[00:27:28] dream outcome look like? Because if you know what they want, then you know what they value.

[00:27:33] You know their intentions. If you can do that and you can help them realize what they really,

[00:27:38] really want. If they're value aligned and you can help them get there through mentorship or whatever

[00:27:42] it is, then try to find ways to make that work and don't find ways not to make it work. I think

[00:27:50] there's opportunities there, especially for some of the younger PT graduates where they have

[00:27:54] student loans or an issue. And if they might ask do you have a student loan repayment program?

[00:28:00] Nope. Well, let me look into it. Don't say that. Just say let me look into it. Tap into our

[00:28:05] network and we can help you figure out what our appropriate student loan repayment program might

[00:28:10] look like. Don't just off the cuff say no, I can't help you there. Well, if you what you can do,

[00:28:15] just say, oh, I'm going to look into that. So Nathan, let me ask you a question. Let's pretend

[00:28:19] like you own a practice and this candidate walked in rock star. The next will Humphries. Right?

[00:28:29] The next will Humphries. And they said, I would take this job and just help you blow this company up.

[00:28:38] If you could help me with student loans, would you be willing to do that? I'm going to find a way.

[00:28:41] Oh, you're going to find a way dang it. You know what I mean? Like of course. So the response is like

[00:28:48] will we don't have a student loan program but for the right people, I would love to support you

[00:28:54] with that. I will write it in the contract but I will have something for you within the next three

[00:28:58] months. There you go. Right? Like let's create a possibility here. I love it. Yeah, there's opportunities

[00:29:06] and I think that we just need to be open to them. I love your conversation about how to structure

[00:29:10] that conversation. And I think we could all do a little bit better on the interview process to just

[00:29:16] like let's let our guard down and get to know these people. And let's make sure that we like

[00:29:21] them. Let's work with people that we like. That's something that I've learned over time is

[00:29:26] I want to work with the people that I like being with outside of business because these are

[00:29:32] people you're going to be around for a long time see them more often than your family, especially

[00:29:37] as a small clinic. So you better like them a lot. And almost never not works out if you like them

[00:29:44] and if they like you. Right? At least you respect each other. Yeah. Like I'm willing to give a

[00:29:50] little you're willing to give a little we've got some common goals. We see things similarly. I

[00:29:55] want to support you. You want to support me like how do you not? That's a hard thing to beat. Right.

[00:30:00] Yeah. Everyone wants to work with people that they like. They consider family and enjoy being around.

[00:30:06] So cool man. Anything else you want to add? Come in, not at all. I think it's really wise for

[00:30:12] you to just sit and think about what you're saying on the interview, what your intention is.

[00:30:16] Just be mindful that you're selling an opportunity. Right.

[00:30:19] Gotcha. Well, if they have questions, they can reach out to you at them at ptoclub.com or

[00:30:24] mean Nathan at ptoclub.com or check out the website and book a business call with us. We can

[00:30:29] talk you through it. Absolutely. Don't forget to check out the Facebook group.

[00:30:33] Tons of content in there free resources for those who will join the group. Yeah, we'd love

[00:30:37] to have you hang out with us there too. All right. Thanks man. All right, buddy. Peace out.