The 5 Buckets Of Recruiting - Practice Owners Manual Series Part 8

[00:00:00] You don't want to write the job out in a way that's like, here's all the criteria of why we're so cool.

[00:00:04] What you really want to do is write the job out in a way that's like, hey, this is who we are.

[00:00:09] This is what we believe in.

[00:00:11] This is what we stand for.

[00:00:13] This is the mission that we have.

[00:00:15] This is what we're super committed to.

[00:00:17] And if all of any of those things sound of interest to you,

[00:00:20] we'd love to have a conversation with you.

[00:00:25] Welcome, you've entered the Physical Therapy Owners Club podcast, where your host, Nathan

[00:00:30] Shields and other successful PT owners and leaders share their experience and insights on how to build successful

[00:00:36] PT businesses.

[00:00:38] They'll share the stories of their paths to success and show you how you can also obtain greater

[00:00:43] freedom and more profits from your business.

[00:00:46] That's what the PT owners club is all about.

[00:00:48] Greater freedom and more profits.

[00:00:50] There's plenty of room for you as well.

[00:00:52] So come on in and join the club.

[00:00:57] Hello, everybody, and welcome back to the next episode in our series of the quintessential

[00:01:02] Bulletproof Practice Owners Manual for Success.

[00:01:06] Hopefully you appreciated the previous episode took lots of notes.

[00:01:09] Did some homework?

[00:01:11] Now get ready to do some more work on your business.

[00:01:14] Get out Padden Paper and let's go.

[00:01:16] Hello, welcome to the Private Practice Owners Club and we are into it now with episode

[00:01:22] number nine of our private practice manual series.

[00:01:26] I always get it wrong.

[00:01:28] Private practice owners manual series.

[00:01:31] We've had an essential.

[00:01:32] Exactly essential, the superlatives.

[00:01:35] We've had eight thus far.

[00:01:37] We're in number nine today.

[00:01:39] We talked about a ton of topics as it pertains to establishing a well-rounded and well-established

[00:01:45] private practice and highly recommend you go to those previous episodes.

[00:01:50] We've done plenty of them, so check them out.

[00:01:52] But back with me is Adam Rodham.

[00:01:53] Thanks for joining me, man.

[00:01:55] Thanks for having me here, man.

[00:01:57] Just grateful.

[00:01:57] grateful to be here.

[00:01:59] All right.

[00:02:00] Yeah, because we're talking about something that you're an expert in today.

[00:02:03] And that is recruiting.

[00:02:05] Yeah, you're an expert in recruiting.

[00:02:07] I think if there's two experts I know in my life about recruiting for physical therapists,

[00:02:11] specifically, well, you actually recruit for OTs and speech as well.

[00:02:15] But it's you and Wilhelm Freeze.

[00:02:16] You guys have it dialed in.

[00:02:18] You know how to do it.

[00:02:18] You've hired how many people this in the past eight months of 2024?

[00:02:24] 13, 13 providers, which to me is unheard of.

[00:02:28] I've heard nothing like that from other providers that I've talked to and worked with.

[00:02:32] So yeah, you know how to do it.

[00:02:34] And we purposefully did not include this in part seven.

[00:02:38] That's seven episodes one and two part seven related to practice management and the general structures and the employee experience.

[00:02:47] This we left as be used under itself and deserves a full episode because there's a lot of difficulty when it comes to recruiting for providers.

[00:02:56] And I'm sure it's across the board not just in PT, but OT speech and unayment mental health.

[00:03:01] There's plenty of work that goes into recruiting.

[00:03:05] And it's something that as owners were not necessarily used to, we think that the one and only way to do it typically is just post an ad on indeed.

[00:03:16] Maybe happen student once a year or something like that and if you're lucky they join your team.

[00:03:20] But there's so much more to it.

[00:03:22] So I'm glad that I have you to really relate exactly all the things that you can do and should be doing if you're desperate for a provider.

[00:03:30] Right, and this is something that you've spent a lot of time on.

[00:03:35] Right, tons of time, man.

[00:03:36] It's a whole other skill and I think it's important to just highlight that this section is towards the end of the manual because it really is its own beast.

[00:03:48] And just having the mindset of how to set your practice up in a way that adds value to other providers is kind of step one.

[00:03:58] Right, building out that organizational structure in the training and the job descriptions and all that value.

[00:04:04] And now that you have that product all polished and it's really cool and nice.

[00:04:08] Now it's like let's promote it.

[00:04:10] Let's promote what we do and who we are and how we help people and how we help providers.

[00:04:13] And now you can kind of input all that into the recruiting system and ideally find some people that can help you go your company.

[00:04:21] Yeah, and I would never say to hold off on hiring somebody simply because you don't have all those other steps done beforehand.

[00:04:27] But I would say, if you were of a mindset to put the business first and actually had to administer your time to work on some of those other things and get those established.

[00:04:39] Your further along and making that a valuable win win for you and this new provider that you wanted to bring on the team and their experience and their loyalty and thus the retention of them.

[00:04:50] I think is an in greater likelihood because you have the basics covered you have the foundation set.

[00:04:55] You're clear about your values and your purpose and how you want things done and your clear as to productivity numbers that you are expecting you've had those conversations with them and they know what's to expect them.

[00:05:06] And employee handbook is in place, I mean those all those things are nice and absolutely necessary.

[00:05:11] I mean I hired plenty of providers that stuck with me for a long time without that stuff.

[00:05:15] It just makes the experience that much more easy for you and enjoyable for you.

[00:05:21] It makes it it's such a part as an employer when the provider sees you have those things before they come on to your company.

[00:05:30] And but I will say this, you don't have to have it but if you want to grow in scale, which will be our next episode.

[00:05:38] Those things are really necessary. I mean absolutely have to have those pieces in place if you wanted to grow in scale successfully.

[00:05:46] Yeah for sure.

[00:05:47] I think it gives you something to believe in right like once you the sense of pride that you as the owner can gain whenever you've seen something that you work so hard for you built and people are consuming on a regular basis and they're having success.

[00:05:59] And once you kind of feel that and you feel that feel good about what you guys are doing, it's you can enter the market but job market the recruiting market with a lot more boldness and confidence and excite and you can attract people that along with that right.

[00:06:12] Definitely believe that right so where do you want to start when we're talking about recruiting how what where does someone says I need to provide her.

[00:06:21] And maybe their first intuition is to build out a job description for indeed and then list all the qualifications of hey make sure you have a license make sure you can type.

[00:06:32] I don't know some of the basic stuff where you don't even need to put those things on a job description, but so where would you recommend people start.

[00:06:41] So I think people need to start with building out your avatar right and what is an avatar.

[00:06:48] Yeah, there's you should have an avatar right you should have an ideal characteristic or personality trait that you're looking for like who is this person that you want to hire.

[00:06:56] Maybe even give them the name give them a general demographic what type of interests do they have where do they live what type of patients do they like to treat why.

[00:07:05] Why did they become a PT get inside the mindset of these people and here's the thing like if you've done a lot of work on your purpose and values.

[00:07:13] You should be able to figure this out pretty easily like what just being able to put some language in some words to who it is you're trying to talk to is really really helpful.

[00:07:21] And you can sprinkle that type of messaging and you could speak to the person in your job at in your email campaigns and your social media outreach right so starting with your ideal candidate building out that.

[00:07:34] Profile what are they like to hang out what are their interests where they're hobbies are they married are they're not married do they have kids how long they've been a PT what types of things excite them that's where I would start.

[00:07:44] Well, Humphrey's noticed that if you are clear on that avatar then another question you can ask is what are their watering holes.

[00:07:53] So where are they going to live and see your message yeah it could be indeed but would they be more likely to be on Facebook or would they be on Instagram?

[00:08:03] Would they be on tick-tock versus LinkedIn versus where are you going to find these people and so being clear on that avatar actually guides you a little bit as to where to put that ad where to post those that information like this is the type of person that.

[00:08:20] I would ideally work for with us but also what do they want to hear what are they looking for if you know some of those things if you know some of their hobbies and their likes and their dislikes and.

[00:08:32] And their ages and maybe even children if they have them what do they want to hear an ad that would make them interested.

[00:08:40] Yeah, absolutely and it kind of goes into the next kind of topic which is before I kind of get into the buckets of the recruiting system.

[00:08:47] What I like to tell people kind of rewind go back to the marketing before buckets of marketing right and it marketing and recruiting are so similar right.

[00:08:58] You're just talking to two different with your marketing program you've got your avatar you've got your buckets of marketing and you're trying to communicate with them value of how you can help them how you can improve their quality of life, how you can improve their life and general help them reach their goals.

[00:09:11] Just scratch out the word marketing put the word recruiting.

[00:09:16] The buckets change just a little but the strategy doesn't right you're still you're communicating to that person and your and your trying to just help them understand who you are.

[00:09:28] How you can help them reach their goals right I can communicate in a way that touches the things that are most valuable to you because I understand you.

[00:09:36] And I'd love to have a conversation about potentially working together right so marketing program and recruiting program very very similar.

[00:09:45] Yes, to use your phrasing pull out your pattern paper get your pen and at the top of your pattern you're going to say the five buckets of marketing underneath that the first things going to be an avatar you're going to spend a few minutes or we want it takes.

[00:10:01] To get really specific as to the type of person that you want to see put a name to them like you said gender age family status hobbies like interests.

[00:10:12] What they're what kind of sort of occasions you might like them to have what kind of personality traits do you want them to have list out your values and make sure that's apparent and your ads and whatnot and that.

[00:10:23] These people would fall into those values and be aligned with them and then after that we can start listing one through five the five buckets of market of recruiting right just like we did with the four buckets of marketing.

[00:10:35] That's right absolutely.

[00:10:38] So what's number one bucket number one it's good. Everybody's favorite easiest one.

[00:10:44] Smalls obvious one job at.

[00:10:47] Oh, we're going to use them right we're going to use them might as right. Why not I mean listen I don't have statistics to back this up but ever but be people go on and either go to monster dot com they go where the jobs are posted to look and see who's hiring what's available right so.

[00:11:03] We want to be there right we want to make sure that we're there and we want not only make sure that we're there but we're also we're posting our add in a way that.

[00:11:11] Communicates are purpose communicates our value and communicates to the avatar in which we're trying to attract.

[00:11:18] Right so.

[00:11:21] Writing at out that job at in a very unique way is really really important and my kind of one liner is that the quality of your ad is going to be measured by the emotional response that you invoke inside the reader.

[00:11:35] Right so you want to crew you want to speak to their emotions you want to speak to their pain points you want to speak to their desires.

[00:11:41] And when you can do that well you can call forth if you will that person that really aligns with who you are and who you're trying to get to join your team.

[00:11:49] It sounds like you're not necessarily and I think the default for most owners is to highlight what an amazing company that I have.

[00:11:59] I have this amazing company and you'd be lucky if you have these traits to be a part of it whereas I think the wording that you're implying is more about hey.

[00:12:11] Are you a person that likes x, y and z do you believe in these things that this is what you're looking for if you're looking for this type of environment.

[00:12:19] These are the people that would thrive in our company and I'd love you to send in a resume is that kind of what you're thinking when you're writing an ad in those spaces.

[00:12:28] Yeah absolutely like the job ad the point of the job ad is to get a resume right and people buy with emotion they justify with logic if you can create the emotional desire for them to apply to seek out to.

[00:12:43] You could touch their curiosity in a way that says hey I don't know really much about the job quite yet, but I'd love to hear more about what they say.

[00:12:52] That's what you want to do with that job ad right and so yeah absolutely you don't want to write the job ad in a way that's like here's all the criteria of why we're so cool.

[00:13:01] What you really want to do is write the job ad in a way that's like hey this is who we are this is what we believe in this is what we stand for.

[00:13:12] This is the mission that we have this is what we're super committed to and if all of any of those things sound of interest to you we'd love to have a conversation with you.

[00:13:21] It's like below to apply right exactly yeah cool I love it and I think you haven't you shared examples of ads with people in the past would you be willing to share if people reached out to you.

[00:13:35] Absolutely yeah we've shared out a few people have reached out and requested a copy of the front desk of the patient care coordinator John man we have a few for.

[00:13:45] Petes and OTs and speech therapists just reach out to me find me shoot me a DM and I'm happy to share that with you awesome.

[00:13:52] Okay, so what's bucket number two.

[00:13:55] Bucket number two by the way these aren't going to be necessarily in any order of importance they're all important they all equal importance.

[00:14:02] But bucket number two the war next watering holes are going to be social media.

[00:14:08] Right easy low hanging fruit you already have a marketing plan you should be posting on social media regularly.

[00:14:18] Right and if you're doing that all you have to do is change your message just a little bit and speak provider instead of the patient and you social media so that you can they can reach out to the candidates and here's the thing I want you can post job ads there that's one way you can use social media.

[00:14:35] You know what else you could do you can friend would quest people.

[00:14:41] Friend requesting or connection requests are part of social media right so here's an idea let's go to Facebook or LinkedIn and look up all the physical therapists in the area in front request them.

[00:14:54] Like send them a friend request connect with them.

[00:14:57] Here's another cool thing you could do you can actually send them a DM direct to message you could send even start a conversation with them.

[00:15:04] Hey Nathan.

[00:15:05] Saw you repeat the area we've never had an opportunity connect but love to learn more about what you're doing and see if we can collaborate and explore opportunities in ways that we might be able to support each other.

[00:15:15] How long have you been practicing.

[00:15:17] Right.

[00:15:19] So using that social media and getting a searching for your candidates finding them and seeing the messages starting conversations building or authentic relationships online is it's huge.

[00:15:30] So you definitely use social media like that.

[00:15:33] Have you found any particular medium does better than another in social media whether it's LinkedIn versus Facebook versus any others.

[00:15:42] What is there's other also hand shake I guess.

[00:15:45] Yeah, there's hands shake I know that some people can have a had success on Reddit.

[00:15:51] I don't really use those I'm not saying you can I know that you can the ones that I use I use LinkedIn in Facebook what I like about LinkedIn is a great search feature so you can search and find candidates easily.

[00:16:03] The challenge that that we have with LinkedIn is that the response rates are tend to be a little lower people don't go on LinkedIn to chat right they typically on their own a professional level it's maybe something they check once a month or so.

[00:16:15] Facebook is a little more conversational so if I can find a physical therapist only 10 I could find you I could connect with Nathan Shields oh wow I want to connect with them I can go straight over to Facebook.

[00:16:24] And put your exact name into Facebook find you on Facebook friend request you and then I can maybe even start a conversation on Facebook.

[00:16:33] Oh, right got it so that's how you can use the two those two platforms okay what's number three third bucket schools and universities.

[00:16:42] All right guess what they do every year graduate students.

[00:16:48] And guess what students are looking for jobs.

[00:16:54] So okay, right okay so to start to start to understand while hey if you're not involved in the schools you're not recruiting I mean you're just you're missing a huge bucket right.

[00:17:06] Here's the thing that those students they tour ship they want to connect with people they want to hear from you they want to learn more about they don't know they're just their babies in this brand new world and they're and they're looking for information.

[00:17:20] And you know what the faculty for these programs they want support they want people and outside vendors and companies to come in and provide value to their students they want to provide a positive experience to their class so.

[00:17:36] What a great opportunity to create a win win I win for you in the company for your patience I win for the students and a win for the university.

[00:17:43] Go ahead provide some value attend the career day events do the guest lectures except the students provide internships set up those relationships and if you do that with a handful of schools.

[00:17:55] And maybe even cooler if they all graduate their class at different times of the year maybe these two over here graduate in the fall these two over here graduate in the spring you got a watering hole I kind of feed you students every year right yeah and what I think what.

[00:18:09] There's a bonus element in there that will really came up with that I thought was ingenious was he provided practice interviews for soon to be graduating PT students so he said he would go to the career fair.

[00:18:24] He would offer to provide these practice interviews to give them insight on how they presented themselves and how they could better present themselves so it's almost like I'm giving you a little bit of something but at the same time he was actually interviewing the students.

[00:18:40] And he would be able to continue the conversations with those that really stood out so I thought that was a ingenious way that he was able to also to provide value but also filter out and use that as a recruiting tool as well.

[00:18:54] Yeah, absolutely so you know the main things that I'd like to do with schools are no number one find out when the career fairs are.

[00:19:03] They typically will do a career fair either virtually or in person every year to the graduating class sign up attended set up a booth collect some resumes go every year right.

[00:19:15] Number two make sure that you have a student placement program built into your facility into your clinic.

[00:19:22] A productive one where we're accepting students every year evaluating therapists your providers are accepting at least one student a year ideally those who are from or willing to move to the area in which your clinic is.

[00:19:39] Right and then the third thing is set up against lecture or provide those mentorship opportunities either personal development professional development.

[00:19:48] We know we do lectures on marketing we do lectures on sales we do lectures on opening up clinics private practices you can do job interviews you can do all kinds of fun stuff.

[00:19:58] So if you set those three things up with your local universities they you should be able to get your hands on a couple students.

[00:20:07] Hey everybody we finally did it finally we're doing our first in person event and private practice honors club first ever in person conference September 20th and 21st and clear water beach for super excited.

[00:20:21] Really can't wait to finally meet you in person this entire time of increasing reach out step out network and I can now provide that to you not just virtually or in the podcast but in person speakers that speak on leadership and growth.

[00:20:34] We'll answer questions to your current issues provide you opportunity to network like my personal like my name and which was an obviously gain inspiration and energy from being in the room with the same people.

[00:20:43] You'll be able to literally reach out this step out and network all in one weekend as September 20th and 21st at the high at clear water beach for to I would really love to see you there.

[00:20:53] In order to register go to ppoclub events dot com ppoh club events dot com and registered to sign up for the event.

[00:21:02] Also early bird registration ends July 31st so to get a discount on the registration fees make sure you sign up get your room between now and July 31st otherwise prices will go up.

[00:21:13] So go to ppoclub events dot com thank you to all of you who are listening for so many years I would love to find a new person.

[00:21:36] Okay what do you got for number four.

[00:21:38] Number four is going to be your network network so.

[00:21:46] Particularly like but but but Nathan I don't have a network yes you do.

[00:21:54] Yes you do go to your phone and download every single one of your contacts in your phone.

[00:22:00] Go to all your social media accounts and download every single social media connection that you have.

[00:22:05] Go to your emails.

[00:22:08] All your past emails and download all their emails you probably have a list.

[00:22:12] Stuff like point right so if you have those people you want to make sure that they they know that you're hiring.

[00:22:20] Be that that you're communicating like them the know like the types of people that you're hiring.

[00:22:27] And that you can really use their help.

[00:22:30] And helping you find an amazing person who fits this type of criteria right this type of avatar.

[00:22:35] So setting up some email text message or phone call outreach to your network to your influencer.

[00:22:42] And and far as is a big part of it.

[00:22:45] Yeah, especially if you're part of any.

[00:22:47] You threat creation leagues church membership like crossfit members your realtor your.

[00:22:56] Blanche papers.

[00:22:57] These are the people that have oh my brother and leis going to physical therapy school right now back in Tennessee or I've got someone so who they haven't been a pitie for a while but they're kind of looking for a part.

[00:23:08] Time gig that's how you find some of these people and if they like them.

[00:23:14] More than likely they will refer them to you and birds of a feather kind of flock together so they usually know would fit with your personalities.

[00:23:26] definitely want to leverage your network.

[00:23:28] And when you bring up network, not only the people that we know,

[00:23:32] but we have access to other people's networks.

[00:23:35] And so when I say that, talking about your state board

[00:23:39] has an entire list of all the licensees in your state.

[00:23:43] And depending on the state,

[00:23:45] you can gain access to all of their contact

[00:23:47] and not all their contact information,

[00:23:50] but at least maybe an email address, right,

[00:23:53] that you can start emailing the licensees

[00:23:56] in your state about an opening in your clinic.

[00:23:59] And that's something that's really simple,

[00:24:01] and the emails don't necessarily have to be,

[00:24:03] hey, I've got a job.

[00:24:05] It's like, hey, this is what I'm seeing in the industry

[00:24:07] in our state right now, or this is what we're dealing with

[00:24:10] and how we're overcoming it.

[00:24:11] This is something we did in our clinics in the past month,

[00:24:14] and we thought it was really cool

[00:24:16] as you are your clinics doing the same thing, right?

[00:24:19] I think one of wills more popular emails

[00:24:22] that he did to the licensees at one time was,

[00:24:26] is the grass really greener on the other side?

[00:24:29] Maybe it is and sometimes maybe it is,

[00:24:31] but it's worth looking and peeking over the fence.

[00:24:34] And he got a lot of response from that.

[00:24:36] But if you take the time to generate,

[00:24:39] I don't know, four to six emails

[00:24:42] and you send them out once a month,

[00:24:44] you're done first and just automatically send them out

[00:24:47] every month or six months, you're done with that part of it,

[00:24:50] right, and it's a way to get engagement,

[00:24:53] get responses, and keep in touch with the other licensees

[00:24:57] in your state.

[00:24:58] Well, yeah, I knew that this was working

[00:25:03] when I would start going to the career fairs

[00:25:07] and I would meet some of the other owners

[00:25:09] and I would meet some of the other vendors that were there

[00:25:12] and I would introduce myself as Adam Robin

[00:25:14] and they would say, oh, yeah, I know you,

[00:25:16] I've been getting your emails, right?

[00:25:20] And I'm like, oh, yeah, the emails are working, right?

[00:25:22] So for somebody, for me to just say my name

[00:25:25] and for them to remember me to know me,

[00:25:29] like, just imagine the authority

[00:25:30] and the power that gives you, right?

[00:25:33] I'm just a regular guy sending emails, right?

[00:25:35] And so like, yeah, really, really powerful thing.

[00:25:39] Yeah, definitely.

[00:25:40] So there are other networks that you can tap into.

[00:25:43] You're alumni network at school, right?

[00:25:46] Tap into that, tap into your licensees, tap into,

[00:25:49] if you're a part of certification,

[00:25:51] if you have an OCS or something like that,

[00:25:53] maybe I've access to the other OCS is around.

[00:25:55] Who knows, Facebook groups,

[00:25:57] make sure you're in the Facebook groups

[00:25:58] that are local to you especially

[00:25:59] and make sure you're posting there.

[00:26:01] But there's plenty of opportunities

[00:26:02] to leverage other networks as well outside

[00:26:04] of just the people in your contact list.

[00:26:07] That's right.

[00:26:09] All right, around a number five,

[00:26:11] just the last bucket?

[00:26:12] Last bucket, man.

[00:26:14] What is it?

[00:26:15] The team, you know what's cool about A players?

[00:26:18] They typically hang out with other A players, right?

[00:26:23] So, I mean, listen, if you're a practice owner

[00:26:26] or a therapist and you've been,

[00:26:28] let's say you've been a therapist for five or 10 years,

[00:26:30] you probably had a few jobs, right?

[00:26:33] How many people are in your contact list

[00:26:36] of like past PT's that you've worked with,

[00:26:38] past bosses that, right?

[00:26:40] Well, guess what, every single body,

[00:26:42] they personal, your team has that same list.

[00:26:43] They have all those past bosses

[00:26:44] and those past PT's and those past colleagues

[00:26:46] that they worked with.

[00:26:48] And some of them, they probably really like,

[00:26:50] well, maybe it's like their past students

[00:26:51] that they went to school with, classmates, right?

[00:26:55] So doing that internal recruiting, right?

[00:26:58] And so instead of the internal marketing

[00:26:59] but the internal recruiting and building out

[00:27:01] that system of incentivizing your team

[00:27:04] to help you grow the team.

[00:27:06] Yeah, what's your incentive program right now?

[00:27:08] We do a thousand dollars for placement

[00:27:11] for evaluating provider.

[00:27:13] So PT, OT or speech therapist.

[00:27:17] And I think it's maybe around $700 or so dollars

[00:27:20] for an assistant and then maybe like $300

[00:27:24] for an admin or something along those lines, right?

[00:27:27] But we keep that in front of our team, right?

[00:27:31] So if we're especially for hiring

[00:27:32] but even in more and not hiring,

[00:27:35] we're gonna eat, everybody in our company

[00:27:37] is gonna get an, you know, monthly or quarterly,

[00:27:39] a email and say, hey, by the way, don't forget

[00:27:41] if you have anybody in your network

[00:27:43] who would be interested in having conversations

[00:27:45] about employment opportunities,

[00:27:48] reply to this email and you can get a thousand dollar bonus, right?

[00:27:50] Making sure you're reminding your team of that.

[00:27:52] Bringing that up in the team meetings is important as well

[00:27:55] if you're having weekly team meetings.

[00:27:57] Yeah, I think ours was very similar

[00:27:58] but we space that out a little bit.

[00:28:02] So $500 if they're with us for 90 days

[00:28:06] and another $500 at the end of the year kind of thing

[00:28:09] or maybe it was more, maybe it was even a thousand dollars

[00:28:11] if they stay with us for a year because if they made it

[00:28:14] a year with us then it was a pretty solid hire.

[00:28:18] Yeah, well we have the similar incentives

[00:28:20] and you brought up a good point

[00:28:22] like how often should people be on the lookout

[00:28:27] for providers and new team members all the time?

[00:28:31] Right.

[00:28:31] I never really made any type of significant traction

[00:28:35] with our recruiting program until I was completely out of treatment

[00:28:41] for the most part and I was dedicating full days and weeks

[00:28:46] to building out a recruiting system.

[00:28:49] Like when I went all in and I decided

[00:28:52] that I was no longer gonna focus on marketing to patients

[00:28:55] and trying to attract patients to my clinic

[00:28:58] but I was gonna try to build a system

[00:29:00] that attracted candidates to our practice.

[00:29:04] That's when we started growing.

[00:29:06] That's when we started hiring people

[00:29:07] and a lot of people are like, how do you hire therapists?

[00:29:10] And it's like I know it's kind of a boring answer

[00:29:12] but the answer is I just focused on it.

[00:29:16] I just decided it was important.

[00:29:17] I decided that was the most important thing

[00:29:20] and I just spent all my time doing it

[00:29:22] for about a month or two or however long it took me.

[00:29:26] Now that it's built out I can kind of ramp it up

[00:29:28] and ramp it down based on the needs of the practice.

[00:29:30] If I'm really, really hurt from somebody

[00:29:31] we'll guess what I'm spending a lot of time recruiting.

[00:29:33] But even when I'm not actively looking

[00:29:36] to replace somebody or actively looking to fill a position

[00:29:39] I'm still gonna spend a small amount of time every week

[00:29:43] building relationships or nurturing

[00:29:44] key relationships of those people who are kind of on the bench

[00:29:48] looking to maybe somebody I can hire in the future

[00:29:51] because you never know when you're gonna get that resignation letter,

[00:29:54] right?

[00:29:54] You never know.

[00:29:55] Right.

[00:29:56] And that puts you really in a place of power

[00:29:57] when you have that resume in your back pocket

[00:30:00] of the next team member, right?

[00:30:03] And but I want to get to a point

[00:30:05] that you brought up at one time

[00:30:07] that we had a consultation with a PT owner

[00:30:09] and he was asking about recruiting

[00:30:10] because that was his big bugaboo.

[00:30:12] That was his pain point.

[00:30:13] He really need to find a provider

[00:30:15] and used told him and I remember this distinctly

[00:30:18] that recruiting is all about mindset.

[00:30:21] What did you mean by that?

[00:30:23] To the beginning of the conversation of like,

[00:30:26] well there were two things.

[00:30:27] Number one, I had to realize and recognize

[00:30:33] that what we were doing in our company

[00:30:35] and what me and my team were building

[00:30:38] was something worth getting excited about.

[00:30:42] That it had value and that we and I personally

[00:30:46] and professionally had something right other people.

[00:30:49] I felt like I could genuinely help them professionally,

[00:30:52] personally I could mentor them.

[00:30:54] And it was an until I kind of,

[00:30:57] I guess developed that level of personal self value

[00:31:02] that I felt confident about.

[00:31:05] Like hey like you should definitely think about working here

[00:31:07] because we're pretty cool.

[00:31:10] Like what we're doing here is really exciting.

[00:31:12] I think you should consider it.

[00:31:15] But I didn't, I wasn't born with that

[00:31:17] and I would assume that most PT's and know

[00:31:20] we had professionals aren't either.

[00:31:21] We're more like self sacrificing

[00:31:23] and we're more like, oh I don't wanna be bold

[00:31:27] and confident.

[00:31:29] I'm bright that they're more,

[00:31:30] we tend to be more passive in nature.

[00:31:33] And so that's just kind of like that mindset

[00:31:35] that helped me back.

[00:31:36] So that's the first mindset piece really realizing

[00:31:40] that what we were doing was important

[00:31:41] and then the second thing was

[00:31:43] that the needle wasn't gonna move

[00:31:44] until I spent the time that needed to be spent on moving it.

[00:31:47] You can't just like post a job ad

[00:31:49] and send a few text messages here

[00:31:50] and there to your network

[00:31:51] and think that you're recruiting

[00:31:52] because you're not, you're shooting at the hip,

[00:31:55] you're an amateur, right?

[00:31:57] And it's not gonna get you where you want.

[00:32:00] Like you're gonna have to decide

[00:32:03] that I'm gonna have to write the check

[00:32:07] and step out of treatment for a month or two

[00:32:09] and build this recruiting system

[00:32:10] and hire the A or I or some Adityn team to help me

[00:32:13] and get this ball rolling.

[00:32:15] And then whenever I decide that that's important

[00:32:16] and everything else doesn't matter right now

[00:32:18] then you'll start hiring therapists, right?

[00:32:20] Because of the two big shifts, Adityn.

[00:32:23] And notice the same thing as we were recruiting is

[00:32:26] when we started changing our language, first of all

[00:32:29] from oh it's hard to find a provider right now

[00:32:32] to you know what?

[00:32:34] Any provider would be lucky to work with us right now

[00:32:37] and there's plenty of providers out there

[00:32:39] that could.

[00:32:40] Once we started changing the wording around our recruiting

[00:32:44] and spent dedicated time on recruiting practices

[00:32:49] weekly on a regular basis, not just one off ads

[00:32:52] and then follow up a month later to see how the ad went right?

[00:32:57] But actually spent time weekly doing recruiting things

[00:33:01] was when recruiting started changing over.

[00:33:05] Like we really started to see it move the needle

[00:33:08] inside great prospects come to us and into our doors

[00:33:12] because we changed the message,

[00:33:15] we changed our thought processes

[00:33:17] and we actually dedicated time of it, time to it.

[00:33:20] And a lot of it had to do exactly with what you laid out

[00:33:23] in the five buckets of recruiting,

[00:33:25] having a recruiting plan.

[00:33:28] So we talked a lot in the marketing section

[00:33:30] of our practice on our manual series

[00:33:33] about having a marketing plan in the same vein

[00:33:36] you have to have a recruiting plan.

[00:33:39] And at some times you're more involved

[00:33:41] in that recruiting plan than you are in others,

[00:33:45] depending on the need for a higher

[00:33:46] but we were number one like you said always hiring.

[00:33:50] We always had an addout.

[00:33:52] We were always looking for people who aligned with this

[00:33:54] because it's rare that the optimal person

[00:33:58] is suddenly available at the exact same time that you need them.

[00:34:03] In fact, if they're a really good rock star provider,

[00:34:08] they'd probably very happy where they're at right now

[00:34:10] and don't think that they need you.

[00:34:13] And so you always have to have

[00:34:15] your message out so you can capture them

[00:34:18] when they are available,

[00:34:19] when they have a fleeting moment of what,

[00:34:22] I wonder what it is like on the other side

[00:34:24] and they come across your add and now they're interested, right?

[00:34:28] So just like recruiting, arms just like marketing,

[00:34:32] you have to have that recruiting strategy.

[00:34:34] And sometimes you're not in all five buckets all the time.

[00:34:38] Your strategy could be,

[00:34:40] I'm gonna focus on these two buckets for this period of time

[00:34:43] and the other three,

[00:34:45] if those two buckets aren't working,

[00:34:47] then let's start working on those other three,

[00:34:49] depending on my avatar and where they live

[00:34:51] and how I'm best suited to find them.

[00:34:54] But it is possible to have your fingers into each bucket,

[00:34:58] going all the time,

[00:35:00] but it also is possible to be headstrong

[00:35:02] and moving forward in one or two buckets more than the other three.

[00:35:07] Yep, I love it.

[00:35:08] And I think the key here is to zoom out a little bit, right?

[00:35:12] And try to see this effort as a system that works for you.

[00:35:18] In the beginning,

[00:35:19] you're the person like turning the rinsures

[00:35:21] and getting the ball,

[00:35:22] be pushing the ball and you're making it go,

[00:35:23] but that's not the long term goal, right?

[00:35:26] It doesn't even,

[00:35:27] doesn't have to be a long term goal.

[00:35:28] It could be a medium term goal,

[00:35:30] like you're just doing this today,

[00:35:32] but it doesn't mean you're doing it forever, right?

[00:35:35] You should not be the one that's writing the job ads forever.

[00:35:38] Like you need to train somebody on your team,

[00:35:41] how to write the job ads,

[00:35:43] and start in like a true department of recruiting

[00:35:47] that has its own meeting rhythm,

[00:35:50] right? Yeah, I'm recruiting meeting rhythm.

[00:35:51] You have your recruiting SOPs and policies and procedures

[00:35:55] with the buckets, all the five buckets outlined

[00:35:57] and how do we write a job at,

[00:35:59] how often do we post on social media?

[00:36:00] How many new friends do we want to attract on social media?

[00:36:04] How many schools do we have relationships with,

[00:36:06] like have all those SOPs dialed in

[00:36:08] and it's the key statistics that are really, really important.

[00:36:13] And then once you kind of build all that out,

[00:36:14] you can start finding other people in your team

[00:36:16] to help you with it, right?

[00:36:17] Maybe you got a couple therapists on your team

[00:36:19] who might can help you recruit some,

[00:36:21] and can attend the career fairs

[00:36:22] and you can enroll your team

[00:36:23] and help in you with that, right?

[00:36:25] Another just amazing way to provide so many opportunities

[00:36:28] and value for your team, right?

[00:36:29] So build out the system and hire some great employees

[00:36:32] and enroll the team to help you

[00:36:33] and we should be able to hire as many therapists as you need.

[00:36:36] Right?

[00:36:38] And I think that bleeds into our next episode very easily

[00:36:40] because that's what you're going to need

[00:36:42] in order to grow and scale.

[00:36:44] You're going to need more providers,

[00:36:45] you're going to need a recruiting system,

[00:36:47] not just recruiting strategies

[00:36:49] but a recruiting system so that there can be a consistent flow

[00:36:53] of resumes across all the positions in your company

[00:36:56] on a regular basis

[00:36:57] and you're calling the very top

[00:36:59] and maintaining the A players

[00:37:01] because a mentor might like to say

[00:37:04] the best way to get rid of A players

[00:37:06] is to justify keeping C players.

[00:37:10] So the longer you keep those C players on board

[00:37:12] you're just going to piss off the A players

[00:37:14] and it really helps when you have a recruiting system

[00:37:17] to know that you can fall back on that

[00:37:19] to replace them as needed.

[00:37:21] Yep, I love it, man.

[00:37:23] I think that's great.

[00:37:24] As you envision this manual,

[00:37:26] it's like you've built out your playbook

[00:37:29] of how your company is structured,

[00:37:31] how it markets itself, how it

[00:37:33] is a sales process, how you lead

[00:37:36] in the front desk, the key statistics

[00:37:38] and the financial management that you have.

[00:37:40] You can kind of have all that built out

[00:37:41] and now you've got a recruiting system

[00:37:43] where you can find and attract top quality people

[00:37:46] who align with your purpose and values.

[00:37:49] You can onboard them and train them effectively.

[00:37:51] You can put them in the right seat on the bus.

[00:37:54] You can hold them accountable.

[00:37:55] You can provide a great employee experience.

[00:37:58] Now it's time to think about what it looks like

[00:38:01] to actually scale your practice.

[00:38:03] Now you've got all the pieces

[00:38:05] and you're actually sitting in that role as CEO.

[00:38:08] So that's a really exciting place to be.

[00:38:11] And that's a good place to finish up here

[00:38:13] because if you've gotten this far

[00:38:14] and you've listened to nine episodes

[00:38:16] of our practice owners manual series,

[00:38:19] laying the foundation for a really successful private practice,

[00:38:23] then you'll understand

[00:38:24] and I talked about it in the last episode,

[00:38:27] all of these things are great to have,

[00:38:29] but they can be like drinking from a fire hose.

[00:38:33] And that's where coaching becomes so important

[00:38:36] to have a coach that can keep your mind on the prize,

[00:38:39] keep your focus on the goals and tell you,

[00:38:42] maybe recruiting is not your most important thing right now.

[00:38:45] Maybe your most important thing

[00:38:47] is to focus on the front desk

[00:38:48] because a cancellation rate is 40%.

[00:38:51] Even though you think I need another provider,

[00:38:54] well maybe that's where third party perspective provides

[00:38:57] so much value.

[00:38:58] And we provide free consultations.

[00:39:00] You can go to the website ppoclob.com

[00:39:03] and you can book a call with Adam

[00:39:05] and he'll do a free no obligation consultation with you

[00:39:09] for 34 or five minutes that really speak

[00:39:12] to your pain points in your organization.

[00:39:15] And so I highly recommend it 99.9% of the guests

[00:39:19] that I have here that I've interviewed over the past six years

[00:39:21] on the podcast, have had a coach to guide them

[00:39:25] and thus become successful to the point

[00:39:26] where they stand out and I want to interview them.

[00:39:29] So if you don't have a coach right now,

[00:39:32] highly recommend it.

[00:39:33] And if you've listened to my podcast long enough

[00:39:35] and don't have a coach right now, shame on you

[00:39:37] because that's all I've said for the past six years.

[00:39:41] Ha ha ha ha ha ha

[00:39:42] So I highly recommend it.

[00:39:43] I mean, you say my new, shame.

[00:39:47] I mean, these are no obligation calls

[00:39:49] and you have to have a coach

[00:39:50] and to think that you can do it alone

[00:39:52] is man, come on.

[00:39:55] He goes getting in the way at that point.

[00:39:57] There's so much more to learn from people who have been there

[00:39:59] done that that you don't have to suffer

[00:40:01] through the muck in the mire to learn

[00:40:03] what it is to be a successful owner

[00:40:05] in the private practice.

[00:40:07] So I highly recommend you reach out to us

[00:40:10] but anything else you want to share Adam?

[00:40:13] No, I think that wraps it up.

[00:40:14] Yeah, reach out to me, Adam at ptoclub.com

[00:40:16] if you have any questions.

[00:40:18] Cool, man.

[00:40:18] All right, next episode, girl thanks, mansion.

[00:40:21] Let's go, swap.

[00:40:23] All right, see you now.

[00:40:24] See ya.