By far, requests by clients to recruit Physical Therapists are higher now than ever before. In past years, Physical Therapists needed a Bachelors Degree in order to enter the workforce. The Masters Degree requirement quickly ensued with a Doctorate Degree now being the preferred program by many hiring organizations. Additionally, with life expectancies increasing and physical health becoming more main stream, the need for more PTs continues to increase.

This, accompanied by increasing educational requirements, has slowed the process by which they can enter the workforce and subsequently fill open jobs. As a career recruiter for more than 13 years, I have a different view on recruitment than your typical hospital recruiter.

First, I recruit for dozens of hospitals in virtually all areas of the country, not for just one or two locations in a given state.

Secondly, I am able to review numerous compensation plans from both profit and not-for-profit facilities, not just one health system. Therefore, I can tell you who recruits well and who does not. By far, the organizations that recruit and retain efficiently have developed a program that does three things well.

1. They pay better than the competition. It just that simple! If you pay above average wages, PTs will be attracted to your organization. More importantly, they are less likely to be lured away from your organization by the competition. It's time for Administration to show some favoritism. Yes, I said it. If you want to stop patient outmigration and build an above average rehabilitation program, begin by paying your therapist above average wages. When you have one hospital who offers a new graduate $60,000 as a starting salary, and another one 100 miles away offers $75,000 as a starting salary, you are behind coming out of the starting gates. I speak to PTs everyday who will not leave there facility because they are just paid too well. When a therapist is happily employed, they are only going to leave if I can call them with a better offer. Not a lateral move. Not a newer facility. Not a bigger organization. More Money! In todays economy, cash is king. The only chance I have as a recruiter is to offer them better compensation or to put them in a location where they have to be due to personal obligation. Well, if you are not in that area, guess what? That leaves the option of paying them more money to entice them to work for your organization.

2. They lock them in. Offer them a bonus that locks them in to the community you serve for two or more years. Statistics tell us that if you can keep a provider for two years or more, the chances of them buying a home in your city escalates significantly. Anyone can work anywhere for a year. Many of them see it as just a one year contract and not a long-term career move. Therefore, I've always found housing programs to be the most functional. If you can offer them a bonus towards the purchase of a home, this will increase the likelihood of you retaining a PT long-term. Its really not much different than offering a sign-on bonus, its just different packaging with a contract implying that it should be used towards a down payment on a home. This could be offered after 6 months of employment to minimize the risk of someone leaving during their first few months of being hired. If they decide not to use the money towards a down payment, a lesser amount could be offered at their one-year anniversary.

3. Make it easy for a PT to relocate to your city by offering flexibility with your relocation package. Offering a full relocation package with the option to be billed to the hospital (hospital pays a moving company), or paid directly to the candidate being recruited is extremely important. Many hospitals only offer one option, and this does not work for every candidate. If a candidate needs a full $5,000 for relocation to your city and you offer $5,000 paid to them but taxed at 30%, which will leave them $1,500 short and potentially cause delays in accepting your offer.

I have seen hospitals bend over backwards to recruit primary care physicians to their community. My personal opinion is that just because someone does not have MD by their name, it does not mean they are not important to a hospitals productivity. On top of that, I have seen departments full of temporary staff who are being paid as much as some primary care physicians. These travelers are providing much needed care, but with no long-term commitment to the organization.

I also know of many travelers who have been on contract with an organization for over a year because of the hospitals inability to recruit a full-time PT. This is costing the hospital much more than what they might have initially invested if they would have paid a recruiter. I find it amazing that some hospitals will keep travelers as long as necessary, but think paying a recruitment fee is ridiculous. While no facility wants to pay a recruitment fee, it is very often the lesser of two evils.