Once you decide to hire 1099 contractors or W2 employees, how do you go about finding them? Where is it better to recruit staff from: LinkedIn or Indeed? At what point in your practice’s growth should you consider hiring?
In this podcast episode, Brandon Shurn offers you critical questions to help you hire and recruit your best-fit staff.
Podcast Sponsor: Headway
I want to thank Headway for sponsoring this episode. If you run a group practice, you know that accepting insurance can be overwhelming. Between credentialing, billing, and payroll, the admin side can easily take over your week. Headway was built to help you handle this — and they’re the only platform designed specifically for in-network group practices.
Whether you’re growing your team or running an established practice, Headway makes the business side easier with faster credentialing, higher per-session rates, and biweekly payments your team can count on.
They work with therapy, psychiatric, and hybrid groups — and there are no subscription fees. Just the support you need to run your practice with ease.
Run your best group practice with Headway — trusted by thousands of group practice leaders to simplify insurance admin and reach more people through in-network care.
Curious how Headway can work for you?
In This Podcast
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Reaching out to people
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Be creative and ethical where applicable
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When to hire staff
Reaching out to people
There are many avenues to finding the people that you would hire either as independent contractors or W2 employees. Some of them may include:
1 – Platforms like Indeed, Ziprecruiter, iHire, Glassdoor. These are great websites to use to find staff, however there can be a cost involved in getting your advertisement out there.
2 – LinkedIn is a free platform that you can use to reach out and connect with potential staff.
3 – Existing network of clinicians and therapists that you personally know, whom you can ask to refer potential staff to you.
4 – Colleges and universities, but only if you want to bring on interns of provisionally licensed clinicians.
This is not the end-all and be-all of list or recruitment avenues that you can take. You can add so many more! But these are some of the prominent ones, for me, that I believe, will typically come to mind when you think about hiring. (Brandon Shurn)
Be creative and ethical where applicable
Reaching out to people in all sorts of ways is a great method for spreading your reach far and wide.
You can be creative (and ethical of course) in how you get people to know about the opportunity for work in your practice.
Utilize approaches that are kind of not conventional, a little grass-roots, and more guerilla in its marketing tactic. I’m reducing the cost of my expenditures to recruit and attract … clinicians. (Brandon Shurn)
Depending on the business model that you work with, and the budget that you have at your disposal, you can use a little bit of all of these networking systems to find which one works best for connecting you with your ideal, new staff.
When to hire staff
Now that you know who you want to hire (1099 or W2) and you know where to find them, when should you start bringing them onboard into your private practice?
The golden rule that Practice of the Practice follows is to keep an eye out for that 60% mark. Once you,
