Attracting top talent is a priority in any industry — but especially in occupational therapy, where an individual’s skill level makes all the difference in achieving positive outcomes for patients.

Demand remains high in this industry: A survey of education program directors revealed 80 percent of 318 programs said more than 80 percent of occupational therapists secured jobs within six months of graduation, according to the American Occupational Therapy Association.

Given the strong job placement rate, attracting and retaining talented occupational therapists is a the challenge of HR professionals. What can recruiters do to attract the top occupational therapists? In a pool of qualified job seekers seeking more than just a paycheck, it takes a sound recruitment strategy to make your positions stand out.

Here are a few suggestions:

1. Build a strong business brand: Your brand is what people think about you. Your marketing team knows it matters — but so should you your recruiting department. When occupational therapist candidates ask themselves where they want to work, you want to be the employer they think of most favorably.

Highlight your business awards and features. Offer strong benefits to employees. Amplify your brand in online articles, interviews, marketing materials, etc. Remember, it’s just about how far your message reaches, but how consistently you deliver that message.

2. Differentiate from competitors: If you want to be the place where top occupational therapists are eager to work, offer better benefits than any of your competitors. If most companies offer two weeks of paid vacation, offer three. If new hires will expect a certain salary, make yours a little better.

The fact is, the industry’s most qualified, passionate therapists will know what is available in the marketplace, so you can make yourself stand out to them by being the place with the best available benefits. See what extra perks — flexible hours, ongoing education — you can add as incentives.

3. Use multiple recruiting strategies: To have the best and brightest applicants, you need to cast a wide net in terms of finding talent. Use career websites and job-listing sources, but go beyond that to also recruit on social media.

The more reputable channels you use to recruit, the more places where you’re building your business brand and reaching potential hires. Go beyond standard sources to search for qualified candidates.

4. Make hiring a priority: Finding qualified applicants is only half of the battle when building a strong team. Once you’re getting good applications, you also need a strong hiring process in place. How will you sift through applications? Who will be interviewed?

In the actual interview process, there is another opportunity to emphasize your brand and make your business a desirable one to top talent — talk about your company’s strengths and what it offers new hires. Answer questions openly.

5. Define your ideal hire: As your company’s current occupational therapists would be quick to tell you, there’s more to a good therapist than a degree and some job experience. Know what qualities to look for in the interview process.

For occupational therapy, interpersonal skills are crucial — being able to listen well to patients as they explain symptoms and/or feelings, knowing how to simplify complex terms and showing compassion and care for individuals who need help.

Likewise, the best occupational therapists are good problem solvers, as they regularly help patients solve difficulties with traveling outside the house, planning a personal schedule and more.

According to the Bureau of Labor Statistics, employment of occupational therapists is expected to grow 29 percent between 2012 and 2022 because of how important it is for treating individuals with disabilities. For employers, this means increasing hiring needs.

When you are tasked with hiring qualified occupational therapists at your company, use the tips above to guide your search! By starting with a strong brand, offering better benefits, posting jobs in multiple places, prioritizing hiring and knowing what you’re looking for, you’ll set yourself up to find talent.

About the author:
Lisa Orlando is Vice President, Marketing, Communications and Early Intervention at Progressus Therapy a leading provider of therapy employment across the United States. They offer opportunities, including school-based therapy and early intervention services, for occupational therapists.