How to Attract, Hire & Retain Occupational Therapists

Occupational therapists (OTs) are indispensable in healthcare settings, playing a pivotal role in improving patients’ quality of life by addressing physical, cognitive, and emotional challenges. As the demand for improved patient outcomes grows, having skilled OTs as part of the healthcare team becomes increasingly crucial for healthcare organizations.

This article explores effective strategies for healthcare facilities to attract, hire, and retain occupational therapists backed by insights from real OTs to help you improve your recruiting efforts.

The Importance of Occupational Therapists

Occupational therapists (OTs) are essential members of diverse healthcare teams, working in various settings such as hospitals, rehabilitation centers, schools, and community health centers. They work with patients to assess their abilities and needs, and then develop personalized treatment plans with the goal of improving their quality of life. This may include addressing a wide range of physical, cognitive, and emotional challenges.

OTs provide many services that extend beyond direct patient care, including:

• Promoting recovery from injuries or illnesses
• Preventing disabilities
• Enhancing overall well-being for individuals of all ages

The work of OTs can have a significant impact on broader healthcare outcomes, as they help patients achieve greater independence and improve their ability to participate in daily activities. 

Occupational Therapist Hiring Advice

Attracting talented occupational therapists requires understanding their professional priorities and motivations. That’s why we sat down with an OT to find out what they are really looking for, so that we can give you tips on how to hire an occupational therapist.

Q: What are your top priorities when looking for a job?

A: Opportunities for professional growth, including specialized training, certifications, and career advancement are at the top of my priority list when looking for a position. A positive work-life balance culture is also essential. Supportive leave policies that create a workplace that reasonably allows me to take time off for my personal health, wellness, and CEU pursuits are extremely attractive. I also value a positive work environment, particularly with productivity standards and workload. Productivity standards and a caseload that allow me to provide high-quality patient care and apply my clinical reasoning skills appropriately are also important.

Match Their Priorities With Compelling Job Postings

Crafting compelling job postings is a strategic endeavor that goes beyond listing qualifications and responsibilities. It’s an opportunity to showcase your organization’s values, commitment to patient care, and support for professional growth. Effective job postings not only attract qualified candidates but also set realistic expectations and communicate your organization’s culture. Here’s how to create job postings that stand out:
 

Clear and Detailed Job Descriptions: Begin with a clear and concise job title that accurately reflects the role and level of responsibility. Use straightforward language to describe the primary responsibilities, such as assessing patient needs, developing treatment plans, and collaborating with healthcare teams.
 

Highlight Competitive Benefits and Perks: Incorporate a section dedicated to outlining competitive benefits and perks offered by your organization. OTs prioritize job stability, comprehensive benefits, and opportunities for professional growth. Mention specifics such as:

• Competitive occupational therapist salary range and potential for performance-based bonuses.
• Comprehensive healthcare coverage, including medical, dental, and vision plans.
• Retirement savings plans with employer-matching contributions.
• Continuing education allowances for professional development and certifications.
• Paid time off (PTO), sick leave, and flexible scheduling options to support work-life balance.
   

Promote Career Development Opportunities: OTs are often looking for opportunities to advance their careers and expand their skill sets. Outline opportunities for professional growth, including:

• Mentorship programs with experienced therapists.
• Access to specialized training workshops and conferences.
• Support for pursuing advanced certifications and degrees.
   

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Q: What are your biggest pet peeves when reading job ads?

A: My biggest pet peeve when reading job ads has to be when the job description doesn’t match my scope of practice as an occupational therapist. While there are some components that are standard issue in a job description, when the description itself describes another discipline’s responsibility, it immediately makes me think, “This isn’t a company that will value my position.” For example, a job ad that is titled “Skilled Occupational Therapist” and only includes job functions such as transfers and therapeutic exercise, but ignores that I focus on occupation, sheds a poor light on an organization as a whole.

Overcome These Pet Peeves With a Thorough Review

Before publishing the job posting, review it for clarity, accuracy, and completeness. Ask colleagues or members of your HR team to provide feedback on the content and tone. Revise as needed to ensure the job posting effectively communicates your organization’s values and attracts qualified candidates. Double-check that the job description matches whom you’re recruiting. A quick way to deter potential OTs from applying to a position is labeling a job for an “occupational therapist”, but the job description is that of a physical therapist or nurse.

Q: Think about an OT position you have applied for and accepted now or in the past. What made you apply for that job? Why did you choose to take that job over others?

A: I’ve applied for past OT positions that clearly outline expectations and responsibilities, and ones that used language reflecting the organization’s commitment to patient-centered care and professional development. When interviewing for a potential OT position, I often ask clarifying questions regarding the finer details of the job. Additionally, I find it very appealing when employers demonstrate that they support continuing education pursuits and understand the importance of maintaining licensure and staying current with professional knowledge. I also appreciate when organizations ask me thoughtful and engaging interview questions. Questions that are tailored to the specific role and team, even coming from potential colleagues, can help me get a sense of the workplace culture before accepting a potential offer.

OT Recruitment With Peer Interviews

In addition to the standard interview process with management and HR, consider incorporating peer interviews into your hiring process. This can be a valuable opportunity for candidates to connect with potential colleagues, ask candid questions about the work environment, and gain insights into the team dynamics. Peer interviews can also help your organization assess the candidate’s interpersonal skills, communication style, and cultural fit within the team.

Q: If you were offered a job elsewhere, what could your current employer offer you to convince you to stay?

A: I’m currently in a wonderful position as an OT, and I love my team, but every organization has some less-than-savory elements. If I were offered a dream position elsewhere, my current employer could offer me a few things to convince me to stay. One would be, of course, a higher compensation rate. Two would be reimbursement for my professional licensing and CEU obligations each year, including conferences and specialty certifications. Another good thing might be more credit for the extra work that I do outside my standard productivity requirements. I sit on some committees to help improve our unit, but that doesn’t really get mentioned ever. 

Retaining Occupational Therapists

Hiring and retaining occupational therapists requires proactive strategies that address their professional development, job satisfaction, and work-life balance. By investing in retention efforts, healthcare organizations can cultivate a loyal and motivated team of OTs who contribute to sustained patient care excellence. Below are some of the best ways to retain occupational therapists, according to OTs themselves!

1. Career Development Opportunities

Offering continuous learning and career advancement opportunities is essential for retaining OTs who are committed to professional growth. You may provide:

• Continuing Education: Support OTs in attending conferences, workshops, and seminars that enhance their clinical skills and knowledge base.
• Mentorship Programs: Pair OTs with experienced mentors who can provide guidance, share best practices, and support career development goals.
• Certification and Licensing Support: Assist OTs in obtaining specialized certifications or advanced degrees that align with their career aspirations and benefit patient care.
   

2. Develop a Supportive Work Environment

Retaining skilled OTs also depends on how supportive their work environment is. Foster a positive workplace culture that values collaboration, communication, and mutual respect among team members. Provide:

• Team-Building Activities: Organize team-building events, social gatherings, and appreciation activities to strengthen camaraderie and foster a supportive work environment.
• Open Communication: Maintain transparent communication channels where OTs can voice concerns, provide feedback, and contribute to organizational decisions.
• Resources and Tools: Ensure OTs have access to state-of-the-art equipment, technology, and resources necessary to deliver quality patient care efficiently. Be open to their experience and suggestions of new equipment or modalities as well.
   

3. Recognition and Rewards

Recognize OTs’ contributions and achievements through formal recognition programs and incentives that acknowledge their impact on patient care and organizational success. Consider offering one or more of the following:

• Performance-Based Bonuses: Reward OTs for achieving clinical milestones, exceeding patient satisfaction goals, or demonstrating exceptional leadership.
• Employee Appreciation Events: Celebrate successes and milestones with recognition ceremonies, awards, and appreciation events that highlight OTs’ contributions to the healthcare team.

By implementing these retention strategies, healthcare organizations demonstrate their commitment to supporting OTs in achieving their career aspirations while ensuring a fulfilling and sustainable career in occupational therapy. Investing in occupational therapists not only enhances healthcare delivery but also strengthens the overall resilience and effectiveness of healthcare facilities in meeting diverse community needs.

Ready to hire your next OT? Create your account on iHireTherapy to post your OT job or access our database of OT resumes today!