Welcome to an invaluable resource for those looking to refine their hiring processes! In this insightful discussion, Therapy Flow co-founders Joshua and Attilio share their unique, multi-step hiring approach designed to attract and select high-quality candidates for any position.
They delve into the nitty-gritty of the hiring process, covering everything from the initial job post to the final ‘thank you’ page. They outline the importance of a business’s landing page, screening questions, skills assessments, and the incorporation of a multi-stage assessment process.
Their recommendations aren’t only about weeding out less suitable candidates; they focus on attracting the best talent by demonstrating the depth of effort a company invests in finding the right fit.
Whether you’re hiring for clinical roles, intake coordinators, admin-level positions, marketing roles, or high-tier virtual assistants, this video offers indispensable advice. Discover a detailed blueprint to help you navigate the complexities of hiring, transforming your recruitment process into a more streamlined, effective system.
Key Insights From Video
Below are the key insights from Joshua and Attilio’s conversation. Take a moment to review these points and consider how implementing these strategies could enhance your own hiring process:
Multi-step Hiring Process: A comprehensive, multi-step hiring process is recommended, crafted to increase the probability of attracting and selecting high-quality candidates. This process not only aids in sourcing the right talent but also helps businesses establish a robust hiring funnel.
Additional Process Details: The recommended hiring process involves multiple layers. After the application, a round one interview focuses on culture and values, followed by a round two interview assessing skills. Subsequent steps involve checking references before extending an offer.
Multi-stage Assessment: The assessment process involves a series of steps, including presenting applicants with a situation and requiring them to deliver a solution. This exhaustive, scenario-based evaluation tests the applicant’s ability to handle job-related challenges.
Job Post and Application Method: Detailed job posts should be published on job listing sites, but the actual application should be directed to a landing page on the business’s own website. This method effectively filters out mass applicants and those who don’t follow directions, thereby improving the quality of applicants.
Application Page Structure: The landing page should convey the core values of the business, discouraging applicants who don’t resonate with these values. Including an ‘application code word’ in the job description ensures that applicants are paying attention to the details.
Screening Questions: To further evaluate the applicants, the initial application form should contain specific questions about the candidate’s minimum earning requirements, motivations, professional background, and goals. Additional role-specific questions can provide even deeper insights into the applicant’s suitability.
Skills Assessment: Following an initial screening, a rigorous skills assessment should be conducted, posing two to three challenging questions related to the job’s primary responsibilities. This ‘behemoth’ assessment is designed to test the mettle of the candidates.
Video Submission: Applicants are asked to submit a video where they solve a problem related to the role, providing a practical demonstration of their problem-solving abilities. This step offers employers a chance to evaluate how applicants quickly and effectively solve problems.
Process Attracts High-Quality Applicants: Top-tier applicants are likely to appreciate and rise to the challenge of a detailed application process. It provides them an opportunity to prove their worth and exhibit their ability to meet job demands.
Process Leads to Refined Candidate Pool: A rigorous application process helps employers cultivate a smaller, but more refined pool of candidates. This approach enables a more accurate and thorough evaluation of each applicant.
Thank You Page: The process concludes with a ‘thank you’ page, letting applicants know they will be contacted if their profile matches the role requirements. This step ensures that applicants are kept informed about their application status.
Process Demonstrates Employer Effort: A comprehensive hiring process signals to applicants the effort the company has put into finding the right person, which can be attractive to high-quality candidates. It serves to both weed out unsuitable applicants and attracts suitable ones.
Process Suitable for Various Roles: This detailed hiring process is versatile and applicable to a range of roles beyond clinical positions, including intake coordinators, admin-level roles, marketing roles, and high-tier virtual assistants. This flexibility makes it a potentially useful tool for a variety of hiring scenarios.
As we reflect on these key insights from Joshua and Attilio, it’s clear that a well-planned, multi-layered hiring process is fundamental to sourcing and selecting the best talent for your organization. This extensive approach encompasses the entire hiring journey, from the initial job post to the conclusive ‘thank you’ page, ensuring each step contributes to the cultivation of a high-quality, focused candidate pool.
Their strategies not only facilitate a more rigorous vetting of candidates but also serve to draw in top-tier applicants who appreciate the opportunity to showcase their skills and align with your company’s values. With a refined process like this, you’re not just weeding out unsuitable candidates; you’re making your company appealing to the most suitable ones.
Remember, this process of hiring for your private practice isn’t limited to clinical roles. It’s adaptable and effective across a variety of positions, whether they be intake coordinators, admin-level roles, marketing roles, or high-tier virtual assistants.
In essence, a thorough and well-structured hiring process is more than just a recruitment tool—it’s a way to demonstrate the effort and value your company invests in finding the right person. So take these insights, apply them in your hiring practices, and elevate the standard of your recruitment process. Happy hiring!