Chiropractors treat over 35 million Americans in a given year. From back pain to joint issues to kyphosis, chiropractors help alleviate pain, diagnose problems, improve quality of life, and supercharge human performance.
However, it’s difficult for some practices to find the new chiropractic associates they need. Chiropractic recruiting is a challenge, which means that it takes a lot of time and patience to find suitable Associate DC’s that fit your practice culture.
It’s easy to get impatient and feel like you need to hire the first chiropractor with a license and clean criminal record that walks in the door. However, this could lead to frustration, wasted time, and a lot of wasted money.
That’s why it’s essential to have a proven process to determine what behavioral traits to look for in your Associate DC candidates. When you have a process in place for chiropractic recruiting, you’ll be able to hire faster than ever.
That’s why we’ve assembled a guide to help you when hiring new chiropractors. Let’s get started!
What Behavioral Traits Are Necessary?
Some Associate Doctor candidates need a job right now. Or maybe there are comfortably employed but looking at options for long-term growth.
Also, what are you looking for? Someone, to adjust patients, take on equity, or potentially buy the practice? And in what time frame?
It’s essential to select a candidate that works with your projected timeline.
Let’s face it: hiring a chiropractic associate takes time and money. Training, onboarding, and getting them up to speed takes time. It takes a little while for them to equal the productivity, output, and knowledge of seasoned employees.
Sometimes, associates leave before this process is complete. Usually, this can be traced back to your hiring process (or lack of a process!) Then, you’re back at square one before the game starts again.
In today’s competitive hiring landscape, it’s essential to provide your associate doctor with perks and benefits that allow people to grow their careers.
It’s also important to use your interview process as an opportunity to explore candidates’ long-term potential during the hiring process. What are their plans in their professional and personal life? What are their goals in the short- and long-term?
The answers to these questions can help indicate whether they’re a good bet for your practice’s current and future needs.
Can They Communicate?
In today’s day and age, communication is multi-faceted. When you’re working with patients, communication is everything. After all, you’re empowering people with information on how to manage their health.
When hiring a new Associate Doctor, you must get a feel for their communication skills during your vetting and interviewing process.
The first step is identifying whether they are a Care Giver or Business builder. From there, you will have a foundational understanding of their strengths and weaknesses. Matching their strengths to their interests and your practice needs is a critical step often overlooked by most chiropractors.
What is Their Character Like?
Personality, attitude, and character are entirely different things. When hiring new chiropractic associates, watching how they respond to ethical dilemmas is essential.
In any job, there are moments where your character is tested. You will have opportunities to prove whether you are trustworthy and responsible.
As a chiropractor, you need to be able to trust your new Associate Doctor implicitly. As time goes on, they’ll be able to know unique to your practice to make the right decisions.
However, trustworthiness, moral character, and responsibility can’t be taught. Using a proven assessment and interview process is essential when making these assessments during recruitment.
Feel Free to Improvise, But Have a Plan
When gauging a new chiropractic hire, how do they react under pressure? How do they react when it’s time to play? Think of it like a first date.
Most adults know what appropriate first date behavior is. Many follow a time-honored ritual regarding dinner, drinks, and an appropriately timed follow-up text.
In future dates, if their behavior proves to be reprehensible, it can come as a shock. After all, the first date went so well! How could you have missed all the red flags?
The answer is simple. It’s easy to play the role you’ve played many times before.
The same is true when it comes to chiropractic recruiting. When hiring experienced chiropractors, they’ve had first interviews before. It’s easy to polish up and present your best self for a forty-five-minute time slot.
You should go beyond canned questions on education and experience.
We’ve put together a complete DC Interview Guide to help guide this process for you!
Chiropractic Recruiting in the Real World
Chiro Match Makers has the process of hiring the right chiropractic associate doctor to a science. Relying on your guy or guesswork to fill an open position quickly often leads to high turnover, stress, and wasted time.
We can help you find the ideal chiropractic associate for your practice that can help take your practice to the next level. Contact us today—we can help!
Chiro Match Makers has the process of hiring DC’s and CA’s down to a science. Here are 4 ways we can help you today!
1. Download our coveted DC Interview Guide before your next interview
This is the most critical hire you will ever make in your practice. Most of us have only learned how to interview from our own past experiences and our gut. Our template provides you with unique questions and a systematic way to help ensure you find the right person for the job you have available. Download a copy here.
2. Download CA Hiring Success Roadmap
Building your A+ team is the difference between having the ability to scale or not. If done right, it can be a path to freedom and increased profit. If done wrong, it can be one of the most-costly mistakes you ever make. Go here to get your copy of the CA Hiring Success Roadmap.
3. Explore the best way to leverage a Locum in your practice.
Grab a copy of our Benefits to Hiring a Locum Guide that will be the best time you’ve spent in buying back your time freedom.
4. Connect with us!
If you’d like to connect with us for a brainstorming session just click here to access our schedule link and find a time that’s best for you. We’d love to learn more about your practice and help you reach your goals!