Recruiters - a Student Guide
A publication of the American Occupational Therapy Association, Inc.As a graduating student, a newcomer to the field of occupational therapy, you surely will come into contact with a group of individuals called RECRUITERS, who will want to assist you in finding the job of your choice. Recruiters, or placement specialists, are companies or individuals who work for both sides of the industry: the employer and the employee. The employers may be hospitals, school systems, nursing homes, private companies, or any facility that employs therapists. The occupational therapy practitioner, or potential employee (possibly you), uses the recruiter to find a suitable job placement. The goal of the recruiter is to make matches between the potential employee and employer.

How Recruiters Work

A recruiter generally secures resumes of potential OTRs and COTAs by a variety of means. For example, by contacting attendees at conferences, calling from licensure lists or graduating class rosters, or calling other health care facilities. Once the recruiter has talked to the applicant and received his or her resume, the recruiter works to find a placement that suits the applicants wants and needs. This may involve contacting facilities with known vacancies, or, if the applicant has specific preferences, calling several facilities in a particular region or specialty. This does not limit the therapist from seeking employment on his or her own, or from using other recruiters from other companies. The recruiter usually receives a facility request to routinely fill vacancies with their recruits or will call facilities to offer placement of actual or anticipated recruits. Once the request is received, the recruiter will send the facility a confirmation of the request and a copy of the fees charged. There is no cost to the therapist for the recruiters services: the potential employer bears the cost. The cost to an employer can be up to 30% of the therapists first-years salary. For example, if XYZ Hospital in Somewhere, USA hires Sally OT for $30,000 from a recruitment company, that recruiter receives up to 30% of $30,000, or $9,000, payable immediately upon Sallys employment. Consider the pros and cons of using a recruiter.

Advantages:

• They may assist in resume preparation.
• They can expedite a match between therapists with specific location or specialty requirements.
• They can save time in looking for positions.
• They can help with confidential searches.

• Some recruiters are persistent and use aggressive business tactics, i.e., representation without written permission of the OT practitioner.

• Word of mouth.
• Local newspaper advertising.
• State Association job placement listings.
• State Association newsletters.
• University placement services.
• University career days.
• Annual and state conferences.
• Referrals from friends already in the field.
• AOTAs OT WEEK.

Questions to Ask Recruiters

Seeking a job can be an exciting opportunity, but it is important to be adequately prepared and aware of all that is required before beginning to work. Do not be afraid to ask questions to ensure that there is a clear understanding of the job description, benefit package and stability of the company. Similarly, sometimes seeking legal advice with respect to the terms of the proposed employment agreement is appropriate prior to signing on. All recruiters are not the same. Increase the opportunity for success by exploring answers to the following questions.

Working Conditions

• What is the type and amount of clinical support that will be received? Who will provide it?
  
• What is the staff/patient ratio at the facility? How many and what type of clients are expected on caseload? What happens when patient numbers drop?
  
• Will there be a team or accessible network of OTs to consult with?
  
• Is there a requirement to supervise support personnel and students?
  
• Does the state require licensure in addition to certification?

• What is the employment term (length of time, start/end date)? Is employment guaranteed by the recruitment facility for this length of time? What occurs if work cannot be found?
  
• Are there provisions for you to select your employment setting? Will the company find work that meets your approval? What occurs if you do not approve or refuse the placement setting?
  
• What is the process and the terms for repayment if you/the facility/the recruitment company do not honor the contract?
  

• What are the terms of the contract between the recruitment company and the employment facility? Is it more than just one placement?
  
• What is the companys success rate of placement?
• Is the company willing to provide references or contact numbers of therapists or facilities that have used their services?

• What wages and benefits will you receive and how will they be calculated (salary, bonus, medical, dental, holidays, vacation). How often and with what method will you be paid?
  
• What provisions are available for professional growth (i.e., education/conference allowance)?
  
• Will the recruitment company pay for travel costs (mileage, car, accommodation), if hired as a traveling therapist? Relocation costs?
  
• If you fly in for an interview and do not get offered a job, or you do not accept a position, will the company fully reimburse you for your travel expenses?

• Interview them regarding their success rate of placements, request references, and explore with them what they plan to do with your resume and what the entire process is.
• This will help you determine if the recruiter has your best interests in mind.
  
• Each recruiter is different, and methods of recruiting and placement differ.
  
• Think before you act, and ask lots of questions before deciding to have a recruiter represent you.
  
• Be wise in your dealings with recruiters and realize the first point of contact is a business arrangement