Staffing Issues? 2 Key Considerations When Hiring Drug Rehabilitation Careers
“Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture” – Howard Schultz.
Though hiring the right staff at your drug treatment center isn’t as easy as pouring a cup of coffee, the Executive Chairman of Starbucks speaks a universal truth. There are too many factors to count that contribute to a successful drug treatment center, but an undeniable aspect of that success can be attributed to the staff.
Unlike other industries, drug rehab requires both the necessary innate passion to help those suffering with addiction in addition to professional qualifications.
In this post on hiring for drug rehabilitation careers, we’ll cover:
- 3 agreed-upon industry qualifiers when hiring employees in the addiction field
- 2 key considerations drug rehabilitation centers need to ask before hiring
3 Qualifiers when hiring candidates for Drug Rehabilitation Careers
To ensure your treatment center hires talent that produces truly meaningful work, look for these qualifiers:
- Credentials, Applicable Licenses, Master’s degrees (LADC, LPC, CAC, CCDP, etc.)
- Industry accreditations (The Joint Commission, the National Committee for Quality Assurance, etc.)
- A minimum of 4 years’ experience required, with 4 – 10 years of experience preferred
2 Key Considerations before Hiring Jobs in the Addiction Field
The resources available to aid both job seekers and employers is staggering. Understanding that an applicant is interviewing your addiction treatment facility as much as you’re interviewing them is an important point to consider.
Consider: CareerBuilder cites that 67% of candidates admitted the willingness to accept lower pay if the company they were interested in had a positive reputation and reviews online. To set your addiction center up for success, look inward and ask these two questions:
1.) Will your employee be set up for success as they continue their addiction rehabilitation career?
Glassdoor’s research indicates 61% of employees say the realities of their new job differ from expectations set during the interview process. Avoid any potential for confusion by being transparent during the hiring process.
2.) Is your center structured to serve the needs of the new hire in parallel to supporting the recovery of your intakes?
Forecasting ahead of a new hire’s start date to ensure patient to counselor ratios are balanced, so intakes receive personalized attention is important. Managing the expectations of internal and external stakeholders is impossible without a plan in place to anticipate these needs. Organizational structure is paramount and will help create a seamless experience across the board.
Successful Recovery Programs begin with a Passionate, Driven Staff
The foundation of successful organizations are the people working there. Finding the right applicant for jobs in the addiction field isn’t an easy feat, given intense internal and external expectations. That process can become simplified by addressing the considerations we posed.
If your center struggles with finding the right fit for drug rehabilitation careers stay tuned. We’ll provide a follow up to this piece with some tactics to recruit the right individuals. In the meantime, contact us with questions. Our team will be happy to help you find the ideal fit for the role you’re hiring for.