The purpose of a rehab center is to help people with dependency issues find a new normal. Battling substances and reclaiming a new way of living is not easy. This is why people seeking treatment need top-notch care and consideration that only a reliable staff can provide. Hence, as a rehab manager, you are essential in connecting residents to the most qualified staff.
However, finding the right people is hard work. Rehab centers have a delicate environment, and hiring the wrong individual can disturb this fragile balance, so you cannot take your job lightly. To narrow down the most appropriate professionals for your rehab center, here’s what you need to do:
1. Make Sure Employees Have Industry Knowledge and the Right Credentials
Education and experience give you an insight into what your job requires of you. As a rehab center owner, you need to know the intricate details of the services required by the residents of this facility. You cannot bring in recruits unless you know what it takes to care for and look after people within your rehab center. A good manager holds employees to the same standards they set for themselves. Hence, emphasize that potential applicants should have experience and exposure to work in human services.
Many degrees, both online and offline, can provide a glimpse into looking after those with mental health problems, the social psychology that has pushed these individuals into this vicious cycle of dependency, and how to provide the best system of care. For example, qualifications like human services associates degree online can give employees the skills, information, and factual details they need to do their job accurately.
This benefits residents, as the staff is more receptive to their needs and can support them holistically. You cannot simply hire the first person who walks in; potential employees should know what it takes to work in a rehab and have the credentials that make them suitable for the position.
2. Be Clear about the Job Description
Before you post a job opening, you must be clear about the work you expect employees to perform. Rehab centers are not like traditional offices. The responsibilities that staff members have to shoulder are challenging to manage and often demanding. Therefore, when floating job openings, be highly transparent about what the work entails. It would be best if you tried not to sugarcoat information.
Instead, you should inform potential employees what their working hours will look like, the kind of environment expected in a rehab center, and if workers need additional training. It will also help if you list what services and facilities a rehab center has to offer and how employees can contribute to them. For instance, if the rehab center you manage offers equestrian therapy, you may talk about how workers should know about working with therapeutic animals like horses and safely conduct sessions without aggravating the resident and the animal.
Furthermore, you should also specify roles, such as what you expect a rehab nurse to do. Remember that rehab centers can be emotionally and mentally draining for workers. Hence, they need to clearly understand what this job holds, allowing them to appropriately prepare themselves for the role they’re about to undertake. Withholding information is risky for the residents and can pose a hazard for workers who don’t know what they may be getting into.
3. Keep New Employees On A Probation Period
As impressed as you may be with a worker, you should still put them on probation to gauge their suitability to work in a rehab center. This helps you better understand if the worker truly comprehends the magnitude of their responsibilities. A probation period is also a great way for workers to learn if they’re cut out for the job. So, when you’re in the process of hiring an employee, make sure you notice how they perform their job. Observe if they listen to their supervisor closely, carry out every instruction as directed, and are quick in responding and helping out a resident.
Similarly, watch how workers conduct themselves around residents; are they friendly with them? Or is the worker far too detached from the resident? You may also want to determine if the worker knows how to handle medication, such as storing and ensuring residents do not easily access them.
During emergencies, notice how the staff member reacts. Are they quick on their feet or frozen on their spot? If a resident is experiencing a breakdown, how is the worker supporting them? All these factors give you a deeper insight into the employee you wish to hire. Even if they sound spectacular on paper, unless you put their skills to the test, you may not be able to deduce whether the person you want to take in has the stamina to work in a rehab center. Therefore, when deciding the terms and duration of the probation period, ensure the hours you expect the worker to put in are practical and realistic before they become a full-term employee.
4. Investigate How Residents Feel About the New Worker
After you do the diligence of hiring a new worker, find out what the residents think of the new worker. If your tenets are happy with the staff, it can influence their recovery and benefit their health. So, talk to multiple residents on different occasions to understand their feelings. Ask them questions such as how attentive the staff is, if they manage dietary requirements well, and in extreme cases, you should look out for signs of abuse or physical violence.
Conduct monthly sessions with residents to establish constant feedback. This keeps you in the loop and enables you to stay aware of how the current staff you hire is performing. Having the trust of your residents and acknowledging their thoughts can also help you prevent major disasters and incidents from occurring. You can filter out workers from the pool and gradually narrow your team to several valuable and experienced employees.
Rehab centers are institutions that help people with dependency and mental health problems. Hence, you cannot downplay your staff’s role in creating an environment that allows residents to heal and get back on their feet. Therefore, when you’re in the middle of the hiring process, you need to consider certain factors. These include ensuring the person applying is educated and certified to work with residents living within the rehab center. Once you’re sure of the employee you want to hire, take it a step further and put them on a probation period to evaluate their performance and get active feedback to be sure about your choice.