How to hire a licensed massage therapist for your practice—part 2

Hiring a licensed massage therapist (LMT) to expand your chiropractic practice can be a daunting task.

To help you weigh the decision, Chiropractic Economics continues its discussion with Uriah J. Low, MHA, CEO and founder of Avethan Healthcare Consulting, who answers our questions about hiring an LMT and provides important tips to consider in the process.

Low illustrates how to go about hiring an LMT if you have never worked with one, what you need to look for in a prospective LMT employee and how to determine the right pay for your new LMT.

If you haven’t read part 1, we recommend you do that first. What follows is part 2 of our interview.

Define the hiring process

What should you look for or ask prospective employees?

According to Low, “For those chiropractors who have never worked with an LMT and are considering hiring one, a successful hiring process can be achieved by defining requirements, advertising the position, reviewing resumes, conducting interviews, reference checking, background checks, bedside manner analysis and salary negotiation, followed by an official letter of offer.”

First, specify the qualifications and expectations for the LMT position. “They should consider desired skills, experience level, specialization, availability and desired work schedule.” This clarity will direct the search and attract qualified candidates.

Next, advertise the position through various channels, including online job forums, professional associations, social media, local classifieds and the practice’s website. “They should outline the duties, qualifications and any unique aspects of the practice that may attract qualified candidates.”

Third, review resumes to identify candidates who meet your initial criteria. Low adds, “The chiropractic owner should seek to correlate relevant experience, certifications, training and values alignment to the practice.”

Once this process is complete, schedule interviews with the candidates selected for further consideration based on their qualifications. During the interviews, the hiring practice should inquire about the candidate’s experience, techniques, knowledge of chiropractic care, communication abilities, professionalism and cultural compatibility.

After the interview, when you feel fairly confident that you would want to hire a candidate, contact the candidate’s references and conduct a background check to confirm employment history, education, licensure, skills, professionalism, dependability and work ethic. Once you have identified the most qualified candidate, ” “extend an offer of employment and begin the onboarding process,” says Low. “Explicitly communicate all terms, expectations, compensation and contractual obligations. A comprehensive induction procedure that includes orientation, training and practice integration is also essential.”

How much should you pay an LMT?

First, determine an appropriate salary or compensation package before hiring a LMT. “This can be accomplished by contemplating many crucial factors,” says Low. “First and foremost, market investigation is essential. By examining job postings, industry surveys and salary data, chiropractors can determine the prevalent salary range for LMTs in their region.” This provides information regarding the average salary of LMTs with comparable qualifications and experience.

Second, assess the experience and credentials of prospective LMTs. Low emphasizes, “Years of experience, certifications, additional training and specialization are all areas that can be examined. LMTs with greater levels of expertise or credentials can anticipate higher salaries. Their qualifications must align with the requirements of the chiropractic office.” The compensation offered will also be influenced by the responsibilities given to the LMT. As part of your pay research, evaluate the number of massage therapy sessions the LMT will perform daily, the volume of patients and any additional duties or specializations required. All of these factors, according to Low, contribute to the determination of the position’s worth and compensation.

Third, consider the practice’s scale and financial resources. Low emphasized, “Chiropractors must determine a reasonable percentage or fixed quantity of massage therapy-related revenue that can be allocated to the LMT’s compensation.” In addition, chiropractors should evaluate the benefits they will offer, such as health insurance, retirement plans, paid time off and professional development opportunities. “These benefits contribute to total compensation and may impact salary negotiations.”

Remain receptive to discussions with prospective LMTs and consider their input during negotiation. Low stresses, “It is essential to comply with federal, state and local employment laws and regulations concerning minimum wage requirements, overtime pay and other pertinent provisions.”

CE’s interview with Low continues in part 3, where he discusses whether adding an LMT can actually help grow a DC’s practice. He also addresses the biggest mistakes chiropractors can make during the hiring process and some potential mistakes to avoid.