You would think that since most schools districts around the country are already in session that the requests for Special Ed Professionals would subside a bit. But.....noooooo, we still have 4 pages of school districts around the country still looking for school psychologists, occupational, physical and speech therapists. The pursestring holders have finally relented and given the Special Ed directors permission to use contract services to fill their still-open positions. So now they need us when so many of the therapists we had available in June and July have already accepted a placement for the 2011-2012 school year!
This, unfortunately, is the same dance we dance with school districts every year. The directors are either very relieved that they have their open positions filled or are in a panic because they don't! I have one director who has 4 maternity leaves coming up by mid October (she told me to count backwards to the ice storms in the Dallas, Texas area last winter...;-}.....) and I am scrambling to find SLP's who would be willing to work for only 8-12 weeks. She did add that she has a couple more maternity leaves after the winter holidays. (However, she didn't have any ice storm-type explanation for those.) So, having said that, some of the Fall semester openings may transition into the Spring semester and become a near full-year contract.
If you are still looking for work, looking to make a change or think you might like to try a travel-type position, know that there are still beaucoup of jobs out there all over the country and you are needed!
Wednesday, August 31, 2011
Wednesday, July 27, 2011
Ceee-runch Time!!!
Well, it's here; the time of the year when the Special Ed Directors look at their roster and know that they are still coming up short for SLP's and OT's. We've even seen a few full time PT spots for schools so far this year. If you fit into one of those categories, you can be assured of employment. HOWEVER......if you want to be 10 miles from your home, ask for $75 an hour and only want to work with elementary students, your choices go down considerably!
I spoke with a hiring manager in Iowa this afternoon who told me that his state is overrun with Speech Pathologists because the funding is tight and all they could do was lay off people and increase the caseloads for those remaining; Texas has run out of federal stimulus funds and many districts are letting go all their contract therapists and offering early retirements to their veteran employees; North Carolina has held out until almost the last minute and is hinting that they may need Occupational and....just maybe.....SLP's. They have also mandated that we reduce our bill rate by as much as $5.00 per hour.
What does all this mean for you job seekers? Well, you may have to expand your location preference; if it works for your life-style, you may want to consider a travel position (see my January, 2011 post). It may mean that you won't have a commitment for employment until after schools are already in session. It might even mean that you need to compromise a little on your salary requirements. Argh, the pain is hitting all of us!
We in the recruiting business have danced this dance for several years, knowing that the schools will eventually be in so much pain that they will get approval from the "holders of the purse strings" and call us for help. BUT...in the meanwhile....all of you are getting nervous about finding work. Take heart and know that the jobs will come; it's just taking a little longer this year.
I spoke with a hiring manager in Iowa this afternoon who told me that his state is overrun with Speech Pathologists because the funding is tight and all they could do was lay off people and increase the caseloads for those remaining; Texas has run out of federal stimulus funds and many districts are letting go all their contract therapists and offering early retirements to their veteran employees; North Carolina has held out until almost the last minute and is hinting that they may need Occupational and....just maybe.....SLP's. They have also mandated that we reduce our bill rate by as much as $5.00 per hour.
What does all this mean for you job seekers? Well, you may have to expand your location preference; if it works for your life-style, you may want to consider a travel position (see my January, 2011 post). It may mean that you won't have a commitment for employment until after schools are already in session. It might even mean that you need to compromise a little on your salary requirements. Argh, the pain is hitting all of us!
We in the recruiting business have danced this dance for several years, knowing that the schools will eventually be in so much pain that they will get approval from the "holders of the purse strings" and call us for help. BUT...in the meanwhile....all of you are getting nervous about finding work. Take heart and know that the jobs will come; it's just taking a little longer this year.
Saturday, June 4, 2011
Early intervention for all!
Just recently I have reconnected though Facebook with a long, lost cousin (I've actually only met him twice, as he lived in Florida and I was in Ohio). We are both adults and remember very little about our past meet ups. However, his wife is an occupational therapist and has a very interesting and unique website advancemybaby.com. Her research and views on early intervention are apropos to all babies, not just those who may be labeled as special needs.
I'll be writing more about a research project that she will be conducting soon. She will be looking for new moms to participate.
I suggest checking out her website; you won't be sorry!
I'll be writing more about a research project that she will be conducting soon. She will be looking for new moms to participate.
I suggest checking out her website; you won't be sorry!
Monday, May 16, 2011
New grads
Congratulations to all of you Special Education new grads!!! You have chosen a field of work that is terribly important to the survival of our country! You will create a better life for so many that will need your expertise. I know you're all excited to get started on your career path, and there are endless avenues to use what you have spent so many years learning.
Good luck to all of you as you accept that diploma and head out to make your mark on the world!!!
Good luck to all of you as you accept that diploma and head out to make your mark on the world!!!
Friday, April 8, 2011
Recruiters....psychologists or sales people?
As the girl poured out her heart to me, I couldn't help but choke back a couple of tears. She had just moved out of state to escape a broken marriage. Her husband was, she thought, "the love of my life". I had merely called her to see if she might know any therapists looking for work, but here she was telling me all about the most pressing issue on her mind and in her heart. She didn't know me from Joe Schmoe!
Another day this week, I woke someone (it was well after 10:00 EDT, and I was calling Missouri candidates), who said she'd been awake late as her dog had to have emergency surgery. I could hear her struggling, trying not to cry.
I had one Speech Pathologist working with me who used to call me on an occasional Saturday morning, and we would chat over coffee on our respective decks. She was in Flagstaff, AZ; I am in Atlanta, GA. That was back in 2006, and we still have never met! I have had the opportunity to meet a few of my "phone phriends" in person, and seldom had a correct image of the way they really look. (It's hard to switch that image once it's settled into one's brain, too!)
The phone calls we make daily careen us into the private lives and personal issues of so many folks. We become friends with many of them, although we seldom meet them face-to-face. And, it's always so much fun to call someone that you haven't spoken to in 3, 5, 6 years who still remembers talking to you!
Have you a favorite recruiter that you'll never forget? I'd love to hear some stories!!!
Another day this week, I woke someone (it was well after 10:00 EDT, and I was calling Missouri candidates), who said she'd been awake late as her dog had to have emergency surgery. I could hear her struggling, trying not to cry.
I had one Speech Pathologist working with me who used to call me on an occasional Saturday morning, and we would chat over coffee on our respective decks. She was in Flagstaff, AZ; I am in Atlanta, GA. That was back in 2006, and we still have never met! I have had the opportunity to meet a few of my "phone phriends" in person, and seldom had a correct image of the way they really look. (It's hard to switch that image once it's settled into one's brain, too!)
The phone calls we make daily careen us into the private lives and personal issues of so many folks. We become friends with many of them, although we seldom meet them face-to-face. And, it's always so much fun to call someone that you haven't spoken to in 3, 5, 6 years who still remembers talking to you!
Have you a favorite recruiter that you'll never forget? I'd love to hear some stories!!!
Monday, March 7, 2011
A day in the life.....of a recruiter
I know that many of you come home from a hard day of dealing with all the issues you have to deal with everyday only to find that your answer phone or the voice mail on your cell phone is jammed to the max with messages left by recruiters hoping to win you over. May I take this moment to apologize to all of you for all of us. I know that we may be only a notch (if even that) better than a telemarker in your mind, but please let me plead my case!
You probably don't know that we are all required (and there are 25 recruiters just in our schools department) to make a minimum number of calls each day in order to keep our jobs! Depending on one's level of sales at my company, we are required to make anywhere from 40-75 phone calls each day! I personally always check area codes to make sure that I am not calling the Pacific coast at 5:15 a.m.(8:15 eastern time), but with cell phones transferring from state to state, I have awoken a really cranky therapist on occasion, and am totally mortified that I've done so! Again, I apologize for all of us who have committed such a faux pas.
Most of you are very gracious and thankful that you are in such demand and recognize that recruiters may have an employment opportunity that is not "out there" for the public yet. We do keep in touch with Special Ed directors on a very regular basis and quite often are given a chance to fill a job before they even think about posting an ad to fill it themselves. We also actively call Special Ed departments to "market" a candidate looking in a particular location. We may uncover a position that is just in the "idea" stage in the client's mind, but presented with a very qualified candidate, may push through to expedite approval to make a more immediate hire.
Recruiters find positions nationwide and are an especially good resource if you are relocating. They will do the "legwork" for you to explore the possibilities of employment in your future location and may have good information about housing, city events, parks, and even churches in the area. Oft-times, we have already placed someone in the area and have inside information from our past placements.
So, I hope that you will adjust your opinion of recruiters just a bit. We are not calling just to interrupt your day or to leave you messages ad nauseam, but to offer our assistance if not at this time in your life, maybe for some time in the future. Now, I'm off to the phones!!
You probably don't know that we are all required (and there are 25 recruiters just in our schools department) to make a minimum number of calls each day in order to keep our jobs! Depending on one's level of sales at my company, we are required to make anywhere from 40-75 phone calls each day! I personally always check area codes to make sure that I am not calling the Pacific coast at 5:15 a.m.(8:15 eastern time), but with cell phones transferring from state to state, I have awoken a really cranky therapist on occasion, and am totally mortified that I've done so! Again, I apologize for all of us who have committed such a faux pas.
Most of you are very gracious and thankful that you are in such demand and recognize that recruiters may have an employment opportunity that is not "out there" for the public yet. We do keep in touch with Special Ed directors on a very regular basis and quite often are given a chance to fill a job before they even think about posting an ad to fill it themselves. We also actively call Special Ed departments to "market" a candidate looking in a particular location. We may uncover a position that is just in the "idea" stage in the client's mind, but presented with a very qualified candidate, may push through to expedite approval to make a more immediate hire.
Recruiters find positions nationwide and are an especially good resource if you are relocating. They will do the "legwork" for you to explore the possibilities of employment in your future location and may have good information about housing, city events, parks, and even churches in the area. Oft-times, we have already placed someone in the area and have inside information from our past placements.
So, I hope that you will adjust your opinion of recruiters just a bit. We are not calling just to interrupt your day or to leave you messages ad nauseam, but to offer our assistance if not at this time in your life, maybe for some time in the future. Now, I'm off to the phones!!
Friday, February 18, 2011
Choosing a recruiter
Deciding whether to use a recruiter in your search for employment can be a confusing process at best. There are as many choices as there are professions. The most important aspect is to find someone who has a compatible personality, work ethic and delivers what he/she promises.
First, you might want to understand what drives a recruiter. It may be only money; it may be a desire to help people, it may be pressure from a manager or a combination of any or all of those, which is more likely the case. Staffing firms have a variety of structures to pay their recruiters; some may be straight salary, some may have commission only and others may have a combination of the two. My company falls into the later category, and is very fair; I might say, even brilliant in their pay structure. No one here asks for a raise; they simply help more people find work, and their commission increases.
You will also want to do some investigating of the company itself. Ask the recruiter who owns their company or the name under which they are publicly traded (if they are public). Then you can go to http://www.yahoofinance.com/ and put in the name under quotes and check out their growth, how stable they've been, etc. You can also check with http://www.bbb.org/ (Better Business Bureau) to see if there have been any major complaints concerning payroll or ethical complaints against that organization. Asking others in your profession which companies/recruiters they think are the best is always a great way to start your investigation.
A really good way to test your recruiter is to ask him/her to call you back on a specific day and see if they follow up. I'm not going to say that I've never made a mistake and forgotten, but a good recruiter will find a way to make good on promises. Once again, finding a good match for your personality is key. You may be someone who doesn't like a lot of "checking in" phone calls, or you may enjoy a weekly conversation to touch base with your recruiter. Talk to a few and get a feel for the one that makes you the most comfortable!
First, you might want to understand what drives a recruiter. It may be only money; it may be a desire to help people, it may be pressure from a manager or a combination of any or all of those, which is more likely the case. Staffing firms have a variety of structures to pay their recruiters; some may be straight salary, some may have commission only and others may have a combination of the two. My company falls into the later category, and is very fair; I might say, even brilliant in their pay structure. No one here asks for a raise; they simply help more people find work, and their commission increases.
You will also want to do some investigating of the company itself. Ask the recruiter who owns their company or the name under which they are publicly traded (if they are public). Then you can go to http://www.yahoofinance.com/ and put in the name under quotes and check out their growth, how stable they've been, etc. You can also check with http://www.bbb.org/ (Better Business Bureau) to see if there have been any major complaints concerning payroll or ethical complaints against that organization. Asking others in your profession which companies/recruiters they think are the best is always a great way to start your investigation.
A really good way to test your recruiter is to ask him/her to call you back on a specific day and see if they follow up. I'm not going to say that I've never made a mistake and forgotten, but a good recruiter will find a way to make good on promises. Once again, finding a good match for your personality is key. You may be someone who doesn't like a lot of "checking in" phone calls, or you may enjoy a weekly conversation to touch base with your recruiter. Talk to a few and get a feel for the one that makes you the most comfortable!
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