What OTs Look for in a Job Ad: How to Attract the Right Applicants
What OTs Look for in a Job Ad: How to Attract the Right Applicants
Most practice owners write job ads in a hurry, usually when someone has just resigned and the waitlist is getting longer. I have been in that position myself, and I know how tempting it is to reuse last year’s ad and hope for the best.
The good news is that a few small changes can make a real difference to who applies. Having read a great many OT job ads over the past few months, I have noticed that the ones that stand out tend to do the same things well.
Show the pay range
Pay is usually one of the first things an OT looks for, and an ad that includes a clear range gives applicants a reason to keep reading. Several recent listings on OT Jobs Australia include a salary range, and it is a simple way to show that you are upfront. If the role is paid as a contractor rate, or includes bonuses or incentives, a short explanation helps applicants compare it fairly with other roles.
Explain supervision and professional development
For early-career OTs, supervision is often the deciding factor. It helps to say how often supervision happens, who provides it, and whether you have a structured program for new graduates. Experienced OTs look for this information too, along with details such as a CPD allowance, study leave and the chance to build skills in an area that interests them.
Be clear about the caseload, setting and location
Applicants want to know who they will be working with and where. Mention the age groups and client needs you see, the funding schemes involved, such as the NDIS, aged care or insurance schemes, and whether the work is clinic-based, in the community, in schools or via telehealth. If the role involves travel, say how much and whether a car or kilometre reimbursement is provided.
Describe flexibility honestly
Many OTs are juggling family, study or other commitments, so information about hours, part-time options and school-hours arrangements is valuable. If the role is hybrid or remote, explain what that looks like in practice. If there is a billable hours target, it is better to mention it in the ad than for it to come as a surprise at interview, because the people who apply will already be comfortable with it.
Give a sense of the team
Almost every ad describes the team as supportive, so it helps to show what that means in your workplace. You might mention the size of the team, the other disciplines you work alongside, regular case discussions, or a mentor for new staff. These details give applicants a much clearer picture than a general statement.
Make it easy to apply
Let applicants know what to send, who to contact, and when they can expect to hear back. A named contact person makes the practice feel more approachable, and a timeframe for responses is always appreciated by people who are weighing up more than one opportunity.
A final thought
Taking a little extra time over your ad tells OTs a lot about how you run your practice, and it usually means the applications you receive are a better fit for your team. If you are hiring at the moment, you can list your role on OT Jobs Australia at otjobsaustralia.com.au, where it stays live for 60 days and is included in the weekly job alert sent to job seekers.
I hope these ideas help you find the right person for your team.
Robyne