Interview with Sherry Angle-Hudock Vice President of Recruitment, RehabWorks
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SP/Beck: Hi Sherry. Thanks for joining me today. Before we start discussing career opportunities and how to best prepare for your first position as a speech-language pathologist, please tell me a little about your education and your professional background?Angle-Hudock:Good Morning Doug. I attended
SP/Beck: Hi Sherry. Thanks for joining me today. Before we start discussing career opportunities and how to best prepare for your first position as a speech-language pathologist, please tell me a little about your education and your professional background?
Angle-Hudock:Good Morning Doug. I attended the Philadelphia College of Textiles and Science. I was a marketing major and I graduated in 1991. That school is now known as Philadelphia University. After graduating, I started my career in recruitment at a small privately owned company called The Rehab People. They were based in the suburbs of Philadelphia, and I recruited PT, OT and SLP professionals in the Mid Atlantic region. Eventually we merged with two other rehab companies nationwide, and we became part of Symphony Rehab. My geographical territory expanded to the East Coast region including; Virginia, North Carolina, Georgia, New York and New Jersey. In 1997, we acquired RehabWorks and ultimately decided their name was the better choice for the long term! At that time, I became the lead recruiter and started hiring and training other recruiters and eventually I was promoted to the VP of Recruitment position. At this juncture I have 12 years healthcare / therapy recruitment experience.
SP/Beck:How many speech language pathology positions does RehabWorks fill annually?
Angle-Hudock:Of course there is variability each month and each year, but I think a good ball-park number is about 240 full-time positions in SLP each year.
SP/Beck:How many open positions are you handling every month?
Angle-Hudock: Again, there is variability, but we average 85 full-time speech openings at any point in time, across the nation.
SP/Beck:Sherry, I'd like to clarify that RehabWorks is not an employment agency. Rather, it's a large multidisciplinary rehabilitation-based practice that exists pretty much across the country. Is that right?
Angle-Hudock: Yes, that's correct. We're in 39 states, and we hire many healthcare professionals.
SP/Beck:Sherry, based on your knowledge of the positions available, please tell me the most important things one needs to do to maximize their opportunity for securing a great position in SLP?
Angle-Hudock:I would certainly recommend that the candidate have a professional resume. It's okay to create one on your PC at home, as long as it is presented in a professional, readable format. For example, use bullet points under ''job experiences,'' not flowing narratives. Certainly the resume must provide name, address, phone number, cell phone number and importantly, an email address. There are ''resume based'' software packages
available on the Internet and in many stores too, for people who want help with the proper format and related issues. The SLP candidate submits their resume to us, and we review them for relevant experience and desirability for positions we have available. Besides having a great resume, the clinician should possess sound interview skills. The ability to listen, ask good questions and communicate effectively are key elements to quality interviewing.
SP/Beck: Can I assume that based on the broad rehabilitative aspects of RehabWorks, that many of the successful candidates will have ''team'' experience?
Angle-Hudock:Yes, most will, but not all. We employ SLPs in a multi-disciplinary team environment where they work side by side with PT and OT professionals. We look for SLPs that have worked in team settings and can optimize patient care by working with other disciplines. Of course, people have to start somewhere, and not having that experience doesn't exclude the candidate, but that experience is preferable, and it may be an advantage for a particular candidate in certain situations.
SP/Beck: What other attributes define the better prepared candidate?
Angle-Hudock: I often look for clinicians that have experience with dysphagia. A large percentage of the population in skilled nursing facilities are dysphagia patients and the therapists will need to use these skills on a daily basis.
SP/Beck:Any key points for the live, in-person, face-to-face interview?
Angle-Hudock:We look for people who are kind, professional, competent and well-spoken, but punctuality is key! A nice ''presence'' is hard to define, but it's important. Professional attire, a good firm handshake and eye contact throughout the discussions and the interview process are all very important. It's worth noting that before we call someone in for a live, face-to-face interview, we often do a telephone interview first, and many of the same issues apply. Be on time, be polite, be courteous, professional and friendly.
SP/Beck:What are the typical factors that determine compensation for the SLP at RehabWorks?
Angle-Hudock:There are various factors that determine compensation. For example; cost of living in a particular market, reimbursement we're receiving in that market, and the SLP's experience and background. Other pertinent factors might include; What does the candidate bring to the table? Have they worked in this environment before? Are they knowledgeable in program development and program enhancement for the geriatric population? Have they had management responsibilities before?
SP/Beck: Sherry, please tell me about the typical benefits package the SLP can expect from RehabWorks?
Angle-Hudock: Benefits include comprehensive medical, dental, and vision. We have a 401K savings program. We offer short and long-term disability programs. There is a life insurance policy offered that is equivalent to one times your annual salary. There are supplement life insurances that can be acquired through our benefits department. We offer a two-week vacation for staff level positions, three sick days, and six calendar holidays a year. Another nice thing is that the benefits start the first day of the month after an individual starts with the company, so they don't have to wait 60 or 90 days for the benefits to kick in.
SP/Beck:I think that's really an important point because anyone who has investigated COBRA knows that carrying over insurance is very expensive. How many total employees does RehabWorks have?
Angle-Hudock:We've got about 4500 total, between full-time, part-time, and per diem.
SP/Beck:What is the best question a candidate can ask you? What impresses you?
Angle-Hudock:I like to hear the candidate ask to view a job description. I like to hear them ask what the expectations of the position are and what types of things will they be measured on as it relates to their job performance. I think the candidate should also ask about the teaching and training the company provides to help fulfill their professional needs and requirements.
SP/Beck:Very good. And if the candidate had just asked you those questions, what would your response be?
Angle-Hudock: We have a clinical specialist department, within which we have a team of clinical specialists, and their sole purpose is to teach and train our employees. They cover everything from Medicare compliance to documentation to quality of service, enhancement of clinical skills and patient care, to the latest and greatest protocols and techniques. Many of our clinical specialists have written and developed programs that have been reviewed and approved by state and national associations to provide CEU's, required to maintain state licensure.
SP/Beck:Suppose I was looking for a job as a CFY, and I had very little clinical or professional experience. Why would I consider RehabWorks?
Angle-Hudock:We have therapists managing therapists. As a CFY, you're not working and reporting to business people, you're reporting to a clinician, and they'll be able to help you through challenges you may not have seen before. Our resources, support and training are all available, and that makes a huge difference. By the way, as a CFY, you too, want a clear, easy to read, bullet pointed resume. Again, in our practice, the most successful CFY candidates will have an interest in, and experience, exposure and comfort with dysphagia therapy. So for the CFY, dyspahgia patents are often your future caseloads - so you want to develop and represent those skills on your resume as best you can.
SP/Beck:Sherry, do you have specific advice for the CFY candidate regarding face-to-face or telephone interviews?
Angle-Hudock: I think all of the above mentioned issues apply. The CFY period is critically important for professional development and training and it should be managed appropriately. The CFY candidate should ask questions about how the job is designed, what the job description is, and importantly, what are the expectations of the position? I think it's appropriate to ask who the CFY supervisor is, and I think it's appropriate for the CFY candidate to request to meet the CFY supervisor. By the way, at the close of the interview it's perfectly acceptable to ask your interviewer when you will hear something and what the next step will be. And just as a reminder to the CFY candidate, come prepared with professional references, people that can speak to your clinical skills and abilities, people who have observed you in a clinical setting. One of my pet peeves is when candidates bring references from neighbors from when they were 12-years old, or house-sitting, or baby-sitting! Appropriate, professional references are very important
SP/Beck:Is it better to bring written recommendations from those people or should there be a list of references with contact information on the resume?
Angle-Hudock:At RehabWorks, even if we get a letter of recommendation we will call to verify. So a letter of recommendation is fine, but we still want names, phone numbers and a listing of what that relationship is and when they knew you.
SP/Beck: Is it OK for SLPs and CFY candidates to phone you confidentially to review some of these issues?
Angle-Hudock:Absolutely. I personally take calls and email on these issues all the time, and everything is held confidential. The readers can feel free to contact me. My e-mail address is sherry.angle-hudock@symphonyhealth.com, and our website is www.rehabworks.com. The toll free phone: 800-563-1103 ext. 115.
SP/Beck: Thanks for your time Sherry. It's a pleasure to work with you.
Angle-Hudock: Thank you too Doug. I enjoyed working with you, and I appreciate the opportunity to talk about RehabWorks.
Angle-Hudock:Good Morning Doug. I attended the Philadelphia College of Textiles and Science. I was a marketing major and I graduated in 1991. That school is now known as Philadelphia University. After graduating, I started my career in recruitment at a small privately owned company called The Rehab People. They were based in the suburbs of Philadelphia, and I recruited PT, OT and SLP professionals in the Mid Atlantic region. Eventually we merged with two other rehab companies nationwide, and we became part of Symphony Rehab. My geographical territory expanded to the East Coast region including; Virginia, North Carolina, Georgia, New York and New Jersey. In 1997, we acquired RehabWorks and ultimately decided their name was the better choice for the long term! At that time, I became the lead recruiter and started hiring and training other recruiters and eventually I was promoted to the VP of Recruitment position. At this juncture I have 12 years healthcare / therapy recruitment experience.
SP/Beck:How many speech language pathology positions does RehabWorks fill annually?
Angle-Hudock:Of course there is variability each month and each year, but I think a good ball-park number is about 240 full-time positions in SLP each year.
SP/Beck:How many open positions are you handling every month?
Angle-Hudock: Again, there is variability, but we average 85 full-time speech openings at any point in time, across the nation.
SP/Beck:Sherry, I'd like to clarify that RehabWorks is not an employment agency. Rather, it's a large multidisciplinary rehabilitation-based practice that exists pretty much across the country. Is that right?
Angle-Hudock: Yes, that's correct. We're in 39 states, and we hire many healthcare professionals.
SP/Beck:Sherry, based on your knowledge of the positions available, please tell me the most important things one needs to do to maximize their opportunity for securing a great position in SLP?
Angle-Hudock:I would certainly recommend that the candidate have a professional resume. It's okay to create one on your PC at home, as long as it is presented in a professional, readable format. For example, use bullet points under ''job experiences,'' not flowing narratives. Certainly the resume must provide name, address, phone number, cell phone number and importantly, an email address. There are ''resume based'' software packages
available on the Internet and in many stores too, for people who want help with the proper format and related issues. The SLP candidate submits their resume to us, and we review them for relevant experience and desirability for positions we have available. Besides having a great resume, the clinician should possess sound interview skills. The ability to listen, ask good questions and communicate effectively are key elements to quality interviewing.
SP/Beck: Can I assume that based on the broad rehabilitative aspects of RehabWorks, that many of the successful candidates will have ''team'' experience?
Angle-Hudock:Yes, most will, but not all. We employ SLPs in a multi-disciplinary team environment where they work side by side with PT and OT professionals. We look for SLPs that have worked in team settings and can optimize patient care by working with other disciplines. Of course, people have to start somewhere, and not having that experience doesn't exclude the candidate, but that experience is preferable, and it may be an advantage for a particular candidate in certain situations.
SP/Beck: What other attributes define the better prepared candidate?
Angle-Hudock: I often look for clinicians that have experience with dysphagia. A large percentage of the population in skilled nursing facilities are dysphagia patients and the therapists will need to use these skills on a daily basis.
SP/Beck:Any key points for the live, in-person, face-to-face interview?
Angle-Hudock:We look for people who are kind, professional, competent and well-spoken, but punctuality is key! A nice ''presence'' is hard to define, but it's important. Professional attire, a good firm handshake and eye contact throughout the discussions and the interview process are all very important. It's worth noting that before we call someone in for a live, face-to-face interview, we often do a telephone interview first, and many of the same issues apply. Be on time, be polite, be courteous, professional and friendly.
SP/Beck:What are the typical factors that determine compensation for the SLP at RehabWorks?
Angle-Hudock:There are various factors that determine compensation. For example; cost of living in a particular market, reimbursement we're receiving in that market, and the SLP's experience and background. Other pertinent factors might include; What does the candidate bring to the table? Have they worked in this environment before? Are they knowledgeable in program development and program enhancement for the geriatric population? Have they had management responsibilities before?
SP/Beck: Sherry, please tell me about the typical benefits package the SLP can expect from RehabWorks?
Angle-Hudock: Benefits include comprehensive medical, dental, and vision. We have a 401K savings program. We offer short and long-term disability programs. There is a life insurance policy offered that is equivalent to one times your annual salary. There are supplement life insurances that can be acquired through our benefits department. We offer a two-week vacation for staff level positions, three sick days, and six calendar holidays a year. Another nice thing is that the benefits start the first day of the month after an individual starts with the company, so they don't have to wait 60 or 90 days for the benefits to kick in.
SP/Beck:I think that's really an important point because anyone who has investigated COBRA knows that carrying over insurance is very expensive. How many total employees does RehabWorks have?
Angle-Hudock:We've got about 4500 total, between full-time, part-time, and per diem.
SP/Beck:What is the best question a candidate can ask you? What impresses you?
Angle-Hudock:I like to hear the candidate ask to view a job description. I like to hear them ask what the expectations of the position are and what types of things will they be measured on as it relates to their job performance. I think the candidate should also ask about the teaching and training the company provides to help fulfill their professional needs and requirements.
SP/Beck:Very good. And if the candidate had just asked you those questions, what would your response be?
Angle-Hudock: We have a clinical specialist department, within which we have a team of clinical specialists, and their sole purpose is to teach and train our employees. They cover everything from Medicare compliance to documentation to quality of service, enhancement of clinical skills and patient care, to the latest and greatest protocols and techniques. Many of our clinical specialists have written and developed programs that have been reviewed and approved by state and national associations to provide CEU's, required to maintain state licensure.
SP/Beck:Suppose I was looking for a job as a CFY, and I had very little clinical or professional experience. Why would I consider RehabWorks?
Angle-Hudock:We have therapists managing therapists. As a CFY, you're not working and reporting to business people, you're reporting to a clinician, and they'll be able to help you through challenges you may not have seen before. Our resources, support and training are all available, and that makes a huge difference. By the way, as a CFY, you too, want a clear, easy to read, bullet pointed resume. Again, in our practice, the most successful CFY candidates will have an interest in, and experience, exposure and comfort with dysphagia therapy. So for the CFY, dyspahgia patents are often your future caseloads - so you want to develop and represent those skills on your resume as best you can.
SP/Beck:Sherry, do you have specific advice for the CFY candidate regarding face-to-face or telephone interviews?
Angle-Hudock: I think all of the above mentioned issues apply. The CFY period is critically important for professional development and training and it should be managed appropriately. The CFY candidate should ask questions about how the job is designed, what the job description is, and importantly, what are the expectations of the position? I think it's appropriate to ask who the CFY supervisor is, and I think it's appropriate for the CFY candidate to request to meet the CFY supervisor. By the way, at the close of the interview it's perfectly acceptable to ask your interviewer when you will hear something and what the next step will be. And just as a reminder to the CFY candidate, come prepared with professional references, people that can speak to your clinical skills and abilities, people who have observed you in a clinical setting. One of my pet peeves is when candidates bring references from neighbors from when they were 12-years old, or house-sitting, or baby-sitting! Appropriate, professional references are very important
SP/Beck:Is it better to bring written recommendations from those people or should there be a list of references with contact information on the resume?
Angle-Hudock:At RehabWorks, even if we get a letter of recommendation we will call to verify. So a letter of recommendation is fine, but we still want names, phone numbers and a listing of what that relationship is and when they knew you.
SP/Beck: Is it OK for SLPs and CFY candidates to phone you confidentially to review some of these issues?
Angle-Hudock:Absolutely. I personally take calls and email on these issues all the time, and everything is held confidential. The readers can feel free to contact me. My e-mail address is sherry.angle-hudock@symphonyhealth.com, and our website is www.rehabworks.com. The toll free phone: 800-563-1103 ext. 115.
SP/Beck: Thanks for your time Sherry. It's a pleasure to work with you.
Angle-Hudock: Thank you too Doug. I enjoyed working with you, and I appreciate the opportunity to talk about RehabWorks.