How to Hire Physical Therapist Assistants: A Practical Guide for Small Business Owners

Let’s be honest—finding the right folks for your therapy team can feel like trying to solve a Rubik’s Cube with your eyes closed. If you’re looking to hire physical therapist assistants (PTAs), you already know the stakes are high. A great hire means better patient outcomes, smoother workflows, and a happier staff. But a misstep? That can throw your whole operation out of whack. So, how do you attract, assess, and keep the best PTAs on your team? Let’s break it down, one step at a time, with a few detours for the real-world stuff nobody tells you about.

Understanding the Role: Why PTAs Are Essential to Your Physical Therapy Staff

First things first—let’s talk about what makes PTAs the backbone of any solid physical therapy staff. These professionals work directly under licensed physical therapists, helping patients get back on their feet—sometimes literally. But here’s the kicker: the demand for PTAs is growing, and so is the competition for top talent. According to the American Staffing Association, healthcare staffing is one of the fastest-growing segments in the U.S. labor market.

So, what does that mean for you? It means you need to be proactive and creative in your approach to therapy assistant hiring. If you ask me, it’s not just about posting a job and hoping for the best. It’s about building a reputation as a great place to work—one that values teamwork, growth, and flexibility.

Key Qualities to Look for in PTAs

• Strong communication skills—because patients need clear guidance and encouragement
• Attention to detail—especially when documenting progress or following care plans
• Empathy and patience—let’s face it, recovery isn’t always a walk in the park
• Adaptability—every patient, and every day, is different

Curious about how top organizations keep their turnover rates low? Check out this Harvard Business Review case study for a few surprising lessons that apply even outside the fast-food world.

Recruitment Strategies: How to Hire Therapy Assistants and Rehab Aides That Stick Around

Here’s the thing—recruiting PTAs and rehab aides is part science, part art. Sure, you need the right credentials, but you also want folks who fit your clinic’s culture. And let’s not forget: turnover in healthcare is no joke. According to industry research, high turnover can cost you more than just money—it drains morale and disrupts patient care.

Effective Sourcing Tactics

• Leverage digital recruiting platforms—sites like Monster and Appcast offer access to a wide pool of candidates
• Use social media—think Facebook groups for local healthcare professionals
• Network with local colleges and training programs—many PTAs come straight from accredited programs eager for hands-on experience
• Consider employee referrals—your current staff often know who’s a good fit

And don’t underestimate the power of a well-crafted job description. For inspiration, check out these job posting examples that attract quality hourly workers.

Screening and Interviewing: Finding the Right Fit

Once you’ve got applicants, the real work begins. Structured interviews, skills assessments, and scenario-based questions can help you separate the standouts from the rest. Need a little help with interview techniques? Here’s a handy resource on motivational interviewing that’s perfect for healthcare settings.

For those new to hiring, don’t miss this guide to hiring and onboarding dos and don’ts.

Onboarding and Retention: Keeping Your Therapy Team Engaged

Honestly, hiring is only half the battle. Keeping your PTAs engaged and happy is where the real magic happens. According to Harvard Business Review research, onboarding and early engagement are critical for retention—especially with younger workers.

Onboarding Best Practices

• Start with a structured onboarding plan—templates like these onboarding checklists can help
• Assign a mentor or buddy—someone who can answer questions and show the ropes
• Set clear expectations—outline job duties, performance metrics, and growth opportunities
• Provide ongoing training—continuous learning keeps staff engaged and up-to-date

Want to see how other businesses are tackling engagement? This DoorDash report explores how benefits and flexibility drive recruitment and retention—even in industries outside healthcare.

Reducing Turnover: Lessons from the Field

Let’s talk numbers for a second. According to industry data, losing a front-line employee can cost thousands in direct and indirect expenses. The solution? Focus on culture, communication, and recognition. For a deeper dive, check out this breakdown of turnover costs and the impact of work-life balance on employee engagement.

And if you’re worried about compliance and recordkeeping, the U.S. Department of Labor has a straightforward guide to what you need to track for each employee.

How Workstream Can Make Therapy Assistant Hiring Easier

Now, I’d be remiss if I didn’t mention how technology can take the headache out of hiring. Platforms like Workstream are built specifically for businesses like yours—those juggling schedules, compliance, and the unique needs of an hourly workforce. With automated screening, digital onboarding, and mobile scheduling, you can cut your time-to-hire in half and save thousands in labor costs. That’s not just marketing fluff; it’s what real business owners are seeing every day.

Curious about how Workstream stacks up against the competition? See how it can help you reduce turnover, find committed employees, and highlight benefits that matter to your team.

Conclusion: Building a Strong, Sustainable Therapy Team

At the end of the day—wait, scratch that. When it comes down to it, hiring the right PTAs is about more than just filling a slot. It’s about building a team that cares, grows, and sticks together. From crafting a compelling job post to onboarding and beyond, every step matters. And don’t forget to lean on technology like Workstream to make your life easier and your business stronger.

For more practical tips on hiring and managing hourly staff, check out these resources:

• Onboarding templates for new hires
• How to write job postings that attract talent
• Traits of committed employees
• Automate your hiring process
• Learn more about Workstream