How to Hire Respiratory Therapists: A Practical Guide for Small Businesses

Finding the right people to hire respiratory therapists can feel like searching for a needle in a haystack—especially if you’re running a small business or managing a busy clinic. The truth is, respiratory therapist recruitment isn’t just about filling a seat; it’s about ensuring your patients get the best care and your team stays strong. So, how do you attract, assess, and employ respiratory therapists who’ll stick around? Let’s break it down, with a few tangents and stories along the way—because, honestly, who doesn’t love a good detour?

Why Respiratory Therapists Matter (And Why They’re Hard to Find)

Respiratory therapists are the unsung heroes of healthcare—especially since the pandemic put a spotlight on respiratory care staffing. These professionals are in short supply, and the demand is only going up. According to the American Staffing Association, healthcare staffing shortages have become a top concern for many organizations.

But here’s the kicker: hiring the right respiratory therapist isn’t just about credentials. It’s about finding someone who fits your culture, communicates well, and genuinely cares for patients. If you ask me, that’s a tall order—but not impossible.

Understanding the Current Market

• Turnover costs in healthcare are sky-high. Losing a front-line employee can set you back thousands, not to mention the impact on morale.
• There’s fierce competition for talent. Many clinics and hospitals are loosening job requirements or offering creative benefits to attract candidates.
• Burnout is real—especially for respiratory therapists, who often work long, stressful shifts. Gallup reports that burnout is a leading cause of turnover in healthcare.

Building a Strong Respiratory Therapist Recruitment Strategy

Here’s the thing: posting a job ad and hoping for the best just doesn’t cut it anymore. To really employ respiratory therapists who’ll thrive, you need a plan that covers every step—from writing the job description to onboarding.

Crafting the Right Job Posting

• Highlight what makes your workplace unique. Is your team close-knit? Do you offer flexible scheduling? Mention it! Candidates care about culture as much as pay.
• Be clear about expectations and growth opportunities. According to Harvard Business Review, young hourly workers value clear career paths and training.
• Use practical language. Avoid jargon that might turn off great candidates who don’t speak “HR.”
• For inspiration, check out these job posting examples tailored for the hourly workforce.

Where to Post Your Respiratory Therapist Job Openings

• Industry-specific job boards attract the right crowd. But don’t underestimate the power of general platforms, either.
• Social media is your friend. Platforms like Facebook and Instagram can help you reach a broader audience—especially younger therapists. Here’s a guide to using Instagram for hiring.
• Referral programs work wonders. According to SHRM, employee referrals often lead to better hires who stay longer.

Screening and Interviewing: Beyond the Resume

Let’s be real—resumes only tell half the story. You want to know if a candidate will mesh with your team, handle stress, and deliver top-notch care. Consider using pre-employment assessments to evaluate clinical skills and personality fit.

During interviews, ask questions that reveal soft skills and adaptability. Check out motivational interviewing techniques and cultural fit interview questions for inspiration.

Onboarding and Retaining Your Respiratory Therapists

So you’ve made the hire—now what? Onboarding is your chance to make a great first impression and set the tone for a long, productive relationship.

Effective Onboarding Practices

• Streamline paperwork with digital tools. Platforms like Workstream can help you automate onboarding, saving hours and reducing errors.
• Pair new hires with mentors. According to Harvard Business Review, mentorship programs can dramatically lower turnover rates.
• Provide clear training on policies, safety, and patient care. For tips, see this guide to effective training sessions.
• Use onboarding templates to ensure nothing falls through the cracks.

Retention: Keeping Your Team Happy and Engaged

Retention is where the rubber meets the road. High turnover in respiratory care staffing isn’t just costly—it disrupts patient care and team morale. According to Modern Restaurant Management, turnover can cost up to 200% of an employee’s salary in some industries. That’s a number that’ll make any business owner wince.

• Offer competitive pay and benefits. The DoorDash benefits report shows that robust benefits are a game-changer for recruitment and retention—even in non-restaurant settings.
• Foster a sense of belonging. PwC research highlights that feeling valued is a top driver of engagement.
• Encourage work-life balance. Flexibility is key, especially for therapists juggling demanding shifts. This study explores how flexibility impacts engagement.
• Invest in professional development. Training and clear promotion paths keep your team motivated and loyal.

Compliance, Documentation, and Legal Considerations

Let’s not forget the nitty-gritty: compliance. Respiratory care staffing comes with regulations galore. You’ll need to keep accurate records, verify credentials, and stay on top of labor laws. For the basics, check out the U.S. Department of Labor’s recordkeeping guidelines.

And, if you’re looking to save time and reduce risk, platforms like Workstream can help automate compliance and documentation—so you can focus on what matters: your people and your patients.

Common Pitfalls (And How to Avoid Them)

Honestly, even the best-laid plans can go sideways. Here are a few common mistakes to watch out for:

• Rushing the hiring process—this often leads to poor fits and higher turnover. Take your time to assess both skills and culture fit.
• Neglecting onboarding. A rocky start can send new hires running for the exit. Use structured onboarding templates to set clear expectations.
• Ignoring staff feedback. Regular check-ins and surveys can surface issues before they become big problems.
• Underestimating the power of recognition. A simple “thank you” can go a long way—see this resource for ideas.

Conclusion: The Future of Respiratory Therapist Recruitment

Hiring and retaining great respiratory therapists isn’t easy, but it’s absolutely worth the effort. With the right strategy, tools, and a little empathy, you can build a team that’s not just skilled—but committed for the long haul. If you’re looking for ways to streamline your hiring, onboarding, and compliance, Workstream’s platform is designed for hourly businesses just like yours. Why juggle seven different tools when you can manage everything in one place?

At the end of the day (oops, did I just say that?), your people are your greatest asset. Invest in them, and they’ll invest in you—through better care, stronger teams, and a thriving business.

Related Resources from Workstream

• Discover hiring automation for faster, smarter recruitment
• Explore onboarding templates for a seamless new hire experience
• Read about traits of committed employees to inform your hiring decisions
• Learn how to part ways with an employee when it’s the right move
• See how Workstream’s platform can support your HR needs