Look, I get it. You’re a school leader trying to hire a Speech-Language Pathologist (SLP), and it feels like trying to find a unicorn who also has a master’s degree. I’m Nathaniel Courtney, and as the Director of Recruiting at Lighthouse Therapy, I’ve been in the trenches of SLP recruitment for years. Let me share what actually works – no fluff, just real strategies that get results.

 

First Things First: Your Job Posting Strategy

Let’s talk about job postings and timing because this stuff really matters. Should you post your openings on major job sites like Indeed, LinkedIn, and ZipRecruiter? Absolutely! Even the free listings on these platforms will get you way more visibility than just posting on your district website.

 

But here’s the real story, timing is everything in this game. Those free job posts? They can work great during peak hiring seasons (April – July) when SLPs are actively job hunting. But once the school year kicks in, that’s when things get tricky. The free posts typically see a significant drop in performance because, let’s face it, most qualified SLPs are already settled into their positions.

 

This is where you’ve got options:

• During summer: Free posts can definitely get you some solid candidates
• During the school year: You might need to level up to paid posts for better visibility
• When you’re really stuck, consider partnering with a company like ours that has a full-time recruiting department.

 

Here’s why that last point matters: Schools rarely have someone who can dedicate their whole day to recruiting. But when you work with Lighthouse Therapy, you’ve got people actively sourcing candidates all day, every day. It’s literally our job to find those unicorn SLPs, even during the tough hiring seasons.

 

If this is the first time you’ve heard of us, I should clarify that we don’t do in-person services. We only recruit and hire therapists to do online therapy. These therapists work for Lighthouse Therapy and Lighthouse contracts with your school. One school leader said it this way, “Working with Lighthouse is like renting the therapist. The therapist feels like part of your team, but they don’t work directly for the district.”

 

Okay, the shameless plug for Lighthouse is over. Let’s get back to actionable items to help you recruit!

 

Social Media Is Your Friend (If You Use It Right)

Want to know a secret? Video absolutely crushes it on social media. I’m not talking about expensive, professionally produced commercials. Just authentic content that shows what makes your school special. Grab your phone and capture:

• Your awesome teachers doing their thing
• Those magical student moments (with proper permissions, of course)
• Your fantastic school culture in action
• Quick tours of your workspace

 

No video skills? No problem. A genuine photo and a heartfelt write-up about why SLPs love working at your school can work wonders too.

 

Don’t Make Applying Feel Like Filing Taxes

When it comes to the application process, you want to find the right balance. You need enough info to make good decisions, but not so much that people give up halfway through.

 

Here’s what you actually need:

• The basics about the job (without the corporate-speak)
• What you’re looking for in a candidate
• What a day in the life looks like
• How to apply (make it simple!)
• When and how you’ll get back to them

 

Create an Efficient Interview Process

While a thorough interview process is important, you don’t want to overdo it. Three, four, or even five rounds of interviews can come across as indecisive or disorganized. Aim for a streamlined approach that respects the candidate’s time.

 

We’ve found that a 10 to 15-minute phone call followed by one or two interviews with hiring managers is typically all you need.

 

Let’s Talk Money (Because Everyone Else Is Afraid To)

In public school settings, salaries may be set by a predetermined schedule. If not, know what you can pay, and in both cases, say upfront what the job pays. Also, be sure to highlight the other benefits and perks of working at your school, such as:

• Talk about your awesome benefits
• Highlight the cool perks of working at your school
• Mention professional development opportunities
• Be upfront about any bonuses or extras

 

Bottom Line

Finding great SLPs isn’t impossible. It just feels that way sometimes. But if you’re clear about what you offer, make it easy to apply, don’t waste people’s time, and are upfront about money, you’re already ahead of 90% of schools out there.

 

Remember, SLPs have options (like, lots of options). Your job is to show them why your school is the best option. No fancy recruiting strategies required. If you provide honest communication and a straightforward process, you’re halfway there.

 

Just remember that attracting top talent takes time. If you’re out of time, give us a call at 1-888-642-0994. Depending on the time of year, we may be able to place a therapist at your school immediately.