Hiring In a New Culture

The below blog was written by our owner, Missy Starowitz.

Over the past eight months, we’ve consistently needed to hire staff in both Buffalo and Batavia, New York. During this process of reviewing countless resumes and conducting numerous interviews, we’ve noticed a concerning shift in professional standards—and it’s not a positive one. Conversations with other organizations have confirmed that this trend is widespread.

If you’re considering new job opportunities, I encourage you to keep reading. I’ll share what we’ve observed and offer valuable insights on how you can effortlessly stand out from other applicants.

Over the past eight months, we’ve been blessed to experience consistent growth, requiring us to expand our team. As we’ve opened new practices or partnered with existing ones, the demand for clinical support staff has grown as well. Western New York is home to several post-secondary institutions, stretching from Rochester to Buffalo, that offer a wide range of clinical programs. This provides a promising pool of potential candidates for recruitment. However, while the quantity of candidates is substantial, finding high-quality talent remains a challenge.

We typically post open positions on Indeed, which we also promote through our social media channels and website. We strive to provide clear, detailed job descriptions and outline the required qualifications. Yet, it still surprises us to receive applications for nursing positions from individuals who have never attended nursing school and whose current experience is completely unrelated to healthcare. To be considered for a nursing role, you must possess a valid nursing license registered in New York State. Unfortunately, these unqualified applications are not rare; they account for roughly 25% of the resumes we receive for such positions, making them immediate rejections.

After filtering out the obvious rejections, I focus on two categories: definites and maybes. The definites are candidates who meet all our key criteria, such as specialized experience in the relevant medical field and a strong track record of loyalty to employers, without frequent job-hopping. As for the maybes, they may lack direct experience in the specialty we’re hiring for, but if they have transferable clinical skills and a stable employment history, I give them serious consideration.

When it’s time to call and schedule interviews, I’ve learned one thing the hard way: almost no one answers the phone anymore. At best, one out of ten applicants might pick up. And even when they don’t, many won’t bother returning the call. Over time, I’ve developed a new approach—one that actually works. I call the applicant, leave a voicemail, and then follow up with a text message. The text message has been the most reliable method by far.

Scheduling interviews can be tricky. While applicants are often enthusiastic about finding new opportunities, they’re not always as eager to schedule outside of their own convenience. I try to be flexible, especially when they’re balancing a current job, but there has to be a limit. If someone is serious about the role, they’ll make an effort to coordinate their schedule and attend the interview. That is, if they even show up.

Yes, you read that right. No-shows are an unfortunate reality of hiring. For every position we recruit for, at least one candidate will fail to show up for their interview—often without so much as a call, text, or email to let us know. If you can’t make it to an interview, I strongly recommend reaching out to inform the company. You might think skipping out will go unnoticed, but it rarely does. And it could come back to affect you in the future. Business owners and managers frequently share notes with their peers at other organizations. A simple courtesy call could save your reputation.

Writing a thank-you note after an interview is a standard professional courtesy, yet it’s surprisingly rare—perhaps only one in 25 candidates take the time to do it. If you want to stand out, send a thank-you note! An email works perfectly. Because it happens so infrequently, when it does, it makes a lasting impression

All of this truly surprises me. Before I became a business owner, applying for a new opportunity was a nerve-wracking process. I would wait anxiously, hoping for that coveted call inviting me to an interview. If I was fortunate enough to get one, I never expected the company to work around my schedule—I would make myself available at whatever time they needed.

Preparing for the interview was a meticulous process. I would carefully choose a professional outfit and print multiple copies of my resume. On the day of the interview, I always left with plenty of time to spare, terrified of being late. Afterward, I made it a point to follow up with a thank-you note and, if I hadn’t heard back, would check in to see if the position had been filled.

I was persistent and eager—two qualities that, sadly, seem much less common these days.

Being selected for an interview means your resume has shown the company that you have the potential to be their next great hire. Let your resume be an authentic reflection of who you are—not just impressive on paper but even more remarkable in person. This is your chance to showcase your best self, so don’t let the opportunity slip by.

Even if you’re not chosen for the role, your efforts will never be in vain. Every interview can lead to one of three outcomes:

1. Consideration for another position within the company.
2. A recommendation to a different employer who might be looking for someone like you.
3. Valuable practice and preparation for future interviews.

As Bill Bradley once said, “Ambition is the path to success. Persistence is the vehicle you arrive in.” Stay persistent, and success will follow.