How to Get a Really Good Job in Respiratory Care
If you’re like most people, one of the main reasons you got into respiratory care was the terrific outlook for employment. The federal Bureau of Labor Statistics says RT is one of the fastest growing occupations in the country, and that means JOBS.
So it’s only natural to think all you really need when you go out on a job interview is your RT degree and state license. After all, these people are desperate, right?
Not so fast! While it’s true your degree and license will go a long way toward getting you a job, it’s also true the really good jobs – those offering lots of opportunities for advancement, the best benefit packages, flexible schedules, or even just the most convenient locations – still go to therapists who stand a little above the crowd.
So, what makes a job candidate shine? Take a look at what some real RT managers have to say:
The right stuff
“Attitude, attitude, attitude,” says Bill Bitzel, RRT, administrative director of respiratory care at John D. Archbold Memorial Hospital in Thomasville, GA. “Did I make that clear? ATTITUDE!”
In his mind, that’s the top requirement for a good RT. “The knowledge can be learned in the majority of the cases, but the desire, the drive, and the work ethic all come from one place – did I mention attitude?”
In fact, he’ll readily hire a new grad with somewhat lower grades, if he sees the right attitude. “Attitude drives people, it makes them want to do the best job possible in the best manner possible – consideration for others, efficiency, competency, integrity, and cost effectiveness.”
Julie Clarke, RRT, respiratory care manager at Methodist Hospital in St. Louis Park, MN, says enthusiasm for the profession catches her eye. “For a new grad, I am usually looking for evidence that they have an internal connection to the field,” says the manager. “Why did they choose this profession, particularly?”
Showing respect for instructors and the RTs they have worked with in the past is also important, and she tries to get a good sense of how the person will fit into her departmental culture. “I ask them what they are looking for in a co-worker and a manager,” says Clarke. “And I look for evidence that they will follow through and meet commitments, and ask questions when they are unsure of something. I like to know that they do not consider their learning to be ‘over’ just because they are graduating.”
And, yeah, she wants to see the RRT credential as well. “We require an RRT for all new therapists, or they have to agree to complete their RRT within two years of employment. Employees who fail to do so are placed on a disciplinary plan to meet the expectation.”
“Credentials are important for a couple of reasons,” agrees Roger Berg, BS, RRT-NPS, manager of cardiopulmonary services and telemedicine at Ridgecrest Regional Hospital in Ridgecrest, CA. Not only do they give him an idea of the person’s skill level, they also play a role in his department’s ability to move forward.
“Today we have a number of protocols which require RTs to assess and treat … I believe advanced certifications qualify an individual more fully for using protocols.” Like Clarke, he requires all his therapists to either have, or plan to get, the RRT. “All new RTs at our facility are required to have their RRT within three years of hire.”
Joan Kohosrt, MA, RRT, respiratory manager at Apria Healthcare in St. Louis, MO, continues the RRT mantra. While the CRT and a current state license are the minimum requirements to work in home care, she emphasizes having the RRT in addition to the CRT definitely gives a candidate an edge.
“If there were two candidates with equivalent experience and background, I would choose the candidate with the advanced level RRT credential,” says Kohorst. “The individual with the RRT credential would also be more ‘promoteable’ into a supervisory or management role.”
As a manager in the home care setting, she also emphasizes the need for experience and leadership skills. “Home care RTs must be able to solve problems without the benefit of support from a hospital-based RT department … I look for individuals who are self-motivated and who enjoy a self-directed work environment.”
Ditto for the long-term care arena, says Melinda Gaylor-Childress, MEd, RRT, director of training and accreditation at Advanced Lifeline Services, Inc., in Louisville, KY.
“In long term care, a therapist’s clinical leadership is heavily depended on by other health care providers,” says Gaylor-Childress. “The RT is often the clinical leader in the care of a respiratory-impaired long term care resident.”
Candidates who demonstrate the ability to communicate effectively, exude a professional image, exhibit confidence, and show a good work history demonstrating leadership and continued professional growth top her list.
When it comes to working with children, Melissa Brown, RRT-NPS, an instructor in the RT program at Grossmont Community College in El Cajon, CA, who was responsible for hiring at both Children’s Hospital and Health Center and Sharp Mary Birch Hospital for Women in San Diego, says experience counts – even if it’s just working with pediatric patients in the emergency department or on the floors of a general hospital.
“I definitely look at their past experience to get an idea of how much training they would require to perform in a neonatal or pediatric environment.”
Her biggest priority, however, is assessing the person's ability to handle the rigors of the specialty.
“I am mostly interested in how motivated they are to learn and grow as clinicians, as well as how well they function in group environments. I can and will teach skills, but I can’t teach people to care about the work they do or how to thrive in stressful situations.”
One of the first things she looks for is whether the job candidate is a member of the AARC. “Therapists who are members seem to be more interested in being involved with the department. They are reading medical journals like RESPIRATORY CARE and attending the International Congress.”
And like her colleagues in adult care, she emphasizes credentials. “I absolutely hire the RRT over the CRT. I also look to see if they have earned the Neonatal-Pediatric Specialty credential. I want the motivated RT who is interested in lifelong learning and professional accomplishment.”
The wrong stuff
So, that’s what managers want in a job candidate. What kinds of things turn them off? Our managers had lots to say in that department as well.
Julie Clarke has a long list of stuff she just doesn’t want to see. “I don’t like it when an applicant doesn’t follow through with the application process in a timely manner. I don’t like it when candidates behave as though they already have the position sewn up and are doing me a big favor by applying here versus down the street at a competitor hospital. I don’t like it when candidates appear to have unfinished business with other therapists, nurses, previous employers. I don’t like it when they show up late for the interview and are careless in making arrangements.”
She’s also turned off by people who quibble over salary – fifty cents or a dollar per hour shouldn’t really matter, says the manager, if you’re otherwise satisfied with the position.
And she doesn’t think much of RTs who haven’t bothered to join the AARC. “I am not too impressed by therapists who aren’t even members of their professional organization.”
Roger Berg looks for people who are flexible. “Don’t demand certain hours or days of each week to work, unless you are applying for a part-time, per diem, or as needed position. Be willing to work wherever you are needed, and be willing to do the mundane as well as the exciting things.”
He also pays careful attention to appearance during the interview. Anyone coming in with the smell of alcohol or tobacco on their breath is shown the door rather quickly, as are those who fail to dress for success. “I prefer men in suits and women in nice dresses or suits.”
The same goes for applicants who disrespect the application and interview process. “I don’t know a thing about the candidate, so first impressions are very important,” continues Berg. “If you look sloppy, act sloppy, write sloppy, or don’t follow instructions properly on the application form, I have to assume your work will be the same – sloppy and unprofessional.
For Bill Bitzel, the red flag goes up anytime he sees RTs with a sporadic work history, cocky attitude, unwillingness to pursue advanced credentials, and, if they’ve been out of school for awhile, lack of critical care experience. He also shies away from folks who approach the interview with the “I am your savior” attitude. Sure, RTs are in big demand, but going in with that “you’re lucky to have me” attitude is only going to get a “don’t let the door hit you on the way out” response.
Joan Kohorst says a sloppy appearance, bad grammar, and an unprofessional attitude put her off of a potential employee right away. “Professional appearance, excellent communication skills, and a good attitude are essential in home care. The home care RT is the professional and very public representative of the home care organization.”
Melissa Brown agrees. “If the candidate doesn’t care enough to dress appropriately for the interview, then I don’t hire him or her. It shows a lack of respect, motivation, and good sense.”
The real killer for her, however, is the job candidate who uses the interview to trash previous employers or co-workers. “I don’t hire that person because I am fearful the conflict will continue at their new place of employment . . . I don’t want to hear a litany of personal problems.”
Given the independence inherent in long-term care, Melinda Gaylor-Childress says she avoids anyone who projects a poor professional image, demonstrates a limited work history, or appears to lack confidence or is indecisive. “Candidates who require a significant amount of structure to their position often do not perform well in a long-term care environment.”
Quality counts!
So sure, RTs are in hot demand today. But as these managers illustrate, hospitals and other health care settings aren’t about to compromise on quality. To get that really good job, you need a lot more than just the degree and license – take along a professional attitude, a willingness to learn, and attention to detail as well!
