| Texas Drug Agency A Case Study from the Max Impact Family |
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Burning Tree Programs HR Manager Finds Insight in SOSII™
The human resources manager for two Texas drug and alcohol rehabilitation facilities offers her employees a different perspective on
Profiles’ Step One Survey II™ assessment. She has seen it from the other side of the desk, as a candidate being interviewed for her
current position.
“I was grateful that I got to take it,” said Tabbitha Anderson, the HR manager for Burning Tree Programs, which has facilities in
Kaufman and Elgin, Texas. Because she can talk about the assessment as a job applicant who completed it before she was hired, her
support gives it more weight when she talks to managers about what the assessment will help them accomplish.
The young HR manager has been working in the field for three years and recognizes the challenges of finding employees with the skills,
understanding and compassion a rehabilitation center needs. A competitive job market and staffing a facility with 24-hour needs makes
hiring complicated, Anderson said. Finding qualified entry-level workers can be especially challenging, and she does the most hiring in
this area.
One of Burning Tree’s most important entry-level positions is that of treatment technician. “They are the eyes and ears of our clinical
staff. They observe and document the behavior of our clients,” Anderson says. But finding people to fill the position can be difficult
because of the specialized nature of the job and because they are needed to work at night or overnight. “It’s not like finding people to work 8 to 5. It’s very hard to find
people who want to work at night,” Anderson explains.
Successful recruiting avenues for her include advertising in newspapers, going to job fairs and seeking referrals from employees already on staff. She triumphs in hiring
most often when she can talk to applicants in person. “When I [speak] to people face-to-face, I can find qualified employees more easily and I tell them straight out, ‘These
are the hours I am looking for.’”
In addition to entry-level people, Anderson also hires licensed chemical dependency counselors. These specially trained workers can get an associate’s degree and complete
an extensive internship as a counselor before taking a test for their license, or they can earn a four-year degree and bypass the internship.
On all potential employees, she uses SOSII™ to gauge a job-seeker’s attitudes. “I want to see where they are, to see if they fit the culture. The SOSII™ has really good
questions to think about with applicants.” The questions help managers who have had minimal experience interviewing job applicants, coaching them along the way.
Anderson says managers like the assessment because of the insight the interview questions provide.
Previously Anderson worked in HR positions in the retail arena and in a hospital. However, she finds managing the human resources department in a rehabilitation facility to
be very different. “The whole mindset of the employees is different. With retail, there’s more focus on sales. Here, because [it is] a crisis-driven industry, [everyone is]
more focused toward their clients, which is wonderful. Everyone who works here has so much passion and drive for what they do. It [just] wows you.”
Contact us to learn how to duplicate this success story in your organization.
Source: Profiles International
The human resources manager for two Texas drug and alcohol rehabilitation facilities offers her employees a different perspective on
Profiles’ Step One Survey II™ assessment. She has seen it from the other side of the desk, as a candidate being interviewed for her
current position.
“I was grateful that I got to take it,” said Tabbitha Anderson, the HR manager for Burning Tree Programs, which has facilities in
Kaufman and Elgin, Texas. Because she can talk about the assessment as a job applicant who completed it before she was hired, her
support gives it more weight when she talks to managers about what the assessment will help them accomplish.
The young HR manager has been working in the field for three years and recognizes the challenges of finding employees with the skills,
understanding and compassion a rehabilitation center needs. A competitive job market and staffing a facility with 24-hour needs makes
hiring complicated, Anderson said. Finding qualified entry-level workers can be especially challenging, and she does the most hiring in
this area.
One of Burning Tree’s most important entry-level positions is that of treatment technician. “They are the eyes and ears of our clinical
staff. They observe and document the behavior of our clients,” Anderson says. But finding people to fill the position can be difficult
because of the specialized nature of the job and because they are needed to work at night or overnight. “It’s not like finding people to work 8 to 5. It’s very hard to find
people who want to work at night,” Anderson explains.
Successful recruiting avenues for her include advertising in newspapers, going to job fairs and seeking referrals from employees already on staff. She triumphs in hiring
most often when she can talk to applicants in person. “When I [speak] to people face-to-face, I can find qualified employees more easily and I tell them straight out, ‘These
are the hours I am looking for.’”
In addition to entry-level people, Anderson also hires licensed chemical dependency counselors. These specially trained workers can get an associate’s degree and complete
an extensive internship as a counselor before taking a test for their license, or they can earn a four-year degree and bypass the internship.
On all potential employees, she uses SOSII™ to gauge a job-seeker’s attitudes. “I want to see where they are, to see if they fit the culture. The SOSII™ has really good
questions to think about with applicants.” The questions help managers who have had minimal experience interviewing job applicants, coaching them along the way.
Anderson says managers like the assessment because of the insight the interview questions provide.
Previously Anderson worked in HR positions in the retail arena and in a hospital. However, she finds managing the human resources department in a rehabilitation facility to
be very different. “The whole mindset of the employees is different. With retail, there’s more focus on sales. Here, because [it is] a crisis-driven industry, [everyone is]
more focused toward their clients, which is wonderful. Everyone who works here has so much passion and drive for what they do. It [just] wows you.”
Contact us to learn how to duplicate this success story in your organization.
Source: Profiles International
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