Why Externships Are a Win-Win for Students and Practices

by | Jan 5, 2021 | Leadership, Management, Recruiting

Fourth-year externships are an integral part of any Doctor of Audiology (Au.D.) program at an accredited university. But that doesn’t mean that externship programs only favor students. In this post, I’ll explain how the externship system is a win-win for both fourth-year externs and the clinics that employ them.

Side note: normally, externships for 2021 would be filled by now, but it’s not been a normal year. If you are considering an externship for the fall, now is the time to take action and start planning.

Benefits for Students

Most doctoral candidates in audiology are required by their institutions to complete a certain number of hours of supervised clinical practicum at an off-campus clinical site during a 12-month externship. This real-world, hands-on experience is crucial for audiology students to gain the necessary skills and knowledge to work with a variety of populations and disorders in different settings. It also helps them develop their ability to evaluate and integrate scientific research into clinical practice. In a nationwide survey, fourth-year audiology students ranked “scope of practice at the facility” as the most important factor in determining a desirable externship placement, followed by “type of facility” and “ability to work with other professionals.” I recently spoke to three four-year externs—two of whom work at VA hospitals and one at the prestigious Cleveland Clinic. Each student shared with me that their experiences helped them decide what they want to specialize in. Some of those decisions include treating adults versus pediatric patients, working in a more clinical (hospital, ENT) setting versus a dispensing environment (private practice), and determining what technologies/hearing aid manufacturers they’re most comfortable using. Students with an entrepreneurial spirit or interest in sales and marketing can choose to extern at private practice to learn firsthand what it takes to run a hearing healthcare business. This experience will either encourage their desire to open their own practice after graduation (and put them in a better position to succeed when they do) or confirm they’d be happier working for a hospital, university, or ENT. So, how does hiring an extern stand to benefit a practice owner or director of ENT clinic or hospital audiology department?

Benefits for Clinics

According to the U.S. Bureau of Labor Statistics (BLS), the national employment rate of audiologists is expected to grow much faster than average through the year 2028.
In fact, the BLS predicts that an additional 2,200 audiologists will be needed to fill the demand between now and 2028. That’s a 16% increase in job openings.
With this large disparity between supply and demand for audiologists, practice owners should do everything in their power to build a pipeline of potential providers. Employing a fourth-year extern allows a clinic to “test drive” a potential full-time permanent employee. That student can also bring in a fresh perspective from their schooling, especially when it comes to advances in technology. There’s a good chance that if the extern has a good experience, they will strongly consider staying at that clinic once he/she graduates. It’s important to note that each of the 70+ accredited Doctorate of Audiology programs in the country has its own established guidelines for clinics interested in becoming an externship site. This includes everything from the required number of hours of clinical experience students need to complete to the specific type of clinical work students need to be exposed to. Some universities require that supervising audiologists be ASHA certified (i.e. have a Certificate of Clinical Competence in Audiology from the American Speech-Language-Hearing Association). Externship sites are not required to provide monetary compensation, however, most do and offer it in the form of a stipend or a regular paycheck.

Conclusion

The fourth-year externship has always been and will continue to be, a crucial pathway in the field of audiology. Students gain valuable practical experience after three years of vigorous study while clinics can closely evaluate someone who could be a key contributor to their future growth and success. It’s the ultimate win-win in a field that has a very bright and expanding future.
Still not sure if hiring a fourth-year extern is the right decision for your practice? Need help recruiting Au.D. students in your area? Consult YHN’s experienced recruiters can help! Talk to your Account Manager or contact our Recruiting Department today at recruiting@consultyhn.com.

About the Author

Ira Disman joined Consult YHN in 2011 as the recruiter for home office and field sales positions. He started his career as an agency recruiter in the insurance industry and then worked as a Corporate Recruiter for the PWC Consulting practice and the software company Synygy/Optymyze. Ira holds a bachelor’s degree from Babson College and an MBA (Human Resources) from Drexel University. When not working, he enjoys getting his money’s worth on the golf course by hitting many, many shots during a round.

Three Ways to Attract Top Talent

by | Oct 17, 2018 | Recruiting

The US unemployment rate recently hit a 48-year low of 3.7 percent.

What does this mean for your practice when it comes to recruiting candidates? It means that qualified candidates have more employment options than ever.

Fortunately, there are many things you can do to set yourself apart from the practice down the road or any other employer the candidate may be considering, and it doesn’t involve rolling out a red carpet before every interview:

1. Preparation

From the moment candidates walk through the door, they should feel welcomed and comfortable in your practice. Make sure your front office staff is aware of the interview and gets the candidate settled, including if they want water or coffee and/or a quick office tour. All interviewers should have read the candidate’s resume ahead of time so that they’re not reading it during the interview for the first time. This shows the candidate that you are serious about their candidacy and also allows you time to write down questions specific to their background. You may also want to allow a 10-15 minute buffer in your schedule before the interview for any last minute accommodations and to make sure that you’re not rushing into it or arriving late.

2. Extending an offer

You just had a great interview with a candidate and want to extend an offer. You should strive to make that offer within 24-48 hours of the interview, if not sooner. My mantra: time is a deal killer when it comes to recruiting. Any delay in extending an offer may result in the candidate finding an opportunity elsewhere. What if it’s the first candidate that you interviewed? Don’t get caught in the mindset that you need to see more candidates! If your first candidate has the right skill set and will fit into your office culture, why would you need to see more? As for the details of the offer, besides salary, what are some perks that will distinguish you from another employer? Can you offer health insurance/monthly healthcare allowance? A generous vacation package? Bonuses? Spontaneous awards? Think outside the box to win over that candidate.

3. Branding

Every interview experience is a branding exercise for your practice. The candidate is evaluating you as much as you’re evaluating them. An employment decision for anyone has many implications for their professional and personal lives. Even if you don’t choose to hire a candidate, you want them to walk away with a good impression of your practice. They will tell their family and friends (i.e. potential patients) about the positive experience they had with your practice and in turn, will convey to them if they had a negative interviewing experience. Before I came to work for Consult YHN, I interviewed at a local college to work on their co-op program. At the end, the interviewer handed me a coffee mug with the name of the college on it which left me with a great impression of the school and the interviewer. Think about what you can do at the end of the interview to give that good last impression to the candidate.

Implement these suggestions to be any candidate’s number one choice, even in this increasingly competitive employment market!

Or, even better, let Consult YHN help.

Not only can our recruiters fill open positions in any functional area of your practice, but they’ll assist with the entire hiring process, start to finish.

Talk to your AM or give us a call at 800-984-3272, ext. 228 for more information.

About the Author

Ira Disman joined Consult YHN in 2011 as the recruiter for home office and field sales positions. He started his career as an agency recruiter in the insurance industry and then worked as a Corporate Recruiter for the PWC Consulting practice and the software company Synygy/Optymyze. Ira holds a bachelor’s degree from Babson College and an MBA (Human Resources) from Drexel University. When not working, he enjoys getting his money’s worth on the golf course by hitting many, many shots during a round.