You are a valuable asset: Five steps to finding a job that matches you

Let’s be honest for a moment: the period between hitting “Submit” on your National Board for Certification in Occupational Therapy® exam and walking into your first day of work is a strange limbo. You’ve conquered the OT/OTA academic mountain–and for some of us, this is the most emotionally taxing experience of our lives thus far–but now you’re standing at the base of a completely different cliff known as the job hunt.

We spend years learning about anatomy, general interventions, theory, and how to take notes, but we don’t always learn how to sell ourselves without feeling like we are bragging. This is especially hard as occupational therapy practitioners (OTPs) because our profession is centered on caring for others. The transition from a student to a colleague can feel exciting, daunting, or both. But here’s the secret: You are not just asking for a job; you are looking for the match.

If you are currently or soon will be navigating the sea of applications and interviews, here are five steps to help you present your authentic self and land the position that actually fits.

1. Do the Homework (But Not the Evidence-Based Practice Kind)

Before you walk into the interview (or log onto a video call), you need to know who you are talking to. Go further than reading the “About Us” page on their website.

• Check social media: Does the clinic or organization have an Instagram or Facebook page? This often gives you a better idea of the company culture than a corporate mission statement.
• Look for the value match: If they pride themselves on community integration, be ready to talk about your university or fieldwork experiences with community outings. Conversely, if their values do not align with yours then cross that employer off your list and return to the job boards.
• The “why us?” question: You will likely be asked “Why did you choose us or want to work here?” Have a specific answer ready that connects their mission with your passions.

2. Tell Me About Yourself Pitch:

This is typically the first question employers ask. This isn’t the time to recite your resume bullet-by-bullet or tell your life story. Instead, offer a narrative they won’t find in your resume or cover letter.

• Who are you?: Briefly mention your professional passions and background.
• What drives you?: Some of us are driven to get out of bed because of the money, others are because of the community and feeling of assisting others to reach their highest potential. What’s your reason?
• Why you?: There are many applicants for the same job. Why are you passionate about working here compared to another location down the street?

3. Show Your Work

New graduates often feel the pressure to be a walking encyclopedia during clinical scenario questions. However, the reality is that employers know you’re new. They don’t expect you to have the same experiences as a 10-year practitioner. They do expect you to know how to find the answers. If they ask a tough clinical question:

• Prioritize safety: Safety is our number one goal, always mention safety precautions first.
• Verbalize your reasoning: Walk them through your thought process out loud.
• Use your resources: It is perfectly acceptable to say, “I would check the patient's contraindications and perhaps consult with a senior OTP before proceeding.” This shows you are safe, teachable, and collaborative.

4. Interview Them (They Like It)

This is the biggest mindset shift you can make. You are also evaluating if this location is a place where you can grow. When asked, “What questions do you have for me?” never answer with “None.” Consider these green flag questions:

• “What does mentorship look like for new graduates here?”: Almost every site claims to offer mentorship, but is it a passing update in the hall, or a dedicated time to debrief? If you want to learn, you’ll need mentor-mentee time.
• “How does the team handle productivity expectations versus patient care quality?”: If an employer focuses heavily on high productivity but misses talking about the quality of their care, give the company a second thought.
• “What is the average tenure of your staff?”: This indicates if the company cares about staff retention or if they are just filling the roles. For example, in a company that’s been around for 20 years, if the employer mentions four years and an OTA mentions 14 years - great sign. If, in the same company, the employer mentions a couple months and an OT mentions two years as the senior therapist - run.

5. The Lobby Test - Arrive Early and Leave Slowly

We all know we should arrive early to show punctuality. Use that extra time for people watching. Observe the unfiltered moments in the lobby, hallway, or just outside of the site.

• What’s the energy?: How does the staff interact? Is it supportive and collaborative, or does everyone look rushed, stressed, and disconnected? Also, the person who is interviewing you will be a good hallmark of the energy in the company.
• People watching: Ever been to a restaurant, waited in line at a store, or saw friends at a coffee shop and listened in on another conversation (intentionally or subconsciously)? Similarly, listen to how the front desk speaks to patients or how staff from different disciplines communicate with each other. It speaks volumes about the company culture.
• The exit: Don’t rush it: Take a slow walk to the door. Do you sense a welcoming community, or is there a heavy, thick atmosphere?
• Trust your gut: If the environment feels hostile to you as a visitor, it likely won’t feel better as an employee.

Rejection is part of the process. Not receiving an offer doesn’t mean you aren’t a good OTA/OT–it simply means that a particular puzzle piece didn’t fit. Trust your training, read the room, and walk into that interview knowing that you have valuable skills to offer.

You are a huge asset to this profession! You’ve got this.

Tyler R. Hood, OTR/L, is a recent graduate from Washington University in St. Louis School of Medicine’s Program in OT. He is service-driven and passionate about innovation, sustainability, and making a positive change in OT practice. He hopes to work in an outpatient setting while continuing to promote positive change in OT to improve the profession’s prominence.