What Facility Managers Should Look for in Allied Health Candidates

Right now, 85% of U.S. healthcare facilities report shortages of allied health professionals, highlighting the need for facility managers to find not just any candidate, but the right one. 

With allied health roles making up nearly 60% of the healthcare workforce, selecting well-trained, adaptable, and reliable staff is crucial for both patient outcomes and operational stability.

At Lucid Staffing, we know what makes a strong candidate because we’ve been in their shoes. Here’s how facility managers can spot the qualities that matter most in allied health candidates.

Why Allied Health Candidates Matter More Than Ever

Allied health professionals are essential to modern healthcare. From imaging technologists to respiratory therapists, these roles keep facilities running efficiently while ensuring patients receive high-quality care.

They’re often the bridge between patients and physicians, essential diagnostic, therapeutic, and support services that make modern treatment possible. And without this support, many departments would face delays, bottlenecks, and a reduced quality of care.

The challenge is that demand continues to outpace supply.

Hiring managers can’t afford to overlook the traits that separate strong allied health candidates from those who may not last. With staffing shortages, even one misaligned hire can impact patient satisfaction, compliance, and team morale.

That’s why a sharper screening process is so critical — it helps reduce turnover, ensures compliance is met, and builds a dependable workforce that facilities can count on.

Core Clinical Competencies Facility Managers Should Prioritize

Technical expertise and credentials are the foundation of any good hire. Facility managers should always verify that allied health candidates bring current, role-specific qualifications to the table.

Key competencies to look for include:

• Up-to-date licensure and specialty certifications relevant to the role
• Proficiency with EMR/EHR systems and clinical technology
• Demonstrated diagnostic or procedural expertise
• Commitment to continuing education and professional growth

This foundation of training and verified skills ensures that clinicians can step into a new role with confidence, integrate smoothly with care teams, and deliver patient care that consistently meets facility standards. 

For hiring managers, it’s not just about checking a box — it’s about confirming that new staff are truly prepared to support both the technical demands and the collaborative environment at your facility.

Beyond the Résumé: Soft Skills That Define Great Allied Health Candidates

A well-built resume only tells part of the story. Facility managers need to dig deeper into the human side of hiring to ensure allied health candidates can thrive in high-pressure environments.

Soft skills to evaluate include:

• Adaptability
• Cultural fit
• Communication and teamwork
• Problem-solving under pressure
• Empathy and patient-centered care

Interview prompts, role-play scenarios, and behavioral questions can reveal whether candidates embody these qualities. 

Taking the time to look beyond credentials helps you hire people who not only meet the technical bar but also elevate team dynamics and patient trust.

Red Flags to Watch for During the Hiring Process

Knowing what to avoid in an allied healthcare candidate is just as important as knowing what to look for. Here are some warning signs that your applicants aren’t the right fit: 

• Gaps in credentialing or unclear certifications
• Frequent job changes without strong references
• Poor communication or lack of responsiveness during interviews
• Resistance to flexibility or adapting to new environments

Spotting these early can save facilities from costly turnover and compliance risks. 

More importantly, it allows you to focus your time and energy on candidates who are prepared to contribute to the team’s success and patient well-being.

Strategies to Find and Retain the Best Allied Health Candidates

Retention is just as necessary as recruiting candidates that mesh with your team. The strongest candidates want to work in supportive environments where they can thrive.

You can ensure long-term placement by:

• Building partnerships with staffing agencies like Lucid that understand allied health inside and out
• Using structured interviews to assess both technical and soft skills fairly
• Offering professional development through training, certifications, or mentorship
• Creating strong onboarding programs that support clinicians through their first 90 days

These strategies not only attract top candidates but also encourage long-term loyalty. 

Taking this proactive approach to both recruitment and retention can help you create a culture where allied health professionals feel valued, supported, and motivated to stay.

How Lucid Staffing Helps Facility Managers Hire With Confidence

The demand for allied health candidates isn’t slowing down. Facility managers who know how to evaluate clinical skills, identify soft-skill strengths, and watch for red flags are better positioned to build strong, reliable teams.

As a clinician-owned staffing agency, Lucid understands both sides of the hiring equation. We know the pressure facility managers face, and we recognize what makes a clinician truly effective in the field. 

From credentialing to cultural fit, we help you identify allied health candidates who bring both skill and staying power.

Partner with Lucid Staffing to find allied health candidates you can trust.