How to hire a physical therapy professor

How to hire a physical therapy professor, step by step

Here's a step-by-step physical therapy professor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a physical therapy professor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new physical therapy professor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a physical therapy professor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A physical therapy professor's background is also an important factor in determining whether they'll be a good fit for the position. For example, physical therapy professors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of physical therapy professor salaries for various roles:

   Type of Physical Therapy Professor	Description	Hourly rate
   Physical Therapy Professor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$19-139
   Adjunct Faculty Member	An adjunct faculty member teaches part-time at learning institutions, usually on a contractual basis. Although their duties depend on their position or area of expertise, it usually includes preparing lessons and coursework plans, administering examinations, producing learning materials, grading tests and quizzes, and assisting students as necessary... Show more	$17-47
   Faculty Member	A faculty member is responsible for teaching students a wide range of both vocational and academic subjects. As a faculty member, you will teach and impart knowledge to your students and help them with the learning process and knowledge application... Show more	$27-88

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Research Projects
   • Physiology

   Responsibilities:

   • Lead outreach to community and statewide stakeholders in the PPCC entrepreneurship program.
   • Develop contextually sensitive evidence aggregation methods from patient records that consider whole patients over time, rather than just linguistic correctness.
   • Create many Mathematica movies to help students understand important concepts in calculus.

3. Make a budget

   Including a salary range in your physical therapy professor job description is one of the best ways to attract top talent. A physical therapy professor can vary based on:

   • Location. For example, physical therapy professors' average salary in hawaii is 56% less than in oregon.
   • Seniority. Entry-level physical therapy professors 86% less than senior-level physical therapy professors.
   • Certifications. A physical therapy professor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a physical therapy professor's salary.

   Average physical therapy professor salary

   $109,541yearly

   $52.66 hourly rate

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   Entry-level physical therapy professor salary

   $41,000 yearly salary

   Updated January 1, 2026

4. Writing a physical therapy professor job description

   A job description for a physical therapy professor role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a physical therapy professor job description:

   Physical therapy professor job description example

   GENERAL SUMMARY: Performs evaluations, develops and performs various physical medicine modalities and techniques, establishes LTG and STG, and make recommendations for next level of care. In accordance with a Physician's prescription. Provides supervision for supportive personnel and participates in the continued growth and development of department activities and programs. Mentors students from approved P.T. programs.
   
   Provides timely and comprehensive evaluation specific to diagnosis or functional impairment. Accurately interprets physician orders. Demonstrates effective interpretation of data. Establishes goals along with patient based on findings of evaluation. Establishes treatment plan. Administers treatment and provides care consistent with evaluation results to achieve proper outcomes and goals. Properly, skillfully, and safely operates all equipment in the department. Adheres to treatment precautions and contra-indications. Re-evaluates treatment for progress of patient, and recommends continued treatment based on need. Provides appropriate treatment based on patient age.
   
   Continuity of care between all health care team is maximized through effective communication. Documents in a clear and concise manner for both written and verbal communication. Demonstrates good verbal and interpersonal skills in meetings. Provides comprehensive education to patient and or family, on disease process and functional status, proper use of equipment, and, home exercise program.
   
   Able to schedule patients appropriately for all areas of Physical Therapy. Bill patients accurately using proper codes and to turn in billing sheets in a timely manner to understand distribution of DME and CPM units. Responsible for keeping up-to-date on new physical therapy techniques and procedures. Complies with Policies and procedures of department. Must complete and pass required competencies.
   Abides by the Code of Ethics established by the APTA.
   
   Participate in a department team such as quality, supervise students, PTAs, and Aides, and provide in-service to department as needed.
   
   Keeps Leader informed to departmental problems and equipment malfunction. Must be able to back up Leader in their absence.
   
   Work Saturday, Sunday, Holidays, and flexible in work schedule as needed to provided for the needs of the patients, and maintain productivity targets. Performs other inherent duties as may be required to accommodate the needs of the Department and Holy Cross Hospital.
   
   KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:
   
   Education and/or licensure requirements:
   
   Must have graduated for an accredited Physical Therapy Program.
   
   Must be licensed or eligible for licensure as a Physical Therapist in Illinois.
   
   Compliant with PPD requirements

   Copy this example

   

5. Post your job

   To find physical therapy professors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any physical therapy professors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level physical therapy professors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your physical therapy professor job on Zippia to find and attract quality physical therapy professor candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit physical therapy professors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new physical therapy professor

   Once you've selected the best physical therapy professor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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