More good news in the world of Rugby and Chiropractic, as Life Chiropractic College West women’s rugby team (The Life West Gladiatrix) has recently won the USA Rugby Women’s Club D1 National Championship. The following comes from the Life West Press Dept.
Life Chiropractic College West Gladiatrix Repeat as D1 National Champions
Hayward, CA – Life Chiropractic College West acknowledges the women’s rugby team, The Life West Gladiatrix for competing at the highest level and winning the recent Emirates Airline USA Rugby Women’s Club D1 National Championship held in Glendale, CO. Not only has the team dominated in the sport of rugby, they have also spread awareness of the power of vitalistic chiropractic.
Catie Benson earned Most Valuable Player honors, scoring four tries and providing the spark the Gladiatrix needed to cruise to their victory.
Dominance is a word that denotes the Gladiatrix rise to the top. Their undefeated streak spans over three seasons — and in those seasons they have captured two D1 National Championships and a D2 National Championship back in 2016.
The players and coaching staff continue to rise up to the challenge, “We have a group of committed players who work extremely hard on and off the field. We want players to drive their own development and challenge themselves to work hard on the areas of their game they need to improve,” says Life West Athletic Director, Adriaan Ferris.
The team is built with veterans, Catie Benson, Amy Naber, Elizabeth Cairns, Hali Deters and Jenn Severs. The Gladiatrix have more depth this year with the additions of USA Eagle player Nicole Strasko, and first-year player, Madison Porter.
The dominance of the Life West Gladiatrix for the past three seasons has caught the eye of the Women’s Premier League. The WPL, which celebrates its 10th season this fall, had suspended its promotion/relegation process when the National Championships moved to the spring season. The league grew to 10 teams starting in 2017, and now the WPL will reinstate the challenge matches. WPL commissioner, Milla Sanes, has invited the Gladiatrix to challenge the bottom two teams of the WPL 2018 season for inclusion in the 2019 season.
This could be a new benchmark on the horizon for the Gladiatrix, and one they are surely capable of taking on.
The College would like to thank rugby sponsors, California Capital & Investment Group, Standard Process, Erchonia, RockTape, and Canterbury Clothing Company for their continued support. They also acknowledge Drs. Scott Lessard and Robert Logan from the Life Chiropractic College West Sports Performance Institute for providing chiropractic performance care to all athletes.
About Life Chiropractic College West – Life Chiropractic College West traces its founding to 1976, when the institution was known as Pacific States Chiropractic College. In April 1978, the first group of students at Pacific States Chiropractic College began attending classes.
In March 1981, through the efforts of Dr. George Anderson, Dr. George Wentland, and Dr. Sid E. Williams, president and founder of Life Chiropractic College (now Life University), an agreement was reached between Life Chiropractic College and Pacific States Chiropractic College. As a result, the College was renamed Life Chiropractic College West.
Life Chiropractic College West, which offers a Doctor of Chiropractic degree, is internationally recognized for leadership and innovation in chiropractic education. Life Chiropractic College West is accredited by the Commission on Accreditation of the Council on Chiropractic Education, an agency recognized by the U.S. Department of Education.
The 2018 California Chiropractic Association Annual Convention is going to be in San Diego this year, and the hotel room block is open (details below). This is a great chiropractic conference hosted at a terrific family friendly location, the Paradise Point Resort & Spa in San Diego. Make plans to close your office a few days in October 2018 and bring your staff and family. You can even get your continuing education completed.
I’ve lost count of how many Annual CCA conventions I’ve been to (20?), but several have been at the Paradise Point in San Diego. While not the most modern resort (I think they’ve recently upgraded some rooms), it’s situated on an impressive forty four acre private island that features a mile of beach. The resort is about 2 miles from SeaWorld San Diego, and it’s about 30 miles from Legoland (kids love this place) via the 5 fwy.
I prefer this hotel as the weather is near always spectacular. I typically drive from Los Angeles and I love that in most cases you can park your vehicle directly outside your room, that’s rare at hotels these days. There’s good choices for dining on the resort property and you’ll want a vehicle (Uber, Lyft, and cabs are available) if dining off the property. I’ve not been to the spa, although I hear it’s quite good.
This year the California Chiropractic Association will be celebrating its 90th birthday at the convention, which is another great reason to attend (big party). Some of the best re-licensing education is available too (uniquely SoCal). In the past I’ve been able to paddle board with other chiropractors early in the morning, and attend a morning yoga class (which included continuing education credit) before the indoor sessions.
Photo: View from a morning yoga class held on the private beach at the Paradise Point Resort & Spa in San Diego.
While I don’t have a list of this years speakers as of yet, historically there’s been quite a line up of the professions best and brightest. Those that stood out for me from previous years included Dr. Eric Plasker, Dr. Patrick Gentempo, Dr. Brian Stenzler, Dr. Grace Syn (who does an awesome technique class), Dr. Ted Carrick, Dr. Jason Deitch, Dr. David Benevento, and Dr. Leslie Hewitt.
Since I’ve been a chiropractor (mid 1990s), most of the annual CCA conventions have been held in San Diego. The only two I’ve attended that were not in Southern California were the 2010 CCA Annual Convention and the 2011 CCA Annual Convention, both hosted in Reno, Nevada. Those were fun trips, and I remember a group of chiropractors from Orange County chartered a bus for at least one of the years (2010), but I prefer San Diego over Reno (no offense Nevada).
From the CCA: The Room Block is now OPEN for the California Chiropractic Association’s (CalChiro) 2018 Annual Convention at the Paradise Point Resort & Spa in San Diego. The special rate for the conference is $215.00. A limited number of rooms are reserved at this rate. To secure a room please contact Paradise Point Resort by booking online 24/7 here or by calling 800-344-2626. Reservations must be made by Thursday, September 20, 2018 or before the group rooms are sold out, so do not delay. Prevailing rates may apply after this date or when the group rooms are sold out, whichever occurs first. Rooms are subject to availability. Questions, please contact Stacey (on the CCA site).
Everyone is replaceable. If someone wants to quit or needs to be replaced, let them go! Holding on to the wrong employee because you hate the process of hiring and retraining is a terrible idea. Read this article carefully to learn how to hire quickly and well.
Post An Ad That Pulls
Every minute your chiropractic center is understaffed you’re losing money. Don’t hesitate to post an ad in a popular online site, like Indeed.com. Below is a sample ad that has drawn lots of applicants.
Will Train, Receptionist For Doctor’s Office $500 Signing Bonus
Compensation: $16.00 per hour to start
MAKE A DIFFERENCE IN PEOPLE’S LIVES
Natural health care setting
Team approach to drugless healing
Fun family environment
No knives (surgery), no blood, and no drugs
Free chiropractic care for you and your family
Great career opportunity
Terrific management team
Work at a place where your opinion counts
Why Offer a $500 Bonus?
The $500 Signing Bonus appeals to many applicants, even in competitive markets. When they start, have them sign an agreement that reads as follows:
Conditions of Signing Bonus
After 90 days of employment, you are entitled to a $500 bonus if the following conditions are met:
You have been in full compliance with all office policies,
You have not been late or missed work for any reason, and
You did not have to leave work early.
Nothing in this agreement guarantees employment for any length of time.
Even the best employees find it difficult to be on time for the first 3 months. The stress of a new job may cause them to “get sick” and be late or absent. If they are late, confront them about this “unacceptable” behavior. Ask them whether they would like to look for work elsewhere, or be on time. Be tough from the start. When they’ve proven themselves, you can be more generous.
If they do complete the first 90 days on time and meet your expectations, you’ve hired a winner. Celebrate by giving them the $500 bonus they deserve.
Accept resumes online and have your current staff contact the best ones during less busy hours by phone. Have them choose applicants who are within a 20-minute driving distance of your center. Employees who drive over 20 minutes may burn out quickly or arrive late due to traffic or inclement weather.
Select bilingual applicants to broaden the market niches your clinic can serve. Of course, their primary language should be English in the United States. Also, ask if they can work the hours you need filled.
Give your staff authority to quickly eliminate candidates who can’t communicate clearly.
Once they select a potential hire, have them set an appointment for an interview and testing.
Staff will help screen applicants by noting who’s late for their appointment, impolite, or can’t follow directions. Have your current staff administer a simple filing test and any other skills you might need. These can be found online.
Outstanding People Stand Out
You will have lots of perspective employees coming and you’ll be able to compare them easily. Looking for work is stressful. Make sure each applicant is comfortable before you begin an interview. Listen carefully and wait for the right one.
The best questions for job interviews are open ended and start with phrases like; “Tell me about a time when…” or “Give me an example of…” or “What has been your experience with…”. Of course, your questions should be prepared in advance. Let them do most of the talking. A potential receptionist might be asked, “What experience have you had in talking to clients?” Other questions can be found on the internet.
One of the best questions I’ve heard is, “We always test for drugs and perform a thorough background check before hiring. Can you tell me what we’re going to find when we do?”
Most interviewees can give names and numbers of coworkers who will supply glowing reviews of their work experience; this is not helpful. Have the person you’re interviewing call their former boss during the interview and introduce you over their cellphone. Ask their employer to confirm details of their previous employment and then say, “I’m seriously considering hiring Mr. or Ms.____________. We have several positions open in our office. Is there any type of job they would NOT be suitable for?”
Asking the question in this way may reveal more about the candidate than a simple, “Would you re-hire them?”
Of course, if their former boss refuses to say anything about the candidate other than “Yes, he (or she) worked here,” don’t hire them. There may be a problem, about which they can’t or won’t tell you.
Let The Staff Have The Final Say
Your staff must be able to work with the new employee. Make sure everyone’s on board with the hiring decision before you offer the job formerly.
How To Present The Opportunity
When you’ve found the right person, present the job enthusiastically and outline the benefits of working for your clinic. You might mention how many applications you considered, so that they prize the job. Ideally, your welcome should be honest, disarming and most of all, end their job search.
If they cannot start within 2 weeks, consider your second choice.
Be Careful About Multiple Interviews
If you’re in an area of the country with an extremely low unemployment rate, you may be forced to hire an outstanding candidate and offer them the position immediately or risk losing them to another employer.
Check them out on social media and look at their posts. If their online presence is inappropriate, you can move onto better applicants. At the very least, do a Google search to find out more about their background.
Your spouse is an obvious first choice in hiring. No one could be more committed to your practice success. There are also tax advantages.
Otherwise, there are good reasons not to hire relatives; it creates feelings of resentment when family is treated differently than the rest of the staff. Relatives might feel they are being used and insufficiently compensated, because they’re related. The family dynamic can be ruined by discussions of business and work-related problems. Finally, it’s embarrassing and nearly impossible to fire a relative who’s underperforming.
On their first day, have them observe a typical day in your office.
Before they leave, be sure to interview them once more. Ask if they are happy or have questions. Listen carefully to what they say and how they say it.
Never ask questions or make comments that reflect prejudice based on sex, race, color, religion or national origin. Employment laws vary. Get legal help to be sure your hiring practices meet local guidelines.
Be kind to each applicant. Remember how hard it is to look for work. If you can’t offer them a job, tell them, “I will hire the most qualified person for the position. I’m not sure who that is yet. Thanks for applying.”
Don’t Wimp Out
Put maximum energy into this process; it’s important. Your clinic is only as good as the weakest staff member. Work hard to create the best center for care. Hire, train, re-train, motivate, and never be satisfied until you have the very best team for your patients.
Steven Visentin is a Denver chiropractor at Care Chiropractic serving “The World’s Best Patients” for over 30 years. Dr. Visentin is also an accomplished public speaker and author of an e-book on practice growth.