Your best work
0
hcconsultinglv.com

“Feels So Good” and “Chuck E’s in Love” were megahits. They transformed the careers of their creators.

But any fan of Mangione or Jones will tell you that it’s far from their best work. Not even close. And yet, that’s what the crowds came to hear.

In a long tail world filled with browsing, it’s easy to confuse “popular” with “great.”

It’s more productive to aim for great.

​ 

Hiring Your First Midwife or Birth Assistant: What You Need to Know
0
hcconsultinglv.com

Growing a midwifery practice is exciting, but hiring your first team member—whether a midwife, birth assistant, or support staff—can feel daunting. The right hire can expand your services, improve client care, and reduce burnout, while the wrong hire can create challenges that affect your practice’s success.

At Midwifery Business Consultation, we help midwives across the U.S. navigate hiring, onboarding, and team management so that growing your practice is strategic, smooth, and sustainable. Here’s what you need to know when hiring your first midwife or birth assistant.

1. Define Your Needs

  • Determine the role you need: Licensed Midwife (LM, CPM, CNM), birth assistant, postpartum doula, or administrative support.

  • Outline responsibilities clearly: on-call schedule, client care, documentation, and administrative tasks.

  • Decide if you need full-time, part-time, or on-call coverage.

💡 Tip: A detailed job description clarifies expectations and attracts qualified candidates.

2. Understand Legal and Regulatory Requirements

  • Ensure candidates meet state licensure requirements for midwives or relevant credentials for assistants.

  • Confirm any background checks, CPR/NRP certifications, and continuing education requirements.

  • Understand labor laws for employment classification: W-2 employee vs. 1099 contractor.

💡 Tip: Hiring legally and ethically protects both your practice and your team.

3. Budget for Compensation and Benefits

  • Determine fair hourly rates or salary based on experience, certifications, and local market.

  • Consider benefits like malpractice insurance, health coverage, continuing education reimbursement, and paid time off.

  • Factor hiring costs, training, and onboarding expenses into your practice budget.

💡 Tip: Transparent compensation packages attract high-quality candidates and improve retention.

4. Recruitment Strategies

  • Post openings on midwifery associations, online job boards, and local healthcare networks.

  • Use referrals from colleagues, professional networks, and community connections.

  • Highlight your practice culture, mission, and growth opportunities to attract aligned candidates.

💡 Tip: Personal outreach often results in the best matches for small, values-driven practices.

5. Screening and Interviewing

  • Review resumes and credentials carefully.

  • Conduct interviews focusing on:

    • Clinical skills and experience

    • Teamwork and communication style

    • Philosophy of care alignment with your practice

  • Include scenario-based questions to assess problem-solving and client care decision-making.

💡 Tip: Involve other staff or trusted colleagues in interviews to get multiple perspectives.

6. Onboarding and Training

  • Provide a structured orientation, including:

    • Practice policies and procedures

    • Documentation and electronic health record protocols

    • On-call responsibilities and client communication standards

  • Pair new hires with a mentor or preceptor for hands-on support during the first weeks.

💡 Tip: A strong onboarding process increases retention and ensures consistent client care.

7. Set Expectations and Performance Metrics

  • Clearly define goals, responsibilities, and performance metrics from day one.

  • Schedule regular check-ins to provide feedback, answer questions, and support professional growth.

  • Document performance reviews and progress to maintain accountability.

💡 Tip: Clear communication prevents misunderstandings and supports long-term success.

8. Foster a Positive Practice Culture

  • Encourage collaboration, mutual respect, and open communication.

  • Celebrate successes and provide opportunities for professional development.

  • A healthy, supportive environment reduces burnout and attracts quality staff.

💡 Tip: Culture is as important as compensation in retaining your first hire.

How Midwifery Business Consultation Can Help

At Midwifery Business Consultation, we help midwives:

  • Plan staffing needs and budgets for sustainable growth

  • Create job descriptions and recruitment strategies

  • Navigate hiring laws, contracts, and compliance requirements

  • Develop onboarding, training, and performance evaluation systems

  • Build a positive, efficient team culture that enhances client care

We provide guidance so midwives can hire the right first team member with confidence and grow their practice strategically.

Final Thoughts

Hiring your first midwife or birth assistant is a pivotal step in growing your practice. With careful planning, clear expectations, and structured onboarding, you can bring on a team member who elevates care, reduces stress, and supports sustainable growth.

Ready to Build Your Midwifery Team?

Schedule a consultation with Midwifery Business Consultation to receive expert guidance on hiring, onboarding, and managing your first midwife or birth assistant.

The post Hiring Your First Midwife or Birth Assistant: What You Need to Know appeared first on MIDWIFERY BUSINESS CONSULTATION.

​