Physical Education: A Biology: A Chemistry: A
11 GCSEs at Grades A*-C |
Main duties performed:
I am an active member of my local amateur dramatic society and take part in a variety of plays throughout the year. Taking on this hobby has pushed me out of my comfort zone, allowed me to meet new people and boosted my confidence when dealing with other members of the public in my personal life and professional career.
How to save your CV as a PDF document:
Personal details.
Your CV’s personal details section should contain information that confirms your identity and provide contact details for employers to contact you regarding your application.
This section should include your full name, address, phone number and email address.
Read more: What personal details to put on a CV (Examples + Tips) .
Your CV’s personal profile section is a brief summary of your professional experience, skills and career aspirations. It is the first section that a hiring manager will read, so it’s important to make a good impression. Make sure it’s concise; no more than 5 lines.
Physiotherapist personal profile example:
As a seasoned physiotherapist with over a decade of experience, I have successfully rehabilitated diverse patients, restoring mobility and enhancing their quality of life. I specialise in musculoskeletal disorders and have a track record of designing tailored treatment plans that have led to a significant reduction in pain and improved functionality. My commitment to evidence-based practice and continuous learning ensures that I stay at the forefront of the field.
Your CV’s achievements section is a bullet-pointed list of your key accomplishments. This section should highlight your most significant achievements, such as awards, promotions and successful projects.
Read more: List of achievements to put on a CV .
In this section, you need to give details of your previous jobs.
For each job, include the name of the company, your job title, the dates of employment and a brief description of your responsibilities and achievements.
It’s important to remember that employers consider this the most important part of your CV so spend more time perfecting it.
Read more: How to include your degree on your CV .
Main duties and responsibilities performed:
Physiotherapist duties to add to your CV
This section is dedicated to your formal education and academic qualifications. Here, you can list qualifications like undergraduate and postgraduate degrees, A-levels and diplomas. For each qualification, include the degree type (BSc, BA, MSc, etc.), subject, the name and location of the awarding institution and the year of completion.
Note: If you have any professional certifications or online courses that are relevant to the job you are applying for, you can list them in a separate section called “Professional Training & Qualifications” (see below).
First Class Honours. |
Subjects studied:
Biology: A, Chemistry: A, Mathematics: B. |
In this section, you can list your professional qualifications, including degrees and vocational training courses relevant to your career as a physiotherapist.
Be sure to format this section similarly to your education, highlighting your qualifications, the institutions or organisations you trained with and the dates of completion.
The skills and abilities section is an opportunity to showcase your relevant competencies and expertise. Only include skills that are relevant to the job and will add value to your application.
Useful physiotherapy skills to add to your CV
The hobbies and interests section is an optional section that can help you stand out from other candidates. This section should include activities that demonstrate your passion for physical fitness, sports or other physical activities.
Finally, your CV’s references section is an optional section that provides the contact details of people who can vouch for your professional experience and character.
Referees can be former colleagues, managers, teachers or clients who have worked with you in a professional capacity.
Read more: How to write references on a CV (+ examples) .
Note: If you do not wish to disclose your references on your CV, you should write, “References are available upon request.”
Copyright © 2024 CV Plaza All Rights Reserved
More statements will be added in thE near future. YOU ARE ADVISED NOT TO COPY THE BELOW EXAMPLE BUT TO USE IT AS A GUIDE.
“My fascination with the human body coupled with a strong personal interest in sporting activity are the two chief motivators behind my desire to become a physiotherapist. I have always been interested in how the human body works, repairs itself and can be improved through more exercise and better eating habits.
On a more personal level, as a keen footballer and sports person I have had my fair share of injuries in the past which have led me to seek treatment from physiotherapists. These first hand experiences allowed me to see how physiotherapy can change the quality and well being of a person’s life. This contact with them only further increased my desire to one day become a qualified physiotherapist.
To learn more about physiotherapy and to improve the career options available to me in the future I focused my studies at college on topics related to physiotherapy and also worked voluntarily with a professional physiotherapist at a health centre. At college I concentrated on subjects like biology and physiology deliberately so as to increase my understanding of anatomy, rehabilitation and human movement. Whilst there I was fortunate enough to receive superb advice, support and encouragement from the careers department who explained to me the broad range of areas that physiotherapists can work in. They also showed me how to plot my career and highlighted to me the importance of having relevant work experience under my belt.
To gain practical experience I volunteered to do unpaid work as a busy community health centre. For three months I assisted practising physiotherapists, dieticians, nurses and rehabilitation assistants in their daily duties. It provided me with a unique environment to work alongside professionals and to gain a real understanding of what the job entails. It was an ideal opportunity for me to appreciate the contribution different professions make to healthcare and to see the latest teaching methods, clinical equipment and technology in practise.
In deciding where to continue my higher education I was faced with a number of choices. Originally your university was not at the top of my list of prospective places to study. However that changed after I attended an open day at your campus and saw the facilities on offer. This coupled with the structure of your physiotherapy course which combines academic work with a great variety of placements are points that greatly appealed to me. I would also like to say that I had previously visited several other universities but found them to be bland and uninspiring compared to the atmosphere and buzz at your institution.”
More statements Personal statement examples
Degree Physiotherapy degree courses
CV templates CV examples (over 300 professionally written samples) Graduate CV templates
Student resources Essay writing Graduate internships Introduction to graduate fasttrack schemes Revision timetable Revision tips Student accommodation Student loan company Study skills UCAS personal statement University interview questions University courses
BMC Health Services Research volume 24 , Article number: 1038 ( 2024 ) Cite this article
49 Accesses
Metrics details
Ensuring a sufficient, appropriately qualified health workforce is of global concern. Understanding the attributes that employers seek is critical in recruitment, retention, and educational design. In physiotherapy, there is a dearth of evidence on desirable attributes that employers seek from early-career physiotherapists. This study directly addresses this gap. The aims of this study were to identify the characteristics of the jobs advertised for early-career physiotherapists in Australia; determine which attributes were most desired when employing an early-career physiotherapist; and identify if there were differences in the attributes required based upon workplace location.
New graduate and early-career physiotherapy job advertisements were collected for six months from 1st October 2020 until 31st March 2021 from SEEK.com.au, a large online employment marketplace that operates across ten countries in the Asia Pacific and Latin America. Job advertisements needed to specify new graduate or early-career physiotherapist eligibility and be located within Australia. Data extraction were completed using QuestionPro ® . The Modified Monash Model was used to classify rurality of job location. Job advertisements were analysed descriptively and using content analysis to identify attributes.
The search yielded 578 job advertisements with the greatest number collected in October 2020 (25.3%). Of the advertisements, 428 (74.0%) were in metropolitan locations (Modified Monash 1), 47 (8.1%) were in regional (Modified Monash 2), 99 (17.1%) were in rural locations (Modified Monash 3–5), and 4 (0.8%) were in remote locations (Modified Monash 6–7). Most roles were in private practice (63.3%) or aged care (21.7%). The top five attributes requested by employers were client focus, communication and interpersonal skills, team player, willingness to learn, and being able to build rapport, relationships, and networks. Academic results, resilience, and empathy were the least requested attributes. Differences in requested employability attributes increased with rurality.
This study addresses the current knowledge about attributes sought by employers for early-career physiotherapists. The most prevalent attributes requested were client focus and communication and interpersonal skills. This exploration of attributes can help to better prepare graduates for their first roles, align expectations, and increase understanding of priorities for entry level university programs, as well as identify priorities for support during transition to practice. Desired attributes should be clearly defined by employers in recruitment and retention processes.
Peer Review reports
This study addressed a major gap in knowledge of the attributes that employers seek from early-career physiotherapists and differences in the attributes required based on workplace location. The recruitment and retention of appropriately qualified health professionals is essential for achieving universal health coverage [ 1 , 2 ], improved health outcomes, and optimisation of an independent, productive population, that is living longer with a better quality of life [ 3 ]. Globally, universal health coverage and positive health outcomes are severely impacted by ongoing workforce shortages of the allied health workforce [ 4 ]. In physiotherapy, there are high attrition rates [ 5 ], and inadequate supply of professionals to meet demand [ 6 ].
Central to building a sustainable physiotherapy workforce, is ensuring that the attributes valued by employers align with the attributes of potential employees. This is particularly critical for newly qualified physiotherapists, as misalignment of attributes required by employers with attributes of new graduates can impact recruitment, transition to practice, and retention [ 7 ].
While employability attributes have been referred to in a variety of ways [ 8 ] there are common features. Rios and colleagues [ 5 ] refer to 21st century skills as a combination of cognitive, interpersonal, and intrapersonal skills. Some authors refer to generic skills, capabilities, or key competencies [ 9 ]. Other terminology includes soft skills [ 10 ], non-academic attributes [ 11 ], non-cognitive attributes [ 12 ], and non-technical skills [ 13 ]. In this study, we define attributes as personal and professional characteristics, traits, and skills that allow an early-career physiotherapist to complete their job role efficiently and effectively, and we focus on the first three years of practice.
The early-career physiotherapy workforce is changing to meet population need. Once predominantly public hospital-based, early-career physiotherapists are now increasingly entering private practice environments [ 14 ] and community settings such as primary care [ 15 ]. Diverse and new employment opportunities increase the need to understand the attributes that employers seek, as this knowledge has the potential to inform the content of entry level university programs and priorities for mentoring and support of newly qualified employees to further develop these attributes.
Capturing differences in attributes required by employers in different settings may help to better tailor recruitment practices and establish realistic expectations for new graduates, particularly in rural and remote contexts. The complexity of the rural environment, and major difficulties in the recruitment and retention of allied health professionals, severely impacts service delivery and accessibility of equitable access to healthcare. [ 7 , 16 , 17 ] In a systematic review that examined the experience of early-career allied health professionals [ 16 ], the diversity of reasons for applying for rural and remote positions was documented. While some applying for a rural or remote position might have grown up in rural and remote locations and/or have families in these locations, opportunities for high levels of autonomous work, a diversity of clinical experiences, and the challenges of a steep learning curve can entice new graduates to rural and remote practice [ 16 ]. While some, might be committed to rural and remote locations, others may have little experience, and may seek a position because of a perception that rural and remote positions are easier to obtain than those in metropolitan areas and are less competitive [ 17 ].
Challenges of rural practice for a newly qualified allied health professional include lack of clinical and manager support, high workloads, stress, long hours, feelings of being thrown in the deep end, limited resources, barriers to professional development, lack of professional and personal boundaries, and social isolation. [ 7 , 16 , 17 ] Onnis [ 7 ] reinforced the critical role that recruitment advertising has in establishing employer/employee expectations in rural and remote locations and that misalignment of these expectations can lead to a ‘severe and emotionally charged response to an unfulfilled obligation …’ (p.26) with resignation the likely outcome. A high level of transparency about the complexity of the rural and remote practice location, likely challenges, and the attributes required is critical to retention [ 7 , 17 ].
Previous studies in physiotherapy are limited. Studies have focused on employers’ perceptions of key factors contributing to workplace readiness in novice physiotherapists [ 18 ], the role of pre-registration curricula in preparing physiotherapists, and attributes including the most important skills and qualities identified by employers when selecting applicants for entry-level physiotherapy positions [ 19 ]. In a Delphi study by Martin and colleagues [ 20 ], the attributes of entry-level rural and remote physiotherapists were identified by expert physiotherapists. A set of 19 attributes for rural practice were developed, with 100% agreement on practising flexibly, providing effective care across the lifespan, proactively managing one’s own health and resilience to meet rural practice challenges, understanding roles of team members, and ongoing skill development in rural physiotherapy practice. Many of these attributes were about adaptation and an understanding of the environment and the associated challenges. In contrast, our study focused on the most desirable employability attributes of an individual, encompassing personal and professional characteristics. Other authors focus on one attribute, including clinical decision-making [ 21 ], clinical reasoning [ 22 ], reflective practice [ 23 ], communication and interpersonal skills [ 24 ], and empathy [ 25 ]. The focus of other authors has been on the differences between the attributes of novice and experienced physiotherapists’ [ 21 , 23 , 26 , 27 ] or postgraduate physiotherapist attributes [ 28 ].
Physiotherapy is the fourth largest regulated health profession in Australia, comprising 4.6% of the regulated health workforce [ 29 ] incorporating around 40,000 registered physiotherapists [ 30 ]. Most physiotherapists work within large cities in New South Wales, Victoria, and Queensland, where there are 145 physiotherapists for every 100,000 people, decreasing to 89 per 100,000 regionally, and 46 per 100,000 in remote areas [ 29 ].
In Australia, the Modified Monash Model is used to measure geographical remoteness and town size from categories 1 to 7. Modified Monash (MM) category 1 is a major city and MM 7 is very remote [ 31 ]. The Modified Monash Model was developed by the Australian Government, Department of Health [ 31 , 32 ] to better guide workforce distribution of health professionals in regional, rural, and remote areas (Table 1 ).
To this point, no authors have explored the characteristics of jobs advertised for early-career physiotherapists in Australia, the most desirable attributes when employing an early-career physiotherapist, and differences in the attributes required in different workplace locations. In this study, we address this gap.
The aims of the study were to:
identify the characteristics of the jobs advertised for early-career physiotherapists in Australia.
determine which attributes were most desired when employing an early-career physiotherapist.
identify if there was a difference in the attributes required in the early-career physiotherapist based upon workplace location.
This study is a content analysis of job advertisements from the online employment platform SEEK.com.au, and was guided by the following research questions:
What are the characteristics of the jobs advertised for early-career physiotherapists in Australia?
What are the advertised attributes required of early-career physiotherapists?
What are the most desirable attributes?
Is there a difference in the attributes required in the early-career physiotherapist based on workplace location?
Job advertisements are a guide for employers and prospective employees. They provide an overview of role expectations and required responsibilities, skills, knowledge, behaviours, and attributes or characteristics deemed important for the right candidate [ 33 ]. They provide potential employees with direction on whether their skills and experience might align with employer expectations. Job advertisements can be used to gauge the expectations and demands of different roles and required attributes to successfully meet employer expectations. [ 34 , 35 ] In a study by Onnis [ 7 ], recruitment advertising was examined to assess the alignment of advertising content with factors that attracted the current health workforce to rural and remote practice. As our aim was to identify attributes sought by employers, and differences in attributes depending on workplace location, analysis of job advertisements was identified as a method to explore the dynamic nature of the labour market [ 34 ] and the attributes sought for practice. Job advertisements provide easily accessible information for use in education, research, and policymaking [ 33 ].
Physiotherapy job advertisements on SEEK.com.au were collected for six months from 1st October 2020 until 31st March 2021. In Australia, this period is the peak time for organisations to be advertising new graduate positions, and for new graduates to be looking for employment. In Australia, the university academic year generally aligns with the calendar year. Advertisements were included if they met the following criteria: advertisements must specify new graduate or early-career physiotherapist eligibility, positions must be in Australia, and the position may be advertised by an employer or through a third-party recruitment agency. Advertisements were excluded if the position excluded new graduate or early-career physiotherapists, the role was not specific to physiotherapists, such as health promotion roles, and those that advertised positions in countries other than Australia.
Two separate searches were completed by one author (RM). The search terms used for relevant job advertisements on SEEK.com.au were ‘new graduate physiotherapist’ and ‘early-career physiotherapist’ anywhere within Australia. Job alerts were placed on each search and the researcher received a daily email with the search yield. Each advertisement was scanned for the terminology ‘new graduate’ or ‘early-career physiotherapist’ and if present, was saved in Word format with the advertisement date. Advertisements were then saved based on location, that is, the state or territory of Australia.
The QuestionPro ® [ 36 ] online survey software was used to extract data. If an advertisement was repeatedly advertised, data were only extracted once. A customised 103 question data extraction form (Appendix 1 , Supplementary material), inclusive of yes/no checkbox answers, single or multiple response answers, and short answer questions was developed. Based on a systematic review of characteristics, attributes, and outcomes of allied health transition programs [ 37 ] and scanning of job advertisements, 26 main attributes were identified and used as a framework for data extraction (Table 2 ). Similar attributes were grouped for ease of data extraction, for example, clinical/critical reasoning, problem- solving, and decision-making skills. Other data extracted included date advertised, organisation, contact person, location (to determine rurality using the Modified Monash Model), sector, workload/time fraction, qualifications, key selection criteria, and any other benefits offered, for example, financial supports, free carparking etcetera. To ensure accuracy and consistency, 10 advertisements were selected, and data extracted by two authors (RM and LH). Any differences were discussed and resolved. All data were then extracted by RM and checked for accuracy by LH.
Content analysis of the data were performed to systematically review and interpret the information within the job advertisements to gain an understanding [ 38 ] of the employability requirements and requested attributes of the early-career physiotherapist. This was completed on the Question Pro ® [ 36 ] platform by downloading the extracted data as Excel spreadsheets which included descriptive statistical analysis of the total number of times an item was selected, percentages, means, standard deviations, and graphing of the results for each question. Cross-tabulation on QuestionPro ® [ 36 ] was used to analyse the MM categories and attributes. Text mining and word embedding algorithm software were not used, as the researchers wanted to read each advert to gain an in-depth understanding of the multiple employability requirements and attributes requested from employers in different health sectors in various locations, the language used, and formatting of the advertisements, including position descriptions and links to additional information.
The SEEK.com.au database search from October 2020 to March 2021 yielded 578 job advertisements applicable to early-career physiotherapists. A summary of the main characteristics are represented in Tables 3 and 4 . Almost half of the job advertisements were recorded in the first two months of data collection: October ( n = 146; 25.3%) and November ( n = 141; 24.4%), followed by March ( n = 86; 14.9%), January ( n = 76; 13.1%), December ( n = 66; 11.4%), and February ( n = 63; 10.9%). Most jobs were located within New South Wales ( n = 187; 32.3%), Queensland ( n = 153; 26.4%), and Victoria ( n = 128; 22.1%), with the least number of advertised jobs in the Northern Territory ( n = 4; 0.7%) and Australian Capital Territory ( n = 9; 1.6%). Over half of the jobs ( n = 379; 65.6%) were re-advertised during the six month data collection period ranging from 100% in MM 6 and MM 7 to 55.8% in MM 1. The locality of most jobs were in MM 1 metropolitan cities ( n = 428; 74.0%), followed by MM 2 regional centres ( n = 47; 8.1%), MM 3 large rural towns ( n = 39; 6.7%), MM 4 medium rural towns ( n = 41; 7.1%), MM 5 small rural towns ( n = 19; 3.3%), with the two least represented categories being MM 6 remote communities ( n = 3; 0.6%), and MM 7 very remote communities ( n = 1; 0.2%).
Most roles were within private practice ( n = 366; 63.3%) or aged care sectors ( n = 125; 21.7.%). However, some advertised roles could be categorised under multiple sectors. Community/domiciliary ( n = 95; 16.4%), privately owned organisations ( n = 78; 13.5%), and the disability sector ( n = 37; 6.4%) were the next most populated work sectors, followed by public ( n = 25; 4.3.%) and private hospitals ( n = 20; 3.5%), and not for profit organisations ( n = 16; 2.8%). The least represented sectors were primary care / general practice clinics ( n = 2; 0.3%) and public organisations ( n = 1; 0.8%). Most roles were within multi-disciplinary teams ( n = 391; 67.6%), including largely exercise physiology ( n = 116; 20.1%), occupational therapy ( n = 107; 18.5%), massage therapy ( n = 78; 13.5%), dietetics ( n = 54; 9.3%), podiatry ( n = 51; 8.8%), Pilates professionals ( n = 31; 5.4%), and nursing ( n = 30; 5.2%). Most advertisements came directly from the employer ( n = 500; 86.5%), with 73 from a recruitment company (12.6%), and five from a rural health workforce organisation (0.9%).
Most positions were full-time ( n = 342; 59.2%), followed by part-time ( n = 221; 38.2%), locum or temporary ( n = 62; 10.7%), and casual ( n = 29; 5.0%). Workload requirements were not stated in 100 (17.2%) job advertisements. Some positions offered multiple work fractions. Early-career physiotherapists were targeted by employers in 189 (32.7%) advertisements, 193 (33.3%) jobs targeted experienced practitioners (however, new graduate / early-career would be considered for the role), and 196 (34.0%) jobs targeted both early-career and experienced physiotherapists for the role. Key selection criteria were included in 527 (91.2%) of the 578 job advertisements, ranging from 80.5% in MM 4 to 94.7% in MM 5 and 100% in MM 6. Additional required attributes were listed outside of the formal key selection criteria in 459 (79.4%) advertisements, ranging from 66.7% in MM 6 to 80.8% in MM 1.
Data about the 26 attributes of the early-career physiotherapist were extracted from the 578 job advertisements, and are represented in Table 5 , with client focus most frequently requested ( n = 375, 64.9%), followed by communication / interpersonal skills ( n = 340, 58.8%), and teamwork or team player ( n = 313, 54.1%). The least requested attributes were empathy ( n = 24, 4.2%), resilience ( n = 14, 2.4%) and good academic results ( n = 2, 0.3%).
The most frequently requested attributes according to MM category are summarised in Table 6 . There were similarities between the most requested attributes from MM 1 (metropolitan areas) and MM 2 (regional centres), with the same five attributes frequently listed but in a different order, including client focus, communication and interpersonal skills, team player, willingness to learn and rapport, relationship building, and networking skills. Client focus was the highest ranking attribute in MM 1 (n-=274, 64.0%), MM 2 ( n = 35, 74.5%), MM 3 ( n = 26, 66.7%), MM 5 ( n = 16, 84.2%), and MM 6 ( n = 3, 100% ). While MM 3 (large rural towns) and MM 4 were similar to MM 1 and MM 2, these rural centres also requested passion (MM 3, n = 14, 35.9%) and work ethic (MM 4, n = 14, 34.1%). MM 5 (small rural towns) and MM 6 (remote communities) introduced a greater variety of desired attributes in the job advertisement that were equally ranked, for example, work ethic and self-motivation (MM 5, n = 7, 36.8%) and cultural alignment and an interest in career, promotion, or progression (MM 6, n = 1, 33.3%). There were no attributes listed in the job advertisement for MM 7 (very remote).
The aims of this study were to address the gaps in the current literature about characteristics of the jobs advertised for early-career physiotherapists in Australia; to determine which attributes are most desired when employing an early-career physiotherapist; and identify if there is a difference in the attributes required in the early- career physiotherapist based upon workplace location.
Many jobs were re-advertised over the six-month timeframe of the study, indicating that recruitment in all regions of Australia is an ongoing workforce issue, with high early-career attrition [ 39 ] and turnover rates of physiotherapists being among the highest of all health professions within Australia [ 40 ]. The demand for physiotherapists far outweighs the supply of available professionals [ 5 ] therefore, most job advertisements target both early-career (with additional support) and experienced physiotherapists for full time or flexible roles in multi-disciplinary teams that were mostly in private practice or aged care sectors, within this competitive market. The greater representation of metropolitan jobs in the advertisements reviewed is not unexpected due to the population density of the large major cities within the states of New South Wales, Queensland, and Victoria. Low numbers of advertisements from remote areas may be due to outsourcing of physiotherapy services to practices or organisations located within larger rural and regional areas, may be a result of healthcare service provision inequities within rural and remote Australia [ 41 ], and therefore less job availability. In a study by Farquhar and colleagues [ 42 ], a public-private partnership was developed between a private practice and large rural health organisation to overcome longstanding recruitment difficulties leading to undersupply of rural physiotherapy services. It is unknown whether partnerships such as this may have reduced the numbers of remote positions advertised in the open market, but this could be a focus for further research.
The recruitment process is complex and dynamic [ 43 ] and the use of key selection criteria, qualifications, skills, attributes, and knowledge that have been defined by the employer as the most essential for fulfilling the job requirements [ 44 ], forms a large component of selecting the candidate that is the right fit for the organisation [ 45 ]. In our study, criteria were included in most advertisements, yet not always appropriate for the level of the target audience or had not been adjusted for dual levels of experience, for example, requesting dry needling skills from a new graduate. Such advanced skills are only possessed by experienced physiotherapists with formal post graduate qualifications in Australia. It was apparent that some advertisements had been developed from previously used organisational templates for other roles within the organisation and had not been proofread to ensure accuracy and coherency of information. The use of grammar tools, such as Grammarly, have been recommended to assist in word choice, avoid mistakes, and increase engagement of prospective incumbents [ 46 ].
Reading an advertisement and extracting the most relevant job-specific information is an important skill in applying for jobs [ 47 ]. Attributes required by employers were in the title, under key selection criteria (essential or desirable), listed as key responsibilities, anywhere within the summary, or in greater detail in position descriptions available from a hyperlink. The inexperienced physiotherapist would need to carefully scrutinise the advertisement to determine the true requirements of the role and determine if the values and mission of the organisation fit with their own attributes, and if not, self-select out before recruitment [ 48 ].
The digitisation of job advertisements has transformed the recruitment of potential employees by providing easily accessible job market information and application processes. Organisations have had to adjust to the use of communication technologies such as social media and job posting websites for online recruiting [ 49 ]. Online job advertisements provide a good source of information to identify and understand specific skill and attribute requirements of employees, however, do not necessarily provide an accurate account of the vacancy rates within a profession [ 50 ]. SEEK.com.au is a fee-for-service employment platform that allows employers to market their jobs online to gain a greater audience. In this study, it was evident that varying amounts of information were posted within the advertisement depending upon the package purchased by the employer. This may bias companies and small businesses that lack financial resources to purchase expansive online recruitment packages [ 5 ] or provide adequate information in their advertisements due to word limitations, often dictated by cost, to attract the best candidate.
This is the first study to use job advertisements to identify the most desirable attributes sought when employing an early-career physiotherapist and makes a major contribution to new knowledge. Exploration of attributes in physiotherapy are limited. Previous studies have focused on workplace readiness [ 18 ], the role of universities in preparing physiotherapists to meet the requirements of employers [ 19 ], attributes required for entry-level physiotherapists [ 19 ], exploration of single attributes [ 21 , 22 , 23 , 24 , 25 ], and differences between the attributes of early-career and experienced physiotherapists [ 21 , 23 , 26 , 27 ], or postgraduate attributes [ 28 ]. By taking a broader approach, we have captured useful information on the most important attributes appearing in Australian job advertisements and the difference in attributes required in the early-career physiotherapist based upon workplace location.
The five most requested attributes of an early-career physiotherapist in the job advertisements reviewed were being client focused, having good communication and interpersonal skills, being a team player, having a willingness to learn, and being able to build rapport, relationships, and networking skills. In a large descriptive analysis of 142,000 online job advertisements for degree-qualified professionals, across a diversity of employment sectors, Rios and colleagues [ 5 ] identified the three most desirable attributes sought by employers in the United States: good communication (verbal and written), being collaborative, and having problem-solving skills. Collaboration and problem-solving, or clinical reasoning did not feature in the top five in our study, however, they did appear within our top 20 early-career physiotherapy attributes. Rios et al. [ 5 ]. , reinforced the need to translate their findings by focusing on 21st century learning skills to better prepare graduates to meet workplace expectations. They argued that the high ranking of communication skills, might indicate that employers perceive a skills gap amongst graduates in both written and oral communication which is why they rank so highly. They argue that student learning outcomes should align with employer identified attributes. We make a similar call and suggest that the findings of our study might be useful in curricula design and delivery. A major finding of Rios and colleagues [ 5 ] was that there were differences in the attributes required in different professional fields, with problem-solving and collaboration ranked much more highly in social science fields than business.
In a systematic review [ 51 ] of essential employability skills in medical services, the top five skills identified included, communication, computer skills, work psychology, teamwork, and interpersonal skills. Differences in the most highly ranked attributes in our study suggest that attributes sought by employers do differ between professional groups. However, this requires further exploration using different research methods. From our study, it is difficult to definitively state that the attributes listed in job advertisements are strongly aligned with the most important attributes required in practice. In-depth mixed methods studies, incorporating both survey and qualitative data collection, would enable a richer picture to be built about the alignment of what is advertised and what is needed in practice. Importantly, in-depth studies of this type would contribute to university course planning to ensure 21st century learning skills align with 21st century workplace skills [ 7 ].
Academic results are a focus of tertiary education, yet in our study, were not shown to be important to employers in the recruitment of new physiotherapists. Learning opportunities are often overshadowed by the emphasis placed on grades by the student, university [ 52 ], and clinical placement institutions. Ongoing development of personal and professional attributes from the university level and beyond is needed to prepare the healthcare workforce for the demands of the role, and to ensure long-term success [ 5 ]. This again, needs far greater exploration to ensure learning and teaching priorities align with industry need.
Empathy was not considered to be an essential attribute when advertising for an early- career physiotherapist, yet it is a vital component of person-centred care and understanding the needs of patients / clients. Rodriguez-Nogueira and colleagues [ 53 ] contend that universities should stress the importance of empathy in clinical practice and employers should provide education programs to educate physiotherapists in emotional management and empathetic strategies to avoid burnout and improve retention. In our study, resilience was not identified as an essential attribute to possess. In novice nurses, resilience has been identified as essential [ 54 , 55 ] to job satisfaction and retention. Although we have highlighted attributes that were not strongly evident in job advertisements, it is unknown whether employers do not value these highly, or whether they make assumptions that these are fundamental qualities that all graduating physiotherapy students possess. Again, this is an area for further research.
Workplace locations for early-career physiotherapists are changing, with an expansion from public hospital-based settings to private practice environments [ 14 ], community settings, and primary care [ 15 ]. Job vacancies are advertised across a diversity of geographic settings from inner metropolitan to the most remote. Our study provides some insight into differences of advertised attributes contingent upon context.
The attributes of being client focused, having good communication and interpersonal skills, and teamwork were within our top five requested attributes for MM 1 to 4 categories, however, the smaller rural areas (MM 5) and remote areas (MM 6–7) of Australia do not highlight teamwork as an essential (top five) attribute to possess. It could be postulated that there are a greater number of sole practitioners in small organisations within these regions [ 56 ] making working in a physiotherapy team less likely, or that other attributes such as flexibility, autonomy [ 20 ], self-motivation, and collaboration with the patient and community, are considered more important when working in resource-limited environments. While attributes such as rapport and relationship building and having a good work ethic were considered more important with increasing rurality, this might align with studies that have shown the importance of developing trusting relationships and connections, both inside and outside the rural workplace [ 57 ], were vital for the healthcare professional’s integration into the community. There is a need for greater exploration of rural and remote differences because of the critical need for retention in these contexts.
Between August 2013 and July 2015, Onnis [ 7 ] took a similar approach to our study by collecting advertisements from five recruitment websites. Using content analysis, advertisements were systematically analysed to ascertain whether recruitment advertising aligned with the factors that influenced current health professionals to work in remote practice. While this work is useful in informing remote recruitment, the most important finding was that much work is needed to translate attraction into retention. While our study differed from that of Onnis [ 7 ], as our focus was on attributes, rather than the alignment of advertising with health professional need, Onnis’s work is useful in interpreting our findings. Onnis [ 7 ] highlighted the critical importance of ensuring that what is advertised reflects the reality of the role so that expectations of living and working in rural and remote settings are clear. The rural and remote context can be challenging with a lack of clinical and manager support, high workloads and long hours, limited resources, barriers to professional development, lack of professional and personal boundaries, and social isolation frequently documented [ 7 , 16 , 17 ]. Ensuring that recruitment materials reflect this reality is a key factor in retention [ 6 ], particularly for early-career physiotherapists who might have limited experience in rural and remote locations but have applied because they perceive jobs to be easier to obtain [ 17 ].
Specific attributes that are context-specific are important to capture, as identification of what is most valued might support the identification of priorities for mentoring, and support of newly qualified employees to further develop these attributes. Tailored professional development, mentoring, and support have been identified as central to the retention of health professionals [ 16 , 17 ]. Further investigation of the link between the identification of attributes, use in recruitment, and development of attributes in the workplace, particularly in rural and remote locations would add to the workforce knowledge base.
More new graduate physiotherapists are entering private practice settings rather than the public hospital system [ 14 ], and employers are seeking passionate individuals. The medical profession has identified that society requires physicians that are passionate about their role and engaged in their work life [ 58 ]. In our study it was apparent in some job advertisements, that passion is a preferred attribute for early-career physiotherapists. The attributes of autonomy, time management, and organisational skills were more prevalent in private practices with greater rurality. It has been noted that rural practice offers greater autonomy but often comes hand in hand with greater responsibilities [ 16 , 17 , 59 ], hence requiring more highly developed time management and organisational attributes.
A greater proportion of the advertisements from this study were from metropolitan cities (MM 1), which may provide an uneven representation of the employment attributes from other MM categories.
Using an online portal such as SEEK.com.au may not capture all available advertisements. Other online sites such as LinkedIn, also provide a forum for advertising physiotherapy roles, therefore some jobs may not have been captured in this study. Rural and remote areas of the country find recruitment of physiotherapy staff challenging and may advertise via alternate methods after poor uptake using conventional methods, for example, word of mouth. These vacancies were not captured in this study.
In Australia, the State of New South Wales has a Physiotherapy New Graduate Allocation Program [ 60 ]. The program coordinates and allocates new graduate positions across diverse settings. It is not compulsory, but many hospital and rural secondment roles within the State are not advertised in the public space, and therefore were not captured in this study.
There are inherent limitations in drawing strong conclusions from studies using job advertisements. As noted, recruitment materials are only part of the picture in understanding attributes that are highly valued by employers in different settings. While our study does provide useful insights, an in-depth mixed methods study using surveys directly to employers and qualitative interviews would strengthen the conclusions that can be drawn. Research that explores the correlation between recruitment materials and the reality of roles and context from the perspective of employers and employees would add value.
The findings of this study have several implications for the field of physiotherapy, particularly in the context of recruitment. Employers should critically assess the attributes they prioritise in their job advertisements and ensure that these align with the practical demands of the role. The challenges and unique requirements of different workplace locations should be considered, particularly in rural and remote areas, and recruitment strategies and job advertisements should be tailored accordingly. Developing comprehensive induction and mentoring programs, especially for early-career physiotherapists entering rural and remote settings, can aid in the retention and professional development of these professionals. Ultimately greater transparency and clarity in what these roles entail prior to appointment could enhance retention and would contribute to the improvement of healthcare delivery in underserved regions.
To facilitate a more comprehensive understanding of the dynamics between job advertisements, the actual workplace environment, and opportunities for this knowledge to inform educational design and delivery, future researchers should employ mixed methods, including surveys and qualitative interviews with both employers and employees. This would provide a more nuanced understanding of the discrepancies, if any, between the attributes sought in job advertisements and the actual requirements of the roles. Additionally, further investigation into the development of specific attributes, particularly in rural and remote settings, could aid in the creation of targeted education and support programs for physiotherapists practicing in these challenging environments. Overall, this study highlights the complex nature of physiotherapy recruitment in Australia and underscores the need for a more holistic approach to the identification and development of attributes that are crucial for the success and retention of early-career physiotherapists. By addressing the gaps identified in this research, both educational institutions and employers can play a pivotal role in enhancing the quality of care provided by physiotherapists, and in turn, improve the overall healthcare landscape in Australia.
The datasets used and/or analysed during the current study are available from the corresponding author on reasonable request.
United Nations. The 17 sustainable development goals [Internet]. United Nations. 2015. https://sdgs.un.org/goals United Nations.
World Health Organisation. Working for health 2022–2030 action plan [Internet]. Geneva; World Health Organisation. 2022. https://www.who.int/publications/i/item/9789240063341
World Health Organisation. Global strategy on human resources for health: workforce 2030. [Internet]. Geneva: World Health Organisation. 2016. https://www.who.int/publications/i/item/9789241511131
Bancroft D, Stott A. Developing the early career physiotherapy workforce for future advanced practice roles. Physiotherapy. 2021;113:e126–7.
Article Google Scholar
Rios JA, Ling G, Pugh R, Becker D, Bacall A. Identifying critical 21st-Century skills for workplace success: a content analysis of job advertisements. Educ Res J. 2020;49(2):80–9.
Google Scholar
Australian Physiotherapy Association. Future of physiotherapy in Australia: a 10-year vision policy white paper. [Internet]. Camberwell, Australia: APA. 2022. https://australian.physio/sites/default/files/APA_Future_of_Physio_White_Paper_FW.pdf
Onnis L. Attracting Future Health workforces in geographically remote regions: perspectives from current remote health professionals. Asia Pac J Health Manage. 2017;12(2):25–33.
Duckworth AL, Yeager DS. Measurement matters: assessing personal qualities other than cognitive ability for educational purposes. Educ Res J. 2015;44(4):237–51.
Messum D, Wilkes L, Jackson D. What employability skills are required of new health managers? APJHM. 2015;10(1):28–35.
Hague A, Weinberg D, Akhtar A. Soft skills: essential in the hardest of times. Clin Teach. 2017;14(2):152.
Article PubMed Google Scholar
Lambe P, Bristow D. What are the most important non-academic attributes of good doctors? A Delphi survey of clinicians. Med Teach. 2010;32(8):e347–54.
Patterson F, Ferguson E. Testing non-cognitive attributes in selection centres: how to avoid being reliably wrong. Med Educ. 2012;46(3):240–2.
Gordon M, Darbyshire D, Baker P. Non-technical skills training to enhance patient safety: a systematic review. Med Educ. 2012;46(11):1042–54.
Wells C, Olson R, Bialocerkowski A, Carroll S, Chipchase L, Reubenson A, et al. Work readiness of new graduate physical therapists for private practice in Australia: academic faculty, employer, and graduate perspectives. Phys Ther. 2021;101(6):1–12.
Pretorius A, Karunaratne N, Fehring S. Australian physiotherapy workforce at a glance: a narrative review. Aust Health Rev. 2016;40(4):438–42.
Dymmott A, George S, Campbell N, Brebner C. Experiences of working as early career allied health professionals and doctors in rural and remote environments: a qualitative systematic review. BMC Health Serv Res. 2022;22(1):1–20.
Kumar S, Tian EJ, May E, Crouch R, McCulloch M. You get exposed to a wider range of things and it can be challenging but very exciting at the same time: enablers of and barriers to transition to rural practice by allied health professionals in Australia. BMC Health Serv Res. 2020;20(1):105.
Article PubMed PubMed Central Google Scholar
Sole G, Claydon L, Hendrick P, Hagberg J, Jonsson J, Harland T. Employers’ perspectives of competencies and attributes of physiotherapy graduates an exploratory qualitative study. New Z J Physiotherapy. 2012;40(3):123–7.
Mathwig K, Clarke F, Owens T, Gramet P. Selection criteria for employment of entry-level physical therapists: a survey of New York state employers. J Phys Ther Educ. 2001;15(1):65–74.
Martin R, Mandrusiak A, Lu A, Forbes R. Competencies for entry-level rural and remote physiotherapy practice: a Delphi approach. Rural Remote Health. 2021;21(4):6471.
PubMed Google Scholar
Wainwright SF, Shepard KF, Harman LB, Stephens J. Factors that influence the clinical decision making of novice and experienced physical therapists. Phys Ther. 2011;91(1):87–101.
May S, Withers S, Reeve S, Greasley A. Limited clinical reasoning skills used by novice physiotherapists when involved in the assessment and management of patients with shoulder problems: a qualitative study. J Man Manip Ther. 2010;18(2):84–8.
Wainwright SF, Shepard KF, Harman LB, Stephens J. Novice and experienced physical therapist clinicians: a comparison of how reflection is used to inform the clinical decision-making process. Phys Ther. 2010;90(1):75–88.
Plack M. The development of communication skills, interpersonal skills, and a professional identity, within a community of practice. J Phys Ther Educ. 2006;20(1):37–46.
Bayliss AJ, Strunk VA. Measurement of empathy changes during a physical therapist’s education and beyond. J Phys Ther Educ. 2015;29(2):6–12.
Seale J, Utsey C. Physical therapist’s clinical reasoning in patients with gait impairments from hemiplegia. Physiother Theory Pract. 2020;36(12):1379–89.
Manns PJ, Norton AV, Darrah J. Cross-sectional study to examine evidence-based practice skills and behaviors of physical therapy graduates: is there a knowledge-to-practice gap? Phys Ther. 2015;95(4):568–78.
Shepard R, Haines L, Abraham K, Lievre AJ. Traits and attributes of a successful physical therapy resident: a Delphi study. J Phys Ther Educ. 2021;35(4):315–23.
Australian Physiotherapy Association. Workforce report shows physiotherapy in demand. [Internet]. Physiotherapy Inmotion. 2021 1 October [cited 2023 4 May]. https://australian.physio/inmotion/workforce-report-shows-physiotherapy-demand
Australian Health Practitioner Regulation Agency. Physiotherapy workforce analysis. Australia: AHPRA 2021 June [cited 2023 4 May].
Australian Government Department of Health and Aged Care. Modified Monash Model – fact sheet [Internet]. Australia 2019. https://www.health.gov.au/resources/publications/modified-monash-model-fact-sheet?language=en
Australian Government Department of Health and Aged Care. Modified Monash Model [Internet]. Australia 2021. https://www.health.gov.au/topics/rural-health-workforce/classifications/mmm
Kim J, Angnakoon P. Research using job advertisements: a methodological assessment. Libr Inf Sci Res. 2016;38(4):327–35.
Cullen J. LIS labour market research: implications for management development. Libr Manage. 2004;25(3):138–45.
Kennan A, Cole F, Willard P, Wilson C, Marion L. Changing workplace demands: what job ads tell us. Aslib proceedings. 2006;58(3):179 – 96.
QuestionPro ® Survey Software. Questionpro.com. 2020. https://www.questionpro.com/
McAleer R, Hanson L, Kenny A. Characteristics, attributes, and outcomes of allied health transition to practice programs: a mixed method systematic review. Focus Health Prof Education: Multi-Professional J. 2023;24(3):1–30.
Corbin J, Strauss A. Basics of qualitative research: techniques and procedures for developing grounded theory. 3rd ed. Thousand Oaks, CA, US: Sage; 2008.
Book Google Scholar
Cosgrave C, Maple M, Hussain R. An explanation of turnover intention among early-career nursing and allied health professionals working in rural and remote Australia - findings from a grounded theory study. Rural Remote Health. 2018;18(3):4511.
Willis S. Jobs Summit is a critical moment for health workforce in peril - physiotherapy has reform solutions [press release]. Australian Physiotherapy Association 2022. https://australian.physio/media/jobs-summit-critical-moment-health-workforce-peril-physiotherapy-has-reform-solutions#_ftn3
National Rural Health Alliance. Allied health workforce in rural, regional, and remote Australia - fact sheet [Internet]. 2019. https://www.ruralhealth.org.au/content/allied-health-workforce-rural-regional-remote-australia
Farquhar E, Moran A, Schmidt D. Mechanisms to achieve a successful rural physiotherapy public-private partnership: a qualitative study. Rural Remote Health. 2020;20(3):5668.
Rozario SD, Venkatraman S, Abbas A. Challenges in recruitment and selection process: an empirical study. Challenges. 2019;10(2):35.
The University of Sydney. Addressing selection criteria [Internet]. Sydney, Australia: The University of Sydney. 2023 [cited 2023 May 2]. https://www.sydney.edu.au/careers/students/applying-for-jobs/addressing-selection-criteria.html
Myfuture - Australia’s National Career Information Service [Internet]. How to respond to key selection criteria [Internet]. Australia. 2022. https://myfuture.edu.au/career-articles/details/how-to-respond-to-key-selection-criteria
Hiring People. Ten tips for writing job descriptions [Internet]. Hiring People. 2022 [cited 2023 May 4]. https://www.hiringpeople.co.uk/blog/ten-tips-for-writing-job-descriptions
Maria C. How to read a job advertisement [Internet]. LinkedIn; 2020. [Cited 2023 May 4]. https://www.linkedin.com/pulse/how-read-job-advertisement-cristian-maria/
Gardner WL, Reithel BJ, Cogliser CC, Walumbwa FO, Foley RT. Matching personality and organizational culture: effects of recruitment strategy and the five-factor model on subjective person–organization fit. Manage Communication Q. 2012;26(4):585–622.
Wilkinson A, Bacon NA, Snell SA, Lepak D. The SAGE handbook of human resource management. London, United Kingdom: SAGE Publications Limited; 2019.
Khaouja I, Kassou I, Ghogho M. A survey on skill identification from online job ads. IEEE Access. 2021;9:118134–53.
Sisodia S, Agarwal N. Employability skills essential for healthcare industry. Procedia Comput Sci. 2017;122:431–8.
Horne A, Yuen JJ, Beveridge TS, McLean S. Grade-focused interactions in higher education: has the pursuit for good grades replaced learning? Adv Physiol Educ. 2022;46(4):752–62.
Rodríguez-Nogueira Ó, Leirós-Rodríguez R, Pinto-Carral A, Álvarez-Álvarez MJ, Fernández-Martínez E, Moreno-Poyato AR. The relationship between burnout and empathy in physiotherapists: a cross-sectional study. Ann Med. 2022;54(1):933–40.
DuBois CA, Zedreck Gonzalez JF. Implementing a resilience-promoting education program for new nursing graduates. J Nurses Prof Dev. 2018;34(5):263–9.
McAllister M, McKinnon J. The importance of teaching and learning resilience in the health disciplines: a critical review of the literature. Nurse Educ Today. 2009;29(4):371–9.
van Balen G, Smith M, Parish L, Gallagher R. Development and evaluation of strategies to support rural secondments for junior physiotherapists. Health Educ Prac J. 2022;5(1):5–20.
Rohatinsky NK, Jahner S. Supporting nurses’ transition to rural healthcare environments through mentorship. Rural Remote Health. 2016;16(1):1–14.
Young JQ, Schwartz J, Thakker K, O’Sullivan PS, Sugarman R. Where passion meets need: a longitudinal, self-directed program to help residents discover meaning and develop as scholars. Acad Psychiatry. 2020;44(4):455–60.
Roots RK, Li LC. Recruitment and retention of occupational therapists and physiotherapists in rural regions: a meta-synthesis. BMC Health Serv Res. 2013;13(1):59.
NSW Physiotherapy Allocation - Allocation. Process 2023 [Internet]. Australia: New South Wales Health Dept [cited 2023 May 2]. https://www.nswphysioallocation.com.au/information
Download references
Not applicable.
No funds, grants, or other support was received.
Authors and affiliations.
La Trobe Rural Health School, La Trobe University, Bendigo, VIC, Australia
R. McAleer, L. Hanson & A. Kenny
Violet Vines Marshman Centre for Rural Health Research, La Trobe Rural Health School, La Trobe University, Bendigo, VIC, Australia
R. McAleer & L. Hanson
University of Lincoln, Lincoln, UK
You can also search for this author in PubMed Google Scholar
RM, AK, and LH contributed to the conception and design of the study. RM drafted the manuscript, and AK and LH contributed to critical revision of the main intellectual content of the manuscript. RM collected and analysed the data. LH completed pilot data extraction. All authors have read and approved the final manuscript.
Correspondence to R. McAleer .
Ethics approval and consent to participate, consent for publication, competing interests.
The authors declare no competing interests.
Publisher’s note.
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
Below is the link to the electronic supplementary material.
Rights and permissions.
Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/ .
Reprints and permissions
Cite this article.
McAleer, R., Hanson, L. & Kenny, A. Employers most desirable attributes in early-career physiotherapists: a content analysis of job advertisements. BMC Health Serv Res 24 , 1038 (2024). https://doi.org/10.1186/s12913-024-11470-6
Download citation
Received : 29 May 2023
Accepted : 20 August 2024
Published : 06 September 2024
DOI : https://doi.org/10.1186/s12913-024-11470-6
Anyone you share the following link with will be able to read this content:
Sorry, a shareable link is not currently available for this article.
Provided by the Springer Nature SharedIt content-sharing initiative
ISSN: 1472-6963
Advertisement
Supported by
After fellow Republicans criticized her appearance on the trail, noting her history of offensive remarks, former President Donald J. Trump praised her but later said he disagreed with some of her statements.
By Ken Bensinger
Five years ago Laura Loomer, a far-right activist with a history of expressing bigoted views and a knack for generating publicity, filed an application for a trademark to protect her work in “the field of political activism.”
Ms. Loomer, 31, part of a generation of web-savvy right-wing influencers, decided to trademark the term she had coined for her signature move of ambushing people with unexpected, often embarrassing questions. She called it getting “Loomered.”
Already a well-known figure among internet obsessives thanks to her anti-Muslim activism, undercover sting operations and web-savvy political stunts, Ms. Loomer found herself at the center of the presidential campaign this week when she traveled with former President Donald J. Trump . She went with him to Philadelphia for the presidential debate, and then accompanied him to Sept. 11 memorial events in New York City and Shanksville, Pa., which drew pointed criticism from Democrats and Republicans because she had previously called Sept. 11 “an inside job.”
Here’s more about Laura Loomer.
Ms. Loomer has made a number of racist, sexist, homophobic and Islamophobic comments in the past. She has described Islam as a “cancer,” used the hashtag “#proudislamophobe” and once seemed to celebrate the deaths of migrants crossing the Mediterranean. In 2018, after Twitter banned her for frequent anti-Muslim content, she handcuffed herself to the company’s headquarters in New York and wore a yellow Star of David similar to those Nazis forced Jews to wear during the Holocaust (Ms. Loomer is Jewish).
After the billionaire Elon Musk bought Twitter, her account was reinstated, and she has since built up a following of more than 1.2 million people on the site (which Mr. Musk later renamed X) and has a web show. She often blasts out content praising Mr. Trump and viciously attacking anyone she might perceive as a rival.
Two days before she traveled with Mr. Trump to the debate, she wrote in a post on X that if Vice President Kamala Harris, whose mother was Indian American, won the election, the White House would “smell like curry.”
We are having trouble retrieving the article content.
Please enable JavaScript in your browser settings.
Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.
Thank you for your patience while we verify access.
Already a subscriber? Log in .
Want all of The Times? Subscribe .
Watch CBS News
Updated on: September 13, 2024 / 8:24 PM EDT / CBS/AP
Seattle — Aircraft assembly workers walked off the job early Friday at Boeing factories in Washington, Oregon and California after union members voted overwhelmingly to reject a tentative contract that would have increased wages by 25% over four years.
The strike by 33,000 machinists was expected to halt the manufacture of Boeing's best-selling airliners, and is yet another setback for a company already awash in financial losses and damage to its reputation.
Boeing shares were off 0.3% in midday trade, leaving its stock down nearly 38% so far this year.
The walkout started at 12:01 a.m. PDT, less than three hours after the local branch of the International Association of Machinists and Aerospace Workers announced that 94.6% of voting workers rejected the proposed contract and 96% approved the work stoppage, easily surpassing a two-thirds requirement.
33,000 @IAM751 and District 24 members are officially ON STRIKE for a fair contract at Boeing! They're fighting for everyone -- and we have their backs! #OurFutureOurFight pic.twitter.com/EpOlf24Lxu — Machinists Union (@MachinistsUnion) September 13, 2024
The strike won't affect commercial flights but represents another setback for the aerospace giant, whose reputation and finances have been battered by manufacturing problems and multiple federal investigations this year.
The striking machinists assemble the 737 Max, Boeing's best-selling jetliner, along with the 777, or "triple-seven" jet, and the 767 cargo plane at factories in Renton and Everett, Washington. The walkout probably won't stop production of Boeing 787 Dreamliners, which are built by nonunion workers in South Carolina.
The machinists make $75,608 per year on average, not counting overtime, and that would rise to $106,350 at the end of the four-year contract, according to Boeing.
However, the deal fell short of the union's initial demand for pay raises of 40% over three years. The union also wanted to restore traditional pensions that were axed a decade ago, but settled for an increase in Boeing contributions to employee's 401(k) retirement accounts.
Outside the Renton factory, people stood with signs reading, "Historic contract my ass" and "Have you seen the damn housing prices?" Car horns honked and a boom box played songs such as Twisted Sister's "We're Not Gonna Take It" and Taylor Swift's "Look What You Made Me Do."
Boeing responded to the strike announcement by saying it was "ready to get back to the table to reach a new agreement."
"The message was clear that the tentative agreement we reached with IAM leadership was not acceptable to the members. We remain committed to resetting our relationship with our employees and the union," the company said in a statement.
Very little has gone right for Boeing this year, from a panel blowing out and leaving a gaping hole in one of its passenger jets in January to NASA leaving two astronauts in space rather sending them home on a problem-plagued Boeing Starliner spacecraft .
As long as the strike lasts, it will deprive Boeing of much-needed cash that it gets from delivering new planes to airlines. That will be another challenge for new CEO Kelly Ortberg , who six weeks ago was given the job of turning around a company that's lost more than $25 billion in the last six years and fallen behind European rival Airbus.
Ortberg warned machinists that a strike vote would put Boeing's recovery in jeopardy and raise more doubt about the company in the eyes of its airline customers.
Workers were in no mood to listen.
Ortberg made a last-ditch effort to avert a strike, telling machinists Wednesday that "no one wins" in a walkout.
"For Boeing, it is no secret that our business is in a difficult period, in part due to our own mistakes in the past," he said. "Working together, I know that we can get back on track, but a strike would put our shared recovery in jeopardy, further eroding trust with our customers and hurting our ability to determine our future together."
Many union members have posted complaints about the deal all week on social media. On Thursday, several dozen blew whistles, banged drums and held up signs calling for a strike as they marched to a union hall near Boeing's 737 Max plant in Renton.
"As you can see, the solidarity is here," said Chase Sparkman, a quality-assurance worker. "I'm expecting my union brothers and sisters to stand shoulder to shoulder, arm in arm, and let our company know that, hey, we deserve more."
Although the bargaining committee that negotiated the contract recommended ratification, IAM District 751 President Jon Holden, who announced the votes' results Thursday night, predicted earlier this week that workers would opt to strike.
Boeing worker Adam Vogel called the 25% raise "a load of crap. We haven't had a raise in 16 years."
Broderick Conway, another quality-assurance worker and 16-year Boeing employee, said the company can afford more.
"A lot of the members are pretty upset about our first offer. We're hoping that the second offer is what we're looking for," he said. "If not ... we're going to keep striking and stand up for ourselves."
The head of Boeing's commercial-airplanes business, Stephanie Pope, tried earlier this week to discourage workers from thinking a strike would result in a better offer.
"We bargained in absolute good faith with the IAM team that represents you and your interests," she said. "Let me be clear: We did not hold back with an eye on a second vote."
Voting began at 5 a.m. local time at union halls in Washington state, Portland, Oregon, and a smattering of other locations.
TD Cowen aerospace analyst Cai von Rumohr said it's realistic, based on the history of strikes at Boeing, to figure that a walkout would last into mid-November, when workers' $150 weekly payments from the union's strike fund might seem low going into the holidays.
A strike that long would cost Boeing up to $3.5 billion in cash flow because the company gets about 60% of the sale price when it delivers a plane to the buyer, von Rumohr said.
Union negotiators unanimously recommended that workers approve the tentative contract reached over the weekend.
Boeing promised to build its next new plane in the Puget Sound area. That plane - not expected until sometime in the 2030s - would replace the 737 Max. That was a key win for union leaders, who want to avoid a repeat of Boeing moving production of Dreamliners from Everett to South Carolina.
IAM District 751 President Jon Holden told members Monday the union got everything it could in bargaining and recommended approval of the deal "because we can't guarantee we can achieve more in a strike."
Many union members, however, are still bitter about previous concessions on pensions, health care and pay.
"They are upset. They have a lot of things they want. I think Boeing understands that and wants to satisfy a fair number of them," said von Rumohr, the aerospace analyst. "The question is, are they going to do enough?"
CBS Seattle affiliate KIRO-TV reports that, at the Thursday night news conference where he announced the results of the votes, Holden was asked about union members who say the proposed deal was nowhere near what they were looking for, and about union members who've expressed concerns that the union isn't acting in their best interests.
Holden replied, "Well I know that we're acting in their best interests, so you know ... we had an agreement that we negotiated and we recommended it because (of) many important things in it, but within our system, our members have the final say. This is exactly how it should be. ... Now it's in their hands."
Boeing has seen its reputation battered since two 737 Max airliners crashed in 2018 and 2019, killing 346 people. The safety of its products came under renewed scrutiny after a panel blew out of a Max during a flight in January.
IMAGES
VIDEO
COMMENTS
Physiotherapy Personal Statement Example. Compassion, and care for the broken, deep-rooted feelings for the hurting, and the sincere desire to see the restoration of life, hope, and joy to the emotionally unstable through the use of my acquired knowledge and inherent graces/abilities in this regard has driven me so passionately into the pursuit ...
Follow these steps to write an effective physiotherapy personal statement: 1. Make a plan. Outline the strengths, inspirations and qualifications that make you a suitable candidate for a place on a university course or in a workplace. It's important to plan the content you want to include to minimise the number of times you need to redraft your ...
Clinical placement, skills and knowledge paragraphs (normally 3-4 paragraphs): Expand on your placement experiences and what skills and knowledge you have developed from them (i.e verbal and non verbal communication). Use an examples of where and how you showed these skills/values of the NHS/health-board.
By following these steps, you can create a personal statement that showcases your passion and suitability for a physiotherapy job. Final Words. In conclusion, writing a personal statement for physiotherapy is an opportunity to convey your genuine passion for the field, showcase your qualifications, and express your commitment to patient care.
Physiotherapy Personal Statement Example. As someone who has always had a passion for physical activity and fitness, I believe that studying for a degree in physiotherapy is the ideal next step for me. Having already achieved a first degree in physical education, I am now eager to build on my knowledge and experience and to develop the skills ...
Andrew Fennell. There is a high level of competition for physiotherapy roles in popular settings, so you need an exceptional physiotherapist CV in order to prove that you should be called for interview. In this guide we give you an example physiotherapist CV, as well as bringing you the insights you need in order to write your own successful CV.
5. Proofread, proofread, proofread. Spelling and Grammar! Make sure you proofread, and show your application to other people so they do the same too. First impressions really count, and if your letter contains typos and mistakes, it'll just look unprofessional. Use strong words - ban words like hope, if, think.
Degree Course Quiz. Find the ideal university course for you in minutes by taking our degree matchmaker quiz today. Browse our range of Physiotherapy personal statement examples. Gain inspiration & make sure you're on the right track when writing your own personal statement.
A personal statement is an incredibly unique piece of writing which makes it difficult to provide specific advice for. That said, universities will have certain expectations when you are applying for physiotherapy. ... your previous jobs or additional non-physiotherapy related experiences. The Structure. The structure of a physiotherapy ...
This partly explains why one admission tutor's top personal statement tip was 'don't mention sport!'. It's important to realise that sport isn't representative of the profession as a whole. For instance, sports physiotherapy is predominantly concerned with musculoskeletal conditions in patients who are likely to otherwise be healthy and ...
Qualified Physio have written a useful online blog called '8 Steps for the perfect physio or health care application, personal statement and cover letter'. Your CV. An up to date and accessible CV is an essential instrument in your job search toolbox, so that you can apply for posts with minimal notice.
Personal Statement Service. The Old Dairy 12 Stephen Road Headington, Oxford, OX3 9AY United Kingdom. VAT Number 425 5446 95. 24/7 0800 334 5952 London 020 364 076 91 [email protected]. USA Address. 3979 Albany Post Road #2042 Hyde Park, NY 12538 USA New York 646-568-9741
Physiotherapy Personal Statement Example. Compassion, and care for the broken, deep-rooted feelings for the hurting, and the sincere desire to see the restoration of life, hope, and joy to the emotionally unstable through the use of my acquired knowledge and inherent graces/abilities in this regard has driven me so passionately into the pursuit ...
Physiotherapy Personal Statement Example 1. My ambition is to become a fully qualified Physiotherapist. I am very interested in this career and work experience I have undertaken has confirmed my interest. I recently attended an exploring physiotherapy 3 day course at Nottingham University. This gave me an insight into the different fields ...
Personal profile statement. Your CV's personal profile section is a brief summary of your professional experience, skills and career aspirations. It is the first section that a hiring manager will read, so it's important to make a good impression. Make sure it's concise; no more than 5 lines. Physiotherapist personal profile example:
In this video i talk about how to write a Personal Statement for Physiotherapy and I'll also be sharing my Top 3 tips. Let me know what you thought and if it...
Physiotherapy Personal Statement . Physiotherapy is vital for the re-establishment of a patient's quality of life; I have personally had life-lo... Submitted by Lucy. Physiotherapy Personal Statement . My interest in the sporting field began from a very young age when I first experienced a Sheffield United gam...
Physiotherapy personal statement. More statements will be added in thE near future. YOU ARE ADVISED NOT TO COPY THE BELOW EXAMPLE BUT TO USE IT AS A GUIDE. Example 1. "My fascination with the human body coupled with a strong personal interest in sporting activity are the two chief motivators behind my desire to become a physiotherapist.
4) Complete all the questions and enter your personal details on the form. Once submitted you will receive a confirmation form from the NHS Jobs email service 5) To receive dailty alerts of suitable jobs by email, log into your NHS Jobs account and select the My Jobs by email link on the right hand side of the page.
I have been placed in Mexborough Montagu Hospital's rehabilitation and physiotherapy unit. I believe this will give me a more realistic understanding of what the job requires and how much hard work and effort is needed within the working environment. It will also show me the variety of opportunities available with a degree in Physiotherapy.
Here are some examples of personal and professional statements: 1. Personal statement for a postgraduate programme. Joan David Personal statement for master's programme in Public Policy and Administration London School of Policy 'I held my first textbook when I was a 23-year-old undergraduate.
Background Ensuring a sufficient, appropriately qualified health workforce is of global concern. Understanding the attributes that employers seek is critical in recruitment, retention, and educational design. In physiotherapy, there is a dearth of evidence on desirable attributes that employers seek from early-career physiotherapists. This study directly addresses this gap. The aims of this ...
Physiotherapy Personal Statement. Examples 10-30. ... Personal Statement Service. The Old Dairy 12 Stephen Road Headington, Oxford, OX3 9AY United Kingdom. VAT Number 425 5446 95. 24/7 0800 334 5952 London 020 364 076 91 [email protected]. USA Address. 3979 Albany Post Road #2042
As Donald Trump mingled and posed for pictures with fire fighters on Wednesday - one of several stops to observe the anniversary of the September 11, 2001, terrorist attack on the United States ...
Former President Donald J. Trump used his social-media website on Wednesday to amplify a crude remark about Vice President Kamala Harris that suggested Ms. Harris traded sexual favors to help her ...
A few hours later, he wrote on his social media site, Truth Social, "I disagree with the statements she made but, like the many millions of people who support me, she is tired of watching the ...
The daughter of the man who swapped hats with the president said Biden kept the Trump hat after the interaction. "My pap don't care who it is," Kelsey Simmers told the BBC.
About 33,000 union members at Boeing have started to walk off the job on Friday after they overwhelmingly rejected a proposed four-year contract with the troubled aircraft manufacturer.
Seattle — Aircraft assembly workers walked off the job early Friday at Boeing factories near Seattle after union members voted overwhelmingly to go on strike and reject a tentative contract that ...