We spoke with aesthetic recruiter Mary Beth Hagen about her top tips for anyone looking to get into the field of Medical Aesthetics. In this article, we’re continuing the conversation and diving a little deeper into the ins and outs of aesthetic recruiting.

What is aesthetic recruiting?

“There isn’t a long history of aesthetic recruiters being able to support the Medical Aesthetics field. Currently, there are only about 3 organizations I know of that work in aesthetic provider recruiting,” Mary Beth explains. “If professionals that understand this industry can support providers or support people looking to transition into the industry, I believe it fills a gap that exists in the market.”

Enter aesthetic recruiting. At the surface level, aesthetic recruiters help both experienced and new-to-the-field aesthetic professionals find career opportunities, but Mary Beth believes it goes further than just job placement.

“I realized that there was an opportunity to help providers enter the industry, and to help aesthetic practices find providers to serve the quickly growing patient demand,” she says.

Because Medical Aesthetics is a highly specialized field without a nationally standardized training or licensing curriculum, Mary Beth also provides guidance and support to help aesthetic injectors navigate the complexities of practice requirements across different states. As her roster of connections has grown, she has also helped facilitate a community of Medical Aesthetic professionals who network with one another.

How aesthetic recruiters work with different practices.

Most of the time, aesthetic recruiters are paid by an employer who hires the recruiter to identify and place potential medical professionals into a practice. Mary Beth has 3 tips for practices seeking new employees:

1. Identify what roles and treatments you need to be performed by a provider and what credentials are required.
2. Write a detailed job description that clearly lays out the job title, responsibilities, and requirements to help serve as a guide for the practice and the recruiter to find and evaluate potential candidates.
3. Define and develop a process to introduce that person into the practice and to build a patient base, including establishing long-term goals for what the provider should accomplish.
   

These specifics help create synergy between an employer and candidates at the start of the process. “An aesthetic recruiter should be someone who can provide context to a candidate that goes beyond just what’s on their resume,” Mary Beth adds.

How candidates work with aesthetic recruiters.

“When you’re thinking about working with a recruiter, it will help to discuss not only your specific career goals but what you can do to make your candidacy stand out,” Mary Beth says.

In addition to evaluating your skills and background, an aesthetic recruiter looks for candidates who have done their homework when it comes to understanding the Medical Aesthetics industry and where they see themselves fitting into it. It’s important for prospective injectors to have the foundational skills like anatomy and product knowledge to make themselves marketable to an employer.

“I want people who are willing to invest in themselves, and who have taken the time to visit different practices to seek out mentors who can help them visualize what they’ll be doing as a provider,” Mary Beth explains.

She recommends that candidates seeking employment in Medical Aesthetics do a lot of research about the field, the different types of practices, and what types of treatments are in demand. She even cites Spark as a good resource.

“Sharing resources to learn about the industry is a way that Spark really helps new and potential aesthetic injectors. Often, prospective candidates don’t even know where to start, and Spark is a great resource for anyone wanting to begin their aesthetic journey.”

How aesthetic recruiters work with experienced injectors.

“If you’re an experienced injector, you’re going to first want to think about what’s most important to you when you’re looking for a new job,” Mary Beth suggests.

This means identifying your key goals and understanding why you’re looking to move on from your current position. An aesthetic recruiter can help connect you with relevant opportunities, as well as assist with compensation negotiations.

Many of Mary Beth’s placements are experienced providers who are relocating to a different state. Part of the process is learning the new market or helping the provider become familiar with different Medical Aesthetics practices and the licensing and certification requirements. For injectors who aren’t relocating, she often advises them to take a closer look at their current role. “It might not be time for a brand-new job just yet,” Mary Beth says. “I always encourage injectors already working in a practice to sit down and talk to their current practice before starting a search for a new practice home. It’s much easier to adjust the situation, or express your concerns and goals to your existing practice, than it is to go to another practice. My goal truly is to help providers and employers find a strong level of trust and partnership.”

The job hunt process.

The Medical Aesthetics field is growing rapidly, and so is the demand for new providers.¹ But searching for a new job can still sometimes be a complex and challenging process. Mary Beth advocates keeping a positive attitude.

“Make sure you’re always looking at what you want to accomplish in your new role, not what’s bad about your current aesthetic provider position or current medical provider position,” she says.

Before choosing to work with an aesthetic recruiter, it’s also important not to send your resume out randomly to practices. “If you proactively send out your resume or your information to every prospective employment opportunity, the recruiter will not be able to present you to those practices,” she explains.

Mary Beth also recommends polishing up your online presence, including your social media. Medical Aesthetics is a highly visual field and has gained awareness partially due to a large social media footprint.²

“Prospective employers may want to see that you have some proficiency in being able to create an online story. You don’t need to post all of your before-and-afters. Even just posting a photo of yourself studying an anatomy textbook helps demonstrate your passion and willingness to invest in your professional development.”

Mary Beth also feels that the market for hiring candidates with no injector experience is stronger than it has ever been. “When I began recruiting in 2017, it was very difficult to even get interviews for candidates without injector experience, let alone help them find positions and be hired. But since COVID-19, we’ve found practices more and more interested in speaking with candidates who are new to injecting but have invested in their knowledge of the market, products, and facial anatomy.”

Contributing to the future of Medical Aesthetics.

As Medical Aesthetics continues to grow, the need for providers will too. Mary Beth Hagen is excited to keep connecting practices with providers.

“At the end of the day, it’s about supporting great injectors and great practices for desired patient outcomes,” she says.