Four Things the NFL Can Teach Us About Hiring

No industry has more money riding on smart hiring than sports. With billions of dollars at stake and millions of eyes watching every move, the pressure to hire well is immense. It's no wonder that sports teams invest heavily in selecting the right people.

Let's dive into some hiring best practices -- these are things that we can learn from how football teams go about the hiring process to help retain employees and get better results!

Define Your Ideal Hire

Football teams usually look for players who fit their system whether it's a fast-paced offensive scheme or an aggressive defensive mindset. Your healthcare practice also has unique ways of operating that you need to be mindful of. Think about these factors:

• Do you have a fast-paced office or a more concierge service?
• Do you use a lot of advanced technology or do you have standard (or even antiquated) systems? Be honest here!
• Do you have your staff wear a lot of hats, or is every job very specialized?
• Are ideas encouraged in your office, or are processes so tight that it's all about execution?
• Is your environment one that depends on ultra high accuracy, such as with clinical research? You may need to dial up your expectations.
• Do you have robust training or do new hires need to hit the ground running?
• Are you hiring someone to work with a specific provider who has quirks? How can you tailor the hire to fit that doctor or PA?

All of the above considerations can affect what you look for in your next hire.

Have Them See It For Themselves

Football teams have prospective players visit the facility and often work out with the team, taking reps, throwing passes, and running plays. Similarly, you should have prospective hires visit the actual space where they'll be working and see how the job is done. I don't recommend that you have them provide patient care during an interview, but they can see for themselves how the job is done and what the social dynamics are.

How healthy is your practice culture? Take our workplace health quiz and get our 12-page Guide to Healthcare Practice Culture

Actively Recruit

I once worked in a healthcare office where almost all hiring happened through referrals. There was no active recruitment and no electronic job posting. Usually the referrals were family members who had zero experience in the job they were applying for and who were just looking for a J.O.B.

Referrals can be great, but not always. It is definitely not a strategy to depend on 100%.

Football teams invest heavily in scouting. They are always looking for talent and evaluating who could be the best fit. You don't need to travel far and wide, but I do recommend that you always be recruiting. This means:

• Having a continual job posting up (just be sure you are actively monitoring applications)
• Looking for talent even when you are out and about. Did you get great service at a restaurant? Your server could be a wonderful MA or front desk specialist.
• Tell everyone you know that you are hiring.

Evaluate Talent Carefully

The NFL has a process called the Combine where prospects are tested, timed, and challenged to see how they stack up. Likewise, you need to "test" your job applicants by asking tough questions and digging deep. My tips for this are:

• Ask for examples of how they've handled the types of situations they'll encounter in your job.
• Ask them how they've handled conflict and upset patients/customers.
• Consider administering a knowledge test, a spelling test, or a test of their attention to details. Just be sure that the thing you're testing for is highly job relevant or you'll create needless risk.
• Look carefully at their resume -- Do they show signs of diligence? Are there examples of accomplishments? I am usually OK with a couple of typos if the person has a history of taking initiative, getting promoted, and getting results.
• Look closely at how the candidate behaves. Do you see eye contact? A confident voice? Do they get excited when talking about the job? Did they treat everyone with respect during their interactions with your staff?
• Check references and trust your gut. Does the reference seem credible and knowledgable? Are they enthusiastic on the candidate, or just "meh." Don't listen just to the words but also the tone.

Conclusion

Hiring is the most critical moment to find people to elevate -- or destroy -- your culture. You cannot skimp on this process. In fact, if you find yourself thinking that you're spending a bit too much effort in hiring, then you're probably doing just enough.

If you want help with creating your ideal hiring and onboarding process, contact us at seasoned-advice.com to start a conversation.

Mike Lyons is an HR professional and consultant in the Austin, TX area specializing in the healthcare industry. He can be found at seasoned-advice.com and on LinkedIn.