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Editor: Neil B. Gailmard, OD, MBA, FAAO
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Get Back to Fundamentals
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April 6, 2022
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By Amy Alvarez, SHRM-CP
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I have zero experience with organized sports. Of course, I had PE in school and played with friends, but I have always lacked the vital skill of coordination. My husband and son have always been more interested in the arts, so no sports there. And, although I would be disowned from my family for saying I liked any team not from New England, I have never been a sports fan either. Despite all this, I have watched a lot of movies about sports. Probably too many.
I am a sucker for a good story, especially about a hardworking underdog. Throw in “Based on real events” and I am sold. In every story when things get hard, the mentor/coach/sassy parental figure gives the main character(s) an impassioned speech about dusting themselves off and getting back in the game. Dig deep; push through; believe in yourself and use your fundamentals.
Every week, when I talk to an independent practice owner about recruitment, I am transformed into that sassy parental figure giving my impassioned speech. It may take a bit longer and you’re probably going to need to get creative, but you can do this! I believe in you – dig deep and get back to the fundamentals!
What are the Fundamentals of Recruiting?
“Dribbling” – Screening: Identify five ideal qualities, assignments or skills you need a candidate to have for the role, such as experience, distances to the practice and work history. Follow up with any candidate who has three or more of them without exception. Screen candidates quickly to remain aligned with the other fundamentals of recruiting.
“Shooting” – Contact: Keep in touch with your applicants from beginning to end. Follow up with every resume in 24 hours, even if you are not going to pursue their candidacy. Time kills all deals, so keep in touch with any applicant you are interested in pursuing, especially in this market.
“Defense” – Employer Status: Take the time to understand what is important to your business, what your goals are and how you will drive your success. Your purpose, vision and values develop the culture, and the culture drives your business success. It becomes easier to emulate your values and to identify potential employees who align with them when you have taken the time to clearly define them. Once defined, ensure your actions, job ad, interview questions and online employer presence reflects your purpose and values.
“Rebounding” – Get Ahead: Take a proactive approach to recruiting using Indeed Resume for Employers or another similar service. Play the long game of recruiting to build a pipeline of candidates for the future by recruiting while you are out in your free time, attending events or running errands. Make special business cards to invite candidates to apply and invite trusted friends, family and staff to help.
“Passing” – Recruiting Cycle: Plan it out and keep it short. If you decide to pursue a phone interview, an in-person meeting with leadership and a job shadow with peers for a candidate, be sure you understand how long each of these events take and who will be involved. Keep the process contained over a short period of time to maximize success of recruiting hourly employees.
In case you are wondering – Yes, I had to Google what sporting events were happening right now to know that basketball was a good reference. Like I said, sports are not my thing, but successful recruitment and retention strategies are! Following your fundamentals will lead to success, no matter how much you feel like an underdog. |
| Amy Alvarez is a Certified Professional of the Society of Human Resource Management and has a Master’s in Human Resource Management. Amy is an experienced HR professional who has held roles in HR in healthcare and retail, management in big box and specialty retail and physician recruitment. She is well-versed in recruitment and hiring strategies for “hard to fill” roles, dealing with low productivity, helping encourage employee engagement, on-boarding, training, day-to-day management in a retail setting and employee relations. For questions or concerns about this article, please contact aalvarez@idoc.net. For more services, visit idoc.net. |
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