As the nation once again falls victim to the annual and acute affliction of March Madness, I felt inspired by the many correlations to the hiring process. I know that for some, the hiring process may feel more like a surprise game of dodgeball at an anger management retreat than the elegant brackets of the NCAA tournament. But in the clinical and non-clinical Medical Management niche that CareNational specializes in, it often has the appearance of an intense and culminating competition. By the time the best candidates have moved into the final round of interviews, I am emotionally invested in seeing my favorite win that title; much like the Final Four. I thought I would look at a few other similarities between the landmark collegiate basketball tournament and the recruiting and hiring process for Managed Care professionals in Case Management, Utilization Management, and Quality Management.
THE COACH
When it comes to identifying, recruiting, and mentoring top talent through the hiring process, your recruiter is the Coach. Our Search Consultants know what skills and experience hiring managers are looking for in their team of clinical and non-clinical professionals, and they serve as the voice of encouragement and reality for candidates. We guide our candidates to excel during their interviews, but we are not afraid to tell them the reality of the situation when their skills are just not a good match. At the end of the day, the Coach has invested time and energy to transform an already great employee into an exceptional competitor during the hiring process.
INITIAL CUTS
College Basketball teams are cut from the tournament before it even starts because of their record. We hold the same philosophy when screening candidates. We know what those 1 or 2 deal-breakers skills or non-negotiable factors that the candidate must have. Some Managed Care Organizations will only consider Nurse Care Managers that are already Certified Case Managers (CCM). Another client of ours is a prestigious magnet teaching hospital, so all of their nurses must also carry as Bachelor of Science in Nursing (BSN). Using minimum licensure, certifications, or education to refine the candidate pool makes for a better initial candidate pool, and means only those qualified make it to the tournament.
ON THE BUBBLE
There are 2 ways to look at this term for teams that have a last chance to make it into the tournament. From the candidate’s perspective, they may feel the initial phone interview or first in-person meeting went well, but could have been better. Consider a follow up with a handwritten thank you letter reiterating that you want the position, or expand in more detail on how you can help with issues discussed in the interview. These are both great ways to potentially push yourself into the next round. There is also a lesson in this for hiring managers and HR personnel. Unlike basketball teams who have to wait to find out if they received an at large bid to the tournament, top talent that is actively seeking their next opportunity simply won’t wait around. Think of it this way, it is like there are dozens or hundreds of other tournaments they can play in, because your competing Health Plans also need to find experienced Prior-Authorization RNs. Candidates must exercise patience during the hiring process, but companies should work to streamline the process as much as possible. Remember: Time Kills Deals.
THE UNDERDOG
Everybody likes to root for the underdog, and you can probably think of a Cinderella story from past tournaments that made it a memorable year. As the saying goes, hard work beats talent when talent doesn’t work hard. We tell our candidates to put themselves in a position to win by researching the company online and utilizing what was learned during the interview to describe how you can help the company achieve their goals. We make sure that the needed skills are spelled out in a resume tailored for the job they want. Sometime the right candidate might not fit into a preset cookie-cutter approach to qualifications. That’s where our Search Consultants take the time to review the candidate’s background in detail and compare it to what the hiring manager has told us is essential for the position. If it is a fit, we are able to help them articulate it effectively on their resume and during the interview. It certainly does not always work out, but it sure is exciting to see the underdog take the win!
THE FINAL FOUR
This is it: the final round of interviews, and things get intensely competitive by this stage. Behind the scenes at the company, those involved in the interview process are passionate about the final candidates in play. This is a candidate’s last chance to prove they deserve a spot on the team. Expect tougher questions from your interviewers, and have better answers ready. Ask some tough questions of your own to demonstrate you have done additional research since the last interview. Be ready to discuss relevant industry news for Managed Care. Explain how your talents and efforts can help improve the company’s Medicare Star rating, as an example. Be specific and show your stats. Talk hard numbers from your recent positions, not generalities. This is the time to sell yourself, in a professional and modest manner, so don’t hold back. Finally, remember Medical Management is a team sport, so make sure you come off as a team player, and that you get the same feeling in return.
So? What do you think? Does your organization’s recruiting and hiring strategy resemble March Madness? Or does it look more like the dodgeball analogy with an automatic job offer to the last person standing? If you’d like to talk to us about adjusting your Medical Management Professional Search, click the button below and see how we can help you! After all…