Alternative Ways to Interview Athletic Trainers

Most athletic training hiring processes still rely heavily on:

▪️ resumes

▪️ panel interviews

▪️ references

▪️ and hypothetical questions

But athletic training is not a conference room profession.

It is an operational healthcare profession performed in chaotic, unpredictable environments.

An AT may interview extremely well…until:

▪️ 3 injuries happen simultaneously

▪️ a coach pressures return-to-play

▪️ EMS activation occurs

▪️ weather protocols activate

▪️ parents become confrontational

▪️ conflict or disagreement with a coworkers decision

▪️ documentation piles up

▪️ communication or philosophy differences

▪️ or they are having to cover multiple practices alone on a Saturday.

What if departments approached hiring differently?

Instead of only traditional interviews, what if applicants had the OPTION to work several paid PRN shifts within the department during the hiring process?

Not unpaid labor.

Not exploitation.

Operational observation - for both parties.

This would allow BOTH sides to evaluate real-world fit.

The department could assess:

▪️ communication under pressure

▪️ sideline demeanor

▪️ emergency response behavior

▪️ documentation habits

▪️ professionalism

▪️ initiative

▪️ operational efficiency

▪️ and culture fit

The applicant could assess:

▪️ staffing support

▪️ workload expectations

▪️ coach behavior

▪️ organizational culture

▪️ administrative support

▪️ autonomy in medical decisions

▪️ scheduling realities

▪️ and overall sustainability of the role

Many hiring mismatches in athletic training are not clinical knowledge problems.

They are:

▪️ operational mismatches

▪️ expectation mismatches

▪️ workflow incompatibilities

▪️ misdirected leadership styles

▪️ personality conflicts

▪️ and support structure failures

A traditional interview rarely exposes those realities.

A live event or practice often does immediately.

Would this improve hiring quality and retention in athletic training?