Episode 9

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One bad hire can sink a practice. One unicorn can transform it. In this episode, Brandon Seigel sits down with Scott Buer, Chief HR Officer and strategist, to talk about what it actually takes to find and attract A-players in healthcare today and why most hiring processes are designed to fail before the first interview begins.

Brandon and Scott open with a philosophy that shapes everything else: every employee in a practice represents either an asset or a liability, and all it takes is one liability to sink the ship. Their hiring process is designed to be rigorous enough that candidates who are not the right fit filter themselves out. Scott tailors his interview questions to reveal what the incoming generation actually needs to show. He asks therapists what work-life balance means to them, how they would adapt when a treatment plan falls apart two minutes in, and about their session volume expectations.

Brandon's application process is deliberately demanding. Beyond a resume, candidates must submit a cover letter and answer three specific questions. Anyone who calls to ask about the role rather than completing the application is automatically disqualified. Anyone who has changed jobs more than once in two years receives a red flag. The logic aligns with research from the Society for Human Resource Management showing that rigorous screening dramatically reduces costly turnover.

One of Brandon's most revealing application questions is: when are you looking to begin your next role? The unicorn answer is not I can start Monday, which is a red flag indicating they do not honor their current commitment. The unicorn says I would like to give four to six weeks and work through a proper transition. Brandon has waited over two months for the right hire. That is how much a unicorn is worth.

The episode closes with a reflection on what made Scott the right hire 12 years ago. He never once spoke negatively about his former employer after being laid off following 19 years of service. He took ownership of his own narrative. That authenticity is what Brandon saw. If you need help building a structured hiring process, WWMP's HR services are built exactly for this.

Key Takeaways

• Design your hiring process to repel poor fits, not just attract good ones. Rigorous screening is a feature
• Ask candidates about work-life balance expectations, adaptability under pressure, and session volume, then hold them to their answers
• Red flags: job-hopping, calling to ask about the role instead of completing the application, two-week notice offers
• The unicorn answer to when you can start is four to six weeks. They honor commitments and plan transitions
• Unicorns take ownership with the goal of doing right by the organization. That is the defining trait to screen for

"Our company is special not because of me, but because of we."  -- Brandon Seigel

Ready to take your practice to the next level? Contact Wellness Works Management Partners today.