If you’re more of a reader than a listener, here’s a recap of our Hiring & Firing podcast. If you’re looking to listen, you can catch it on Soundcloud or iTunes.

Many of us find ourselves in the position of hiring or firing a fellow athletic trainer much quicker in our career than anticipated. There are some key points to keep in mind when you find yourself in this position:

• This is a great learning opportunity for you and a chance to display professionalism. You will likely be considered the “expert” of the panel for athletic training specifics; represent yourself and the profession in a respectful way. You are not better than or above the person being hired/ fired, that is a dignified peer, a professional determining their career path alongside you.
• When hiring, do your due diligence to discover & present as much information as possible. This includes the job description, during the interview process, and when making the decision to hire. It is in your best interest to find a candidate who fits the needs and will be a good, long term solution. Disgruntled employees and turnover do not bode well for the profession or us as professionals.
• When firing, understand that removing one AT does not simply just open the door for another. It also puts our profession at risk of losing someone who may just be a better fit elsewhere. Do not cut down the other AT, display empathy, and make the decision that is best for everyone involved.

Always remember that when it comes to peer ATs, we should be working collectively to bolster each other up. Cutting down a colleague does very little for the overall direction of the profession.

If you are sitting on the other side of the table, being hired or fired, here are some tips to keep in mind:

• Decide what it is you want out of this experience, including how to represent yourself or the necessary information to make an appropriate decision.  Know what you need going into it, so that you aren’t left with a feeling of discontent afterward.
• Be prepared to answer and ask questions. Do research to determine your contract type, details of the position, and state laws.
• Be mindful of those sitting on the other side of the table, always maintain professionalism and present yourself in harmony with the other ATs in the room.

The next time you find yourself in a hiring or firing position, ask yourself how you can take this opportunity to better yourself as a professional and for the profession. What steps can you take to improve the position for the next person coming in or make the transition out for someone else the best that it can be? Both of these positions allow you an excellent opportunity to provide feedback, so seriously consider what you can provide.