Candidate Screening, Yankees Style

Most job candidate searches happen behind the scenes, and behind closed doors. But the New York Yankees have been conducting a highly public search for a new manager. Could corporate America borrow a page from the team’s talent acquisition playbook?

Let Others Do the Screening

The New York Times recently reported on the Yankees’ vetting process, referring to it as crowdsourcing.
As of late November, according to the Times, team management had already interviewed five people to replace manager Joe Girardi, whose contract was not renewed after last season. While the number of candidates is not unusual – a baseball team needs a manager and it’s a highly coveted position – the interview process itself has been, well, unconventional.
Each of the candidates has participated in a conference call with the news organization that regularly covers the team, because Yankee management wants the media, the fans, and the general public to help screen the candidates.

Why Go There

It may seem bizarre at first, but the Yankees have valid reasons for getting others involved in the process.
The position of Yankee manager is a high-profile job, and it requires interacting with the media on a regular basis.
In addition, the media is known for uncovering information about a candidate that a background search may not reveal. These days especially, investigative reporting is heavily focused on personal history. Why not take advantage of the opportunity to learn more about candidates?
Finally, the reaction of fans to potential candidates comes into play as well, especially when the team in question is one with such a loyal – and vocal – following. Hey, they don’t call it the Bronx cheer for nothing.

Potential Downsides

Still, will it play in Peoria? (Or in another city, one with a baseball team?) And what about in a business environment?
Even though New York has a culture all its own, the Yankees’ approach to candidate screening could theoretically work elsewhere, including in a corporate environment. For example, when hiring a senior executive, who is expected to be the spokesperson – the face and voice – for a well-known brand, why not throw the candidate to the wolves and see how he or she survives?
A company could gain considerable insight into the candidate’s strengths and weaknesses and his or her background, while also assessing the likeability factor, by screening like the Yankees.
Of course, this assumes the candidate is willing to subject himself/herself to this level of scrutiny. It assumes the candidate is willing to play ball.

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.