DON WHITESIDE, Manager of Executive Search and
BRENDA ROSE, Manager of Interim and Permanent Recruiting Services
The best healthcare talent comes from a wide variety of places…the large systems, the rural hospitals, the free-standing facility just down the street. The healthcare industry is unique when it comes to the recruitment of top C-level and managerial talent because the supply and demand of healthcare talent is more stable than other industries. This phenomenon leaves the pool of existing healthcare talent playing a professional rendition of musical chairs, even within the executive level and managerial positions. When a pivotal position becomes vacant, where should you target your search? Here are three rules of thumb our recruiting practice uses:
Fit! Fit! Fit!
More important than a degree, a CPA or MBA, or specific prior experience is the prerequisite that you hire key professionals that fit well in your organization. Also, unlike many other industries, it is nearly impossible to hire an executive or manager from another industry with the transferable skills necessary for stellar performance. Healthcare is unique and requires industry-specific knowledge not only to maintain the status quo, but more importantly, to avoid costly errors and miss invaluable opportunities.
Look for Professionals from Similar Organizations
In terms of size, current issues, and challenges. Most often our healthcare organizations are lean, with little time available to get up the learning curve, so make sure you target someone with RELEVENT healthcare experience. Professionals from the large systems bring with them a unique set of skills, as do individuals out of non-profit, rural, expanding, struggling, and specialized healthcare organizations. Perhaps someone is leaving a local competitor that has the skills you need.
Find Individuals with the Intangible Qualities
When determining the necessary qualifications for your position, don’t forget to include things like:
- The ability to communicate and work with a Board (check board references from the past)
- Writing skills (have them write a “Letter of Interest”)
- Typical longevity with an organization. If possible, do your homework and check “informal” references through your own network
If you would like information on how HFS Executive Search & Interim Placement can assist your organization in locating a top-notch candidate, please contact Don Whiteside at ext. 311 or Brenda Rose at ext. 356.