3 Top Tips for Effectively Recruiting Healthcare Executives in 2020
M3 Executive Search was established to address a growing need in the market for healthcare executive talent. M3's team of highly specialized and experienced executive recruiters strive to successfully assist healthcare and academic organizations in identifying, attracting, and hiring the nation's top leaders in healthcare. Recruiting physician and nurse executives for academic and healthcare leadership roles requires a different approach and focus than hiring other types of executives outside of the healthcare industry or hiring clinical practice providers.
Here are three top recruiting tips from the consulting team at M3 Executive Search, based on their combined years of experience
Executive recruitment is relationship driven. Recruiting healthcare leaders is about developing a deep understanding of a candidate and client's 'inner ticking'. (i.e. What makes them tick.)
On the client side, understanding the organization's culture, and their short- and long-term goals is mission critical in matching the right candidate. The same is true for the importance of understanding the candidate's goals and objectives, and motivations.
Successful recruitment requires getting beyond the 'credentials.' At the executive level, almost everyone knows how to put together a great resume. Recruiters, hiring managers, and selection committees must develop honest and open trust, while guiding both the client and the candidate to make the best selection and decisions for the success of both parties.
-Courtney D. Brown, Senior Executive Consultant
"Before anything else, preparation is the key to success." - Alexander Graham Bell
Prior to launching a new search, employers should invest time to know your needs for the position and translate those needs to what you will seek in a candidate. Discuss with the team to ensure understanding across the board. This preparation will sharpen your focus and lead to a more successful search and future organization success.
Review your strategic plan and translate the applicable pillar to what is needed to lead this area of your organization. If someone is leaving the position (promotion, retirement, etc), consider the positives that individual brought to the position as well as what additional aspects are needed for the future. Assess the position's support team and colleagues to understand the strengths and perspectives they bring to the organization.
In crafting your recruitment needs, consider complementary skillsets and perspective to add strength and diversity to the team and the organization. Once you complete a needs assessment and translate to candidate qualities, craft interview questions that help the search committee assess candidates to successfully drive the selection to align with organization strategy. Thorough, thoughtful preparation not only provides clear vision in candidate selection, it also saves time for all involved in the search and successfully communicates the vision to the candidate. Consider utilizing the strength of a recruitment firm as a partner to complete this needs assessment and craft your position prospectus prior to your search.
-Megan Berlinger, MHA, Senior Executive Consultant
"Culture eats strategy for lunch." - Peter Drucker. We can recruit the best, most brilliant physician leader or healthcare executive to help you build teams and programs, but if your organization's culture isn't healthy, your amazing new recruit won't stay long. Focus on your people and communication are key! This is especially crucial now, during COVID-19, when many employers have a remote workforce. Enlisting your leaders' collaboration, communication and commitment to people is key to building a successful program.
-Darci Adams, MBA, Senior Executive Consultant