Key Contributors to Success
Effective Collaboration & Appropriate Emphasis.
Effective collaboration between the search consultant and the client is critical to completing a search efficiently and effectively. It is also important that the client put the right level of emphasis on the search and that the hiring manager be directly involved. There is no doubt that hiring a senior leader is time consuming, but making the wrong decision is always time consuming and costly. Practically every leader will say that making the right hiring decision is their most important responsibility, but too often other things get in the way.
Realistic Expectations.
It is increasingly difficult to find top leadership talent in all areas of healthcare – and nursing is certainly no exception – it is the rule. Executive search dramatically increases the chance of finding the right leader – but the candidate pool is finite. As the requirements for the position go up, the number of potential candidates goes down – so it is important to be clear on the most important requirements for success. It is also important to understand that in today’s market it is rare to be able to present more than three qualified candidates for any nursing leadership search.
Clear Position Specifications.
Pulling out an old job description to recruit a senior leader will not suffice. To attract the right caliber of candidate, professional recruitment documents that include specific first year objectives, key functions, relevant qualifications and characteristics, and information about the organization is essential. If these documents fall short, so will the candidate pool.
Thoughtful Interviewing.
It is important to allow sufficient time to really get to know the candidate during the interviewing process, and vice versa. Interview questions should be prepared in advance and be behaviorally based to ensure fairness and a thorough evaluation of each candidate.
Effective "Selling.
" Clients who understand the importance of "selling" their organization and job opportunity are far more likely to attract the best possible candidate. Candidates are just as interested in making the right decision as the client; they want as much information as possible, they want to feel welcomed when they interview, and they want to know they will be properly supported if they accept the position.
Timely Decision Making.
Many top quality candidates get frustrated with haphazard or lengthy recruiting processes - and for good reason. Long delays between interviews and when decisions are made can make candidates wary. They either assume there is little interest in them, or that the organization is too disorganized or unprofessional to warrant going further. Setting up a recruitment timetable, and sticking to it, can help to avoid some of these problems.
Competitive Compensation & Benefits.
In this competitive marketplace, it is essential to know what the competition is offering in terms of compensation and benefits. Clients who want the best possible candidate must also be prepared to make the best possible offer. Compensation must also be consistent with the requirements of the position, taking into consideration the level of experience, education, and other key qualifications.