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Three Reasons Why Recruiting Shouldn't Be A DIY Project

Three Reasons Why Recruiting Shouldn't Be A DIY Project

It’s not at all uncommon for clients to call us and retain us for a search after they’ve attempted to do it themselves and, for various reasons, have been unsuccessful. In thinking about some of the reasons we have more success in successfully placing candidates under these circumstances, Here are a couple reasons why:

  1. We take the time on the front-end to engage key stakeholders in the process to identify what the ideal candidate looks like and what are some of the key first-year objectives. Using this position profile as a guide, our early sourcing and recruiting work is focused on identifying, informing, and ultimately recruiting candidates whose backgrounds and future objectives are a match. It also means that late in the process, when these same stakeholders are meeting with finalist candidates, both parties are “singing from the same hymn book.”
     
  2. Doing the recruiting on their own, clients may be more likely to rely on the on-file position description, post the position internally and on a few external sites and wait for the resumes to pour in. Generally what we hear from our clients who’ve gotten to this point is that they’ve received a lot of resumes, but few from qualified candidates. When we look at our internal data in terms of how the successful, strong candidates learned about a particular opportunity, it is almost always via our network. Maybe the candidate was in our network to start. Maybe not. But he or she learned of the opportunity either directly as a result of our outreach efforts or through someone else in the network. It’s very difficult for all but the largest health systems with large recruiting departments to invest in the resources necessary to maintain a robust and up-to-date database of healthcare executives.
     
  3. We do our best to get to know our candidates early on, and try to identify the drivers—both career-wise and personal—that are motivating them to consider a particular opportunity. This information, when combined with an “eyes wide open” philosophy when educating them about the client, the community and the position, improves the chances that there won’t be any surprises late in the process that result in an unsuccessful outcome and what we call in our shop a “restart.”