Our Approach to the Interim Executive Search Process
Typical Time Line and Process for the Executive Search Process
|Define search objectives||By the end of week 1|
|Contact candidates and conduct initial evaluations||Weeks 2 – 8|
|“Airport” interviews||Weeks 9 – 15|
|Campus site visits, in depth interview with
3 – 5 candidates, references checks
|Weeks 15 – 23|
|Negotiate offer||Week 24|
|Follow-up with client and candidate||Week 25 and forward|
Define Search Objectives:
Our first step is to understand the culture and environment of the organization and community it is serving through site visits and interviews with the senior leadership, members of the search committee, and others in the healthcare community whom are important to the search. We want to intimately understand their personalities and each person’s “wish list” for the candidate.
Once we collaboratively agree to the position’s scope and responsibilities, compensation package, reporting relationships and the profile of the desired executive we can begin the recruitment process. Part of this process will also be an agreed upon screening tool we will use for candidates to ensure they meet the basic desired skill set and are in strategic alignment with your goals and objectives. Once the client approves these steps, the recruiting process begins.
Initially we will tap into our broad network of healthcare professionals established over the combined 100 years of experience provided by our executive team assigned to the project. We will also utilize our affiliations and associations with key healthcare groups across the country as well as developing target sources to recruit from and network with, which are in alignment with your facility. We also ensure a search rich in diversity through strong relationships with the Institute for Diversity in Healthcare Management, an affiliate of the American Hospital Association, The National Association of Health Service Executives (NAHSE) and the Association of Hispanic Health Executives, which allows our firm the ability to reach candidates with the cultural diversity demanded in our modern healthcare society.
With your input and our historical knowledge and network we will identify the candidates that best match your search criteria and we will endeavor to uncover the invisible candidates not currently in the market. These are candidates who are content in a position similar in scope to our search but when presented the right opportunity that peaks their interest, are motivated to move without being on the market.
Contact Candidates and Conduct Initial Reviews:
Qualified candidates are interviewed to obtain a realistic understanding of their qualification and accomplishments as well as personality and chemistry fit with to the organization. The candidates are evaluated to determine their strengths, potential limitations to the position and character fit to the strategic search parameters of the organization. Once we have qualified potential candidates, we will provide a short list including an executive summary, resumes, completed questionnaire and side-by-side comparisons of the candidates presented.
Based on the urgency of this project, we should be able to submit interim candidates (at least 3-5 candidates) if desired to the search committee within a 2-week period from the point we initiate recruiting efforts. As far as permanent candidates, we expect to expedite the process and present 8 – 10 candidates to you within 4 weeks from the initiation of recruiting efforts.
Once the decision makers have chosen the candidates to move forward in the interview process, the firm will conduct face to face “airport interviews” with candidates. This will allow for additional feedback to be provided to the search committee and assist in determining the finalists to be set up for onsite interviews to meet with the leadership team. Once feedback is obtained from the onsite interview, we begin to conduct extensive reference and background checks.
HCTEIS will remain involved, to the extent you desire, in the negotiation phase of offers and benefit packages presentations as well as assuring counteroffer situations do not arise.Throughout this part of the search process, we will always represent you and act in accordance with your wishes and direction.
Follow up with Client and Candidate
Our process doesn’t typically end with candidate acceptance. We assist candidates in tendering their resignations and can offer complete and thorough relocation assistance, when appropriate. We continue to be involved in the chosen candidate’s resignation process and transition into his new position. Upon completion of the hiring process, we will actively solicit your complete and thorough evaluation of how our process worked. The relationship does not end after the candidate is on board. Our goal is to develop a long-term relationship with NAH and be the recruiter of choice for all executive level searches.