Hospital and health system executives who are looking for a new job may want to take the following advice to build better relationships with job recruiters and executive search consultants. The following information is from a Witt/Kieffer whitepaper, "The Well-Tempered Candidate."
1. Express interest with caution. It is best for candidates to discuss opportunities with their families and consider the implications of relocating before expressing interest in a job opportunity. "Waffling interest and last-minute turndowns are damaging to the search process and, ultimately, your reputation," wrote Donna Padilla, vice president at Witt/Kieffer and author of the whitepaper.
2. Recruiters don't enjoy 11th hour surprises. It is best to bring potential issues in résumés or careers — such as short pause or something that needs further explanation — to light as soon as possible. Recruiters can help address these issues upfront with the organization and can advise candidates on how to handle it moving forward. Hiding it from a recruiter will present logistical problems as well as more significant concerns about why a candidate chose to withhold information.
3. Ask for interview feedback. Ask for feedback from the search consultant on what to anticipate in the interview and how to prepare. Also seek feedback on your presentation to improve for future interviews.
4. Don't treat interviews as something that turn on and off. Social dinners are often the last step in the interview process to see how candidates act when they are out of the spotlight. Also, many organizations will pair the candidate with a realtor who will tour them around the community. Most organizations ask the realtor how the tour went. Both of these instances are times to remain engaged and professional, even though they may not be formal interviews.
5. Have time on your side. Job searches take time, especially if the candidate is employed, since they involve several rounds and are often held in-person and onsite. Let recruiters know about any potential time constraints, and make a plan to accommodate travel for onsite visits.
6. Talk about the offer in the beginning. At the start of any search, let the recruiter know about things like your current compensation package, non-negotiables and specific issues that influence your relocation, such as the housing market or children's educational needs. This information can help the recruiter make proactive decisions and set proper expectations for you and the hiring organization.
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1. Express interest with caution. It is best for candidates to discuss opportunities with their families and consider the implications of relocating before expressing interest in a job opportunity. "Waffling interest and last-minute turndowns are damaging to the search process and, ultimately, your reputation," wrote Donna Padilla, vice president at Witt/Kieffer and author of the whitepaper.
2. Recruiters don't enjoy 11th hour surprises. It is best to bring potential issues in résumés or careers — such as short pause or something that needs further explanation — to light as soon as possible. Recruiters can help address these issues upfront with the organization and can advise candidates on how to handle it moving forward. Hiding it from a recruiter will present logistical problems as well as more significant concerns about why a candidate chose to withhold information.
3. Ask for interview feedback. Ask for feedback from the search consultant on what to anticipate in the interview and how to prepare. Also seek feedback on your presentation to improve for future interviews.
4. Don't treat interviews as something that turn on and off. Social dinners are often the last step in the interview process to see how candidates act when they are out of the spotlight. Also, many organizations will pair the candidate with a realtor who will tour them around the community. Most organizations ask the realtor how the tour went. Both of these instances are times to remain engaged and professional, even though they may not be formal interviews.
5. Have time on your side. Job searches take time, especially if the candidate is employed, since they involve several rounds and are often held in-person and onsite. Let recruiters know about any potential time constraints, and make a plan to accommodate travel for onsite visits.
6. Talk about the offer in the beginning. At the start of any search, let the recruiter know about things like your current compensation package, non-negotiables and specific issues that influence your relocation, such as the housing market or children's educational needs. This information can help the recruiter make proactive decisions and set proper expectations for you and the hiring organization.
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