Note: This is the final installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here, or call Kurt Scott at 800-366-1884 to request a printed copy.
Part VII:
Executive Search Timeline
How long does it take to recruit top executive leadership for your organization? Not as long as you might think. Our experience shows that many organizations make the mistake of equating the length of the process with
Part VI:
The Final Step
The hiring leader should then ask the top candidates to prepare a Vision Statement for the department. The statements will be up to 30 pages long, and will include major goals for the next three years, major programs to be developed or enhanced, staffing levels, revenue projections, required resources, potential obstacles or challenges, and major equipment to be purchased.
A tall order, but yes, it is feasible to require this of top candidates.
Note: This is the fifth installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here, or call Kurt Scott at 800-66-1884 to request a printed copy.
Part V:
On-site interviews that WOW them
The competition for great physician leaders is intense. You have to develop an on-site interview process that far exceeds candidates’ expectations. Your goal is to have each candidate leave your organization feeling like he or
Note: This is the fourth installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here, or call Kurt Scott at 800-366-1884 to request a printed copy.
Part IV:
Screen IN before you screen OUT
In any search, it’s best to cast your net as wide as possible at first. You want a large candidate pool going into your recruitment “funnel.” Yes, it’s time consuming, but it gives you
Note: This is the third installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here, or call Kurt Scott at 800-366-1884 to request a printed copy.
Part III:
Creating a “resource compendium”
The hiring manager should begin compiling a resource compendium outlining all the information about the job and department the candidate will lead. The compendium will include such things as:
Note: This is the second installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here, or call Kurt Scott at 800-366-1884 to request a printed copy.
Part II:
Fine-tune and agree upon selection criteria
This is an important and often time consuming task, but an essential investment. Discuss the qualities and experience committee members believe the perfect candidate would possess. Discuss qualities and experience scenarios that are questionable or raise
Note: This is the first installment in a seven-part series on best practices in physician executive recruiting. To download the entire document, click here , or call Kurt Scott at 800-366-1884 to request a printed copy.
Part I:
As our healthcare organizations become increasingly complex and competitive, the search for effective physician leadership has become a sink-or-swim issue. Physician executives today must have the ability to build new programs, fix ailing ones, secure referral and payer
