5 Factors that Affect the Length of a Successful Candidate Search

Our clients come to us with a vacancy that needs to be filled with the best candidate possible, as quickly as possible. We understand the strain vacancies put on healthcare organizations, and empathize with our clients’ urgency. We commonly hear the question, “how long will it take to fill the position?” As you might guess, the answer is, “it depends.” Sometimes we get the timing magically right and one of our first calls results in a terrific candidate!  More often, it can take many days or even weeks before we discover the candidate with the right combination of skills, experience, steady tenure, and the desire to make a career move.

Here, Michelle Koch, one of our Executive Search Consultants, outlines several key factors that play a role in the length of the candidate search process:

1. HOW APPEALING IS THE JOB OPPORTUNITY?

If you have an organization that is in great shape with a talented team, we will be able to find a motivated candidate more quickly than if you’re pulling yourself out of a stop-placement situation. It generally takes longer to identify that special someone who has the experience and desire to fix an under-performing facility.

2. HOW CONVENIENT IS THE COMMUNITY TO OTHER COMPETING PROVIDERS? 

Just based on simple supply and demand, we can usually track down qualified candidates in highly populated areas quite quickly. Remote and rural facilities generally require finding someone who will relocate, or who lives locally but is willing to step into leadership from a lower-level role. In other words, if your community is one of two in a 100-mile radius, your search will most likely take some time.

3. IS THE SALARY OFFERING CLOSE TO THE MARKET RATE?

Money isn’t everything, but it is a heavily weighted factor in most people’s decision to change jobs. If your organization can only offer below market rates, the search will be slow moving and good candidates will likely be lost to competitors offering more.

4. HOW LONG IS THE INTERNAL INTERVIEW PROCESS? 

Healthcare facilities that have less than three interviewers/decision makers will have a shorter search time than those that have a large board-approval process, or a long list of interviewers. If multiple team members all have to weigh in, the best candidates may already be fielding offers from other organizations before they are even through your interview process. Given the current significantly low unemployment rate, it is a job-seeker’s market. If you can reduce some of the decision-making time on your end, it will increase the chances of a quick, successful search.

5. IS THE ROLE CLEARLY DEFINED?

It is in the facility’s best interest to invest some time and thought into a clear, thorough job description and candidate profile before beginning the search process (our recruiters will help facilitate this). Consider the issues and challenges this individual will face walking in the door, and the skills and experience he/she must have for the job. The more thought given to this upfront, the fewer candidates will need to be interviewed to find the perfect match.

We have a robust network of healthcare providers throughout the country and we have a 94% satisfaction score from our clients. Let us help you fill your open jobs. Give us a call at (877-699-STAT).

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LeaderStat specializes in interim leadership, executive recruiting, and consulting for healthcare organizations.