Working with a Healthcare Executive Recruiter: Part I

Working with a recruiter can help you maximize the effectiveness of your job search. Understanding the types of recruiters, how to get noticed and the right questions to ask can help you make the most of your efforts.

Types of recruiters

One of the first steps is to understand the important differences between executive recruiters:

• Internal HR recruiting professionals  hire high-level executives directly for their employers
• Retained executive recruiters work with client organizations to place high-level executives. Modern Healthcare publishes a list of the top 40+ healthcare executive recruiting firms every April. There are also small-retained search firms that work in the healthcare IT industry. Some are listed in the HIMSS Online Buyer’s Guide. Retained recruiters:

• do work for organizations that have exclusively contracted with them to find candidates for executive positions
• do not find jobs for candidates
• do offer expert advice and coaching to help candidates

• Third party agency or contingency recruiters do not work exclusively, but work for a fee when they place someone.

Above all, be sure you are talking to a reputable recruiter who values your privacy and confidentiality.

How to get noticed

Healthcare executive recruiters work with multiple clients and candidates, so you need to be persistent if you feel you meet the basic requirements of a position. The job description or posting will provide the key qualifications needed for the role. Here are some key tips in responding to a posting or when making an inquiry.

• Avoid sending your resume to multiple postings at the same company
• Email your resume directly to the recruiter; include a cover letter or email message
• Return calls and emails
• Know your accomplishments and achievements
• Ask for confidentiality
• Share your unique stories
• Be truthful and candid
• Allow the recruiter to be your advocate
• Be open about your:
  • Total cash compensation, bonuses, perks, auto allowances, etc.
  • Family situation (teens, spouse’s job, elderly parents, custody, etc.)
• Stay in touch with the recruiter and, if the job is not a fit, build a working relationship

Questions to ask

Each IT leadership position and organization is unique. Prepare a list of questions to ask the recruiter.

• Can you please review my resume and give me feedback?
• Does my background fit your client’s needs for this role?
• What information do you need from me?
• What can I do to improve my resume?
• Can you share the organizational charts and benefit information for the company?
• What are the IT operating and IT capital budgets?
• How many employed physicians do they have?
• What is the salary range and bonus potential?
• What position does this role report to?
• How many direct reports and staff report to this role?
• Is this a newly formed position or a replacement position?  If a replacement, why did the previous person leave?
• Do I have to have experience with their core IT vendors?
• How stable is the C-Suite?  What are their tenures?
• Will this organization be acquired or be merged in the near future?

Next week I will suggest additional ways to best work with a healthcare recruiter.