It's Your Move

What is really happening behind the scenes?

So what is really happening behind the scenes at the nations number one healthcare executive search firm?

It’s important to know something up front. Executive recruiters do not find jobs for people.

We find people for jobs.

Simply put, our clients (the employers) pay our fees! Candidates do not. So our attention is on our valued clients, the employer. This doesn’t mean that we do not care about our candidates.

In fact, nothing could be further from the truth. Changing jobs is one of the biggest decisions that we ever make and should never be taken lightly. When speaking with candidates we are extremely aware how much effect that we may have on someone’s life and that of their loved ones.

Retain Your Senior Talent

To compete successfully in the business world successful recruitment and retention of senior talent is the ultimate goal of most progressive organizations. The costs associated with talent turnover not only in real dollars but in employee morale can be devastating to the momentum of an organization moving forward.

Contrast that with successful employee retention, an organization can reach new heights, weather potential storms and most importantly generate substantial employee morale in which everyone benefits. This translates to huge revenue generation. In the span of more than twenty years as the nationwide leader in the successful recruitment and placement of health care professionals, Premier Search has concluded that many factors are relevant with regard to employee retention.

Management must never forget that an employment relationship is a relationship. Treating employees with respect and dignity is critical to retaining happy employees. Research shows that employees who do not feel like they are treated with respect by their employers are over three times more likely to leave their jobs within two years than those who feel they are treated respectfully.

In addition, “indifferent treatment” such as failure to recognize and reward employees for jobs well done, has an enormous impact on how employees feel and employers’ ability to retain them. Almost 90% of employees (who are changing jobs) say that they don’t receive acknowledgement for the work that they do.

The most common reason why people make a job change is the relationship with their boss. Obviously many factors come in to play as to reasons why people make job changes (more money, distance, commuting, personal factors, ambition, etc.) However the main reason why people stay or go is directly related to their relationship with their boss.

The following suggestions may be of significant value in showing respect and appreciation with regard to retention of your best people

1. Recognize people for their accomplishments and provide them with the freedom to use their judgment
2. Appreciate employees in frequent and creative ways
3. Solicit, listen to and act on work related ideas from employees such as input on how they can be more successful
4. Encourage innovation and new ideas
5. Provide employees with helpful feedback and coaching
6. Value employees as individuals and give them a sense of being included
7. Encourage full expression of ideas without fear of negative consequences
8. Listen and fairly handle employee’s complaints.

Successful employee retention is vital to the health of a dynamic organization and is completely dependent upon actions that management can take to directly impact a company’s essential resource: human capital.

Your people need to know that you care about them.

Listen Up! How Well Do You Listen?

Let’s assume that there is a verifiable “Most Needed Business Skills” list that every executive must master. Listening belongs at the top of list.

Your skill set, educational background, years of experience, economic influence, tenure… none of it matters if you are not a good listener.

The biggest problems that most of us encounter in the workplace are due to miscommunication or by making assumptions that have not been clarified. It’s not about hearing what you want to hear, it’s about listening to the content of the message. Plural inference is a legal term which simply means more than one interpretation. How often do we misconceive what we are told because we did not listen?

Clarity of the message being conveyed is crucial. Listen to, not at.The following steps can be taken to become a world class listener:

1. Give the speaker your undivided attention.
2. Ask questions.
3. Be sure to concentrate on the speakers words and resist the temptationsto tune out their message.
4. Make sure that what you hear comes directly from the speaker and notfrom your interpretation of their words. Many people are guilty ofjumping to conclusions which can damage their listening ability. People whodo this often don’t hear the speaker’s message because it is blocked out bytheir own assumptions.
5. Empathize. When someone shares information with you, put yourself inhis shoes. Doing this will allow the two of you to discover solutions moreeasily and will also help you appreciate a perspective different from your own.
6. Creating mental images of the speaker’s words is another way to becomea better listener.
7. Asking questions that relate to the speaker’s presentation can also helpyou to become a better listener. It’s important to ask questions withoutallowing the formulation of the questions to interfere with your listening.
8. Respond verbally and non-verbally. Using an enthusiastic tone shows you're interested in what the speaker is saying.
9. Practicing your listening skills is another way to become a better listener. Make a conscientious effort to apply your listening skills each time you speak to someone or attend a presentation.

Listening skills are just as critical as speaking skills. Being a good listener will not only ensure that you are receiving the correct information but will affirm to the speaker that you care about the information being presented.

Listen up!

Playground Rules On The Field Of Business

What we learned on the playground and how it applies on the field of business
1. Understand the rules prior to the game. Ask questions if you are not completely clear on any aspect of the rules.
2. Play fair but play extremely hard to win.
3. The game is usually won by strategy, not always by being first.
4. Play by the rules and demand the same of your opponent.
5. Confront anyone who cheats, immediately.
6. Do not let anyone intimidate you.
7. Stand up to bullies. If you have to fight, do so.
8. Catch your opponent off guard by throwing the first punch as hard and quickly as you can.
9. Better to fight and lose, than to back off. You will keep your high self esteem.
10. Do not let anyone change the rules in middle of the game.
11. Refuse to continue if the game or rules have changed without your full approval.
12. When winning, celebrate with dignity and hold on to that memory for the rest of your life
13. If your opponent wins, accept defeat graciously but remember what you have learned.
14. Remain in shape for the next game.

The 5 Secrets Every Hiring Manager Needs to Know

Hiring the best available candidate is critical to the success of your organization. Know the most effective strategies can significantly increase your chances of hiring the best of the best.

1. Every candidate has an expiration date.

• Candidates must be contacted within 24-48 hours of receiving their resume.

• If not contacted promptly, candidates lose interest and employers lose credibility.

• Each candidate has been prepped to receive a phone call from the specific hiring manager. They are expecting your call.

• If the candidate sounds reasonable, your goal should be to arrange an interview as soon as possible.

2. Approach each candidate as if it iss a buyer's market: They're the buyer.

• If you leave a message and do not hear back, assume (even if incorrect) that they did not
• receive the message. Call again.
• It is perfectly OK to call candidates at work. They'll tell you if they can not speak freely.
• Be aggressive in your pursuit.

3. The Best and Worst Days to Interview

• Research shows that the best days to interview are Wednesdays and Thursdays. Fridays are good, if the interview is early morning.
• The best times to interview are mornings or late mornings (11:00 AM).
• Research shows that the worst times to interview are Monday mornings and Friday after noons. These times have of the highest probably of cancellations and/or no shows.

4. If a second interview is warranted: Schedule it immediately.

• Second interviews are an excellent way to validate your initial impressions.
• Be blunt in asking and inquiring about any part of the candidate's background that you are not sure of.
• Pre-close the candidate. “How would you feel if we made you an offer?” “How do you feel about what we have discussed so far?” “Which way is the wind blowing?” “Would you like to come to work here?”
• Find out if there is anything that could prevent the candidate from starting a new job. Is there any other pertinent information that the candidate has yet to disclose (another pending job offer, spouse opposes a job change, expectation of a pay raise, upcoming vacation, etc) that could influence the decision to accept this job?

5. Job Offers: This is not the final stage.

• Make the best and final offer first.
• Offer a 48 hour deadline for decision.
• Carefully consider a candidate counter-offer. It may in fact make better sense to grant the counter offer than to continue interviewing for another candidate.
• If candidate accepts the offer, make sure that all necessary applications/paperwork/offer letter is handled immediately.
• Tell the candidate to expect, but not accept a counter offer from his/her boss. This is critical.
• Keep in constant contact with the candidate.