Prioritizing Positions
When You Can’t Hire Them All
March 17, 2017
Speaker: Caitlin Feeney
Building Leaders – Transforming Hospitals – Improving Care
About HealthTechS3
HealthTechS3 is a 45 year old, award-winning healthcare
consulting and strategic hospital services firm based in
Brentwood, Tennessee with clients across the United States.
We are dedicated to the goal of improving performance,
achieving compliance, reducing costs and ultimately improving
patient care. Leveraging consultants with deep healthcare
industry experience, HealthTechS3 provides actionable insights
and guidance that supports informed decision making and
drives efficiency in operational performance.
Our consultants are former hospital leaders and executives.
HealthTechS3 has the right mix of experienced professionals
that services hospital clients across the nation. HealthTechS3
offers flexible and affordable services, consulting and
technology as we focus on delivering solutions that can be
implemented and provide a positive, measurable impact.
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Speaker: Caitlin Feeney
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Caitlin Feeney-Executive Recruiter
How To Foster And Sustain
Improved Financial Performance
Experience with:
• CAH
• Physician Office Practices
• Sales
• Management roles
Previously worked at Baylor Scott & White Health
recruiting for:
• Licensed Vocational Nurses
• Medical Assistants
• Physician Office Representatives
• Registered Nurses
• Certified Medical Record Coders.
Agenda
 Learn the A, B, C method of prioritizing jobs
 Understand the importance of communication with client
 Know the importance of maintaining a database
 Learn the value of following up with candidates and hiring managers
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Recruiting
“I am convinced that although training and development are important, recruitment and selection
are much more important.”
Stephen R. Covey, author of Seven Habits of Highly Effective People
“I am convinced that nothing we do is more important than hiring and developing people. At the
end of the day you bet on people, not on strategies.” Lawrence Bossidy, former COO of GE
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Different Styles of Prioritization
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“Show me the money,” where job prioritization is solely based on revenue and/or margin!
“Work my jobs or…” where it simply comes down to who can scream the loudest!
“Chaos,” where there is no structure and everything is game!
http://www.ecsteam.com/prioritizing-jobs-for-hiring
A, B, C Method
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‘A’ searches have the following components:
1. Cooperation
2. Urgency
3. Marketability
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
A, B, C Method
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‘A’ searches require:
1) Original research, sourcing, and name generation
2) A full database search
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
A, B, C Method
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‘B’ level searches are missing one of the three components of an ‘A’ level search
1. Cooperation
2. Urgency
3. Marketability
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
A, B, C Method
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‘B’ level searches require:
1) Data base search
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
A, B, C Method
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‘C’ level searches are missing two or more of the three components of an ‘A’ level search
1. Cooperation
2. Urgency
3. Marketability
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
A, B, C Method
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‘C’ level searches don’t require a database search or any original research
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
Benefits of A, B, C Method
• Saves resources
• Builds your image
• Impacts profits
• Essential for performance culture
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Risks Of Not Prioritizing Searches
• Lower productivity
• Impacts profits
• Jeopardize reputation as a recruiter
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Other Factors to Consider When Prioritizing Jobs
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1. Tackle Easy-to-Fill Jobs Quickly
2. Don’t Let Hard to Fill Jobs Take Up All Your Time
3. Utilize Your Calendar Reminders
http://hr.sparkhire.com/staffing-recruiting/6-ways-to-prioritize-in-recruiting/
Hospital Clientele
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• Key step is to make clients (whomever your direct point of contact at hospital is) aware of
your process
• “You don’t need to literally describe your board, but communicate with your clients at the
start of the process what you need from them to provide your best level of service.”
https://www.topechelon.com/blog/recruiter-training/how-to-prioritize-your-searches-as-a-recruiter/
Maintaining a Database
• Continuous engagement is key
• Need to do more than simply collect resumes
• Can use social media as a way to stay connected
• Referrals are a great source of candidates
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Following Up With Candidates
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“Treat all candidates like valued customers.”
https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/
Following Up With Candidates
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1. Communication
• Provide unsuccessful candidates with feedback
• Strengths
• Propose Alternatives
• Acknowledge
https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/
Following Up With Candidates
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2. Emphasize Relationships
• Designate one person to communicate with candidate from start to finish
• Pass off to multiple people candidate feels “they are just another cog in the
machine.”
https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/
Following Up With Candidates
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2. Emphasize Relationships Continued
• “By forming relationships with candidates now, you can make it easier to source
talent for other positions in the future. Rejected candidates who have a good rapport
with your hiring managers are more likely to do business with you or recommend
friends and associates to work for you.”
https://www.recruiter.com/i/how-to-build-an-effective-candidate-follow-up-strategy/
Following Up With Hiring Managers
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Often recruiters feel they are “the jam in the sandwich stuck between the HR managers and
the line managers with very little room to move.”
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Set expectations up front
Ensure two way communication
Have a standardized communication process
Understand that it is not an open buffet
Agree on a proactive approach
Agree who will measure what
Talk to the bread
http://recruitloop.com/blog/how-internal-recruiters-and-hiring-managers-can-work-better-together/
Following Up With Hiring Managers
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 Remember to see through the hiring manager’s lens
 Set them up for hiring success
https://www.eremedia.com/ere/how-recruiters-can-create-successful-partnerships-with-hiring-managers/
Thank You!
2745 North Dallas
Parkway # 100
Plano, Texas 75093
972-265-4583
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[email protected]