This past week, members of our Healthcare & Lifesciences division attended the LEAP HR Healthcare conference in Chicago, IL. At the event, senior leaders in the healthcare industry shared insights on best practices in the workplace.
On day one, President & Global Practice Leader of Solomon Page Healthcare & Lifesciences, Marc Gouran, spoke at an afternoon session about leveraging new technology to transform the ways to find great healthcare talent. The discussion highlighted how to properly utilize new-school technology and old-school methodology to be effective in executive recruiting.
During the first portion of the session, Marc discussed how searches were completed in the past when recruiters did not have access to modern tools and technologies. The process was, as follows:
- Meet with the client and get a detailed understanding of company and job
- Become a subject matter expert in the specific function
- Bring together a search team
- Complete primary research, and produce a list of target companies and individuals to recruit
- Utilize the rolodex, directories, internal database, and pre-existing relationships to educate oneself, recruit, and receive referrals
- Personally reach out to potential candidates
- Evaluate candidates via phone and in-person meetings
- Submit the best candidates to the client and facilitate interviews
This process results in the selection of a new executive, who will then be onboarded.
Although this process was effective at the time, technology soon presented alternative tools that made a significant impact within the recruiting space. These tools include, but are not limited to:
- Job Boards: Ladders, Monster, Idealist, ZipRecruiter, CareerBuilder, Glassdoor, SimplyHired, Indeed
- Candidate Databases: LeadMine, DataCaptive, Leadiro, EasyLeadz, Zoominfo, InsideView, UpLead, Datajar
- Applicant Tracking Systems: Taleo, iCIMS, Greenhouse, Workable, Recruiterbox, Cluen, Jobvite, Bullhorn
- Communication Tools: BlueJeans, GoogleHangouts, ezTalks, Zoom, GoToMeeting, Skype for Business, Slack, Webex
- Social Media: YouTube, Snapchat, Pinterest, Twitter, LinkedIn, Instagram, Tumblr, Facebook
- Candidate Assessment Tools: Criteria, Athena Assessment, Testdome, Berke, Gallup, HR Avatar, Hogan, Skillsarena
- Artificial Intelligence: TalVista, Entelo, Textio, Paradox, Beamery, Montage
Due to the impact technology had, and continues to have, on the industry, executive search has changed significantly. Research, name generation, interviews, evaluation, assessment, and background checks have all been affected by this change. With that said, there is limited privacy and more information available to the public than ever before. With new technology, there are wider talent pools available through job aggregators and contact databases, AI-assisted communication, and an easier candidate experience. Although this can be extremely beneficial, we must not lose sight of old methodology that brought the industry to where it is today.
So what is better? Old methodology or new technology? Marc Gouran had the following to say:
- Find the best candidates, not just the ones “looking for a job”
- Combine comprehensive primary research with the tools to reach out quickly
- Attract the passive candidates who are excelling within their jobs
- Use the deep experience and track record of success to be a true partner to the client company or institution
- Fully and completely evaluate candidates, focusing on diversity, cultural fit, and functional skills
- Create a search process that is efficient and works for all stakeholders
- Bring together the best of the “old” rigor, energy, and focus, along with the “new” tools and technologies
Whether you have an internal recruiting team or hire an external search firm, make sure to incorporate all fundamental components, both old and new. With that will come lasting relationships that will contribute to the success of both the organization and its employees.
