Leading Healthcare with Healthcare Leaders
Leading Healthcare with Healthcare Leaders

MSA Search BlogInsights from over 30 years of Healthcare Executive Search

The Forgotten Clients

By Denise Riebe, Business Development & Marketing Specialist, MSA Executive Search

What I’m referring to is our internal clients—our fellow employees.

This internal customer can be someone you work for as well as someone who works for you. At first, you may think that because they work for you, you might always be their internal customer. Wrong! While the support staff is dependent on the leader to get them the right information and training so they can do the best job possible, the leader is just as dependent on their support staff to assist with their responsibilities.

If we are truly committed to maintaining the highest level of external client satisfaction, people in all roles within the organization must understand how their work impacts the level of customer satisfaction. If we assist our colleagues with doing their jobs more successfully, our organization, as a whole, will be more successful.

No organization wants its employees to think that their only job is to do what others instruct them to do. Employees should be made aware of their coworkers’ and leaders’ roles, and how their own position affects the success of that role. With that knowledge, employees will have a sharper understanding of their importance to the organization and why their efforts are necessary. 

In the end, a simple, genuine "thank you" goes a long way in creating an atmosphere of team collaboration and contribution more than one could imagine. Even when an assigned duty is part of a person's role, tell them "thank you.” Let them know how much they are appreciated and how the work they do contributes to the overall success of the organization.

Social Media and Employment Matters: Developing a Positive & Professional Online Presence

By Kim Kueser, Senior Consultant, MSA Executive Search

Do potential employers make hiring decisions based on social media? How can you ensure your presence doesn’t harm your chances of landing your dream job?

Social media sites rank as the number one Internet activity worldwide. Several of the most popular social media sites include Facebook, Twitter, LinkedIn, Google+, Instagram, Tumblr, Vine, Flickr, and YouTube. Approximately 70% of all US Internet users are active on one or more social media sites, up from a mere 8% in 2005. More than 65% of the US population uses Facebook, and Twitter is growing 80% each year.

What does this mean for you as a prospective candidate? Your potential employer is likely active on social media sites as well. Nearly 50% of recruiters state they have rejected candidates based on inappropriate content found through performing Internet research. See below for some tips on how to use this to your advantage.

WHAT NOT TO DO:

  • Post inappropriate pictures or comments—This includes information regarding drinking and/or drug use, profanity, and more. Instead, present yourself in a professional manner.
  • Write negative comments about previous employers—This will portray you in a bad light to a potential employer. Instead, keep it positive.
  • Use improper grammar—Poor communication skills result in a negative impression.
  • Share your opinion on controversial subjects—Strong views on politics, religion, or discriminatory remarks are terrible ways to exclude yourself as a candidate.
  • Contradict yourself—Be honest on your resume and social networking sites such as LinkedIn.

WHAT TO DO:

  • Your LinkedIn profile is of the utmost importance—Make sure your online presence presents yourself as someone who is knowledgeable, and up-to-date on industry trends and topics.
  • Research—Use popular social media sites to learn more about the hiring manager, recruiter, and anyone else you may be interviewing with. This will often allow you an opportunity to discuss common interests (sports teams, alma maters, etc.) or to compliment them on an article or blog they have published.
  • Google yourself—You may be surprised by what you find. Savvy recruiters can often uncover photos and comments from years ago.

Five Key Questions Hiring Executives Should Ask When Beginning a Search

By John Lenihan, Consultant, MSA Executive Search

How can talent acquisition professionals prevent candidate misfit scenarios (refer to Common Reasons for Candidate Misfits) from happening to ensure a successful hire and long-term placement? The first step is a thorough conversation with the hiring executive to understand as much as possible at the beginning before diving into the recruitment process.

 The following are five examples of questions the hiring executive should be prepared to answer when starting a search along with a tip for each.

Question 1: Why is this position vacant?

- Tip: As obvious as this question seems, the answer is not always so simple. Whether the predecessor was terminated or voluntarily left the organization, it is important to take a step back and examine the factors that led to this vacancy in an open and honest manner. 

Question 2: Whose input is most important when describing the “ideal candidate?”

- Tip: Have conversations with stakeholders immediately to obtain their input before starting the search. Ideally, there will be consistency in the feedback, but it can also be helpful to uncover any disharmony or gaps in perception between stakeholders.  

Question 3:  What will success look like for this position?

- Tip: Identify several goals and objectives based on the areas of first-year emphasis for the position and department.

 Question 4: What are the obstacles to success for this position? 

- Tip: Determine roadblocks that may exist that would hinder the interviewee’s ability to achieve his or her goals in alignment with the identified goals and objectives. 

Question 5: What do you want to stop, start, and continue?  

- Tip: This question asks us to look at the past, present, and future of a position. Use it to identify problem areas from the predecessor—areas in which the predecessor performed well that you’d like to see the successor continue, and new strengths you’d like to see the successor acquire.

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