Help us help you.
Help us help you achieve the best results from your staffing partners, such as GHIT. Help us help you secure the best people for your team in the most efficient manner.
In order for us to provide top-shelf candidates for you to build the best team, a collaborative approach is necessary.
Staffing is a vital part of any leadership position. It can be very time consuming; I have yet to hear from a decision maker that it is a fun process they look forward to. A large piece of utilizing a firm such as ours, is to help make the staffing piece easier for you and thus free up valuable time for you to focus your efforts on other pressing items on your plate. Maybe you have several positions that have been hard to fill; you’ve determined that you need contingent staff to meet the workload of largescale projects, or you have a new hospital that will implement Epic in the next quarter yet Epic isn’t providing the amount of resources you need and you want to be prepared. With project milestones always around the corner and a lot at stake in achieving positive results on time, you need the best, highest-quality and most-experienced talent to join your teams’ efforts.
You have your approved Epic staffing vendor ready to provide you candidates for any of the above scenarios, so now what?
Here are some basic tips, suggestions, and ideas that may help you achieve the most from collaborating with your vendor:
What is your Mission Statement?
Provide other important information about your organization to help arm us with the ability to speak best on behalf of the position, team, and company.
What is the company culture?
What do YOU enjoy about working with the organization?
Does the team take part in team-building activities?
What makes the most successful team members successful? What are they doing differently and what traits would you like to see others adopt?
Provide information that will help us present the opportunity with a more complete picture.
Provide information which will allow us to better speak to the selling points of your organization – benefits, for example.
Offer a basic summary as to what makes your health system a great choice for prospective candidates.
Is there a clear track for upward mobility?
Do you promote, reimburse, or offer sponsorship for additional training?
How large is your particular team?
When you have a need for a consultant or FTE, be sure to notify all of your vendors.
Even if you have a firm that you rely on for one over the other, give them all a shot. You are only limiting yourself by sticking with the same 1-2 firms. Competition drives results. You may be surprised to find better candidates offered at substantially lower rates by a firm you hadn’t tried before.
Establish a process with your vendors.
Once you’ve notified your firm of a need, how would you like to receive candidates?
What would you like differently for contingent needs vs. FTE?
Would implementing a resume submittal deadline make sense?
This could help organize your process for reviewing resumes and coordinating interviews.
Would you like “X” number resumes all at once in one email to start, rather than three separate emails spread out over a week or two? This may make it easier for you to go back and reference the resumes if they are all in one consolidated email.
Provide detailed criteria for what you are you looking for.
You may seek or prefer candidates based off geographical conditions for various reasons.
What skillset? Are you looking for an Ambulatory Analyst that is a strong builder, but also need to have Reporting experience as well for a double upgrade?
What is the pay bandwidth and how much experience are you expecting?
The more info you can provide, the better our search results will be, and the less time you will need to take in reviewing candidates that miss the mark.
You don’t have time to field multiple emails from multiple firms sending you resumes, asking questions, and then probing for feedback. Try and be clear so you don’t need to repeat yourself.
Provide a list of prescreening questions, beyond our standard process, specific to your organization and the role even. We can then include these responses in each candidate’s submittal.
Provide a few bullets of what you would like for us to reference in helping sell the opportunity with your organization.
Maybe provide a few actual interview questions you would like us to run past each candidate to help streamline the process.
What expectations should our firm and the candidate expect in terms of a timeline for feedback once submitted?
Set expectations as to how long we should expect candidate feedback.
Time is obviously an important factor when seeking to secure a candidate. Keep the communication open throughout the process so we can set expectations with the candidate.
A synergistic relationship with a staffing agency, such as a GHIT Account Manager won’t happen without some level of investment of your time and resources too. Seek to establish enough trust to allow us the access we need to learn about your business and culture. The success of a partnership with your Account Manager can be a transformational component for your organization’s growth, flexibility, and sustained success.
Also, and finally, remember – we seek all of this for the greater good of freeing up time in your staffing needs, not tying it up!
Thanks so much, all! Please feel free to add any thoughts on this. I hope to receive feedback and your input on this to make sure I’m doing the best I can in my capacity.
Written by Justin Green, Account Manager at Global Healthcare IT.
Justin can be reached via email at firstname.lastname@example.org