Benefits of Executive Search
Executive search expands the candidate pool.
Exceptional talent is a rare commodity. Executive recruiters have a network of contacts that expands far beyond in-house recruiters. The best candidates are frequently already employed and executive recruiters are in a better position to attract them to new opportunities.
Executive search is cost-effective.
The benefits of using executive search need to be weighed against the cost of preparing and executing a recruitment advertising campaign, the time required to screen and interview candidates, the time required to check credentials and references, and the cost of long delays in finding the right candidate. Recruiting takes time away from other critical activities. Even more important is the potential cost of making a wrong decision. Executive search cost-effectively increases the chance of finding the best possible candidate.
Executive search brings objectivity and credibility to the process.
Search consultants help clients objectively evaluate organizational needs and expectations, review organizational structure and reporting relationships, establish realistic position profiles and compensation packages, and understand the current healthcare recruitment market. Search consultants objectively evaluate all potential candidates – both internal and external. Internal candidates appreciate the objectivity of search consultants and many external candidates will only participate under the strict confidentiality of a search consultant. Search consultants can also glean significant information from even reluctant reference-givers.
Benefits of Hiring Us
All of our time and attention is devoted to knowing and supporting the healthcare industry.
Our consultants are Masters-prepared nurses who have been nursing executives in leading institutions.
Executive search is just one of a continuum of services we offer. And, by getting to know our clients well, we provide novel alternatives that may not otherwise be considered.
We draw on a strong professional network, which allows us to quickly access candidates and assure in-depth referencing — one of the most important elements of the search process.
We have access to hundreds of potential candidates through a database specifically designed for executive search.
National Stature & Diverse Client Base.
We have experience serving clients that span the full spectrum of healthcare settings across the country.
Many of our clients have been using our services for years and help us to develop new relationships through word-of-mouth referrals.
Commitment to Containing Costs.
We know having positions vacant can be costly and that internal personnel have little time for recruitment. Therefore, we do everything possible to complete projects quickly and efficiently.
We keep our clients fully informed throughout the search process, while respecting the value of their time.
High Success Rate.
Many of our placements stay in their positions for years, or are promoted to higher-level positions.
Professional Operating Standards.
We employ the highest level of confidentiality and customer respect on all of our search assignments.
We are committed to tailoring each search assignment to the individual needs of our clients.
We strive to bring diverse candidates to our clients to reflect their multicultural communities and enrich their healthcare delivery teams.
Fostering Diversity—Our Inclusive Search Process
Key Steps to Our Inclusive Search Process
Kirby Bates Associates (KBA) uses a proven, inclusive recruitment methodology to all healthcare executive search assignments. This not only assures recruiting candidates who are the most likely to be successful in the role; it also fosters diversity and inclusion by keeping “likability” and implicit bias in check.
1. Understand & Articulate the Challenge
First, we assess the organization — strategic challenges, culture, scope of services, goals, organizational relationships, and leadership needs. Then we meet with all key stakeholders to develop and articulate measurable, objective criteria for the position that relates to success in the role. KBA uses these objective, performance-focused, criteria to drive all aspects of the search process.
We then create a profile that overviews the organization and location, responsibilities of the position, candidate requirements, expected first-year deliverables, and key attractions of the position.
2. Candidate Identification
KBA develops a custom, inclusive recruitment strategy for each search, including timelines for the search by utilizing database and online research, targeted advertising, referral networks, email, and telephone contacts. We further network with professional organizations for minority executives and clinicians and distribute information to leaders within these groups both nationally and regionally to identify both active and passive qualified candidates from all backgrounds. We perform a blind review of resumes in the initial screening to control for implicit bias.
3. Candidate Development
We carefully screen all candidates using the established measurable, objective criteria that are based on success in the role. We discuss potential candidates with the search committee and work together to narrow the field. We then conduct in-depth personal interviews with the strongest candidates who meet the established criteria.
4. Candidate Presentations and Interviews
KBA’s candidate presentations are designed to help interviewers make objective comparisons among candidates in a timely manner. Presentations include the candidate’s reformatted resume, executive summary, and their written responses to a series of role-specific questions. KBA staff works with client staff to assure timely interviews and keep the process moving forward.
Kirby Bates works to prepare Search Committee Members:
- Educating all interviewers on expectations for participation in the interview process
- Specifying and communicating the criteria, values, and leadership style being sought
- Sharing candidate interview questions specific to the performance-based, objective criteria
Importantly, Kirby Bates also briefs each candidate prior to on-site interviews to be sure they know what to expect and how to prepare — something often overlooked by other healthcare executive search firms.
5. Final Selection and Follow-Up
Kirby Bates provides the committee with an objective candidate evaluation tool based on the established job performance criteria. After collecting and summarizing responses from all interviewers, we discuss each candidate and assist clients in any way necessary to make a final decision. Once the final candidate is selected, we work with the client to present the job offer and compensation package.
When the offer is accepted, we release other candidates. Kirby Bates continues close contact with both the client and the candidate for a year following the placement to ensure a smooth transition and mutual satisfaction.
If the successfully placed candidate leaves before one year, we conduct another search for the same position at no charge, except for expenses.
Areas of Expertise
Executive and operational leadership positions for Academic Medical Centers, Healthcare Systems, Teaching Hospitals, Community Hospitals, and Ambulatory Programs:
Chief Executive Officer
Chief Financial Officer
Chief Operating Officer
Chief Nursing Officer
Chief Human Resource Officer
Vice President Nursing
Vice President Quality/Safety/Compliance
Service Line Leaders
Women and Children’s Services
Associate Chief Nursing Officer
Director of Human Resources
Director of Case Management
Director of Quality/Safety
Director of Education/Research
Directors of Professional Excellence/Magnet
Directors of Patient Care Services
Medical Surgical Services
Critical Care Services
Maternal Child Health Services
Behavioral Health Services
Key Contributors to Success
Effective Collaboration & Appropriate Emphasis.
Effective collaboration between the search consultant and the client is critical to completing a search efficiently and effectively. It is also important that the client put the right level of emphasis on the search and that the hiring manager be directly involved. There is no doubt that hiring a senior leader is time consuming, but making the wrong decision is always time consuming and costly. Practically every leader will say that making the right hiring decision is their most important responsibility, but too often other things get in the way.
It is increasingly difficult to find top leadership talent in all areas of healthcare – and nursing is certainly no exception – it is the rule. Executive search dramatically increases the chance of finding the right leader – but the candidate pool is finite. As the requirements for the position go up, the number of potential candidates goes down – so it is important to be clear on the most important requirements for success. It is also important to understand that in today’s market it is rare to be able to present more than three qualified candidates for any nursing leadership search.
Clear Position Specifications.
Pulling out an old job description to recruit a senior leader will not suffice. To attract the right caliber of candidate, professional recruitment documents that include specific first year objectives, key functions, relevant qualifications and characteristics, and information about the organization is essential. If these documents fall short, so will the candidate pool.
It is important to allow sufficient time to really get to know the candidate during the interviewing process, and vice versa. Interview questions should be prepared in advance and be behaviorally based to ensure fairness and a thorough evaluation of each candidate.
Clients who understand the importance of "selling" their organization and job opportunity are far more likely to attract the best possible candidate. Candidates are just as interested in making the right decision as the client; they want as much information as possible, they want to feel welcomed when they interview, and they want to know they will be properly supported if they accept the position.
Timely Decision Making.
Many top quality candidates get frustrated with haphazard or lengthy recruiting processes – and for good reason. Long delays between interviews and when decisions are made can make candidates wary. They either assume there is little interest in them, or that the organization is too disorganized or unprofessional to warrant going further. Setting up a recruitment timetable, and sticking to it, can help to avoid some of these problems.
Competitive Compensation & Benefits.
In this competitive marketplace, it is essential to know what the competition is offering in terms of compensation and benefits. Clients who want the best possible candidate must also be prepared to make the best possible offer. Compensation must also be consistent with the requirements of the position, taking into consideration the level of experience, education, and other key qualifications.
Experienced, Trusted Executive Search Partner Across the C-Suite and Across the Continuum Care Delivery
Kirby Bates Associates specializes in retained healthcare executive search for roles across the C-Suite and throughout the continuum of care delivery settings, including executive leadership, physician leadership, and operational executives.
Kirby Bates Associates specializes in retained healthcare executive search for roles across the C-Suite and throughout the continuum of care delivery settings, including:
- Integrated Delivery Systems
- Academic Medical Centers
- Healthcare Systems
- Physician Practices and Ambulatory Programs
- Children’s Hospitals
- Oncology Centers
- Private Equity or Venture Capital-backed Healthcare Organizations
- Specialty Care Delivery Organizations
Our collaborative approach and customized support deliver exceptional quality and timely results. Our seasoned and dedicated vice presidents and consultants have an average of 20 years of healthcare industry-specific experience. Our company and our clients benefit from the collective knowledge and expansive network of our advisors and subject-matter experts. Our ability to work collaboratively with each client allows us to provide the unparalleled attention essential to prioritizing your goals and assuring we find the perfect match for your unique culture and specifications.
Expertise Across the C-Suite
Kirby Bates Associates’ Vice Presidents and Consultants have joined together in service to our clients from a rich variety of healthcare disciplines, including hospital CEOs, COOs, CNOs, physician practice leaders, clinical executives, healthcare information technology experts, private equity and venture capital (PE/VC)-backed organization executives, academic medicine principals, administrators of nonprofits and government entities, and regional and national health system leaders.
5 Critical Differentiators for KBA Executive Search
1. Create the future vision
KBA works with your key stakeholders to gain clarity on the vision for your organization, especially in the wake of COVID-19 which is generating new roles and models of care. Innovation is more in demand than ever before. As we meet with the key stakeholders to understand the organizational agenda, culture, and perspective, we build consensus on the critical competencies required for success in the role. These criteria drive the objective and inclusive search process.
2. Engage best in class candidates
Well beyond simply interviewing candidates, we “fit-test” candidates for you. When presenting candidates in the initial review, we bring the candidates to life off the paper. We share important background information and review their professional career; we give insight into their style, personality, and values. We provide references for each candidate to help you envision the individual’s skills, competencies, and potential fit with your organization.
3. Advance inclusion and diversity
KBA is a national leader among healthcare executive search firms in actively promoting the advancement of diverse leaders as evidenced by:
- extensive thought leadership presented in regional and national forums
- demonstrable approach for ensuring an inclusive search processes
- long and enviable track record of placing successful diverse leaders
- pro bono consultation with diverse leaders seeking to advance their careers
4. Achieve a successful outcome
KBA partners with the client’s internal team to assure a smooth selection process for search committee members and candidates. We actively work to ensure stakeholder alignment on expectations for the role and the competencies required for success.
Moreover, we support an inclusive process by providing tools to drive an objective, criteria-based process from resume review to evaluation. As the process continues, we work to facilitate stakeholder consensus and objective feedback to the hiring executive. Once an offer is accepted, we stay involved to manage the myriad details from offer to onboarding.
5. Accelerate integration
KBA understands that successful integration of a newly hired professional is critical. Our Executive Integration Service is a natural extension of the selection process that actively supports the candidate’s seamless assimilation into the organization through scheduled follow up with the hiring executive and the successful candidate, we actively guide the assimilation process to assess progress against benchmarks and provide support via consultation, assessment tools and additional resources.
Proven Results. Satisfaction Guaranteed.
Because our firm is built on client satisfaction, we work hard everyday to cultivate a client experience to support that objective at every level. Kirby Bates Associates is proud to offer clients a proven method for executing an executive search that is collaborative, comprehensive, inclusive, and transparent. We stand behind our work and guarantee the candidates we place. If the selected individual leaves or is terminated within the agreed timeframe, we will conduct a replacement search.
Call us at 888-522-5069 or fill our contact form to speak with our team about healthcare executive search services.
Succession Planning in Healthcare
Kirby Bates leverages its nationwide network and respected reputation for identifying and developing exceptional candidates for all disciplines of executive roles. We develop specific deliverables that are proven to assure successful candidate selection.
How And Why