Board Services - CEO Recruitment


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or Coors, the recruitment process is a tool to develop your team and nurture your people and talent. This allows us to build a genuine partnership by providing our clients with a level of service you would expect and deserve from a premier retained executive search firm.

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Board Services - CEO Recruitment

  1. 1. We Are: Recruiters, Strategists & Implementers 1.800.507.6917 Coors Healthcare Solutions © 2013
  2. 2. BOARD EDUCATION ADVISORY SERVICES CEO Recruitment Process Coors Healthcare Solutions © 2013
  3. 3. Coors Healthcare Solutions • A boutique, national healthcare services firm providing executive search, interim placement, physician alignment, performance management, operational and financial solutions • One-stop solution provider • Experienced and diverse team delivers results, unmatched customer service and the ability to understand our clients needs and culture • Preferred vendor of Executive Search Services for MD Anderson, University of Texas Health System, St. Luke’s Episcopal Health System and Wheaton Franciscan Healthcare Coors Healthcare Solutions © 2013
  4. 4. Proven Recruitment Results Of search are closed within 90 to 120 days 2-year+ retention rate of placed candidates Of Searches Include Top Level Diversity Candidates Coors Healthcare Solutions © 2013
  5. 5. RECRUITMENT PROCESS In-depth process tailored to your culture to identify long-term, ideal fit placements Coors Healthcare Solutions © 2013
  6. 6. TIME FRAME PROCESS STEPS DATES Upto45DAYS Stage I: Preparation and Research • Assess challenges, expectations and culture of SBPH • Board Education of Search Process • Determine Search Committee Stage II: Operations and Candidate Identification • Sourcing, screening & vetting of all candidates Upto45 DAYS Stage III: Evaluation and Selection of Talent • Review and selection of semi-final and final slates • Behavioral Based Interviewing of finalist candidates • Reference checks • Employment offer and negotiation 30Days UpTo6 Months Stage IV: Post Search - Onboarding & Retention • Transition assistance & on-boarding tools to ensure retention Coors Healthcare Solutions © 2013
  7. 7. PARTNERING WITH COORS Specific Points for Discussion Coors Healthcare Solutions © 2013
  8. 8. Key Points for Board Discussion • Search Process and timeline goal discussion • Use of Coors’ resources • Establishing the Search Committee – Criteria for membership – Identify Search Committee members • Ideal Candidate Criteria • Use of DISC Assessments – communication style analysis for fit • Search documentation – Organization assessment – Job Spec – Advertising Coors Healthcare Solutions © 2013
  9. 9. • Review 5-year strategic plan • Coors will work closely with the Board to develop: – CEO Competencies – Goals & challenges – Competitive compensation – benefits, severance, outplacement, etc. – Emergency plan – succession plan • Work closely with the Board to establish a timeline and process that encompasses all expectations • Will assist with defining roles and coordinating timing of the full search process with established reporting back to the Board and Search Committee • Coors will conduct a thorough on-site culture and operations assessment of SBPH and the surrounding community (Day 2) Recruiting Plan & Process Coordination Coors Healthcare Solutions © 2013
  10. 10. Stage I: Preparation & Research • Board expectations established • Determine search committee • Determine search timeline and customize process for SBPH goals for CEO search • SBPH CEO position documentation & culture assessment • Review initial CEO Applicants • Create position marketing documents – Job Spec and online position advertisements • Identify processes for stages II, III, IV Coors Healthcare Solutions © 2013
  11. 11. Use of Coors Healthcare Solutions • Define Coors’ role in search process and candidate vetting – Coors’ CEO Candidates – Level of involvement desired – Applicant tracking through Coors’ web portal • Assess the current recruitment process – Marketing efforts? – Number of applications received? Candidates contacted? Coors Healthcare Solutions © 2013
  12. 12. Selection of Search Committee • Coors recommends 8 members: – 2 board members, 2 senior leadership, 2 physician leaders (chief of staff, chief of surgery, medical directors or highest patient admitter), 2 community leaders (SBP Council members, etc.) • Individuals must be committed to the search process and maintaining process deadlines and confidentiality • Assign a role for each search committee member (day 2) Coors Healthcare Solutions © 2013
  13. 13. Identify Ideal Candidate Criteria • What does your next CEO partner look like? • Education & experience • Job requirements • Community involvement • Personal characteristics • Specific skill sets (i.e. physician enterprise development, ACO, service line development, financial turnaround) Coors Healthcare Solutions © 2013
  14. 14. Communication Through Personal Insights Profile Creative -- Slow Start / Fast Finish Vacillating -- Temperamental Competitive Confrontational Direct Results-Oriented Sense of Urgency Change Agent Good Supporter -- Team Player -- Persistent & Cooperative -- Sensitive to Other’s Feelings High Trust Level Not Fearful of Change Contractibility Rather Talk than Listen Verbal Skills Projects Self-Confidence Process-Oriented Quick to Change Independent Optimistic Accommodating Dislikes Confrontation Persistent Controls Emotion Adaptable Good Listener Product-Oriented Slow to Change Self-Disciplined Pessimistic Precise Accurate Concern for Quality Critical Listener Non-Verbal Communicator Attention to Detail Coors Healthcare Solutions © 2013
  15. 15. Creation of Search Documentation • Candidate screening forms • Authorization to check background, education & references • Evidence based position criteria document – Management background & education – Strategic planning experience – Operational experience – Business & financial acumen – Physician relationships – Leadership development – Interpersonal skills – Mission/values orientation • Job Specification • Search marketing job advertisement • Spousal & family interview • Behavior based interview questions • Candidate interview evaluation • Reference check interviews Coors Healthcare Solutions © 2013
  16. 16. • Internal sourcing – nationwide network of passive candidates • Association affiliations • Email and telephone campaigns • Industry specific job-boards and online postings • Current marketing strategy? Where have ads been posted? Marketing Strategy for Nationwide Search Coors Healthcare Solutions © 2013
  17. 17. Coors’ Onsite Assessment • Better understanding of culture and needs of the organization • Interview senior leadership team • Interview medical staff leaders • Understand the barriers and challenges in the organization • Identify potential areas of improvement for incoming CEO and Board • Tour facility and community • Develop search committee based on Board recommendations and Coors’ interviews Coors Healthcare Solutions © 2013
  18. 18. Stage II: Search Operations & Candidate Identification • Candidate sourcing • Candidate screening, qualifying, verification and spousal interview • Discuss and review candidates with Search Committee to determine semi-final slate • Determine final candidate slate Coors Healthcare Solutions © 2013
  19. 19. Stage III: Evaluation & Selection of Talent • Coors in-person interviews of final slate candidates and Personal Insights Profile reports • CEO candidate interviews with search committee • Reference check interviews • Selection of new CEO and employment offer Coors Healthcare Solutions © 2013
  20. 20. Stage Four: Placement, Transition & On-Boarding • Follow up with all final slate candidates • Transition, relocation and on-boarding assistance • Executive Coaching monthly calls • 90 day visit to review and follow up with Board on search success Coors Healthcare Solutions © 2013
  21. 21. Integrated Healthcare Solutions Recruitment Physician Finance & Operations People – Process - Performance Retained Executive Search Firm Board Advisory Services Emerging Leaders – Director Level Search Interim Placement Services (Rapid) Emergency Response Team Physician Strategy & Alignment Unique Retention Strategies Physician Advisory Council™ Coors Med Auxilium™ - In-house Development of Recruiting Function Physician Practice Turn-key Start-Up & Business Planning Organizational Assessment Service Line Improvement Turnaround Services Population Management Interim Executive Management Managing Change - Process, Job Related Training Board Development Building High Performance Teams - DISC Performance Improvement Talent Management Executive Coaching Coors Healthcare Solutions © 2013
  22. 22. We Are: Recruiters, Strategists & Implementers 1.800.507.6917 Coors Healthcare Solutions © 2013