Interviewing tactics for healthcare leadership

Interviewing Tactics for Healthcare Leadership

Goals

• Discuss the different parts of the job search• Examine what employers look for in a new

employee• Increase your competitiveness and chances of

getting the job you want

BackgroundMarc Cochran has been involved in sales and recruiting since beginning his professional career in 2001. In 2006 he accepted an opportunity to become a Market Manager for Hire Dynamics RX, a pharmacy-specific recruiting and staffing firm. As a Market Manager he was responsible for the sales and recruitment of all pharmacy positions throughout North and South Carolina. As a Market Manager with Hire Dynamics RX, Marc was named Employee of the Year in 2007, he ran the Branch of the Year in 2008, and in 2009 was leading his company in financial performance until stepping down in September of 2009.

Marc was next a Senior Recruiter for Target Stores where he was responsible for hiring 72 Pharmacists across the Southeast, ultimately receiving the Award of Excellence for 2011. He established himself as a top performer within the company within just one year and through his recruitment strategies reduced the current openings for pharmacy positions to just 2% across the region.

Currently, Marc is a Managing Partner with Metrix Healthcare Group, a specialty recruiting firm focused on pharmacy leadership. He primarily places Pharmacy Managers and Directors in Acute Care and Specialty hospitals throughout the US.

Different Times

• The pharmacy workforce today is very different than it was 3 years ago– Slowed growth from retail– Consolidation – Technology– Move to specialization in hospitals

• More competitive, and how you “stand out” matters

Employers

• What are they looking for?

• The Role of the Recruiter

• The Role of the Hiring Manager

Before you start

• “Housekeeping”– Google Search– Clean up social media– Linked In– Any other references to you– Any “likeness” to your name

Resume vs. CV

• Which do you need?

• File formats

The Job Search Process

• Initial Interest

• The Interview(s)

• Offer and Acceptance

Initial Interest

• Your personal network

• Internships & rotations

• Social media networks

• Job Fairs

Initial Interest

1. Reach out personally – by phone or in-person2. Define who you are and what you are seeking3. Ask if they could talk about any openings

1. Informal to start2. Explain the application process

4. Seek to understand what they hope to gain with the position

Initial Interest

• At this point, you may be directed back to fill out an application on-line– Use what you have found out from the Hiring

Manager• Contact Recruiter to confirm and find out

about follow up timeline• Email “thank you” to Hiring Manager, and

express excitement about next steps

The Interview(s)

• Each facility will have a slightly different interview process

• What is interviewing, really?

The Interview(s)

• Phone Interview– Goal– Best Practices

• On-site Interview– Goal– Best Practices– Attire & What to bring

Types of Interview QuestionsCredential verification questionsThe purpose is to place objective measurements on features of your background. “What was your GPA?” and “How long were you at ___?”

Experience verification questionsThis type of question includes “What did you learn in that class?” and “What were your responsibilities in that position?” Its purpose is to subjectively evaluate features of your background.

Opinion questionsThis type of question includes “What would you do in this situation?” and “What are your strengths and weaknesses?” Their purpose is to subjectively analyze how you would respond in a series of scenarios. The reality is that “Tape #143” in your brain typically kicks in (“I know the answer to that one!”) and plays back the pre-programmed answer.

Types of Interview QuestionsMath questionsThis type of question includes "What is 1000 divided by 73?" to "How many ping pong balls could fit in a Volkswagen?" Its purpose is to evaluate not only your mental math calculation skills, but also your creative ability in formulating the mathematical formula for providing an answer (or estimate, as can often be the case).

Case questionsThis type of question includes problem-solving questions ranging from: "How many gas stations are there in Europe?" to "What is your estimate of the global online retail market for books?" Its purpose is to evaluate your problem-solving abilities and how you would analyze and work through potential case situations.

Competency questionsThis type of question includes "Can you give me a specific example of your leadership skills?" or "Explain a way in which you sought a creative solution to a problem." Its purpose is to align your past behaviors with specific competencies which are required for the position.

The Interveiw(s)

• Your Responses – Be specific!• What you “did do” vs. what you “would do”• “S.A.R”

• Situation – what was the situation? (25%)• Action– what was the plan of action? What was your

role? How did you act to address the challenge? How did you handle other issues that came up? (50%)• Result – What was the result? How did that impact the

larger group or organization? (25%)

The Interviews(s)

How are you typically rated?1. Can you Communicate Effectively?2. Does the level of Scope match the position you

are interviewing for?3. Can you Relate Well to Others?

The Interview(s)

• Follow Up:– Before you leave – next steps, timing– Ask: “Is there anything from our conversation

today that would concern you about moving forward with me as a candidate?”

• Thank you – letter vs. email

Offer and Acceptance

• Congratulations!• Building a relationship, it just got “personal”• Most places do not “lowball”• Significant time and energy has been put into

the process so far, be appreciative that you have been selected


• On the offer call:– Take notes of the

specifics– Have questions

prepared– Repeat back to

confirm

• Key Points:– Salary– Additional compensation– Health benefit start date– Vacation or Paid Time Off– Work Schedule– Retirement Plan start date– Offer expiration date– Job start date


• Next Steps– Think – accept as is?– Other offers?– In Writing?

• Negotiation– Most offers are not increased by more than

$3000-$5000 if at all– Understand you are saying that 1st offer “not good

enough”, remember it’s personal


• Accept or Decline – Be appreciative– It’s a small world…

• Acceptance– In writing– Confirm start date• Be open about any pre-planned vacations, trips

– Email hiring manager and recruiter “thank you”

Questions

Thank you!

If you have further questions, about your job search or anything I can help with don’t hesitate to call!

Marc Cochran704-464-2192 Office

678-662-6308 [email protected] Email

www.metrixhg.com

mailto:[email protected]

http://www.metrixhg.com/