Over the 25 years I’ve spent in the recruitment field, I can’t tell you how many times I’ve presented a candidate that wasn’t qualified “on-paper” but I knew there was something special about this individual and that they would do great things given the opportunity (and perhaps a little mentoring). What is interesting is that in approximately 50% of those cases, the client rejected the candidate due to their lack of qualification. In some cases, such as an educational requirement, perhaps they really felt they had no choice. But in some cases, it was simply an inability to look “outside the box”.
One such example several years ago was a service line administration role. This was when the service line model was really becoming prominent and our client engaged us to help them find someone to oversee radiology & radiation oncology. They wanted someone who could partner with physicians, market the service line, as well as manage day-to-day operations. One of the candidates we presented was at the time over a large cardiology service line. What I liked about him was that he truly understood service line administration as opposed to a departmental management approach. In my mind, the candidate would be successful running any service line. The VP hiring the position agreed. He interviewed the candidate and prepared to make an offer. However, the hospital CEO objected as he could not understand why they would hire someone running cardiology for their radiology/radiation oncology position. In the end, the candidate was still hired and prospered.
I recently read an interview in Journal of Healthcare Management with Christine Candio, President & CEO of St. Luke’s Health Corporation in suburban St. Louis. One of the questions asked to her was, What is one piece of career advice that you are now glad you ignored? I loved her response. “Years ago, when I applied for my first nurse leadership role, I did not listen to that inner voice or to others who said, “You know, you’re really not qualified.” I felt that I really was qualified. Even though I had no specific line experience, I brought the necessary leadership skills. Well, I got the job, and that step launched me on my leadership journey. I learned that you have to have faith in yourself. How often do we shy away from something because we can easily think of many reasons why we should not do it? That is how we miss great opportunities.” Kudos to the organization that hired her back then and I bet they didn’t regret it.
I share all this to say, I think it’s important to look not just at what a candidate has done (or what I as a candidate have done), but what is their potential. What if I presented you the following two candidates: Candidate A, which has all the experience you require, can step right in with no mentoring and will do a good job at maintaining your department. Candidate B, who has some of the experience you require but will need a little mentoring on certain operational aspects and also needs to earn their master’s degree. However, Candidate B presents with leadership qualities and intangibles that lead me to believe that within three years not only will your department be maintained as you desired, but they will have identified growth opportunities, improved efficiencies, increased patient satisfaction, developed their replacement and are ready to do these same things for additional departments within your hospital. It seems like an easy decision when presented this way, but often times it’s hard to see beyond what is right in front of you.
Barry Jackson
President
Morgan Hunter HealthSearch
About Morgan Hunter HealthSearch
Morgan Hunter HealthSearch (MHHS) provides Leadership and Advanced Practice Recruitment services for hospitals and healthcare organizations throughout the United States. Our expertise includes interim leadership, executive search, Nurse Practitioners and Physician Assistants.