Posted by on Aug 31, 2017 in The LFT Blog | Comments Off on NO DEVIATION

We talk about deviation – or should I say NO DEVIATION – a great deal at LFT.  Our search process is a little different from others in our field, both because we offer interim staffing solutions (which typically requires incredibly rapid turnaround and, therefore, a very buttoned up process) and because we go to great lengths to understand both our clients’ needs and our candidates’ capabilities.  For both interim and perm, it is a very “high touch” process where we work hard to stay connected with talented candidates, both long before and after any actual search.

A little snapshot into our process.  We assign our searches around “knowledge experts” who lead the recruiting efforts for our primary search categories – C-suite, periop, practice management, finance, service line leaders, etc.  Our interim recruiting team is distinct from our permanent placement team.

  • Each search begins with the last search. We make sure that contact information, resumes, videos, vetting notes, references, etc. are all updated in our database for any talented candidates we encountered in the process, whether or not they were appropriate candidates for that particular search.  Good talent is hard to find.  When we identify it, we want to keep them in the fold.
  • The intake meeting is a critical step. We try to have two people at this meeting to be sure we nail down what each client really needs. It makes an enormous difference in the speed and quality of the search when done correctly.  You probably don’t want your recruiters going in blind or simply guessing at what you might need.  It happens far more on searches than you might ever imagine.
  • Creating a compelling position overview comes next. A position overview is a selling document, not a chapter in a textbook.  Why would a candidate be interested in a job if he/she comes away from reading this summary bored out of his/her mind?
  • Then comes the actual search. The worst searches are random — throw everything against the wall and see what sticks.  There is a process we follow, which begins with drawing a circle around our client’s location and finding the person who does that job at each competitor in that circle.  If nothing else, we learn about the culture, people satisfaction, and compensation in the market.  If not fruitful, then we draw wider rings.  It’s like golf.  The person who never practices may well get a hole-in-one, but the one who practices often and regularly refines his/her swing is going to consistently score better.
  • Ever had a search where the firm you are using never tells you what is going on?  It’s a total surprise at some point in the future when the results are either fabulous or non-existent? This applies to both candidates and clients.  Doesn’t give anyone the warm and fuzzies.  We prepare weekly progress updates that we review with each client.  We share the good, the bad and the ugly.  For candidates, we work hard to be transparent regarding the process.
  • Offers, references, background checks, and drug screens can make or break the process after a lot of work has been done. We do it quickly and carefully.  It shouldn’t be an afterthought.

We break down our process into individual steps (more detailed than above) and train/track how we perform on each.  When we deviate from our process, the results are slowed cycle times and bad candidates.  It’s not Chernobyl or the Columbia Space Shuttle disasters, but it still is a welcome experience for us.  As recruiters, we are not immune to the pressures of hitting our numbers or earning  commissions, but we have learned the hard way that we can’t take shortcuts.

If we can ever be of help to you, don’t be shy.  You know where to find us.