Why Hospital Talent Acquisition Is An Impossible Job

Posted by on Mar 10, 2017 in The LFT Blog | 1 comment

399 hours. That’s how many hours it took us to fill a recent search for a Director of Patient Care position, including sourcing, resume vetting, screening, interviewing, background checks and more. 13 total weeks from our signing the agreement to the candidate’s signing of her offer letter. A very typical search.

Don’t believe me? Take a look at the data.

DIRECTOR OF PATIENT CARE Number Of Possible Candidates Estimated Hours Required
  Finding Candidates In LFT Database 1351 6
  Posting On LFT Website 54 1
  Networking With Previous LFT Placements For Ideas 37 37
  Posting On Relevant Association Websites 21 2
  LinkedIn Search 17 10
  Emails, Phone Calls To Determine Interest 118 236
Initial Screen    
  To Determine Fit (i.e., skillset, experience, geography, etc.) 19 57
  In Person Or Skype Interview 8 24
Candidate Presentation    
  Resume, Vetting Notes, Video Presentation 4 20
Closing Process    
  Offer Prep, Background Check, Drug Screens 1 6

Multiply the above by the current number of vacancies in your hospital. Now I recognize that a director position takes more work to fill than many other positions. I also recognize that at LFT we have the ability to throw more people at a search than hospitals do. Still, the numbers don’t work. Hospitals will never be able to do a thorough job filling all of their vacancies with the typical staffing that they have. And every hospital we speak to is planning to hire more people this year than last, but without any additional recruiting staff.

I recognize that no hospital likes paying a search firm to do the work for them. My sense is that the most buttoned up hospitals quickly identify the most difficult searches and offload these, so that they can continue to knock off the quicker ones with their existing staff. We become a variable expense for them. On the flip side, the HR teams that aren’t able to discern the tough searches at the outset eat up huge amounts of time working to find candidates on their own before flipping the search to us. Their workload continues to grow, they get behind, and it is really, really hard to catch up. And if the result is to add to their staff, these positions don’t go away if the hiring demand shifts. It’s no different than hiring a consultant to do training or IT programming. The expense goes away when the job is complete.

Call us if we can help.

Bill Haylon


One Comment

  1. Bill,

    Great summary. Good for you for being honest. I’ve done search work across many types of roles and this looks pretty accurate to me. Of course, it could be longer or shorter, but I’d say this is a good average. As they say, it’s partly a numbers game … and it’s partly a matter of skill. Ted