Board Services - CEO Recruitment

We Are: Recruiters, Strategists & Implementers

www.CoorsHealthcareSolutions.com1.800.507.6917

Coors Healthcare Solutions © 2013

BOARD EDUCATION ADVISORY SERVICES

CEO Recruitment Process


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


Proven Recruitment Results

92% Of search are closed within 90 to 120 days

88% 2-year+ retention rate of placed candidates

73% Of Searches Include Top Level Diversity Candidates


RECRUITMENT PROCESS

In-depth process tailored to your culture to identify long-term, ideal fit placements


TIME FRAME PROCESS STEPS DATES

Up to 45

DAYS

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

Up to 45

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

30 Days Up To 6 Months

Stage IV: Post Search - Onboarding & Retention• Transition assistance & on-boarding tools to ensure retention


PARTNERING WITH COORS

Specific Points for Discussion


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


• 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


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


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?


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)


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)


Communication Through Personal Insights Profile

Creative -- Slow Start / Fast FinishVacillating -- Temperamental

CompetitiveConfrontational

DirectResults-OrientedSense of Urgency

Change Agent

Good Supporter -- Team Player -- Persistent & Cooperative -- Sensitive to Other’s Feelings

High Trust LevelNot Fearful of Change

ContractibilityRather Talk than Listen

Verbal SkillsProjects Self-Confidence

Process-OrientedQuick to Change

IndependentOptimistic

AccommodatingDislikes Confrontation

PersistentControls Emotion

AdaptableGood Listener

Product-OrientedSlow to ChangeSelf-Disciplined

Pessimistic

PreciseAccurate

Concern for QualityCritical Listener

Non-Verbal CommunicatorAttention to Detail


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


• 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’ 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


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


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


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


Integrated Healthcare SolutionsRecruitment Physician Finance & Operations People – Process -

PerformanceRetained 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


We Are: Recruiters, Strategists & Implementers

www.CoorsHealthcareSolutions.com1.800.507.6917


Board Services - CEO Recruitment

Health & Medicine

Transcript of Board Services - CEO Recruitment