Welcome

Modern Healthcare magazine came out with their annual list of the top 20 healthcare recuring firms for 2022 and we are proud to be on that list for the 14th year in a row. We refuse to take it for granted, which pushes us each day to improve and provide a better service to the clients we work with as well as a better experience for the candidates we help. Thank you for trusting ESS with your recruiting needs!

If we have not had the opportunity to work with you or your company, we would love a chance to show you the results we have been able to consistently deliver for almost 23 years. We have an array of tools, resources, and testimonials to help you in your evaluation of ESS.

If you have any questions or if there is a skill set your team or company needs, please reach out and let me help.

Visit us on the web at www.ess123.com. We welcome your feedback!

Recent completed searches:

• Medical Director OH 310,000
• Senior Healthcare Data Analyst IL 120,000
• Senior Director of Clinical Operations DC 190,000
• Compliance Analyst TN 102,000
• Senior Underwriter PA 90,000
• Manager, Medicare Advantage MD 120,000
• Executive Director OH 125,000
• Director of Enrollment ID 180,000

**If you need people with these types of skill sets, please let me know.

Ask the Recruiter: “How are we messing up hiring processes?”

A lot of people have this question, but few are willing to ask it because they may not like what they are going to hear. Yet, by asking this question there are opportunities to tighten up your hiring process which will decrease openings, improve rejection rates, and quickly get people hired. Below are the top three things we see companies doing that may be hurting your chances of hiring the best talent.

1. Too many steps in the process – Video calls have made hiring processes quicker. They also have made it easier to add more people to the process who may not need to be added. Ask yourself, what input do we want from this person interviewing this candidate for the role?
2. Offer letters – The two most common delays at the offer stage are the time it takes to produce an offer letter and the second is the arbitrary date on the letter saying when you would like to hear back. Ask yourself, what can we do to have the letter prepared ahead of time? Also, how are we selecting the date that we want to hear back on? Understand the longer you wait, the more likely the candidate will take another role or counteroffer.
3. On Boarding – From the time the applicant accepts the role to the time they start is likely when the applicant is most fragile. Knowing this, have the hiring or other key people reach out to the new hire or perhaps meet them for a meal or coffee. Ask yourself how much effort is required to lock up the new hirer in our on-boarding versus praying they show up on the first day.

Finding, attracting, hiring, on-boarding, and retaining new hirers is challenging. There are many factors involved so make sure the factors you can control you do the best you can to ensure you have successful new hires.

If you need help or other ideas about this, please call or email.