Welcome

We returned from our company trip on March 1 from the Caribbean where the weather was perfect but not when we returned. The Ohio winter was in full force.

The job reports, unlike our weather patterns, are becoming quite predictable. While the unemployment rate increased from 3.4% to 3.6% in February, that amounts to little impact on the healthcare niche. This market remains challenging to find people and we believe it will remain that way through the end of the year.

The action step companies are trying to take to stay ahead of the curve is to start searches earlier. By doing this, they have more chances to screen in more people hoping they have a larger slate to review. Although we consider this wish, we still encourage companies to be ready to hire when you meet the right person, even if it’s the first person you interview.

We are seeing an uptick in openings to work on and we do not see that slowing down either. If you have a pressing need or perhaps a hard-to-find skillset, please let me know and I can keep my ear to the ground for when that unicorn appears!

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

Recent completed searches:

• Director of Contracting
• Chief Medical Officer
• Director of Medicare Operations
• Underwriting Manager
• Health Services Officer
• Vice President of Sales
• Medical Director
• Medicare Claims Analyst

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

Ask the Recruiter: “How do we improve managing the timing of the hiring process?”

The timing of the process certainly impacts the acceptance or rejection of an offer. There are two sets of timing in the hiring process. We will address the first one this month and the next one in April.

The question to consider with each applicant is, “Where is the candidate in their job search?” A recruiter can answer those questions for you. The question we often get from candidates is, “Where is the employer in their process?” What both parties want to know is are they ready to hire or are they still kicking tires. When beginning the process of a new applicant, you should consider the following around their timing:

1. How long have they been applying to jobs? Whether this is their first week, first month or six months all leave you with a different impression on their sense of urgency and candidacy.
2. What else are they considering? It’s safe to assume every applicant is interviewing with multiple companies. Ideally you would like to know how many and for what types of roles.
3. How do they manage the process? Some applicants will change jobs in a week. Others need time to process everything. The science in the hiring process is to know how slow or fast to move. Yes, sometimes you need to slowdown the hiring process.

There is a saying among recruiters that “time kills all hires”. I believe the more accurate phrase may be “not knowing the time frame will kill all hires”. This is a delicate part of the process. Communication from both company and applicant alike is imperative to make a successful. The challenge remains to get both parties on the same timing schedule.

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