We are a 'candidate driven' and 'candidate focused' organization and work to develop long term relationships with successful and dedicated healthcare professionals to assist them with managing their careers over time.  Economic, technological, legislative and other external influences make it virtually impossible for organizations to provide job security or long term career development for their workforce.  We are, so to speak, on our own.

There is nothing sinister in that, it is just a reality that we believe we all need to face and deal with proactively.  And it doesn't matter if you are a mid-level administrator in a small firm or a CEO of a major organization. Consolidations, mergers, regulatory changes and evolving market forces impact people at every level of the game.

New Realities

Based on this changing landscape, professionals are finding that:

• Employment change is inevitable and increasingly unpredictable
• Managing a position change is complex, time consuming and stressful
• You cannot be focused and effective at work and do serious job searching at the same time
• Conducting your own search creates risk and anxiety within your current situation
• Managing your career is a journey, not an event

For these and other reasons, it can be extremely helpful to have a professional on your team, over time, who is aware of your long term goals, your strengths, areas for improvement, your personal style and preferences for work environment, work-life balance, geography, etc.

Today’s Job Search Realities

Let’s talk about today’s job search and employment market. First, the conclusion.

You are better off networking with hiring authorities in your industry than surfing job sites, posting applications, emailing resumes or cold calling into target organizations.  And blasting out thousands of resumes is a 'garbage out/garbage in' approach at best.  Quality of contact, not volume, is the key. The trick is how to create and maintain a significant volume of quality events within a time frame that keeps you in control and then keeping that network active over time.  Easier said than done.

Recent data tells us that if you think responding to published job postings on the Internet is your path to career success, the odds are against you by about 24 to 1.  The fact is only about 4% of all positions filled are the result of applications by active candidates responding to posted openings.

In addition, the majority of job openings – about 70% -- are never even publicized.  They’re filled internally or by word-of-mouth referrals from employees within the same company OR ... by the company engaging the services of a third party recruiting firm (like TalentCare Group) to conduct confidential searches to surface top talent that they are unable to locate or recruit on their own.

How and Why the 'Agent' Approach Works

The 'twist' mentioned above is how we manage to provide this personal level of service without charging our candidates for this assistance.

We specialize in locating opportunities for mid to senior level managers, directors, VP/EVPs and Cxx contributors.  We concentrate exclusively on healthcare administration, finance, human resource and technology segments of the industry and our scope is national within the continental US.

I am an independent recruiter/consultant and work with a small network of trusted like-minded individuals across the country to extend our capabilities and share resources when appropriate.  Some of this network focuses, as I do, on the 'infrastructure' side of the healthcare industry.  I do not work with physicians, nurses, pharmacists, etc.  Others within the group do work with the 'hands-on' segment of healthcare and we refer candidates and hiring organization clients to whomever within the network is most qualified and capable of providing the best level of service, but always with the knowledge and consent of the candidate or client.

Here is the key to why the agent approach works.

I pivot off of the needs of no more than 2 to 3 candidates at a time that I work with closely on a search plan designed specifically for them.  In the process of marketing high caliber candidates into organizations, those organizations are often impressed with the quality of our candidates and may ask us to locate similar quality candidates for openings that they are having difficulty filling or need to keep highly confidential.

Because we focus on a relatively narrow group of functional positions, in many cases we already have knowledge of appropriate candidates through our extensive network and ongoing referrals.  So when we agree to conduct a search for client organizations, our 'candidate focus' can still be maintained while meeting the needs of both our candidates and our hiring organizations as those positions are being filled.

The Candidate 'Agent' Process

1. We talk on the phone to get to know each other, understand each other's approach and values, see if we want to work together and if the timing is right for both of us.

If you decide to involve me in your search:

2. I send you three forms; a Background Form, a Reference Release Form and a Search Plan.

3. You fill out all the forms and return them with a current resume (if not already received).

4. Once all the forms are received, we schedule a session where together we develop a search and marketing plan using the Background Form to design the message and the Search Plan to identify and pursue opportunities within specific target companies and geographic areas that meet your short and long term goals, leverage your skills and experience, and align you with a workplace environment that fits your personality style and preferences.  FYI - if the geographic scope is very narrow, or very broad, the process can be extremely challenging and may take longer.

5. We plan and coordinate our efforts so we don't stumble over each other.

6. We go to work.

7. In most cases, you go back to doing a great job where you are 10 hours a day.  I spend 10 hours a day digging out opportunities for you and 'market' you into situations that meet your requirements. I get you the interviews, facilitate post interview dialogues with all parties, compare and contrast opportunities, help plan strategy and course correction and, ideally, negotiate the offer and ultimately your acceptance and current employer exit process. I also help you anticipate and manage the counter-offer which many top performers will receive.

Your contribution is to 1) commit to working honestly and closely with me to get you in front of decision makers for those opportunities that make sense for both you and the hiring organization, 2) complete all agreed upon assignments in a timely manner and 3) keep me updated on everything except what you had for breakfast.

My role is to 1) be totally honest with you, 2) do my best to put you and the decision makers together and 3) act as a coach and sounding board throughout the search, interview and negotiation process,  including exit and counter-offer guidance.

If we are successful, we will likely find it mutually beneficial to stay in touch over a longer period of time, possibly throughout several transitional 'events'.  As a result, at your convenience, we make each other smarter about issues and trends within our specialty niche of the industry.  You may sometimes refer me to associates who are looking for a change. You may sometimes refer me to hiring authorities or use our recruiting services to build your staff when it is appropriate.  I, in turn, function as a perpetual career agent and coach that brings you opportunities that I know fit into your long range game plan and also as someone you can turn to when you need help, guidance, or just someone to talk to after a particularly lousy (or great) day.

I never answer my phone unless it is a scheduled call. But I always return your calls as soon as humanly possible.

I value the quality of the placement for both candidate and client organization, the trust and depth of my relationships and my reputation in the industry. I do not focus on the quantity of placements made or their monetary value.  I do need to be able to pay my bills, but I also need to be able to sleep.

If you are interested in learning more about how I might assist you or your organization, please contact me directly.

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