Written by Ron Amodio, Regional VP, West Clinical.
Contact him at 1.800.974.4828 x 104, or email@example.com.
In my time as a Recruiter, an Account Manager, and now a Regional VP here at CareNational, I have coordinated literally hundreds of managed care placements, playing match-maker to align the right candidate with the right position at the right company. It is a lot of long hours and hard work, but there is no better feeling in the world than chaperoning that connection and improving the situation of both candidate and company.
The other day I was talking with my one of my clients for a follow up call on a couple of candidate submittals from the previous day for a health plan RN Supervisor of Prior Authorizations position. My human resource contact said they forwarded the resumes to the hiring manager, in this case the Director of Utilization Management, immediately after they received them because both of the candidates were very strong. My HR contact said they would let me know as soon as they got feedback from the Director. Two days passed with no feedback, so I called, left a voice mail, and I sent an email to my contact. Then another two days pass…
As anyone can imagine, scenarios like this happen all too often in the recruitment industry. I completely understand that people get busy, and many individuals do try to balance work and life, so I don’t expect everyone to work 20 hour days. However, what hiring managers and HR representatives surprisingly often don’t realize is that every day that passes with a position unfilled can cost their company hundreds or thousands of dollars. What’s even worse is when resumes of qualified Medical Management nurses just sit on hiring manager desks for days, sometimes for weeks!
The problem is not that I personally want to close the deal as soon as possible. It is that the great candidate or candidates we presented are no longer available because your competitor just hired them less than 48 hours ago.
On the other hand, I had a Third Party Administrator (TPA) client who had a staff level opportunity for a Case Management nurse that had been open for several months. I found the perfect candidate who just finished working as Care Manager for a health plan in the same city. I spent time reviewing the position and organization with the candidate, and she was excited to be presented. I crafted a strong submittal packet and sent it to my contact in HR for forwarding to the Manager of Case Management.
As we do with all of our candidates, we ask if they are actively searching and if they have any other opportunities in the works. As it happened she had several interviews lined up, so like always, I informed my contact about this. After a day went by with no response, I reminded my contact that this candidate had several interviews lined up over the next 10 days, and with her being a highly qualified Case Manager, I knew one or more of those interviews would result in an offer. The message was received loud and clear by my contact, and he discussed the matter with the hiring manager and shared with her our sense of urgency. They understood we did not want their organization to miss out on this great addition to their team, and 2 days later they actually stayed late to interview the candidate. It was a match made in heaven and the Director of Medical Management was so impressed, she made an offer on the spot. The candidate accepted the very next day. Within a few years she had been promoted to a leadership role, and has been there for 3 years now!
We know that Hiring Managers, like most professionals in leadership positions, have their days filled with meetings, projects, daily job duties, and sometimes even personnel issues. But the longer it takes a hiring manager to review resumes and set up interviews, the longer the hiring cycle takes, and the greater the possibility of losing out on a very strong candidate. In my experience, the most successful organizations and leaders make a point to get the best talent on their team. They will review a few resumes first thing in the morning, at the end of their day, or even bring a few home with them. They know that if they don’t, that perfect candidate might be sitting right there on their desk.
Just a friendly reminder: Time Kills Deals – don’t let that happen to you!
Written by Ron Amodio, Regional VP, West Clinical. For more great tips on hiring strategies and to discuss our current opportunities, reach out to one of CareNational’s top leaders! Call him at 1.800.974.4828 x104, or email him at firstname.lastname@example.org.