By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
You know that feeling of uneasiness when something is off or that “tugging” feeling when something doesn’t feel “quite right.” It’s subtle and doesn’t scream for attention, which is why some of us will miss it if we move too quickly. Intuition exists in all of us, whether we acknowledge it or not. Recently I had a situation where that “gut” feeling was telling me to speak up, ask a few questions and advocate to do something different. This got me thinking about how many of us have been recruiting providers and following the same process or list of questions for years. Has it become so second nature that we miss new and evolving nuances? Do we stop and listen to our intuition? Here are three examples of where intuition might make a difference.
- Reviewing the Provider’s CV – Many times, when receiving multiple provider CVs, we tend to glance over them to make sure they meet the minimum requirements. We’re quick to make decisions based on learned behaviors from the past. Try a different approach- print the CV, and with a red pen, circle your immediate red flags, then use a different color pen to make notes in the margin regarding their community fit. Do they have experience in a similar hospital size to yours? Do they list productivity or visit volume? If not, this might be a question to ask during the screening to ensure it aligns with the hiring clinic’s expectations. Does their CV show they have led medical students or been a chief resident? This can prompt you to ask about their desire for leadership or how they interact with their colleagues.
- Prompt More Details with a Sales Technique: “Tell me more?”- Often, as recruiters, we have a series of questions that we typically ask. There are times when you might get a limited answer, and your gut is telling you there might be more to the story. When that happens simply prompt for more by saying, “tell me more.” This keeps the conversation going and allows candidates to elaborate on their interests and work history without feeling interrogated.
- Gaps in the Provider’s CV: Often, we receive a CV with gaps in their schooling or employment history. Since the pandemic, we have seen an increase in this for several reasons. As a recruiter, pay attention to any gaps that span two to three months; this will probably require further investigation. An excellent way to evaluate these gaps is to listen closely to how the candidate explains them. Does the candidate avoid explaining them or provide vague details? Or does the candidate instead bridge the gaps with sound reason and demonstrate a plan for moving forward? These in-depth findings will provide the necessary content for the written screening document.
There is no substitute for a good conversation with a prospective candidate. Asking the right questions can effectively set up the candidate to share their needs so that you can more accurately match them up to the offering. Listening to your gut feeling is just a tool in your toolbox and a part of your screening process. If you feel it, it is probably worth paying attention to.
Sales Training is a core element of what we do at Barlow/McCarthy. Might you or your recruiting team need a little refresher? I would love to connect with you for a complimentary call to discuss your specific needs. Simply reply to this email or email me at mkent@barlowmccarthy.com for more.