11 Jul Kaye/Bassman’s Greg Zoch featured in Becker’s ASC Review Article: “7 Key Areas to Recruit a Superstar ASC Director of Nursing”
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Kaye/Bassman’s Greg Zoch featured in Becker’s ASC Review Article: “7 Key Areas to Recruit a Superstar ASC Director of Nursing”
Dallas, Texas, 7/11/2013: Written by Heather Linder | July 10, 2013
Greg Zoch, is a partner and the managing director for Kaye/Bassman International Corporation. He has worked with recruiting healthcare professionals since 1990, and focuses on strategic growth and staffing initiatives at ASCs and hospitals nationwide.
Mr. Zoch delves into how ASC owners and executives can recruit the best director of nursing for their center. Here are his seven key areas to keep in mind during the recruitment, interview and selection processes.
1. Look for a high clinical IQ.
Finding a director of nursing with a high clinical IQ means the individual has significant experience with all clinical and business areas, such as infection control, CMS standards and regulatory agency and accreditation requirements. The hire also needs to have a “firm grasp” of all clinical aspects of delivering care in an ASC setting, Mr. Zoch says.
“A high clinical IQ helps drive higher and better outcomes,” he says. “CMS is going to start rewarding and punishing clinical outcomes. Your facility’s profits can rise or fall based on the quality of care you are giving.”
A DON with a high clinical IQ will also have a better reputation among patients and members of the clinical community. The best staff members want to work at the best facilities that create the most positive patient outcomes, he says.
2. Value communication skills.
Surgeons play a crucial role in the success of a center, but healthcare is a team sport with every member playing a contributing role; clinical directors are responsible for the quality assurances directly related to a center’s viability, Mr. Zoch says. With all of the interaction among members in various roles, a DON needs exceptions people and communication skills to keep the team moving cohesively.
“The potential for miscommunication exists in any organization, but within small organizations like surgery centers, as opposed to larger hospitals, the need for good interpersonal relationships is heightened,” he says.
Strong communication skills translate into the clinical leader setting an example for the rest of the staff as to how to treat one another and communicate; when to speak and when to listen; and how to put personal feelings on hold when a situation requires it.
3. Use a third-party search company.
Surgery center executives often do not have the network or ability to reach out to the best pool of potential candidates. Even usual methods of promoting a job opening, such as running an ad, will often not reach the best workers. And even once an excellent candidate has been discovered, a search team can be unclear how to proceed.
“Who is going to call the candidate and what are they going to say?” he says. “What’s the compelling reason why they should quit working where they are and come to work for you? These questions need to be answered before you can begin any efforts to attract and acquire a top person.”
Having a third-party consultant work with candidates lets the people know the ASC is serious about finding the best DON for the job. It can keep potential candidates from getting defensive about “the competition” calling them, he says.
4. Search for a cultural fit.
Finding a person to be a good cultural fit is just as important as finding a person with strong technical skills. Culture is king, Mr. Zoch says, and it drives people to both join and leave organizations.
The job search committee or third-party consultant can get an idea of how well a candidate would fit into the ASC’s current culture by asking about the person’s job preferences, both likes and dislikes, as well as what is keeping that person in his or her current job.
“A good match is key to job satisfaction for both the employer and the employee,” he says. “Retention in this business is the name of the game if you want stability and long-term profits.”
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Founded in 1981, Kaye/Bassman has grown to become the largest single-site executive search and recruitment firm in the United States with the simple mission of impacting companies and enhancing careers by providing the finest in professional, executive, technical and scientific search. Kaye/Bassman provides strategic recruiting and executive search solutions in over 20 industry practice areas including construction recruiting, healthcare recruiting, banking executive search, energy recruitment and many more. Next Level Recruiting Training, a recruiting training organization, Next Level Exchange, a recruiting training best practices information exchange, and Next Level Marketing Communications are also Kaye/Bassman companies.
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