Search Capabilities Paul Sm allw ood Executive Vice President and - - PowerPoint PPT Presentation

Search Capabilities

Paul Sm allw ood

Executive Vice President and Managing Principal (800) 467-3737 psmallwood@enterprisemed.com

Bio

At Enterprise Medical Recruiting, Paul leads the firm in Operations and Business Development, however, he also maintains an active search portfolio managing our leadership search portfolio. Paul works with numerous national healthcare systems and assists them with their critical searches. He and Enterprise Medical Recruiting place hundreds of physicians and advance practice providers each year. Recent partnerships include: Prior to Enterprise Medical, Paul served as Senior Executive Vice President of a national search firm where he managed the physician search business unit. While there, he built and maintained multiple strategic recruitment partnerships including Trinity Mother Frances, NorthShore Evanston, BJC Medical Group and other leading healthcare systems.

Paul Sm allw ood

Executive Vice President and Managing Principal (800) 467-3737 psmallwood@enterprisemed.com

New York State Office of Mental Health Mississippi State Medical Examiner’s Office State of Wisconsin Department of Corrections Bureau of Health Services Wyoming Department of Health

Paul has extensive experience in recruiting physicians, physician leaders and healthcare

• executives. Having spent over 29 years recruiting, Paul has a passion for recruiting Pediatric Sub-

specialty, Academic Faculty and Physician Leadership. His knowledge of healthcare trends and legislative issues allow him to offer a consultative approach to successful recruiting.

Executive Search Team

Paul Smallwood EVP & Managing Principal Kristin O’Brien Director of Sourcing & Candidate Acquisition Matt Ross Manager of Marketing & Technology Administrative Staff Amy Luithle Business Development & Marketing Coordinator Beth Walker Recruiter Matt Neuwirth Senior VP of Business Development

Search Process

Gain a thorough understanding of the needs and culture of your

• rganization;

develop and define parameters and discuss barriers to the search Develop marketing and sourcing strategy to determine the best means of sourcing candidates and the best approaches to identify those individuals Following candidate interviews, work with Client to negotiate offer with the candidate

• f choice.

Candidate A Accepts ts Offer.

• r. Candidate’s

start date is, on average, 30 to 90 days following acceptance of offer Assess strengths/ weaknesses, motivations and style; identify critical factors for continued interest Once viable candidates are determined, on- site interviews will occur

Develop Position Profile Search Strategy Vet & Qualify Candidates Present Slate of Candidates Conduct On-site Interviews Extend Offer

Month 1 Month 4-5

Present qualified candidates and conduct phone and/or virtual interviews

Search Launch Meeting (Critical)

• Meet with key stakeholders and develop a Position Description which

defines job/role responsibilities.

• Critical to understand the need, depth of job (role/responsibility)
• “Protecting the health and safety of the 2.1 million residents and 43

million visitors to Southern Nevada”

• Analyze the challenges unique to the organization
• Discuss impact of predecessor affecting culture, morale and

recruitment

• Acknowledge recent history and decide how we manage

conversations with candidates

Develop Search Strategy (Critical)

• Develop an exhaustive prospect list
• Our research is designed to identify the largest possible candidates pool, most

being passive candidates, those not actively job searching

• 1. Universe will consist of candidates currently in the Job
• 2. Those within applicable associations:
• ASTHO-Mason Collaborative for Applied Public Health Practice
• Association of State and Territorial Health Officials
• National Association of County and City Officials 2,800 local public health departments and access to their Board
• Have already spoken with a few Board Members for insight into search and perception
• Dr. Iser being on the Board
• American Public Health Association
• Big Cities Health Coalition
• American College of Epidemiology
• American School Health Association
• Association of Environmental Health Academic Programs
• Association of Public Health Laboratories
• Society for Public Health Education
• Pharmacy - American Public Health
• Association Pharmaceuticals Professional in Public Health

Develop Search Strategy (Critical) - continued

• 3. We extend building our list to include a universal audience of MPH, MHS,

Epidemiology, Preventive Medicine, Academic, AMA, CDC, Industry/Pharma, etc.

• 4. LinkedIn Navigator, EMR priority database, conferences attendee lists, AMA data,

Keyword Boolean searches (list building)

• 5. Social Media: Facebook groups, LinkedIn, Networking
• 6. Journal ads, web postings, targeted message email deployment, most importantly -

PHONE CALLS