Board Services - CEO Recruitment

We Are: Recruiters, Strategists & Implementers
www.CoorsHealthcareSolutions.com
1.800.507.6917
Coors Healthcare Solutions © 2013

BOARD EDUCATION ADVISORY
SERVICES
CEO Recruitment Process

Coors Healthcare Solutions
• A boutique, national healthcare services firm providing executive
search, interim placement, physician alignment, performance
management, operational and financial solutions
• One-stop solution provider
• Experienced and diverse team delivers results, unmatched customer
service and the ability to understand our clients needs and culture
• Preferred vendor of Executive Search Services for MD
Anderson, University of Texas Health System, St. Luke’s Episcopal Health
System and Wheaton Franciscan Healthcare

Proven Recruitment Results
Of search are closed within 90 to 120 days
2-year+ retention rate of placed candidates
Of Searches Include Top Level Diversity Candidates

RECRUITMENT PROCESS
In-depth process tailored to your culture to
identify long-term, ideal fit placements

TIME FRAME PROCESS STEPS DATES
Upto45DAYS
Stage I: Preparation and Research
• Assess challenges, expectations and culture of SBPH
• Board Education of Search Process
• Determine Search Committee
Stage II: Operations and Candidate Identification
• Sourcing, screening & vetting of all candidates
Upto45
DAYS
Stage III: Evaluation and Selection of Talent
• Review and selection of semi-final and final slates
• Behavioral Based Interviewing of finalist candidates
• Reference checks
• Employment offer and negotiation
30Days
UpTo6
Months
Stage IV: Post Search - Onboarding & Retention
• Transition assistance & on-boarding tools to ensure retention

PARTNERING WITH COORS
Specific Points for Discussion

Key Points for Board Discussion
• Search Process and timeline goal discussion
• Use of Coors’ resources
• Establishing the Search Committee
– Criteria for membership
– Identify Search Committee members
• Ideal Candidate Criteria
• Use of DISC Assessments – communication style analysis for fit
• Search documentation
– Organization assessment
– Job Spec
– Advertising

• Review 5-year strategic plan
• Coors will work closely with the Board to develop:
– CEO Competencies
– Goals & challenges
– Competitive compensation – benefits, severance, outplacement, etc.
– Emergency plan – succession plan
• Work closely with the Board to establish a timeline and process that encompasses all expectations
• Will assist with defining roles and coordinating timing of the full search process with established
reporting back to the Board and Search Committee
• Coors will conduct a thorough on-site culture and operations assessment of SBPH and the
surrounding community (Day 2)
Recruiting Plan & Process Coordination

Stage I: Preparation & Research
• Board expectations established
• Determine search committee
• Determine search timeline and customize process for SBPH goals for CEO search
• SBPH CEO position documentation & culture assessment
• Review initial CEO Applicants
• Create position marketing documents – Job Spec and online position advertisements
• Identify processes for stages II, III, IV

Use of Coors Healthcare Solutions
• Define Coors’ role in search process and candidate vetting
– Coors’ CEO Candidates
– Level of involvement desired
– Applicant tracking through Coors’ web portal
• Assess the current recruitment process
– Marketing efforts?
– Number of applications received? Candidates contacted?

Selection of Search Committee
• Coors recommends 8 members:
– 2 board members, 2 senior leadership, 2 physician leaders (chief of
staff, chief of surgery, medical directors or highest patient admitter), 2
community leaders (SBP Council members, etc.)
• Individuals must be committed to the search process and
maintaining process deadlines and confidentiality
• Assign a role for each search committee member (day 2)

Identify Ideal Candidate Criteria
• What does your next CEO partner look like?
• Education & experience
• Job requirements
• Community involvement
• Personal characteristics
• Specific skill sets (i.e. physician enterprise
development, ACO, service line development, financial
turnaround)

Communication Through Personal Insights Profile
Creative -- Slow Start / Fast Finish
Vacillating -- Temperamental
Competitive
Confrontational
Direct
Results-Oriented
Sense of Urgency
Change Agent
Good Supporter -- Team Player -- Persistent &
Cooperative -- Sensitive to Other’s Feelings
High Trust Level
Not Fearful of Change
Contractibility
Rather Talk than Listen
Verbal Skills
Projects Self-Confidence
Process-Oriented
Quick to Change
Independent
Optimistic
Accommodating
Dislikes Confrontation
Persistent
Controls Emotion
Adaptable
Good Listener
Product-Oriented
Slow to Change
Self-Disciplined
Pessimistic
Precise
Accurate
Concern for Quality
Critical Listener
Non-Verbal Communicator
Attention to Detail

Creation of Search Documentation
• Candidate screening forms
• Authorization to check
background, education & references
• Evidence based position criteria
document
– Management background & education
– Strategic planning experience
– Operational experience
– Business & financial acumen
– Physician relationships
– Leadership development
– Interpersonal skills
– Mission/values orientation
• Job Specification
• Search marketing job advertisement
• Spousal & family interview
• Behavior based interview questions
• Candidate interview evaluation
• Reference check interviews

• Internal sourcing – nationwide network of passive candidates
• Association affiliations
• Email and telephone campaigns
• Industry specific job-boards and online postings
• Current marketing strategy? Where have ads been posted?
Marketing Strategy for Nationwide Search

Coors’ Onsite Assessment
• Better understanding of culture and needs of the organization
• Interview senior leadership team
• Interview medical staff leaders
• Understand the barriers and challenges in the organization
• Identify potential areas of improvement for incoming CEO and Board
• Tour facility and community
• Develop search committee based on Board recommendations and Coors’
interviews

Stage II: Search Operations & Candidate Identification
• Candidate sourcing
• Candidate screening, qualifying, verification and spousal interview
• Discuss and review candidates with Search Committee to determine semi-final
slate
• Determine final candidate slate

Stage III: Evaluation & Selection of Talent
• Coors in-person interviews of final slate candidates and Personal Insights
Profile reports
• CEO candidate interviews with search committee
• Reference check interviews
• Selection of new CEO and employment offer

Stage Four: Placement, Transition & On-Boarding
• Follow up with all final slate candidates
• Transition, relocation and on-boarding assistance
• Executive Coaching monthly calls
• 90 day visit to review and follow up with Board on search
success

Integrated Healthcare Solutions
Recruitment Physician Finance & Operations
People – Process -
Performance
Retained Executive Search Firm
Board Advisory Services
Emerging Leaders – Director
Level Search
Interim Placement Services
(Rapid) Emergency Response
Team
Physician Strategy & Alignment
Unique Retention Strategies
Physician Advisory Council™
Coors Med Auxilium™ - In-house
Development of Recruiting
Function
Physician Practice Turn-key
Start-Up & Business Planning
Organizational Assessment
Service Line Improvement
Turnaround Services
Population Management
Interim Executive Management
Managing Change - Process, Job
Related Training
Board Development
Building High Performance
Teams - DISC
Performance Improvement
Talent Management
Executive Coaching

Board Services - CEO Recruitment

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