Bring on the Madness

I love college basketball, and this next month is what is also dubbed “March Madness.” This is the playoff tournament where an annual champion is crowned and the intensity is at its peak. There are upsets galore and things happen that are unexpected. For some, the excitement is too much or they just don’t get it, and for others still they thrive on it.

In recruitment, February and March are often peak times for hiring (as in some cases the fall season). Disclaimer: Not every year is the same and not every healthcare system holds the exact same patterns. It’s a new year and early enough before departments worry too much about going over their budget. Also many candidates look to this time to find a job so they can prepare to move as we approach summer. During this time, stress for recruiters can be high as the demands to hire people quickly and in large numbers hits its climax for the year. For some, it makes them wonder if they should remain working in the profession or question if they signed up for this when they started in recruitment. For others, they thrive on it. It’s the action that they like and enjoy the fact that there’s never a dull moment. While the hiring increases, so does the number of unexpected events. This could be hiring for positions we haven’t worked on before, people not passing their backgrounds/physicals, or other things that make for stories we can share over the years.

I prefer the intensity and opportunity to do some creative thinking. The hectic pace and zany circumstances may not be everyone’s cup of tea, but it’s also just a part of the “Madness.” Have you noticed this is the case at your organization, and if so do you look forward to it or dread it?

-Derek Cunningham, PHR, CHCR-
Talent Manager
Scripps Health

“Now You See Me- Now You Don’t”

Picture this scenario: Your great candidate has arrived for his interview, and you escort him to the hiring manager’s office. The hiring manager opens the door with a puzzled look on her face and says “I don’t have an interview on my calendar today”. She continues, “It’s not a good time right now, so you need to re-schedule” and rushes off. This dialogue occurs in the presence of this excellent candidate that you have invested valuable time sourcing, screening, and selling on your great organization. Do you think he will re-schedule or will he just interview at another facility and potentially accept an offer there? We all know that you only get once chance to make a good impression. In this scenario, you may very well have lost this candidate (hence the title of this post).

As healthcare recruiters, a scenario like this is certainly not best practice. However; the unfortunate reality is that it does occasionally occur. I have had this experience in my recruitment career, and it was very awkward. Fortunately, I was able to do some service recovery in that situation, re-schedule the candidate, and ultimate make a hire.
Does anyone else have a similar experience to share?

Angela Pointer,
Nurse Recruiter- Duke University Hospital
NAHCR Social Media Committee Chair