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Large Ids Recruits Product Line Director Of Cardiovascular Services To Its Dynamic And Competitive Market
This case study is an actual account of an Executive Search Division client engagement. Names have been changed to ensure the healthcare organizations' anonymity in today's highly competitive marketplace.
Situational Analysis
This Executive Search Division client is one of the largest fully integrated healthcare delivery systems in the country, comprised of a 550-physician multi-specialty group practice, healthplan and 350 bed acute care facility. In addition, the organization also has an extensive research and teaching arm which includes a number of residency programs, but no medical school. The healthcare market is extremely strong and competitors have been successful in capturing some of the client's market share, particularly in the area of cardiology services. A well-known PPMC has been successful in implementing its model in a city 60 miles away. The heart hospital the PPMC established has impacted the growth of our client's cardiovascular program. Our client's Cardiology Department is comprised of nineteen cardiologists, four cardiovascular surgeons and three vascular surgeons. Realizing approximately $50 million in revenue.
Challenge
The Executive Search Division was retained to recruit a CVS product line manager; the established title was Product Line Director of Cardiovascular Services. The physicians were driving this initiative and Administration was not 100% supportive of recruiting for this position. The key leadership initially agreed to commence a search simply to appease the physicians. An initial site visit was made, interviewing key board members, department heads, chairman, and administrative staff, to determine goals and key issues. The physicians were looking for a seasoned professional with experience in cardiovascular services; Administration was focused on a mid-manager level. The client had unsuccessfully attempted this recruitment effort approximately five to six years before. This resulted in frustration among the physicians, as well as, the staff. After the first slate of candidates was presented and interviewed, it was determined the physicians and the President and CEO of the practice did not possess congruent goals regarding candidate criteria. Cejka called a meeting with the President of the Group and the search committee, which consisted of two cardiologists, one cardiovascular surgeon and one vascular surgeon to discuss their approach, commitment to the search, and the candidates presented to date. Upon presenting a new slate of candidates, it was suggested that the candidates make a presentation to key members of Administration regarding the development of a cardiovascular product line. This initiative was an educational process for leaders of the Clinic that provided them with tangible information regarding structure, reporting relationships and responsibilities needed to attract viable candidates.
Cejka/Consultant Approach/Methodology
All Cardiovascular Product Line Administrators within community hospitals and integrated delivery systems were contacted, with special attention given to candidates in the Southwest. Specific consulting companies, which focused on development of cardiovascular product lines, were also contacted. Cejka's key contact for the search within our client organization was changed to the direct hiring manager.
Outcomes
In the end, we were successful in hiring an experienced individual who served as both a Consultant and a Product Line Director for a major healthcare institution. Cejka's placement has been extremely well received and is flourishing within the client organization.