Earning a name in your industry!

Earning a name in your industry!

The obvious way to earn a name in the industry is to be at the top.  Unfortunately, as most of us have found out, that does not occur over night.  There are several contributing factors to becoming a name in the industry.  First, anyone that is anyone knows people.  It would be very difficult to speak with a director or executive in your industry that is not well connected.  Keep in mind, they very well be in their position because someone they knew helped open a door.  Simply knowing someone does not necessarily open doors, alone.  Being good, not great, at what you do helps.  Industry experts enjoy being experts and are often looking for individuals to mentor, to help them become great.  However, if your work is sloppy, chances are those opportunities may never come to you.  Referrals are also a great way to gain a name.  “I received your information from John Yurkschatt, he mentioned you were a well-respected IT Director.”  Sounds pretty good doesn’t it?  How about, “Hi, John Yurkschatt passed along your information and spoke very highly about your contributions to XYZ Hospital.”  Giving referrals, gives you the mantra of knowing people.  People that know people are often names in the industry.

Networking with people in the industry is one thing, connecting with quality, namely people in the industry is critical. Everyone wants to be the industry experts, or at the very least, viewed as someone who can add knowledge/value to a conversation. Connecting with quality people can be as easy as a LinkedIn invite, attending conferences, sending emails noting, “We have never met before but I respect your work and contributions to healthcare IT, I would like the opportunity to discuss….”  All of the sudden, the one person you just met opened the door to thousands.  Fear is often a contributing factor to shying away from meeting the people which would be the most meaningful to know.  Trust me, those people are feeling the same way.  The question becomes, are you going to separate yourself from the pack and gain a name in the industry or be like everyone else?

Have a line of work that shines bright upon your name.  Regardless of your role/responsibilities in your current position, advancing is near impossible if those tasks aren’t being completed in a positive fashion.  The easiest way to gain respect in any industry is not necessarily by who you know, but by what you know and how well you perform your job.

 We all want to be the source of knowledge, hence this blog. How does that happen?  Give names, leads, jobs openings to friends, colleagues, and people you have never met.  I can tell you in my industry leads should remain very secretive.  However, if I have the opportunity to pass along a lead to someone outside of my network that may be looking, I have suddenly become a member of his/her network.  As I mentioned in the first paragraph, what a better way to become a name in the industry than to connect networks by simply passing on information, “John Yurkschatt passed along your information and mentioned you were seeking to add members to your team.”  “Hi, I received your information from John Yurkschatt, he said you would be a great person to discuss the direction various organizations are headed with their EMR implementations.”  Never be afraid to share information.  Remember, building a networking and becoming a name in the industry does not happen overnight, put in the time and be patient & giving, soon you will have the name you have been seeking.

-John Yurkschatt, Direct Consulting Associates, Project Manager

Five Healthcare Recruiting Trends

Faster IS Better!

Faster is Better!

Obviously I am writing this article from the viewpoint of a recruiter.  Keep in mind, as the recruiter in the middle, I am able to see how the process is being handled from the client and from the candidate.  I have seen several of my clients land big time, game changing candidates because of their ability to commit and make quick, educated decisions.  On the other hand, I am working with clients that tend to move at their own pace.  What I mean by that is, a multi-month process from submittal to interviews to decision making is not out of the norm.  These are not the clients that get the pick of the litter.  The slower clients often get what’s left.

The lifecycle of a candidate varies from industry to industry and position to position.  I am working with candidates that will only take one particular opportunity and are willing to wait to make a decision until option one pans out.  On the other hand, the majority of the consultants I am working with understand their job security is only as secure as their next gig.  When a contractor is coming up on the end of their contract, they will be actively seeking their next.  While some contractors are patient through the process, others will jump at the first offer, thus seeking security.

Here are two quick examples of how time kills or lands talent; I was working with a multi-billion dollar organization that was seeking elite talent. The search I led for this Midwest organization was seeking a game changing CIO.  Within a few days of getting the search, I presented two different candidates to the client, the date was November 9.  I was confident that I had provided two of the best candidates in the market for this role.  November 12 an interview was scheduled, an onsite visit the next week and an additional visit the following week which led to an offer, which was accepted.  This organization will now exceed their 2013 expectations due to their willingness to move promptly when provided the right candidate.

On the other hand, I was working with a client helping support their EMR system.  This particular organization was in the Southeast and was seeking a unique skill set to join their team.  The very same day, November 9, I submitted the candidate who I felt was the best in the industry.  Much like the previous story, this client decided quickly this person was worth interviewing and scheduled an interview within days.  My motivation behind writing this article was that this candidate just received an offer, on January 31.  After numerous conversations over the last three months, the client kept seeking better options than who I provided.  Now that the offer has been made, the candidate has decided to take another offer and this Southeast client is back to their same position as November 9, thus setting the organization even further back.

While the title, “Faster is Better” seems comical, it can often be the primary determinate in whether or not an organization is going to land the talent they are seeking.  My advice to recruiters and candidates is to be sure to have proper communication and have a thorough understanding of processes and what will make a candidate make a decision.  To hiring managers, when you see talent on your desk, move quickly or another organization will.

-John Yurkschatt, DCA Project Manager

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