
You’ve already mastered finding stand-out candidates to fill openings at your health system. But, when your present hires want to advance their careers by stepping into leadership positions, you’ll have to embrace the recruiter mindset yet again. However, this time, you’ll be recruiting from within your organization.
As potential leaders aim to impress you and make a case for their ability to lead, use these tips to help you feel confident about selecting your internal hire.
Know what details to gather from potential leaders
Just as they’d show up prepared for a standard job interview, your ideal interviewee should come to your meeting with important information and materials that back up their experience and eligibility for leadership positions.
Before your meeting, consider reaching out to interviewees being considered and request a condensed resume, cover letter or personal summary that focuses mainly on employment at your present organization. This summary can include:
Prepare potential leaders for the key job differences and responsibilities
When a provider within your organization is inspired to level up and grow as a leader, you want to make sure they’re aware of how their day-to-day and overall job might change. You can do this by being clear about:
Ask questions that reveal leadership potential
During your interview, hopeful leaders will want to not only show you they’re qualified for the job, but they’ll also want you to see they’re ready and willing to take on the additional responsibilities that come with the role.
The questions you ask during these conversations can reveal a lot to interviewees about what to expect, and it can reveal a lot to you about their professional maturity, where their priorities lie and their ability to delegate.
Be sure to ask questions that will give you more context about the candidate’s readiness and understanding of the new position, such as:
Ask potential leaders to share compelling examples of their ability to lead
During the interview, you’ll want to learn more about an individual’s ability to problem solve, unite teams and manage multiple tasks at once - all important qualities of a leader.
Ask candidates to share a few examples of times they’ve acted as a leader in their current role. When they do, ask yourself:
Moving into a position of leadership is a big career step - and it can be a great one if those interested are fully prepared for what the role entails and the level of responsibility that will be expected. The most important thing is to make sure your internal candidates understand the scope of role and how it might change their everyday work duties and dynamics.
As a recruiter, you have an eye for finding the right hires to join your health system. Now, all you have to do is decide which of your hires have what it takes to lead the rest.
Alexandra Cappetta