Executive Search Steps

Site Visit

We will coordinate an onsite visit to conduct interviews with the search committee and other key individuals with whom the successful executive will interact. At the conclusion of our time together, we will review the results of our conversations, provide guidance and set dates for future meetings to update your on our progress.

Client Profile and Candidate Attributes

We will prepare a profile reflecting our perspective as a result of the site visit, the community, the position, and the desired attributes for the prospective executive, as well as the key operational, strategic, financial, and personal challenges the successful candidate will need to address. Your input and approval will be solicited in finalizing this key document, which is very important to the process in that it:

• clarifies the information obtained on the site visit;
• serves as a marketing instrument, which is shared with potential qualified candidates;
• provides insights into the strategic challenges facing the potential candidates, and
• serves as a frame of reference for evaluating candidates as the process progresses.

Recruiting and Sourcing

Based on specifications, we will devise a recruitment plan to attract excellent, qualified candidates.  We pride ourselves on our comprehensive recruiting process. Our senior research associates recruit nationally, based on referrals, direct contact with potential candidates, and centers of influence. Typically our candidate sourcing process includes some or all of the following:

• Discussions with key members of the client organization who, our experience has shown, have excellent recommendations. They know individuals from collegial relationships, professional societies, conferences, publications, and by reputation. We will encourage and accept these referrals/leads throughout the search process.
• Database review and contact with potential candidates and sources from related prior searches.
• Targeted cold calling/networking.
• Targeted mailing/requests for referral.
• Advertising and web posting on sites such as ACHE, HFMA, AAIDS, IFD/AHA Diversity Connection, AHHE, AONE, ACPE, etc.

Candidates recruited by our consultants and researchers are screened to identify those who

best fit the specifications and will most interest you. At your discretion, internal candidates will be handled via the same process as qualified external candidates. 

Diversity and Inclusion

Nagle & Associates is committed to providing equal employment opportunities to candidates and employees without regard to race, religion, creed, age, sex, height, weight, marital status, disability unrelated to an individual’s ability to perform adequately, national origin citizenship, ancestry, or any other characteristic protected by law.

Candidate Interviews

After the initial review of potential candidates, we will personally interview all selected candidates and check their preliminary references. During the personal interview, we ascertain the candidate’s character, management style, interpersonal skills, goals and other factors that would affect the potential match with your organization. For each specific search, we tailor selected interview questions so they are germane to operating and organizational circumstance. The final candidate dossiers include the curriculum vitae/resumes, comprehensive interview summary, information from the personality value and leadership assessment tools administered, information acquired through reference checks, verification of academic degrees, and additional background due diligence investigation. You will be pleased with the thoroughness of our candidate dossiers.  During the course of our process, we personally contact the spouses/significant others of our final candidates to ensure they and by extension, the family, are on board with a potential move. This also allows us to help our clients tailor the eventual follow up interview visits to best suit individual family needs.

Senior Leadership Personality and Management Inventory Assessment

We will administer state-of-the-art assessment tools, such as the Birkman Profile and the Hogan Personality Inventory to well-qualified candidates. The results will be interpreted by our Executive Coach. Different components of the assessments yield an in-depth evaluation of leadership competencies, potential career derailers, and individual values. They outline an individual’s day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations; predict potential career-derailing behaviors that can be the result of high stress or challenging work situations; and explores a person’s core values and goals, which ultimately dictate a leader’s emphasis on working with others and the type of environment a leader will create. The assessments predict individual fit with a career, team, and organization. They also provide guidance on how to quickly become effective at providing guidance to and managing the chosen executive. The assessment tools we utilize are both valid and interpretable.

Client Interviews

• We will work with you to schedule interviews on site.
• We can work with you to prepare interview questions (if desired).
• Follow up interviews usually take place over a two?day period and are scheduled with the remaining candidates, who are accompanied by their spouses.

Negotiation and Conclusion

Typically, the final negotiations are anticlimactic. Our search process is designed to recruit leaders who are eager about the position. We work diligently and expeditiously with you to avoid prolonged negotiations.

Executive Coaching and Follow?Up

Our Executive Coach will work with the newly hired executive to effectively facilitate the individual’s assimilation into the culture quickly. Through this process, the newly hired executive will be able to:

• understand the expectations of the new position and the most effective means of communicating with the different key stakeholders who have a vested interest in the success of the organization, including the Board members, physician leadership, and the management team;
• assimilate the new culture quickly
• develop a 90?day action plan that addresses staff capabilities, organizational challenges, and personal needs;
• lead the organization effectively within their full range of responsibility, and receive ongoing objective feedback to goals.