What search committees want
By J. Larry Tyler, FACHE, FHFMA, CMPE, Master Career Coach for Senior Players
In your career transition, you will come across many job opportunities, and an idea of what search committees are looking for can help you discern which positions are a potential fit for your experience, skills, and career ambitions. Thankfully, figuring out what search committees want isn’t rocket science. In my experience working with search committees, here are the things they are looking for:
1. Candidates that meet at least 80% of the specs
When an organization puts a spec sheet together, it’s a wish list. Generally, they know they will have to settle on some points. In fact, if someone were to meet 100% of the position requirements, that person usually doesn’t want the job because they’re looking for something more that will allow them to expand their skills. Experience tends to be the area where most search committees are willing to be flexible. For example, if an organization is looking for a COO for a 500-bed hospital, a search committee will interview a CEO of a 250-bed hospital, a COO of a similarly sized hospital in a larger market, or a VP of Operations from an 800-bed hospital.
Education is a more minor component in a search committee’s consideration. In my view, while a specific field of study is not necessarily required, if you don’t have a Master’s degree, you have a notch against you. However, a doctorate, though becoming more common among healthcare executives, doesn’t necessarily give you a step up in today’s job market.
Ultimately, search committees are looking at a totality of the candidate’s qualifications. Just because the job description doesn’t match your experience doesn’t mean you shouldn’t throw your hat in the ring. Organizations recruit based on experience, but hire based on behavioral competencies and cultural fit.
2. A good understanding of the organization and its business
Nowadays, there is so much information available to job candidates. Not only do you have to be more prepared than you used to be going into an interview, but you have to be more prepared than anyone else interviewing for the position. You should never ask about an organization’s revenue in an interview. You should already know that number. I just participated in a search committee meeting where every single candidate knew our business cold. They had looked at the strategic plan and financial documents, and had even talked to the CFO. There is a wealth of information at your fingertips, and you need to do your homework more thoroughly than you have in past job interviews.
3. Connection with the individual committee members