My 4 Key Considerations For The Most Overlooked Part of Hospice Leadership Recruitment

Having worked in hospice leadership recruitment for over two decades, I’ve always found that due diligence is often overlooked by many. However, from my perspective, it is a critical aspect of the recruitment process, often involving a significant amount of work behind the scenes that many may not be aware of.

My overall search process is not just about attracting candidates that clients wouldn’t otherwise have access to, but also about ensuring these candidates are the right fit for the role and the organisation. In this article, I’ve outlined my four key considerations that highlight the importance of due diligence in hospice leadership recruitment.

1. Initial Research

There should always be an enormous amount of initial research involved in due diligence.

We ensure that the candidates we target for a search are experienced, have a strong track record, and a good reputation in the market. This involves using our knowledge and networks within our respective sectors to verify candidates. We seek advice from our contacts, known as ‘sources’, and conduct Internet footprint checks, references, and in the latter stages, qualification and employment date checks.

2. Robust Reference Checks

At Berwick Partners, we are very robust when it comes to references – taking a minimum of three verbal references. It is not unusual to take as many as four, five, or even six references if required. If a company policy prevents us from obtaining a verbal reference, we go to further lengths to obtain satisfactory references. This might involve staying in close contact with the preferred candidate to understand who else we can talk to as a referee, such as previous board members or line reports.

It is important to note that we conduct 360-degree references – talking to various individuals who have worked for, with, and above the candidate to get a comprehensive picture.

3. Qualification Checks

Qualification checks are an important part of our due diligence process, though not standard in the industry. About 90% of our clients require us to conduct these checks, whether for a finance director, clinician, or chief executive. We handle all these checks on behalf of our clients, ensuring there are no delays in the offer process. These checks verify the authenticity of the candidate’s educational and professional qualifications, providing an additional layer of assurance. By conducting thorough qualification checks, we help our clients avoid potential pitfalls associated with fraudulent or exaggerated credentials. This meticulous attention to detail ensures that the candidates presented are genuinely qualified for the roles they are being considered for.

4. Starting Due Diligence Early

From my perspective, due diligence should start from day one. By the time we get to the final interview stage, the decision should be straightforward, with no delays in making an offer. All necessary information is provided to the client as part of the process.

This early start allows us to build a comprehensive profile of each candidate, ensuring that any potential issues are identified and addressed well before the final decision is made. This proactive approach means that clients can be confident in their hiring decisions, knowing that they have all the relevant information at their fingertips. It also helps to streamline the recruitment process, reducing the likelihood of last-minute surprises or delays.

Conclusion

Due diligence is a comprehensive and ongoing process that ensures the right fit for both the candidate and the organisation. From day one, we work to provide all necessary information, making the final decision as straightforward as possible. This thorough approach helps protect and promote our reputation and that of our clients, ensuring a successful outcome for all parties involved.

Our ongoing commitment to due diligence means that we continuously monitor and update our processes to reflect best practices and emerging trends. This dynamic approach allows us to adapt to the evolving needs of our clients and the market, ensuring that our due diligence remains robust and effective. By maintaining high standards and a proactive stance, we help our clients achieve their recruitment goals with confidence and precision.

If you have any questions or need any support finding your Hospice’s next leader, please get in touch with me at sandra.hamovic@berwickpartners.co.uk