The Surprising Numbers Behind Our Hospice Leadership Executive Search Process

Having recruited for the not-for-profit sector for 22 years, with a particular focus on health and social care charities, I have spent the last eight to nine years working nearly exclusively within the hospice sector.

My experience has involved supporting both children’s and adult hospices nationally, with the recruitment of their chief executives and senior leaders within the executive leadership teams. Working closely with boards of trustees, especially when recruiting chief executives, has been a critical part of my role.

This article outlines the numbers involved in each step of the hospice leadership executive search process, providing a clear picture of how candidates are identified, evaluated, and ultimately chosen.

1. Contacting 200 Individuals For 50-80 Applications

The process begins with a proactive search to identify and target relevant candidates for the role. This involves reaching out to a large pool of potential candidates.

For some of the more difficult searches, we might approach as many as 200 individuals, which typically results in receiving between 50 and 80 applications.

This proactive search is very targeted and bespoke, involving conversations with potential candidates to encourage them to apply. We also provide regular feedback to our clients about the market’s reception of the organisation, role and any recurring themes or challenges.

2. Long Listing 10-15 Candidates

After the closing date for applications, we review all submissions and conduct a sift to assess each candidate against the criteria. From the 50-80 applications we receive, we recommend the top 10 to 15 candidates for the long list.

We take away the burden from the client by sifting and reviewing all applications before the long listing meeting. This ensures that only the best candidates are presented for consideration.

3. Short Listing The Final 5-6

Once the long list is agreed upon, each candidate undergoes an interview process. Each candidate on the long list will have an interview lasting about an hour. After this,  typically, five (no more than six) candidates are shortlisted for the final interviews.

These interviews are a combination of competency-based and values-based questions. Each candidate’s interview is documented in a report that provides an overview of their strengths, areas for development, and other relevant details.

4. Final Interviews and Selection

The shortlisted candidates then go through a final interview process, which includes both formal and informal assessments. These interviews are conducted by the recruitment committee, often supported by interview questions and presentation topics provided by us. We help design what an assessment centre should look like, ensuring a robust and thorough evaluation.

I do also advise our clients to include informal meetings with the executive leadership team and other stakeholders to further assess the cultural fit of the candidates. This is something I have always done, and remain confident that it is just as important as the rest of the process – if not more.

5. Candidate Care and Due Diligence

Throughout the process, we provide extensive support to candidates, ensuring they have the best possible experience. Additionally, due diligence is conducted to verify the candidates’ backgrounds. We take a minimum of three verbal references, and it is not unusual to take as many as six, if required.

About 90% of our clients require us to conduct qualification checks, verifying the authenticity of the candidates’ educational and professional qualifications.

We take due diligence seriously, ensuring that all candidates are thoroughly vetted. This includes Internet footprint checks, soft references, and comprehensive reference reports.

Conclusion

The hospice leadership executive search process is comprehensive and involves several stages to ensure the right candidate is selected. From initial outreach to final interviews and due diligence, each step is designed to meticulously evaluate candidates and provide clients with the confidence that they are making informed hiring decisions. By understanding the numbers involved, clients can appreciate the thoroughness and precision of this search process.

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