Expertise to pinpoint and procure highly specialized academic physicians

Regardless of the size of a candidate pool, Kaye/Bassman has both the infrastructure and expertise to pinpoint and procure even the most specialized academic physicians. At the outset of each executive search, we deploy robust and up-to-date candidate databases which comply specifically to the required parameters of any given role.

Whether it is a single position or large-scale staffing initiative, our patented Client Focused Search™ and Market Mastery™ approaches enable us to identify, attract, evaluate, and acquire the right candidates for your institution. We will work closely with your Search Committee of stakeholders to develop and present an appropriate recruitment strategy, which will be performed by utilizing our trademarked “Client-Focused Search” approach as shown below.

Kaye/Bassman is recognized as one of the top search firms due to the use of our trademarked Client-Focused Search™ and Market Mastery™ methodology. As market masters, every search consultant working on your search will have expertise and market knowledge in the specialty and level of position they are recruiting. They retain hands-on ownership of each search, and they are highly visible, easily reachable, and personally accountable throughout every step of the executive search process. Our client and market focus are incorporated into every step we take in the search process, enabling us to identify, attract, evaluate, and hire the right candidates to fill the hard-to-fill, high volume positions.

Since its inception in 1981, Kaye/Bassman has continuously evolved to meet the growing and changing needs of its clients. Our trademarked “Client-Focused Search” approach is based on the following four pillars:

  • Specialization – Our focus and commitment to supporting the academic missions, visions, and values of health systems, academic medical centers, and their affiliated teaching hospitals has provided us with knowledge of the research, teaching, and clinical aspirations of the academic physician at all levels, as well as the professional goals of the academic healthcare leader/executive at all levels. As such, our expertise extends deeply into the strategies, initiatives, and operations of major medical schools, teaching hospitals, health sciences centers, health systems, as well as the traditional and non-traditional institutions of higher learning throughout North America and the leaders who are driving those academic programs.
  • Flexible Approach – We customize our process, relationship, and terms around your unique This approach allows our team’s continued success at recruiting leadership, senior administrative, clinical, research, academic healthcare leaders, and faculty within academic medical centers and hospital communities nationally. Each search is designed to ensure a national pool of qualified, diverse candidates and a targeted message that will meet the needs identified by your team’s key leadership and Search Committee of stakeholders. With this approach, we are also able to source for a variety of skillsets and quantifiable qualities needed to fill key roles in specialized areas.
  • Array of Services – Our array of services includes personality, behavioral, evaluation and communication assessment tools to maximize cultural alignment, benchmarking of market compensation, behavioral based interviewing techniques based on needs, video interviewing and marketing messaging, retention best practices, and training with our subsidiary, Next Level Exchange: nextlevelexchange.com
  • Track Record – We have a track record of success in building departments and recruiting faculty and leadership to what some may consider geographically remote locations. In addition, repeat clients account for approximately 97% of our business each year. Because of our success, we have been asked to conduct additional searches in departments where previous firms were unsuccessful. With local knowledge and a global reach, we leverage our network of resources to provide search solutions to businesses that need to lead in their markets.Our demonstrated ability to conduct nationwide searches has enabled our practices to boast a 99% completion rate, assuming the client does not place a search on hold or cancel. And, a 98% candidate acceptance rate.

In addition, every search Kaye/Bassman conducts consists of four facets that can be broadened or narrowed based on the client’s specific wants and needs:

  • Identification – We develop a comprehensive research and search plan that guides the search process and identification of the most viable candidates.
  • Attraction – We create a powerful presentation to attract the best and brightest while promoting your institution.
  • Evaluation – We conduct in-depth interviews and provide you with comprehensive evaluations on the most viable candidates.
  • Acquisition – We assist in creating the right offer to land the top candidate in addition to ensuring a smooth transition from resignation through start date, as well as long-term employee retention.

Kaye/Bassman project leaders will coordinate with you on communication strategies and will be able to provide advice on cost-effective ways to conduct a high-quality search. Kaye/Bassman’s authorized project lead will be available 24-hours per day for contact by your institution and well-qualified candidates for every search. All forms of communication (email, phone, etc.) will be directed to KBIC project lead who will respond within at least 24-hours.

  • We establish clear, confidential, and timely lines of communication with your Search/Hiring Committee of stakeholders to gain agreement on the candidate interviewing, decision-making, and hiring process for each search. A weekly or bi-weekly meeting with your Search/Hiring Committee or Search/Hiring Committee Chair has proven to be another effective tool in moving the process forward in a timely manner. We adjust our reporting method and frequency to accommodate client preferences; status reports are provided on a weekly or bi-weekly basis.
  • We establish weekly calls and will provide you with real-time online, secure access to search progress. This ensures timely decision-making and quick response to candidates to confirm company interest and enthusiasm and a clear process toward candidate hire. .
  • We will keep in touch with strong prospects during the search process. We affirm that our communication/marketing plan will include clear and confidential candidate notifications throughout the entire search. We will also assist in maintaining confidential communication with potential candidates to cultivate interest in the positions, as well as to keep candidates apprised of the search process and timelines.
  • Pre-and-post preparation for both client and candidate are vital. We provide the candidate with sufficient information to make an informed decision about the opportunity. We also educate our clients, encouraging interviewers to be consistent in their responses and preparing them to address the issues that are most important to each candidate. Our post-placement process includes calls to both the new hire and hiring authority at the end of the first full week of employment, the end of the first ninety (90) days, and at the ten (10) month mark.
  • Frequent, open communication between your institution and KBIC’s lead consultant is necessary to ensure a consensus on your institutional needs and objectives, search strategy, screening criteria, and desired outcomes. Keeping these lines of communication open on both ends makes for a more thorough and targeted search process that can be implemented more efficiently.
  • Because needs and objectives can shift during the course of the search process, it is vital to remain flexible enough to switch course and adjust when necessary.

The demand for and availability of top talent in today’s market requires active engagement of passive candidates and a keen understanding of the motivators for each candidate. While each step in the search process is critical, our approach to candidate identification is one that separates us from our competitors. Since we are particularly attuned to the ever-changing healthcare landscape, we can create an extensive plan customized for the search utilizing a list of target organizations, including our proprietary databases, internet resources, governmental agencies, AAMC and/or AACOM member institutions, and other state-of-the-art tools and technologies in this initial phase.

We have worked very diligently within the Academic Physician & Executive Leadership Practice to build a comprehensive database of over 450,000 sources for executive and professional level academic healthcare leadership and faculty representing local, regional, and national institutions that is continuously updated and includes the contacts of all targeted medical specialists at all levels and disciplines.

Because of our extensive network of contacts and robust database, we can isolate specific medical professionals with a variety of skillsets from specific institutions. We have an active candidate pool in every region in the U.S. and have the flexibility and scalability to target candidates by school/institution, state, region, and coast. Additionally, we will evaluate the competitive strengths and weaknesses of the national market for the position opening(s).

Prior to presenting prospects, members of your institution will initially meet with the authorized project leader from our search firm to outline your specific search requirements, institutional priorities, timelines, and future organizational strategy. We also get a thorough understanding of the mission and to get an idea of the culture of your academic health center. We will then begin a more thorough analysis of your institution, identifying key opportunities for the new medical professionals, and defining an ideal candidate profile that fits into your culture and organizational structure. Often this stage includes meeting key stakeholders/leaders from your institution.

Following this process, we will complete a deep analysis of the national market and create a compelling job profile for the open opportunity. The market analysis will outline the competitive environment and influence the type of prospects we will target. This process often includes a team of highly skilled researchers and results in a document that will be referenced throughout the search process. We call this document The Position Description/Position or Prospectus Profile. This document will contain detailed information about the role, responsibilities, the hiring institution, and key opportunities presented by the position and will outline career and educational requirements.

With this information and understanding, we are able to jointly develop a dynamic recruitment strategy that is calibrated throughout the process to ensure prospects presented are in line with your institution’s goals, mission, vision, values, key issues, and challenges while providing a diverse set of well-qualified medical candidates, including non-traditional candidates. We adjust the strategy based on weekly status reports, conference calls, meetings, and updates from the Committee and your leadership.

Database & Multi-Faceted Comprehensive Sourcing Strategy

The realities of recruiting in today’s market require multi-faceted sourcing strategies; searching for talent is no longer one dimensional. Top candidates want to be captivated and nurtured and feel a strong connection with their next employer. This is where Kaye/Bassman comes in.

As each search consultant has “Market Master” expertise, the Kaye/Bassman Academic Medicine Practice has developed complete proprietary databases for our unique niches. Because our extensive network of contacts and robust database are continuously updated, we have an active candidate pool and have the flexibility and scalability to target diverse candidates from across the nation.

Using a wide range of over 500 independent resources, Kaye/Bassman has established by far the most robust candidate sourcing system in the industry.

Kaye/Bassman will partner with you to determine the best mix of sourcing strategies required for present and future positions. We put all the pieces together for your institution, tailoring our approach to your specific needs and thus, creating campaigns that are strategic, cost-effective, and consistently successful. We actively engage with academic executives, underrepresented academic physician groups, graduating residents, fellows, and passive candidates, in various functions, through:

  • Social media network management and outreach.
  • Online venues including professional member-based organizations and job boards, academic healthcare networks, and ethnic medical associations with an outreach targeting women and underrepresented minorities.
  • Unlimited advertising (As an active member of many specialty-specific professional membership associations and academic journals, we have access to unlimited advertisement opportunities on exclusive career centers.)
  • Academic conference/meeting attendance (i.e. AAMC and AACOM Annual Conferences, etc.). Did you know? Many of these specialty-specific medical associations will sell the attendees list from their meetings and conventions.
  • Direct contact with candidates via telephone outreach (We make over 400 outbound calls each week and talk with an average of 75 potential candidates each week.)
  • In-house database of over 450,000 contacts at all levels and specialties.
  • Affiliated company network of independently-owned executive search firms assisting well over 2,000 clients in 30+ countries.
  • Mobile marketing/job alerts (Having a responsive career portal that translates well to mobile devices is just the first step to reaching your targeted audience.) Did you know? Approximately 78% of Millennials apply for jobs on their mobile devices.
  • Email marketing platforms, including customized broadcast emails and directly personalized letter campaigns with a Call-to-Action.
  • Media placement/thought leadership.
  • Local market acquisition/development clinical and research professionals.
  • Cultivated relationships/Identify key opinion leaders and diverse referrals within the community, government, and client institution through our commitment to supporting workforce diversity. Did you know? Our commitment to developing a diverse and inclusive candidate pool is evidenced by the fact that over 86% of searches conducted within the last four (4) years have resulted in the placement of women and ethnic minorities as the candidates of choice.
  • In addition, our connection to the AASCU Millennium Leadership Institute gives you access to diverse talent in higher education and academic healthcare leadership roles, including members of the LGBT community. We also explore diverse skillsets that can translate to clinical and administrative leadership roles, such as candidates who have served in the military and elected officials.

This strategic outreach allows academic professionals to access your opportunity information and connect directly with our recruiters in real time. By continually targeting experienced faculty at all levels, we provide access to quality academic physician leaders year-round. Our approach is systematically targeted, highly visible and brand recognizable with analytics measuring frequency, scalability, and rate-of-return.

Candidates will be screened on more than just their skills; they will also be qualified based on experience, chemistry, and motivation. We collaborate with your Search Committee to create a search grid and candidate evaluation/screening materials that will assist in narrowing the candidate pool. Depending on the specific role and your preferences, we may contact hundreds of prospects (via virtual/telephone/in person) before identifying a suitable quantity of quality prospects for pre-qualification that represent a diverse candidate pool of your preference. Kaye/Bassman will pre-screen all candidates telephonically before presenting their information officially to your Search Committee.

Below shows how we will provide uniform and objective evaluations/screening of all potential candidates, both internal and external to your institution:

  • We establish a partnership arrangement that includes gaining a consensus on candidate qualifications and performance objectives, which enables us to develop screening tools that thoroughly and fairly evaluate candidates.
    • You will have detailed information to inform your decision-making at each step of the recruitment process, which includes candidate motivators, barriers, and what it would take to successfully recruit a candidate. Candidates are fully evaluated and provided detailed information so that expectations are managed and interview time with your institution is productive.
  • Conduct basic reference and background checking, and present the short list to your institution for review.
    Before any candidate is presented, we will conduct basic background check and qualification verification. Provided there are no problems, the short list will be presented to your Search Committee for analysis. If there are any problems, we will provide you with a thorough analysis and our thoughts about the concerns.
  • Narrow to three to five candidates and perform thorough reference checking.
    Following meetings at the previous stage, your Search Committee will work with our Project Leader to narrow the candidate short list to just three (3) to five (5) potential finalists. At this stage we will begin thorough reference checks and credential verification and provide final thoughts on the strengths and weaknesses of each candidate.
  • Each candidate presented to the Search Committee will be accompanied by an in-depth assessment of their qualifications, career objectives, motivators, and leadership accomplishments, including specific screening questions we jointly develop with your team. We will keep in touch with strong prospects during the search process.
  • We screen for any “red flags” or potential barriers that might impede a candidate’s move, including spousal work concerns, relocation, compensation, other family considerations, and timeframe for making a change.
  • In this phase, we will verify the educational histories and background profiles of the semi-finalists/finalists for each position, and will suggest any recommended additional background investigation for completion. We establish a defined reference checking process based on your preferences to include details on timing required for in-depth professional reference, background checks, and credential verification as well as who will conduct them. Preliminary references are routinely incorporated to assist your Search Committee in narrowing the candidate pool. Additionally, we will comply with the Fair Credit Reporting Act and other applicable laws and regulations.
  • Commitment to continuous sourcing of talent until completion. We will continue to contact as many candidates as is required to identify an optimal choice.
  • We evaluate all candidates – internal and external – in the same thoughtful, comprehensive way. We treat each candidate professionally, and with dignity and respect. We treat internal candidates with sensitivity, tact, and objectivity.
  • Because needs and objectives can shift during the course of the search process, it is vital to remain flexible enough to switch course and make adjustments when necessary. We adjust the strategy based on routine status reports, conference calls, meetings, and updates from your Committee and executive leadership. Because of our willingness to be flexible and implement necessary changes, we can create a dynamic recruiting and communication strategy that is calibrated throughout the process to ensure candidates presented are in line with your goals while providing a diverse set of highly-qualified candidates. 
  • Consistent with our approach to partnering with our clients, we believe that the value that we bring to you and the fees paid to our firm should be tied to deliverables received. At no additional cost, we can offer video screening and interviewing tools to accommodate your schedule, expedite the process, and reduce costs on travel. By using virtual interviewing or video screening tools (included in our price), candidates can be evaluated before going to the expense of bringing them out for a visit. Additionally, these recordings can be used by the Search Committee to review candidates on their own time versus trying to get everyone’s schedules to match, saving additional time and money.

Recruitment Process:
Videos for Candidates

These videos, as part of the Kaye/Bassman search process, will help to ensure you have an effective process in your next career move. Your Search Consultant is always available as a resource throughout this process.

Effective Resume Prep Video

This 5-minute video will help you create an effective resume. A great resume won’t land you your next position, but it could cost you the opportunity to even be considered! This video will help make resume preparation a less daunting task, and provide some tips for format and content to help get you started.

Interview Prep Video

This 10-minute video will help to ensure you have an effective interview. 
These best practices are all designed to keep the decision resting with you for next steps!

Resignation Prep Video

This 12-minute video will help you create a smooth resignation process. We are pleased to offer this video to our clients and candidates and is part of our search process. Our recruiters are always available as a resource to you.

Your First 30 Days

Prior to your start date, review this video designed to accelerate your on boarding process and quickly establish rapport and credibility. We are pleased to offer this video to our clients and candidates and is part of our search process. Our recruiters are always available as a resource to you.

Recruitment Process:
Videos for Employers

These videos, a part of the Kaye/Bassman Search Process, will assist with ensuring an accurate and long-term match between your organizational objectives and our candidate’s career goals. Your Search Consultant is always available as a resource throughout this process.

For Clients – Winning the War for Talent Video

To secure and retain top talent in your organization, review these specific tips for successful candidate attraction. We are is pleased to offer this video to our clients and candidates and is a part of our search process. Our recruiters are always available as a resource to you.

For Clients – Client Interview Prep Video

This video provides quick tips for hiring managers to ensure an effective candidate interview. We are pleased to offer this video to our clients and candidates and is part of our search process. Our recruiters are always available as a resource to you.

For Clients – Successful Candidate Onboarding Video

To secure and retain top talent in your organization, review these specific tips for successful candidate on boarding. We are pleased to offer this video to our clients and candidates and is a part of our search process. Our recruiters are always available as a resource to you.

For Clients – Components of Relocation

As your recruiter, we will walk through each step of this with both you and a prospective hire, but this video can be shared with others on the team involved in the hiring process so they also understand the granular details of relocation.