Discover the recruiting resources available to help you build what you want.
We have built a results-driven recruitment practice that is focused on fulfilling the tripartite Missions of Academic Medical Centers and have established lasting relationships with the most specialized physician leaders who value Medical Education and/or Academic Pursuits along with continued excellence in clinical research and high-quality patient care.
Whether it is a single position or a large-scale staffing initiative, our patented Client Focused Search™ and Market Mastery™ approaches enable us to identify, attract, evaluate and acquire the right candidates with diverse backgrounds for your academic healthcare institution. These approaches allow your institution to gain a competitive advantage, your candidates to advance their careers, and your team to partner with the largest single-site search and recruiting solutions firm in the world.
Recruiting resources available to you:
- Accessible & Mobile-friendly Job Board
- Back-Office Support – Finance & Operations Team
- Benchmarking Market Compensation
- Confidentiality
- Diversity & Ability to Source Diverse Candidates
- Global Network of Offices – Over 160 Offices Across the U.S. and Asia
- In-House Proprietary Database that is Consistently Updated
- Interview & Onboarding Strategy
- Legal – Corporate In-House Counsel
- Marketing Communications w/ NLE & SRA
- Multi-Faceted Comprehensive Sourcing & Communication Strategy
- NLE & SRA Training
- Permanent Placement Services
- Procurement
- Professional Team Assessments via iWorkZone
- Relocation Assistance
- Value-Added Services
- Virtual & On-demand Video Recruitment
Mobile marketing/job alerts (Having a responsive and accessible career portal/job board that translates well to mobile devices is just the first step to reaching your targeted audience.)
Using a wide range of over 500 independent resources, including specialty-specific professional employment sites and member-based associations, our network of affiliated company websites, social media, mobile devices, telemarketing, and personalized letters, 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 the proposed and future positions in various areas of expertise. We put all the pieces together for our clients, tailoring our approach to their specific needs and thus, creating campaigns that are strategic, cost-effective, and consistently successful. We actively engage with diverse UME and GME clinical leaders, healthcare administrators, underrepresented academic physician groups and providers, 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 associations with an outreach targeting women and underrepresented minority candidates in academic healthcare.
- Email marketing platforms, including customized broadcast emails and directly personalized letter campaigns with a Call-to-Action.
- Media placement/thought leadership.
- Advertising on specialty-specific professional membership associations and academic journals.
- Academic conference/meeting attendance (i.e., AAMC Annual Meeting and AACOM Annual Conferences, among others.)
- Direct contact with candidates via teleconference and video conference outreach (We make over 400 outbound connections 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 disciplines that is consistently updated, maintained, and growing.
- Affiliated U.S. based company network of over 124 independently-owned executive search firms assisting well over 2,000 clients in 30+ countries.
- Mobile marketing/job alerts (Having a responsive and accessible career portal/job board that translates well to mobile devices is just the first step to reaching your targeted audience.)
- Local market acquisition/development of academic, administrative, 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.
- Among others.
This strategic outreach allows academic medical professionals, with various demographic backgrounds, to access our practice opportunity information and connect directly with our recruiters in real time. By continually targeting experienced faculty at all levels and disciplines, we provide access to quality academic physician leaders and faculty year-round. Our approach is systematically targeted, highly visible and brand recognizable with analytics measuring frequency, scalability, and rate-of-return.
At KBIC, we understand the sensitive nature of executive search and make every effort to ensure the privacy of both our clients and candidates is protected throughout the entire search process. Below are a few guidelines we follow to ensure confidentiality with your institution and qualified, prospective candidates throughout the search process:
- KBIC affirms that we will provide confidentiality throughout the screening and hiring process at all times.
- KBIC will protect the confidentiality of all candidates and all application materials.
- KBIC will protect the confidentiality of your Search Committee’s deliberations and discussions regarding candidates and recommendations of finalists.
- KBIC will refer any general external requests for information from friends, colleagues, and associates to your Chief Human Resources Officer.
- All candidate information/search materials are provided via a secure, password-protected webpage that is shared only with the identified point-of-contact at your institution. It is then up to you to provide access to Search Committee members and appointed hiring officials as they deem appropriate. The Client Secure Search Page is accessible to your Search Committee 24-hours per day.
- All publicly posted advertisements and marketing materials must be pre-approved by your Search Committee prior to being released.
- The Position/Prospectus Profile (Position Description) can be used as part of our marketing approach and promotions, and is not publicly posted. It is only sent to select individuals who have expressed interest and undergone the pre-screening process.
- When possible, we contact prospective candidates via their personal telephone numbers instead of contacting them at their current place of employment.
- When contacting candidates, we do not provide the institution name until there is an established level of interest, typically during the second conversation.
- Your Search Committee member names are not shared with candidates until appropriate.
- Candidate references are not contacted until they have passed the initial interview stage and have been narrowed to a short list.
- Under no circumstance do we share candidate lists or the names of finalists with anyone. When following up on referrals, we ask permission before sharing the name of the person providing the referral.
- KBIC will never proactively recruit any individual hired by your institution as a result of our search efforts on your behalf.
As part of our standard process, we look for opportunities to market academic healthcare and permanent physician positions, as well as to identify and recruit talented minorities and underrepresented populations in each search. Due to our success, we have expanded relationships and contacts in numerous diversity-focused communities, and we are persistent in our efforts to proactively identify and cultivate qualified, diverse talent. In addition, we suggest advertising in professional academic publications, professional associations, journals, and online resources that target diverse academic medical professionals at the rank or level associated with the position.
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 underrepresented professionals in medicine as the candidates of choice. We credit this achievement to a number of factors:
- The thorough, comprehensive nature of our prospect and candidate databases that is continuously updated to include the names/contacts of all viable candidates within a given specialty. Knowledge of networks, resources, societies, associations, opinion leaders, speakers, Listservs, databases, social media, and publications that represent or support the targeted group. Our proprietary databases allow us to develop, within a 5% margin, the number of candidates that are even eligible for the role to ensure we consider all qualified prospects.
- Our cultivated relationships. Identify key opinion leaders and diverse referrals within the community, government, and school institution.
- Intentional advertising. We will work with your Search Committee of stakeholders to develop a thorough, deliberate advertising strategy that targets the non-traditional candidates you hope to evaluate. We are intentional about publicizing your opening, on a national scale, in professional publications, associations, journals, websites, and other appropriate media outlets that target diverse populations.
- Other diversity-oriented and discipline-focused platforms will be sought out in specific areas once the nature of each search is known.
- When possible, KBIC will identify and directly send targeted mail marketing specifically to both female-only populations and minority underrepresented populations, separately.
- In other words, we do not wait for prospects to come to us; we reach out via various digital platforms to broadcast the opportunity and make a concerted effort to canvas the full market before narrowing candidates to a short list.
As each search consultant has “Market Master” expertise, the Kaye/Bassman Academic Medicine & Leadership Practice has developed complete proprietary databases for our unique niches. Our extensive network of contacts and our robust database contains over 450,000 contacts in various areas of specialization, representing local, regional, national health systems, community health clinics and health sciences centers, governmental medical facilities, nationally-recognized academic medical centers, teaching hospitals, and major institutions of higher education, etc. that are continuously updated. We have an active candidate pool and have the flexibility and scalability to target diverse candidates from across the nation.
At the conclusion of a search, we will provide your Recruitment Team with a complete recruitment file that includes the candidate list, candidate voluntary demographic information, interview notes, videos, emails, assessment criteria, scoring, selection tests, references, letters, and any other materials collected. In accordance with State record retention policies, all documents must be maintained for three (3) years. All personally identifying information will be uploaded to a password protected website or transmitted via encrypted email.
Prior to the successful candidate’s start date, during the early phase of employment, and for months after the candidate’s date of hire, it is essential to follow-up with both your institution and the selected candidate to ensure a successful transition and acclimation to the role. The first 60-90 days can establish the groundwork for success. We consult throughout the process and make sure goals are confirmed for the first several months of employment, establish a mentoring or training process as necessary, and make every effort to help create a long-term match for both parties. We also adhere to the onboarding process, integrating the new hire into the organization and its culture. As previously mentioned, we will also follow-up with unsuccessful candidates to ensure that your institution is represented professionally.
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.
Relocation Services – To provide the lowest possible price for the client to relocate the candidate.
Our array of services includes personality, behavioral, evaluation, and communication assessment tools, as well as behavioral-based interviewing techniques to maximize cultural alignment. At your request, KBIC has successfully used iWorkZone’s Professional Talent Management & Behavioral Assessment Solutions, as well as communication profile analyses based on Drake P3 and DISC assessment tests to ensure the right fit. These assessment tools assist us in identifying candidates that will thrive in your particular environment and increase the likelihood of a long-term match for both parties, which is evidenced by the fact that over 93% of the candidates we have placed over the past three (3) years are still serving in their current roles.
- Behavioral Assessments – Behavioral assessment tools, iWorkZone Talent Wiring™, will help your institution gain clear insight on your employees at every level by matching their internal wiring and skills to the talent pattern of a certain position, ultimately ensuring a long-term, cultural fit.
- Communication Survey – Based on the Drake P3 communication survey, institutions can benchmark individual candidates’ communication style to ensure a better fit into the department culture or help determine potential leadership strengths and weaknesses.
Kaye/Bassman uses technology to facilitate searches in cost-effective ways.
- We utilize PC Recruiter (PCR), a web-based candidate tracking software that enables each candidate and every position to be tracked from the beginning to the end of the search process. Reports can be generated, identifying the number of presentations, interested and objected responses. It will also allow for any EEOC requirements as well.
- Additionally, KBIC conducts many search meetings with clients via video conferencing. Further, many clients use video conferencing as a vehicle for round one of interviews. This can be a significant cost savings to our clients. We also have the capability to relay information, including candidate files, electronically through a secured, shared-access webpage, which allows committee members to access search materials easily and quickly.
- Kaye/Bassman has a disaster recovery plan. All data and snapshots are backed up on a daily basis with versioning and is transferred to tape for storage offsite. Financial information is stored electronically offsite using high grade encryption and is backed up anytime the data is changed along with versioning. Critical servers are virtual machines which contain snapshots of the server for quick recovery and redundancy. These steps have been taken to ensure minimal loss and interruption, and are secured for protection.
With over 100 offices worldwide, we have the ability to provide our owners, staff, clients, and candidates with access to the latest tools, technologies, training, and support. Our affiliations with our family of companies (Sanford Rose Associates, Next Level Exchange, and Next Level Marketing Communications) provide a unique foundation that does not exist anywhere else in the search industry today.
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: www.nextlevelexchange.com
Additional tools and services offered at no additional cost:
- Live or on-demand Video Interviewing/videoconferencing
- Flexible Staffing Alternatives
- Webinar Training for Executive Recruitment and Hiring Manager(s) and stakeholders
- Access to Online Repository of Resources designed to assist college and university Executive Recruitment and Hiring Manager(s) in achieving their search goals
- Quality Assurance – We measure success through hands-on evaluations in the form of client interviews and surveys to be sure our services are achieving at the highest possible levels. Additionally, our bi-weekly client updates are a key aspect of our service and support philosophy by soliciting feedback from the client in a proactive manner. To ensure a more formal feedback opportunity, Kaye/Bassman sends a client satisfaction survey with each billing during the process. Finally, we follow up six (6) months to one year after placement to ensure every client is happy and satisfied with the candidate’s performance and cultural fit, and to confirm with the candidate that he or she is happy as well.
- Customer/client satisfaction surveys, as previously mentioned, are typically sent to clients along with billings. According to the most recent survey responses conducted this year, approximately 97.3% of past clients say they would use our search firm services/partner with us again.
- Benchmarking of Market Compensation – When starting each search, we discuss the opportunity, responsibilities, supply and demand for the particular expertise, and consult on compensation. We speak to hundreds of candidates daily and gain valuable information on offers and what it would take to recruit excellent faculty and talent. This market penetration allows us to identify the most qualified candidates available at that time. We routinely provide market data to our clients through market surveys, competitive benchmarking, actual salaries from public records, and our own up-to-date data.
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. We offer video screening and interviewing tools to accommodate the client’s schedule, expedite the process, and reduce costs on travel. By using interviewing/video screening tools (included in our price), candidates can be evaluated before going to the expense of bringing them out for an on-site visit at your institution. Additionally, these recordings can be used by the search committee members to review candidates on their own time versus trying to get everyone’s schedules to match, saving additional time and money.
Video Interviewing/videoconferencing Tools
- Live or on-demand video interviewing
- Access provided via secure web link
- Fully customized question development (i.e. multiple-choice, ranking, essay, etc.)
- Segmented by question for quick viewing of specific information
- Mobile-friendly
- Screen sharing, document uploading, commenting, and rating capability
- Significantly more cost-effective than face-to-face interviews
- Provided at no additional cost