Understanding the Opportunity

In the years since starting Silver Oak in 1989, we have learned that the single most important factor in the success of a search is the depth to which we understand the opportunity, the leadership and the organization. This requires knowledge that goes beyond the standard job description. We are well practiced at asking in-depth and meaningful questions so that we can more quickly focus on the essential, yet sometimes intangible qualities of the candidate, to make certain that we present candidates that best match your needs. We want to understand the organization’s culture, the specific needs of your staff, along with the current and long-term challenges of the position.

The Search and the Presentation

After gathering the information about the position, we begin by searching our nursing leadership database that we have developed and maintained since 1989. If necessary, we then contact additional associates for their potential candidates and simultaneously initiate a comprehensive search for candidates at a regional and then national level. We focus on finding the most qualified candidates that best match your specific needs.

Our process includes multiple and extensive interviews with potential candidates. We review their qualifications, skills and accomplishments to identify the candidates that most closely matches your needs. At the time we present the candidates to you, we share with you all that we have learned about their background, expectations, and current compensation. We coordinate the scheduling of interviews with each candidate to which you wish to speak.

The First Interview

The first interview is usually a telephone interview. To assist you in judging the potential of the candidate we provide detailed information related to the candidate’s concerns, questions or issues, along with any areas of concern we have surfaced. This enables you to more quickly focus on the key aspects of the candidate and more accurately assess the potential of the candidate for your organization. You will be able to determine whether the candidate is capable of supplying the leadership and knowledge that is needed, and whether the organization can meet the expectations of the candidate for growth and advancement.

The seasoned and well experienced candidate will be interviewing you as much as you are interviewing them. We want you to be fully prepared for that aspect of the discussion.

Post-Interview Follow-up

Following each interview, we conduct an in-depth debriefing of the candidate to assess their level of continued interest in the opportunity. We provide extensive and honest feedback to you and the candidate so that both parties can accurately determine if it is appropriate to continue the process. This is also an opportunity to clarify any information that was not covered in the course of the interview.

Reference Checks

Before a candidate visits your organization, we collect references from their prior leadership team members, peers and subordinates to form a 360-degree evaluation of the candidate’s performance and characteristics. While our reference questions are very comprehensive, we are more than happy to include any of your specific questions. We also encourage you to conduct additional reference checks as you see fit.

The Onsite Interview

We work with the candidate and your organization to coordinate any necessary travel arrangements for onsite interviews. We will advise you of any personal or family concerns of the candidates, such as spouse employment, children&rsquos school needs along with other desired community resources. We encourage you to coordinate the services of a realtor when it is appropriate.

The Offer and Post Offer Process

Our goal is to identify candidates that will accept what your organization can offer, and that no offer extended will be turned down. Our years of experience in upfront salary and benefits negotiations with the candidate, and our extending the offer on your behalf results in a win-win situation, and a positive start for your new employee.

We guide the candidate’s progress from resignation letter, and when applicable, relocation. Even after the official start date, we stay in touch with both you and the candidate to ensure a smooth and successful transition.

We will be celebrating with you when your “candidate of choice” becomes the “newest member of your leadership team!”

The Commitment

Our professional relationship with the healthcare community has been on going since 1989. We believe that listening to and understanding the needs and goals of our clients and candidates is critical to everyone’s success.

In the past seven years, our clients have hired the first and only candidate we presented 78% of the time. Certainly we will not be exactly on target every time, but our goal is for you to have the best candidate in the most timely and successful manner possible.