Core Leadership Competencies

Recruitment & Retention

Establishes and implements candidate-centric faculty talent recruitment and retention strategies and initiatives capable of attracting and retaining transformational talent

Attributes  |  Assessment Questions  |  FAQ  |  Pediatric Insight Content  |  Additional Resources

Pediatric departments/divisions which have developed search execution strategies and skills to enable the recruitment and retention of world-class faculty talent have the following attributes:

• Recruitment processes are candidate-facing (not institutional-facing)
• Established year-round candidate sourcing efforts with protocols for opportunistic hires
• roven track record of success in diverse faculty hiring and established processes that ensure DE&I best practices
• Excellent track record of faculty retention and satisfaction
• Established recruiting process training and education programs for both staff and faculty

Assessment Questions

• Describe aspects of your program’s recruiting practices that ensure commitment to DE&I.
• Outside of advertising and faculty referrals, describe engagement strategies utilized to identify candidates for open faculty positions.
• Describe your strategy when forming a search committee.
• What are established recruiting best practices utilized by your program?
• Would your recruiting process be described as candidate or institutionally oriented? If institutional, how can you modify to become more candidate oriented?
• Is recruiting for outreach practices a challenge for your program?
• What can you learn from your most disappointing recruitment/retention failures?
• What is the most common reason for a voluntary faculty departure in your program?
• What steps have you taken to improve faculty retention?

 

FAQ

What are important charges to a search committee?

A. I always stressed confidentiality for search committee discussions and restraint in reaching out to candidates and their colleagues except for the Committee Chair.

What are important considerations in forming a search committee?
A. It is important to have gender and racial/ethnic diversity and to include relevant stakeholders from outside the department/division, including potentially a community member.

How involved should an incumbent division chief be in the search for their successor?
A. This should be determined by the Department Chair; however, in general, the current chief should be available as a resource for the search committee and to potential candidates with an interview during a recruitment visit.

Should the department Chair ever chair a division chief Search Committee?
A. The chair generally likes to receive options from a search committee to choose the final candidate. Separating the role of the search chair and the department chair offers an advocate for the candidate separate from the final decision. The chair should, however, be involved in the search and evaluation of the candidates throughout the search process.

What do you do if the Dean, Hospital CEO or Department Chair decides against the recommendation of a Search Committee?
A. This is an unfortunate situation and can be avoided in most instances by excellent communication between the executives and search committee chair. Including the institutional leaders in the interview process and valuing their input is important. Ultimately, the leaders who have the final decision must approve or the search then reinitiated.

 

Pediatric Insight® Content

• Academic Funds Flow and Faculty Compensation - A conversation about Academic Funds Flow and Faculty Compensation
• The Final Decision - Succession planning is a critical factor in the long-term success of an academic health department.
• GME Leaders - Succession planning is a critical factor in the long-term success of an academic health department.
• Assessing Candidate Obligations in the Search Process - Succession planning is a critical factor in the long-term success of an academic health department.
• Managing Up – The Art of Building a Competitive Recruitment Package for Top Recruits - Succession planning is a critical factor in the long-term success of an academic health department.
• Navigating the Finalist Visit - Succession planning is a critical factor in the long-term success of an academic health department.
• Family and Partner Considerations During Recruitment of Academic Faculty - Succession planning is a critical factor in the long-term success of an academic health department.
• Strategies for Developing Effective Recruitment Packages – Considering All Stakeholders - Succession planning is a critical factor in the long-term success of an academic health department.
• Social Programming for Candidates - Succession planning is a critical factor in the long-term success of an academic health department.
• Viable Subspecialty Workforce - Succession planning is a critical factor in the long-term success of an academic health department.

 

Additional Resources

Articles

1. Carroll JB, Wolverton M 2004. Who becomes a chair?  In: Gmelch WH, Schuh JH eds. The life cycle of a department Chair. San Francisco Ca.  Josse-Bass.
2.  Grigsby RK, Hefner DS, Souba WW, Kirch DG 2004. The future-oriented department chair. Acad Med, 79:571-577.
3. Rikkers L. 2013. The real job: Recruit, mentor, protect. JAMA Surg 148:515.
4. Ross WE, Huang KHC, Jones GH 2014. Executive onboarding: Ensuring the success of the newly hired department Chair. Acad Med 89:728-733.

Book

1. Mallon WT, Grigsby RK, Barrett M. 2009. Finding Top Talent: How to Search for leaders in academic medicine.  Washington DC: AAMC.