onsite interview

What’s motivaing your job search? Nicole Barbano, CEO Hunter Ambrose Executive Search firm

pink employment istock .jpgAfter leading Hunter Ambrose for 13 years and recruiting for 20- I’m consistently amazed that people either don’t know what motivates them  to look for a new position or they do and they choose not to be honest about it.

If we subscribe to the Tony Robbins belief that we do things for 2 reasons- To avoid pain or gain pleasure- Then being honest about our motivations, our true, bare, unfiltered motivations, is either incredibly pleasurable because we move towards them and life expands and grows on our planned trajectory or painful because getting there is not going to be a pleasurable process. Typically due to the lack of buy-in from our stakeholders, (partners, kid’s, friends and the like). Or quite often a candidate lacks the  practical and emotional resources needed to launch a successful job search. These include time, money, motivation, strength of character and a drop of over-confident near  narcissism tonic required to embark on a possible round of numerous rejections.

In speaking with thousands of candidates- I know that a job search is motivated by 3 things- Opportunity, Money or Location. 

Opportunity. Candidates who are looking for the next step of career growth- It’s opportunity. They’ll go anywhere, typically with a broad 20k salary range to join the company that they believe in, to do the things that keeps them on their laptop late at night to learn, create and implement. Every organization wants candidates who are driven by opportunity. However many organizations don’t create a culture or a vision to court the Opportunity Driven Candidate. Opportunity candidates are the passive candidates looking for the right position, with leadership who can articulate clear cut objectives and provide resources with  the autonomy required to hit goal.  If a company wants to hire the Opportunity candidate; they need to be an organization worthy of this type of individual. Some of our most successful  placements include CEO’s who wanted to lead hospitals based on mission and providing resources to an ignored population, (quite often the aging, addicted and those with mental health needs). They didn’t care where the position was or what it paid- It was about community, working with an educated and progressive Board of Directors and authentically adding daily value to people’s lives. Or  the nationally recognized wrestling student who just graduated with an Ivy League degree and could DO ANYTHING from law school to the Olympics. Yet  his passion, his desire is to launch his college coaching career with a university that has drive, focus and resources. He doesn’t care where it is, what it pays. His singular motivation is  about creating a program he can feel proud about while leading young men towards goal.

Money. Being about the money is not a rush to judgement from a recruitment standpoint. If a candidate is driven by money for the right reasons- Based on their contributions, I’m all in to have that conversation. However, candidates who are money driven with a Mother Russia mentality, (expecting to be paid based on financial needs of their own choosing and not the delivery of their  results); I have no patience for and neither does a prospective employer. Candidates who say they want to earn more money should be listened to. These are typically the candidates that EARN in spades for their company’s. They are the over-achievers. They know their worth. Money driven candidates know the market and they are EXACTLY the type of candidate you want on your team if you’re in a growth and innovation stage. Money driven candidates are received with open arms by organizations craving people who are smarter than the leadership.  These bright shining stars are hired by corporate America, award winning Critical Access Hospitals to start-ups . Smart hiring teams are  willing  to have a short term relationship with a Money Candidate, confident of amazing results with typically no guarantee they’ll stay beyond the 2 year anniversary.

Location- From caring for elderly parents, to a nostalgic refusal to leaving their home town, to needing to stay in small town America until their 16 year old star Varsity athlete graduates from high school- There a thousand reasonable reasons why candidate’s can’t relocate. Location plays a big role in a job search. Though for candidate’s who refuse to relocate and they’re at the leadership / C-Suite level- Good luck! Because if you’re a CEO of a hospital  or Dean at a University and there are only 10 hospitals / colleges in your community- You’ve got 10 (maybe) job opportunities, unless you’re going to change fields or re-invent yourself. Candidate’s who are frustrated with their job searches are typically the one’s who won’t relocate or can’t motivate  their stakeholders to partner with them for a national job search.The higher you climb the corporate ladder; unless you live in a major city, you’re going to have consider relocating to grow your career.

For candidate’s searching for a new position- Mediate, focus and get honest about what you’re looking for and why. Rank where Opportunity, Money and Location land in relationship to your job search. You’ll know you’ve found an organization or a firm worthy of your time when they’re confident enough in their opportunities and genuinely interested in you to engage in a transparent conversation by asking the question- So….what’s  motivating you to look for a new position today? 

Nicole Barbano, CEO | Hunter Ambrose Executive Search firm 

Who pays for what? Onsite Interview to Relocation

A job search can be an expensive life event. Being prepared will fast-track your job search and prevent any unpleasant financial surprises or embarrassments with your prospective employer. 

The majority of healthcare candidates at Hunter Ambrose relocate a minimum of 500 miles. This requires the candidate to get from Point A to Point B for an interview and if hired, relocate within budget.

Standard Onsite Interview Package | Healthcare Industry 

  • Airfare for candidate only (reimbursed to candidate after the interview) – Hospitals should never purchase an airline ticket for a candidate. If the candidate cancels, the hospital cannot get a refund and typically the candidate is never heard from again.  And, a candidate who can’t pay for an airline ticket is perceived as not being financially responsible. 
  • Airfare for candidate’s spouse- Typically reserved for C-Suite and provider positions (reimbursed to candidate after the interview) 
  • Car rental (reimbursed) 
  • Gas receipts if the airport is more than 50 miles from the hospital (reimbursed) 
  • Lodging for 1-3 nights depending on travel time (hospital will do a direct bill) 

Everything else…Baggage fees, upgrades, parking fees, meals, etc. You’re on your own! 

Standard Relocation Package | Healthcare Industry

  • $2,000 – $15,000 depending upon the position. Any relocation package over 5k is reserved for management and over 10k is reserved for CEO’s and physicians 
  • If you live in LA, Boston or a major metro area and want to relocate 15 miles to save hours in traffic- You will probably be paying for it out of pocket. Hospitals in large cities quite often do not offer relocation, even if the candidate is from out of the area, (unless it’s a C-Suite or provider position).
  • Relocation is based on IRS approved expenses- No you cannot use the relocation money to rent an apartment . 
  • Relocate, submit receipt, get reimbursed within 2 weeks- That’s the drill 
  • If you are moving more than 500 miles or the middle of winter (and your’re not in warm climate) it’s reasonable to ask for a direct bill for a moving company and the hospital pays the movers directly. Anything over the budget, you’re responsible for. Do not ask for your belongings to be packed. That perk ended around 1987 with 3 martini lunches.
  • There is no relocation budget that covers everything. I moved my family to San Francisco a few years ago from San Diego. I downsized, don’t own a piano and my 2 college aged son’s helped load / unload the boxes. Regardless- I could have purchased a used Mercedes for what it cost. Moving is expensive! Have a rummage sale and purge to save time and money. 
  • Get a quote from U Haul and a professional mover before  your onsite. If your offer is skimpy on relocation, have a few facts to justify an increase. 

Pre-Job Search Financial Checkup: 

1. At least $1,000 in cash for plane tickets and miscellaneous expenses for the onsite interview

2. At least $750.00 in available credit for a car rental. As in an actual credit card / not a debit card. 

3. Credit score over 600- This is the baseline to rent an apartment or home in your new city.

4. A minimum of $1,000 – $5,000  cash on hand for miscellaneous expenses such as boxes, storage, moving company overages, car transport, rental deposits, professional license fees, etc. 

5. The absolute understanding that there is no relocation package which covers everything. The average candidate pays for at least 30% of the total relocation costs and the allotted relocation package paid by the hospital picks up the rest. 

When in doubt about who pays for what- Ask your recruiter. It’s perfectly acceptable to withdraw from the interview cycle if you can’t afford to participate. However, it’s better to plan ahead financially and never miss what could be the job of a lifetime.