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Attracting healthcare executives

By 11 July 2016October 29th, 2020CEO Blog | Knowledge Page
CEO blog Ccentric

Attracting healthcare executives

How to create a culture that attracts the best and brightest healthcare executives

Healthcare is undergoing a rapid transformation in terms of how and where care is delivered, who is providing those services and how that care is financed. This means the right senior talent are an invaluable resource in successfully directing their teams through profound change while also making a significant contribution to improving the wellbeing of the communities their organisations serve.

At Ccentric, we’ve conducted research* to gain valuable insights into what motivates executives and what they are looking for in an ideal role.

Our data suggests that they are driven by the opportunity to work in a challenging role (17 per cent) and make a difference in the work they do (12 per cent). Half of respondents also felt that exciting challenges were essential followed by autonomy (47 per cent).

In addition, executives felt belonging to an organisation that is supportive and caring of staff was the most important factor when considering an ideal employer, whereas employers rated someone who is an industry leader as the most important trait. Working for a company with a ‘good culture’ (44.5 per cent) also rated high amongst executives.

Interestingly, significant gender differences were found in views expressed over what constitutes an ideal employer. For example, executive men felt opportunities for promotion were not as important when compared to the views of executive women.

This is not surprising given the disparate proportion of men in senior executive roles who view them as easier to land compared to women. Female respondents also felt that strong performance and leadership were more important in an employer than executive men did.

When looking at what motivates executives to remain with a company, only about a third of respondents felt their employer provided roles with a level of autonomy that matched their expectation. While promotion did not feature highly on the importance list, the results suggest that executives’ feel their employers manage this aspect quite poorly.

We know that a significant relationship between job satisfaction and intent to leave a role exists and the survey revealed less than 10 per cent of employees were dissatisfied with their jobs, although almost 20 per cent indicated they were indifferent.

So how can employers use this information to attract and retain the best industry talent? Here are my top tips to becoming an employer of choice.

  • Make your role attractive to top level executives – Competitive remuneration is important in securing the best employees. It must be sufficient and competitive. If this is backed with a challenging position, the ability to make a difference, organisational purpose and culture along with a strong leadership team, then you’re onto a winning combination.
  • Design a satisfying job – In recruiting executive positions, it is important to create a role that satisfies motivating factors such as the ability to make a difference.
  • Foster the best company culture – The leadership team and purpose of the company are fundamental building blocks to attracting new employees. It’s also important to be viewed as a supportive company that offers opportunities to be innovative.
  • Be flexible – In order to meet the diverse needs of a workforce, employers need to be understanding of employees’ different priorities such as a work/life balance or opportunity for promotion.

*This information has been collated by Ccentric from 1000 executive level employees in the hospital sector with 128 responses and 400 employers in the hospital sector with 45 responses.

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