Cardiovascular Administrator Recruiting

When recruiting for a Cardiovascular Administrator for a full service cardiovascular program, the first thing to start with is a job description. A job description should include information such as to whom the position reports to, the health system’s goals for cardiovascular services, the number of physicians working in cardiovascular services, who are the Medical Directors of Cardiovascular Surgery/Cardiology Services plus information about them, the number of procedures in the cardiac cath lab/cardiac surgery, number of employees, number of managers reporting to the Administrator and information about them, recent cardiac patients’ data, and information regarding the position’s peers in the health system. Salary range, annual bonus, benefits and relocation should also be included. The candidates don’t need to know the salary from the beginning but need to make sure you have a salary range large enough to get the perfect candidate for your needs. Need to understand that your cardiovascular services are normally one of your health system’s biggest revenue producers!

The cardiovascular service line administrators will provide leadership for program growth, development and implementation of the Cardiovascular Product Line including Cardiovascular Surgery, Cardiovascular Critical Care, Cardiac Cath Labs, Electrophysiology Labs, Non-Invasive Cardiology, Cardiac Rehabilitation, possible Level 1 or 2 Trauma Center for cardiovascular patients and cardiac data information system in this area for the health system. The ideal candidate should have a minimum of 3 years of executive management experience in a Cardiovascular Product Line setting for a hospital with a similar or larger heart program (really needs over 250 open-heart surgery procedures and over 3,500 cath lab procedures and for the large cardiovascular programs candidates need to have experience running a cardiovascular program with at least over 600 open heart surgery and over 7,500 cath lab procedures). This position requires extensive experience in physician relations and cardiovascular product line administration. Candidates must have excellent communication and physician relation skills. The administrator is responsible for ensuring high quality, cost-effective patient care with careful attention paid to issues of customer and physician satisfaction.

Look for candidates with strong experience in growing cardiovascular programs in competitive regions that have experience working with cardiac physicians in helping the health system to meet their goals. You need a proven candidate who has made a significant difference in growing revenue and great cardiac data from the patients.

Look for candidates applying for the right reasons such as moving to a place they want to reside long-term or looking to move up within the health system. It is important to look for candidates with excellent cardiovascular administrator experience in a growing cardiac program that show a strong record of keeping their positions for at least three years. This position will have Directors and managers handle the daily patient care services but the Administrator needs to stay involved with the daily operations to keep everything going smoothly.

The future of finding qualified candidates for these types of positions is going to get more difficult as the number of available management positions grows. Most great cardiovascular administrators aren’t looking for a new position and they have great respect from their current health system and making their health system lots of money!

The health system needs to be committed to providing only the top qualified candidates with excellent cardiovascular experience that are interested in relocation and living in your city. The Langmas Group might interview 200 quality candidates and find just four stellar candidates for face-to-face interviews. The Langmas Group does all the legwork and screening of these 200 candidates to provide only best candidates for the health system's needs and to not waste the health system's time and money by bringing in too many candidates for face-to-face interviews when only a few of those candidates are actually qualified for their health system needs!

References are very important. The person to whom the position will report to should contact some of the references to gain insight as to whether the candidate is capable of handling the position’s needs. Cardiac physicians should contact physicians references, physicians speak much better when speaking with another physician. Ideally this should be done before the candidates come in for a face-to-face.

In face-to-face interviews, the health system needs to have the right people involved with the process who have strong and positive feelings toward the health system. Poor attitudes and the surfacing of negative experiences discourage candidates from taking positions. Discuss why the position is available and any problems in the health system’s cardiovascular program. Detail the program’s expectations of this position.

It is important to understand candidate’s thoughts about the cardiovascular program right away. Are they interested in the position and if so when would they be available if hired? Do they see anything wrong with the cardiovascular program? To close the deal keep interviews as close together as possible so the health system can make a timely decision and not lose out on great candidates due to time-lag. Many times cardiovascular services are your biggest revenue producer, so the perfect candidate does make a huge different for the bottom line for the health system.

The Langmas Group looks forward to working with your health system!