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Jordan Search Consultants is a St. Louis-based healthcare, executive, and higher education search firm serving clients nationwide. Our executive search specialists and healthcare recruitment experts have almost a century of combined experience in the industry. We partner with client organizations throughout the U.S. to fill the following positions:

  • Physicians
  • Organizational Leadership
  • Healthcare Executives
  • Physician Leaders
  • Nursing Leadership
  • Higher Education Faculty and University Leadership
  • Advanced Practitioners

Jordan Search Consultants provides the best recruitment services to both clients and candidates by building dynamic and effective teams in a variety of settings. We achieve this through:

eHealthcare Leadership Awards 2017 Winner

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Physician Recruitment Firm

About You

Is your organization seeking access to top talent?
Does your organization want to enhance retention rates?
Is maximizing recruitment effectiveness a priority?
Do you seek candidates who fit your organization’s unique corporate culture?

Is your organization a:

  • Integrated Health System/Hospital?
  • Medical Group?
  • Academic Institution?
  • IPA, ACO, HMO, Health Plan?
  • Nonprofit (Hospice, FQHC, Community Health Center)?

If you answered yes to any of these questions, you’re in the right place. When you partner with Jordan Search Consultants, our expert consultants become a part of your recruitment team. And, our ability to customize recruitment solutions to fit your evolving staffing needs provides you with a distinct competitive advantage.

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A Few Recent Placement Successes

Healthcare Providers

SIU School of Medicine
Assistant Professor of Cardiology
Assistant Professor of Endocrinology
Psychiatrist
Endocrinologist
Springfield, IL

Sentara Medical Group
Orthopedic Surgeon
Harrisonburg, VA

Texas Tech University Health System
Neurologist
El Paso, TX

Executive

Springfield Clinic
Director of Clinical Research
Springfield, IL

Infinity Hospice
Executive Director
Reno, NV

Absolute Care
Medical Director
Greenbelt, MD

Absolute Care
National Director of Behavioral Health
Baltimore, MD

  • This field is for validation purposes and should be left unchanged.

Are your recruitment strategies working to drive revenue?

If not, we can help. Fill out the form to connect with us and receive a free recruitment assessment for your organization.

Or call us at 866-750-7231.

Recent Posts

Red Carpet Recruiting

In the midst of systemic physician shortages, recruiting top-tier providers has become even more challenging for healthcare organizations. According to the Bureau of Labor Statistics, the national unemployment rate at the beginning of 2019 was just 4%. The unemployment rate for the healthcare industry was even lower, coming in at a mere 2.2%. Due to high demand, skilled healthcare providers have multiple job options – and the ability to pick and choose where they want to work. In this environment, healthcare organizations should be cognizant that the balance of power has shifted to job candidates. Organizations must roll out the proverbial red carpet throughout the recruiting process or risk losing qualified candidates to the competition.

The experience of a job candidate during the recruitment and interview process has a significant impact on their decision to accept – or reject – a job offer. In fact, according to a recent survey, 68% of job seekers believe the way they are treated as a job candidate is a reflection of how a company treats its employees. The same survey found that job candidates expect proactive, clear, and frequent communication from a potential employer. This is applicable to the entire recruitment process, from initial contact to interviews to a job offer. If a candidate doesn’t feel valued and important throughout the experience, they can – and likely will – go elsewhere.

How can healthcare organizations ensure job candidates feel like they’re getting the star treatment? Here are some tips for making sure that prospective employees feel valued and that your organization is putting its best foot forward.

Frequent Communication is Vital

Job candidates expect timely and quick communication; it is no longer acceptable to let days (or even hours) go by without responding to queries or sharing updates. This is especially true for healthcare providers that are currently employed and working long hours. Their time is precious; don’t make them wait on you. Check in with candidates regularly to emphasize that you’re keeping them top of mind.

Institute a Well-Oiled Interview Process

Create an organized and cohesive interview process and consistently put it into practice. Form a strong team of interviewers by assembling a good mix of ambassadors and talent who will showcase the organization and the best of your company’s culture. This team should include the hiring manager, the department supervisor, and a potential future co-worker. Consider including a representative from another department, as well. Discuss and decide on interview questions ahead of time so the candidate isn’t being asked the same question repeatedly.

Let Candidates Know What to Expect

Make sure your candidate knows what to expect during the interview process. Set an itinerary for the day and share it beforehand. Take the candidate out to lunch and/or dinner. (Be sure to communicate dress expectations well in advance so they can bring appropriate attire and feel comfortable.) In addition, make sure to designate one of your best people to greet the candidate on arrival, escort them to all meetings, and make sure they have time for breaks during the day. Once an interview is complete, let the candidate know when they can expect to hear from you regarding next steps, and honor that promise.

Make it Personal

Have everyone who spent time with the candidate during the interview process send a follow-up message noting that they enjoyed meeting them. If appropriate, indicate availability for further discussion should the candidate have any additional questions or concerns. Depending on the candidate’s communication preferences, these follow-up messages might be sent in the form of a handwritten note, an email, or a text message.

While compensation will always play a role in candidate decisions, savvy organizations know that the best candidates are interested in more than just the numbers. A healthy company culture and a collaborative workplace environment are just as vital for attracting top talent, especially when it comes to younger healthcare professionals. By showcasing how current and prospective employees (and their time) are valued throughout the entire recruiting cycle, healthcare organizations can increase their appeal – and the likelihood that candidates will choose to become employees.

If your organization needs help finding qualified candidates or constructing a strategic process like the one described above, Jordan Search Consultants can help. Give us a call at 866-750-7231 or email us here.

The Impact of High Performers Who Are a Poor Cultural Fit

The Impact of High Performers Who Are a Poor Cultural Fit

In business, performance and results matter when it comes to the numbers; a healthy bottom line is essential to the sustainability of any organization. And a company culture that helps nurture an engaged, motivated workforce is just as crucial for continuing success. But what happens when you have a high-performing employee who is a poor cultural fit? While it may be tempting to focus only on their impressive sales numbers or prodigious output, organizations must take into account the ramifications of negative behavior on long-term success.

Jack Welch, the former CEO of GE, created a well-known Performance/Values matrix to use when evaluating employees. In this model, employees are classified into four distinct groups:

  1. Culture Fit/High Performer
  2. Culture Fit/Non-Performer
  3. Non-Culture Fit/High Performer
  4. Non-Culture Fit/Non-Performer

The Non-Culture Fit/High Performer was identified as the most problematic type because their behavior had such a detrimental effect on other employees. Although meeting or exceeding numbers-based goals is a favorable accomplishment, metrics alone don’t drive long-term organizational success. A positive and healthy working environment where employees feel respected and supported is just as vital. The most damaging result of allowing a Non-Culture Fit/High Performer to remain at an organization will be the loss of good employees who leave as a result of this professional’s toxic presence. This is especially true if the negative behavior is coming from someone in a supervisory role.

Organizations and managers should keep in mind the following questions when dealing with an employee who falls into the Non-Culture Fit/High Performer category:

  • Would their negative behavior be acceptable from an average or poor performer?
  • What message does their behavior send to the other employees about acceptable actions and attitudes?
  • How will their behavior affect the company in the short term andthe long term?

At Jordan Search Consultants, we understand the critical importance of cultural alignment when it comes to making successful provider placements. Our team takes the time to understand the needs of an organization andits culture, so we can find candidates who will be a good match on all levels. If you need assistance finding the right fit for your organization, give us a call at 866-750-7231 or email us here.

 

Conveying Your Organization’s Mission Effectively

Conveying Your Organization’s Mission EffectivelyMost healthcare organizations have a crafted mission statement to describe the ideals and purpose of their institution. But merely posting those words on a wall or website is not enough to imbue them with value. An institution’s mission must be put into practice; the day-to-day actions and experiences of stakeholders, providers, and employees will always speak louder than any written statement. Organizations that work to fulfill their stated mission through active, daily implementation will see numerous benefits, including enhanced company culture, increased employee engagement, and the ability to attract quality job candidates with complementary personal values.

Translate the organizational mission into valued business goals

By incorporating mission aims into a definitive business goal, organizations send the message that their higher purpose is just as valuable as the bottom line. When institutions implement specific actions to support that goal, mission statements become an active force versus a passive proclamation.

Champion mission values in daily operations

Company culture – the way an organization’s values are expressed in day-to-day operations and interactions – is established through the actions and direction of leaders and managers. In the healthiest organizations, a company’s stated values and mission are evident in the workplace environment. When mission values are actively promoted by leadership, they become a positive part of company culture.

Create organizational mission ambassadors

Recognize and reward employees who are supporting the organization’s mission. Employees who find meaning in their work and feel appreciated become positive ambassadors for an organization. Verbal affirmation, recognition in company-wide publications, or other positive reinforcement are all ways to emphasize the value of an organization’s mission, promote employee engagement, and create organizational mission ambassadors organically.

Discuss the organization’s mission during interviews

When hiring new employees, look for candidates whose personal values will align with those of the organization. During the interview process, spend time explaining the organization’s mission and ask candidates how they see themselves furthering that mission. When personal and organizational missions are in alignment, everyone wins.

To convey missions effectively, organizations should bring their stated purposes and values to life. An organization’s mission must be experienced as a valued tenet of business that undergirds and informs daily decisions and interactions. Organizations that are able to accomplish this will benefit from increased employee engagement, less turnover, and an appealing company culture to attract top-tier future job candidates. Jordan Search Consultants understands the importance of alignment between a candidate’spersonal mission and that of an organization. If you need assistance finding candidates for your organization, we can help. Give us a call at 866-750-7231 or email us here.

 

 

 

 

 

 

Meet Our Team

  • Kathy Jordan
    Kathy Jordan
    Founder and CEO
  • Kristin Koppen
    Kristin Koppen
    Vice President of Executive Search
  • DJ Larson
    DJ Larson
    Chief Operating Officer
  • Matt Jordan
    Matt Jordan
    Senior Search Consultant
Jordan Search Consultants provides superior professionalism and diplomacy in tackling difficult executive and physician searches. Knowing that you have experts working on your behalf in such a dynamic industry is very reassuring.
Les Jebson, Administrator, Southern Illinois University, School of Medicine, Springfield, IL
We are able to attract good people who in turn do good work that gets recognized. Jordan Search Consultants has been essential to this, and I believe we have a relationship that is built on more than business. JSC knows who we are and, because of that, we trust their judgement.
Kevin Dorsey, MD, Dean and Provost (2001-2015), Southern Illinois University, School of Medicine, Springfield, IL
Our mission is to build quality teams that have an impact on the communities they serve for our client organizations. We do this by providing professional, responsive and collaborative service to ensure the best possible recruitment outcomes.
Kathy Jordan, President, Jordan Search Consultants
After talking with several leading recruitment firms about growing our medical group by 50%, Jordan Search Consultants was the only one to truly listen, understand our unique needs, and develop an effective solution. Together, we were able to not only recruit 24 providers within 6 months, but also to significantly reduce our recruiting costs. Their ability to adjust staffing, specialty focus, and monthly pricing allowed us the flexibility we needed to meet our ever-changing needs. Having a reliable recruiting partner has allowed our health system to reach strategic goals far ahead of schedule.
William Kohut, Former Provider Recruitment Director, Southwest Washington Medical Center, Vancouver, WA
After trying unsuccessfully with three other recruiting firms for several years to fill a specific practice position, Jordan Search Consultants was recommended to us. From the outset, it was clear that we had found a recruiter who could perform. Almost immediately we had not one, but two highly-qualified, viable candidates. JSC’s ability to represent us professionally and clearly define our opportunity to prospective candidates was a critical factor in the successful recruitment. I recommend Jordan Search Consultants to any organization looking for a reliable recruitment partner to assist them in maintaining a competitive edge.
Bradley Houser, Administrator, St. Luke’s Cataract and Laser Institute, Tarpon Springs, FL
Our experience with Jordan Search Consultants has been very positive with A+ results. We have very specific, specialized positions and we needed to partner with a firm that not only understood the healthcare and pharmaceutical industry but also our unique business model. JSC has surpassed our expectations and met the challenge to identify quality candidates that matched our specified criteria. Meeting our strategic goals is critical and they operated with a sense of urgency and persistence while at the same time consulting with us regarding industry trends and expectations. If you are looking for an executive search firm to assist with your critical searches and represent you in a professional manner, I highly recommend Jordan Search Consultants.
Vice President, Human Resources, Leading National Healthcare/Pharmaceutical Organization
The candidate sourcing concept was new to our group and generated great candidates. The search consultant from Jordan Search who managed our project was readily available and we received monthly updates on the status of the search. Candidate sourcing has been very helpful since none of our physicians or staff have the time to do this the way it should be done.
Irene Heinemeier, FACMPE, Chief Operating Officer, Urology Nevada, Reno, NV
Matt Jordan was honest and easy to work with; I would definitely consider a candidate from Jordan Search Consultants’ Career Placement Solutions in the future.
Tom Leeds, Director, Medical Staff Recruiting, Mercy, Toledo, Ohio

Events & Speaking

2019 ASPR Annual Conference
April 6-10, 2019
Orlando, FL (Speaker)
Missouri MGMA 2019 Spring Conference
April 10-12, 2019
Osage Beach, MO
New England Regional MGMA Conference
May 1-3, 2019
Stowe, VT (Speaker)
Ohio Hospital Association Annual Conference
June 3-5, 2019
Columbus, OH (Speaker)
Indiana MGMA 2019 Annual Conference
July 17-19, 2019
French Lick, IN (Speaker)

White Papers

 

The State of Healthcare Recruitment: Insights from 2018 and Predictions for the Year Ahead
A Conversation About Population Health
How to Define Your Organization’s Culture to Attract and Retain Top Talent
Recruiting and Retaining Multigenerational Healthcare Professionals

 

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Kathy Jordan
Founder and CEO

Kathy Jordan, Jordan Search Consultants

Kathy Jordan is the founder and CEO of Jordan Search Consultants, a search firm providing innovative healthcare, executive, and higher education recruitment solutions to clients throughout the nation. She leads the JSC team as they customize strategic recruitment solutions for healthcare organizations across the nation. By partnering with clients to develop recruitment models designed to meet their goals, Jordan Search Consultants reduces time-to-hire, increases retention rates, and reduces recruitment costs.

With almost three decades of professional recruiting experience, Kathy has a thorough understanding of the changing dynamics in the healthcare and higher education industries and has gained a national reputation for her unique recruitment and retention initiatives. A recognized thought leader, she is frequently asked to share insights and expertise on executive recruitment, team development, personality testing, cultural fit, and multigenerational workforces. Kathy has spoken on these topics, as well as population health and rural healthcare recruitment, at healthcare leadership conferences across the nation, including Medical Group Management Association (MGMA), Association of Staff Physician Recruiters (ASPR), and The IPA Association of America (TIPAAA). She has also been published in national publications including Medical News, Executive Insight, MGMA Connection, Becker’s Hospital Review, AMGA Group Practice Journal, and more.

As a member of the National Association of Physician Recruiters, Kathy has served on the Ethics Committee and is passionate about maintaining the integrity of the recruitment industry. She is also an active member of the Medical Group Management Association and the Women’s Business Enterprise National Council. When Kathy is not absorbed in solving client recruitment challenges, she enjoys traveling, spending time with family and friends, volunteering in the community, and mentoring young women in personal and business growth and development.

[email protected]

866.750.7231

LinkedIn

Kristin Koppen
Vice President of Executive Search

Kristin KoppenFor almost four decades, Kristin Koppen has been at the forefront of the recruiting industry. After an almost two-decade career in Human Resources at two major Fortune 100 companies, Kristin founded her own recruiting firm, The Koppen Group, in 1993. In 2012, after 20 years as President of The Koppen Group, she joined forces with Jordan Search Consultants. As the Vice President of Executive Search at Jordan Search Consultants, Kristin combines her extensive background in working with corporate and higher education clients with the ability to implement broad-based and customized executive search and recruitment strategies to meet client needs.

Kristin received Bachelor’s degrees in both French and History from William Woods College in Fulton, MO, and is an active member of the Society for Human Resource Management (SHRM). She enjoys keeping abreast of the ever-changing higher education recruitment landscape and spending time with family and friends.

[email protected]

866.750.7231

LinkedIn

DJ Larson
Chief Operating Officer

DJ Larson

DJ Larson is Chief Operating Officer at Jordan Search Consultants. In this role, he is responsible for overseeing business development initiatives as well as directing day-to-day operations. DJ ensures that the infrastructure and processes at Jordan Search Consultants are optimized to keep pace with the continued growth of the company. He also leads and manages JSC’s team of consultants. Before becoming COO, DJ was Director of Client Development at Jordan Search Consultants, where he focused on developing and maintaining healthcare client relationships and service offerings.

Prior to joining JSC, DJ worked in executive sales positions at both Covidien Healthcare and Johnson and Johnson. In 2012, he assumed the role of Vice President of Sales and Marketing for Lehan Drugs, Inc. and produced more than 100% sales growth for four consecutive years.

DJ received his Bachelor’s degree from Illinois State University. He is a member of the American Society of Health System Pharmacists. When he is not working, DJ enjoys biking, golfing, and spending time with his wife and three children. He also loves to build his unique sock collection—you’ll never find him in black or brown dress socks!

[email protected]

866.750.7231

LinkedIn

Matt Jordan
Senior Search Consultant

Matt JordanAs the Senior Search Consultant with Jordan Search Consultants, Matt Jordan conducts and manages search assignments nationwide beginning with in-depth, on-site analyses that involve consultations with healthcare executives and physicians to determine recruitment goals and challenges. With more than a decade of experience in recruiting, account management, and client service, Matt combines knowledge and expertise to develop creative solutions to fill client recruitment projects. A strong, consistent, and clear communicator, Matt is adept at strengthening client relationships at all levels of an organization.

Matt graduated from Lindenwood University with a Bachelor’s degree in Business Administration/Communications, and is an active member of the National Association of Physician Recruiters. When he is not assessing the culture of an organization or meeting with clients and prospects, Matt enjoys practicing Muay Thai kickboxing and Brazilian Jiu Jitsu, snowboarding, and reading.

[email protected]

866.750.7231

LinkedIn