4 Things To Avoid When Looking For Top Talent | Transplant Recruiters

Acquiring good team members will definitely stress out even the most seasoned HR manager or department head, but could your job description be the problem? As a niche recruiting firm we see how some transplant hospitals and OPOs write up their job offerings on some of the more recognizable aggregator job sites such as Indeed, Ziprecruiter, Linkedin, and more often times falling victim to these same pitfalls. As Inc.com put it, “Poor language can mean the difference between attracting your next top transplant coordinator or letting them slip through your virtual fingers.” Remember, the job posting may be the first impression a candidate has of the place of employment. The clearer and more concise your job description are, the less time you have to spend weeding out unqualified candidates.

This list applies more to generic all-encompassing recruiting of any job type, so we will show you how it can apply to recruiting for medicine and specifically transplant.


1) “In a Fast-Paced Environment.” 

Today’s candidates know what that means already, that you’re essentially just trying to say you’re going to be running around busy in a potentially stress riddled workplace. In the realm of transplant, and specifically for transplant coordinators you’ll want to say exactly how “fast-paced”. For example, “2021 the kidney program did 156 transplants, and in 2020 we did 123.”

This way, the candidate knows exactly how fast-paced. The coordinator will be able to get a sense of how large and aggressive your transplant center is. Obviously, there are many variables that can and do determine the number of transplants as we know however it is helpful to prospective candidates.

In the interview process, you can inform them of your surgeons’  willingness to accept or decline organs, how many other coordinators they’ll usually work with, etc. Providing them with concrete numbers helps weed out coordinators that might not want to work in a really busy transplant program. Thus helping you find the best talent.

2) “We are Like Family.” 

We know what you’re trying to say here, and it is cute in theory. Understandably, you’re trying to convey that everyone cares about one another, etc. blah blah blah. Honestly, it is a bit “played out” shall we say. Well for one, candidates will suspect you’re likely blowing smoke up their skirt with this statement and might say anything to get them to come work there (assuming they seem a great fit). Two, and even more alarming – by alluding to your workplace as “like a family,” it may construe that boundaries will be violated between employees and the employer. Many of the newer and younger hires from the Gen Z -> millennial generation especially grew up around social media and privacy issues where things can be seen and shared so easily so you don’t want them to get the feeling you’ll be all up in their business.

3)  “Looking for a candidate that can navigate his coordinator’s schedule.”

Truthfully, we just made this up to get the point across to avoid using gender-specific language or pronouns which can potentially put off applicants and discourage diverse hires.

4) “Seeking an adaptable Go-Getter”

Avoid using vaguely phrased jargon and instead by specific, much like candidates using specifics in their resume to convey what they want, employers should too. We call this filler content. Who cares if your job offer description is not long and drawn out, no one needs it to be. Specifics are the key to finding the best applicants.

Alternatively, try using action-oriented terms that show what the job entails as well as the precise skills you would like to see. For example instead of saying you’re seeking individuals who are “highly driven”, indicate that the role requires someone with a proven track record of achievements and the ability to meet quick deadlines. This prompts anyone applying to have evidence of the skills ready to be discussed in an interview. Example: One of our clients wanted coordinators who were familiar with perfusion devices, and ideally specific brands/models. This eliminated those who weren’t familiar with using those devices.


In summary, if you don’t mind getting a thousand resumes to sift through then by all means be generic in your approach we just don’t suggest it. If you want the best of the best, without wasting time, the first thing to do is contact Transplant Recruiters, and second, be specific in your online job postings.

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