The ‘90s – transition, technology and Tyler & Company


In the last issue of Tyler’s Tidbits, I shared some of the milestones we faced as a company in our first decade of operation. As the ‘80s wound down, things really had started to morph at Tyler & Company.  The fast-paced ‘90s were very hectic at times, so I’ll just hit the highlights.

The 1990s began with our being selected to conduct the search for the CEO of American College of Healthcare Executives (ACHE) – among our most prestigious searches to date. The search resulted in the selection of Tom Dolan, FACHE, who just retired this year after 21 years at the helm. Tom likes to say that I didn’t necessarily recruit him; I just stumbled over him. Congratulations to Tom on successfully running the College and then retiring!

In 1994, Tyler’s Guide, the Healthcare Executive’s Job Search, opened a new chapter into job hunting. Angered and frustrated by the shoddy advice being printed about job search, especially resumes, I was compelled to offer my two cents. I even convinced Health Administration Press (HAP) to include my name as author in the title, a first for HAP. Little did we know at the time that the book would become one of HAP’s best sellers! The fourth edition was published in 2011, and readers now enjoy 400 pages vs. its initial 200.

1994 also was the year we went cyber. At that time, we were one of the first retained search firms on the Internet. I remember getting the call from a website designer who was prospecting for clients. I asked why we should have a website, and he noted that recruiting would become one of the prime reasons to use the Internet. Man, was he right! The total cost of our first website was $2,500, and we’re now on our fifth site and use a new platform. We have our own in-house webmaster, Christine Leon, and we enjoy favorable reviews from both candidates and clients regarding the resources offered. We’re continually refining the site so that it may be even more valuable. For example, the creation of a candidate portal is coming soon.

During the 1990s, we also hired our first diversity consultant, Etheline Desir. Etheline successfully transitioned from general industry recruiting to healthcare and now leads her own firm.

Because research showed that the first 90 days could make or break a candidate’s success, we launched an onboarding program to help placed candidates assimilate. Since the ‘90s, we have employed three different working relationships, striving to find the best model for our clients. Today, our post-placement and coaching program is called TranscendreFred Laquinta, a former client, serves as Transcendre’s Coach and Advisor. We include the program’s cost in our search fee. Clients implementing Transcendrealso earn an 18-month guarantee on the placed candidate vs. the normal 12 months. The word, transcendre, is Old French, and it means “to ascend.”

Seeing the value in understanding behavioral management styles, Tyler & Company also implemented our DiSC instrument into every assignment. Because all candidates took the DiSC assessment beginning in the ‘90s, we now have the largest database of DiSC scores for healthcare executives (5,100+) and began conducting research. Did you know that half of the CEOs placed in the last 10 years fell into three DiSC categories? We suspected this result, but now have the data to prove it.

Technology also evolved in the ‘90s, and we adopted customized software to facilitate our recruiting and connecting with clients and candidates. Based on a Lotus Notes platform, STARS (Search Tracking and Recruiting System) was created. STARS enables us to track every search’s status, identify candidates under consideration, and store a multitude of information about candidates. With the advent of STARS, we began to acknowledge EVERY resume we received. So if you ever e-mailed us a resume and wondered why “ART” was carbon copied in our reply, ART stands for Anticipatory Recruiting Team, the group that adds or updates your information into our database. About 30 percent of the candidates we present are found via our own database.

In an upcoming issue of Tyler’s Tidbits, I’ll share highlights of our most recent decade in executive recruitment. As I write and reflect on all the years that have led us to today, it’s hard to not feel proud of all that we have accomplished as a search firm. We have some of the best in the business at Tyler & Company, and we look forward to being of service.