If you’re like most people, you welcome new career opportunities with big, bright ideas for improving things. That’s what you’re being hired for! And because your past experiences help shape the professional you are now, and you’re likely to borrow a few ideas from your prior roles.
We hear this often at EverCheck, and it’s not uncommon for new partnerships to be forged due to career mobility among HR leaders. The Director of Human Resources at Healthcare Organization A has decided to accept a role at Healthcare Organization B, and they’re excited to onboard a better solution for license verification.
We of course, love it when this happens. For one, it means we’re providing enough value to healthcare organizations that their HR leadership sees fit to pitch the solution at their new organizations. Second, it means we really are forging trusting and lasting relationships with our clients. You trust us to do the job we said we would and do that for your new employer, too.
Subsequently, we get a lot of requests for resources to help pitch EverCheck to associates and leadership for approval. After all, getting buy-in from everyone who will be affected by this change is the key in making the project successful. So here’s a step-by-step guide to evaluating your new situation, determining whether automation is a viable option, and pitching EverCheck to your stakeholders.
Determining the need.
Here’s a piece of advice straight from the EverCheck sales playbook - you will never get buy-in without a legitimate need. This looks different for every organization, and the first step is to identify whether it exists in the first place. The good news is that it probably does if you’re hoping to pitch EverCheck successfully. Here are a few symptoms we see regularly:
These are just a few.
Run some numbers, pull some historical data, and make sure you really understand where your organization’s need lies.
Being objective about your options.
Pitching EverCheck and only EverCheck is the simpler approach because you already know our solution and understand the value. But remember, you’re a problem-solver; solving problems means researching and comparing your options. Now that you have an idea of what your needs are create a comparison matrix of the various vendors who offer primary source verification. It could look something like this:
|
EverCheck |
Other Guy 1 |
Other Guy 2 |
Automated license verification… |
✓ |
✓ |
|
… performed on a large percentage of our licensed population every day. |
✓ |
|
|
Automatically notify appropriate teams when changes are captured. |
✓ |
|
✓ |
Captures and houses Primary Source verification histories in one centralized repository. |
✓ |
✓ |
✓ |
Aggregate reporting capabilities providing actionable insights. |
✓ |
|
|
Integrative capabilities (ATS, HRIS, Document storage system, etc.) |
✓ |
✓ |
|
… and so on. This type of objective reasoning won’t hurt your chances of onboarding EverCheck as a solution, but it will show that you’ve done your research and have a vested interest in finding the right solution for your organization.
Pitching it well.
You’ll have one shot at this, so you’ll want to make sure you’ve got your ducks in a row. At this point, you’re armed with the need/pain points and your well-researched solution. Now you need to clearly show stakeholders that the EverCheck solution is the right solution. This is your chance to be a storyteller. There are 6 phases to this process:
Our final note is that we’d like to say how much we appreciate you. If you’ve read this far, you’re likely considering referring your new employer to EverCheck. Our mission is to make healthcare work better, and partnerships like yours keep us coming to work every day.
Feel free to contact our team for additional resources or guidance. We’re here to help.
Sincerely,
Angie Gil
Director of Client Services | EverCheck