How to Recruit for the Top Three Healthcare Positions

How to Recruit for the Top Three Healthcare PositionsHow to Recruit for the Top Three Healthcare PositionsThe healthcare industry is booming, with employers listing thousands of healthcare jobs on Simply Hired. But all healthcare recruiting is not the saatkorn, says Sherrie Whatton, President and CEO of LBMC Staffing Solutions. Its important to realize the complexities that exists within healthcare entities for which you are recruiting. There are providers at the core of healthcare and multiple disciplines within that sector, managed care organizations, technology and service entities and more. The knowledge and experience necessary to be successful in each may be different and is ever evolving within the healthcare industry.Fine-tuning their approach to recruiting within the healthcare industry can go a long way to helping recruiters find success with specific positions they are recruiting for. To help recruiters narrow down their search and truly find out if a candidate is a good f it for a position, were taking a deeper look at recruiting the top three positions listed on Simply Hired Registered Nurses, Occupational Therapistsand Pharmacy Technicians, as well as positions in finance, marketing and IT.Recruiting Registered Nurses, Occupational Therapists and Pharmacy TechniciansTo get some insight into recruiting Registered Nurses, Occupational Therapists and Pharmacy Technicians, we connected with Melanie Simon, the Director of Recruiting at USr Healthcarein Brentwood, TN.Here are the top three questions Simon always asks candidates for unterstellung positions Why are you looking for a new position? In asking this question, Simon listens for what the candidate likes and dislikes about their current role. If they are relocating, she asks what is bringing them to the area. The goal is to determine if the role you are interviewing them for will be a good fit for them based on why they are leaving. For example, says Simon. If a Registered Nurse says that a 51 pat ient to nurse ratio is too much for her at her current facility and you know that the ratio of the unit you have is a 61, it may not be a good fit.Where do you see yourself in 5 years? Simon always asks candidates about their future goals to find out if they planning on furthering their education or moving into a leadership role. This question helps me to determine motivation for future successes, says Simon. Why did you become an Job Title? Motivations can tell you a lot about positions in the healthcare field. Thats why Simon also asks why each candidate entered their field of choice. When I ask someone why they became a Registered Nurse, Occupational Therapist, or Pharmacy Technician, I want to find out what motivates them. If I get a response like, I knew that I could always get a job, I am left to wonder if they will be compassionate with the patients or will treat their patients like its just a job. This question gets to the heart of why the candidate wakes up and comes in to work in this field.Simon also recommends that recruiters be on the lookout for red flags for these three positions. Here are her top fourbehaviors to watch for1. When a candidate says that they will work anywhere.Look for candidates who know what they want and who they want to work with. Highly skilled and confident workers wont work just anywhere. Candidates who dont have a lot of preference about the job theyre working will turn around and leave when the next best thing comes around.2. How a candidate answers the phone.Pay attention to how they answer the phone in your initial call. Were they pleasant or did they appear to be put out that you called. This can tell how they may answer the call when the unit is crazy and they are busy. Polite, good customer service is never out of style. 3. How they treat the receptionist or any other perceived non-essential personnel.The best candidates treat all people with the same respect, from the CEO to the janitor. How a candidate treats the staff they come in contact with is important because it will determine how they will treat the people they work with as well.4. How they manage personal hygiene.Keeping in mind that many clinicians will come to an interview straight from work and most likely be in scrubs, consider how they present themselves. If they dont take care in their personal presentation, even after working, how will they take care of patients? An unkempt appearance should make you wonder if they will forget to help a patient brush their teeth when doing baths, or theyll get too busy and forget to give them their medication the same way they got too busy to iron their shirt. In general, Simon also recommends that recruiters put relationships first when working with prospective Registered Nurses, occupational therapists and pharmacy technicians. Clinicians have many options and they really dont enjoy the recruiting process. The more comfortable and familiar they are with their recruiter, the better chance you have to get them to take the offer from your client, says Simon. Candidates in the healthcare fields need a more hands-on approach. They want to feel as though they are a person who matters and not a warm body to fill a position. It is important for a recruiter to forge a more familiar relationship with the healthcare candidate. Recruiting Financial, Marketing and IT Roles in HealthcareWhen recruiting positions in healthcare for finance, marketing and IT roles, LBMCs Whatton requires recruiters to have actual work experience in each of the disciplines for which they recruit. This has been instrumental in being able to focus on the unique needs of the candidate and the employers to make sure they are the right fit, says Whatton. Outside of the standard Tell me about yourself, question, Whatton asks candidates for finance, marketing and IT roles to explain their experience and employers to better understand the depth of their industry knowledge, which she considers key in todays ever evolving healthcare environment.In healthcare recruiting, we feel it is important to see if the candidate understands how they contribute to the patient regardless of what role they play within the IT, Accounting/Finance, HR or Marketing departments of the Healthcare organization. The Patient and their family are the ultimate customerThe defining characteristics she looks for in candidates for these positions include interpersonal skills, intellect, problem solving ability and leadership potential. We consider these skills to be indicators of success, says Whatton. For example, specifically to IT, the communication skills are something we strongly evaluate. We find this can be a struggle with numerous developers. They have great ideas in their mind, but are not able to articulate that with others that can help them. The stronger the communication skills, the more likely they are to move into or be successful in a managerial role.Integrity and an ability to focus on the big picture of the organization are also important skills Whatton looks for in candidates for financial, marketing and IT positions. Are you currently recruiting for any of these top healthcare roles? Let us know in the comments below if you have a question for our experts

How to Make Up for Not Being Talented in Your Field -The Muse

How to Make Up for Not Being Talented in Your Field -The MuseHow to Make Up for Not Being Talented in Your Field On my way into work a few weeks ago, I listened to a Bon Apptit podcast that got me thinking about how to achieve success in a way that hadnt occurred to me before. Adam Rappaport, the magazines editor-in-chief and frequent podcast host, spoke with New York Times food columnist, Melissa Clark, about how she got to be a successful food writer.Her story isnt particularly magical. In a nutshell, Clark rose through the ranks by saying yes and being on time, strongly implying that you dont need to be the smartest guy or gal in the room- you just need to be the one whos eager and can follow through.As I pondered this idea, I came across another similar sentiment, this one from Ray Kroc, the businessman whos largely credited with making McDonalds into what it is today The two most important requirements for major success are first, being in the right place at the right time, and second, doing something about it.Both Clarks and Krocs career advice is encouraging in its inclusiveness. Anyone can have a successful career if theyre motivated and self-disciplined. Its not about IQ, or how many degrees a person has, or even innate brilliance. Its really just about taking the bull by the horns.Of course, Id argue that it takes a certain amount of intelligence to recognize the importance of realizing youre in the right place at the right time and making it work to your advantage, but still, the point is that you dont need to be ridiculously skilled or talented to succeed in this world. Youve got to be a go-getter. In his article on soft skills, Muse career coach Antonio Neves noting the importance of being accountable, touches upon a similar theme. When youre accountable, you keep agreements you make, and that, he says is the core of integrity and it builds trust.So, stop fixating on how talented you are (or arent) compared to everyone else and focus on how you can get ahead by embracing opportunity and delivering results. The next time a team member asks for help collaborating on a project, say yes and follow through. When you find yourself in a meeting with another department, and you can see a way to lend a hand, offer yourself and get the job done. And no matter what field youre in, honor deadlines. It doesnt take a full-blown genius to capitalize on this professional behavior, so the win is yours for the taking- if youre around to take it.

Animal Welfare Internship Guide

Animal Welfare Internship GuideAnimal Welfare Internship GuideThere are many internship options available for those interested in gaining experience in the field of animal welfare. Students may seek this experience as a complement to their educational pursuits in welfare-related veterinary medicine, animal rescue, animal sheltering, animal law, or welfare advocacy. Here is a sampling of internships for those interested in pursuing a career related to animal welfare The American Society for the Prevention of Cruelty to Animals The ASPCA (in New York) offers several internships related to animal welfare. Of particular notenzeichen is the ASPCA Cruelty and Intervention Advocacy Internship. Interns are involved with animal welfare research, education, follow up field visits to pet owners, and data analysis. Applicants must be graduate students, and college leistungspunkt hours are available as compensation. The fall internship runs 15 to 19 weeks (August to December) and the summer i nternship runs for 10 to 13 weeks (June to August). A Government Relations internship is also available in Washington D.C with compensation of $10 per hour or academic credit. Animal Welfare Approved The AWA (in Virginia) offers internships for undergraduate and graduate students with an interest in farm animal welfare and sustainable agriculture. Program interns assist with mailings to farmers, shipping promotional materials, and general office tasks as assigned. Interns must commit to 20 hours per week. The internship is not a paid opportunity but a travel stipend may be arranged. A media relations internship is also available. Animal Welfare League of Arlington The AWLA (in Virginia) offers Humane Education Assistant internships each summer. Interns give presentations and tours, work at student day camps, and create educational content. Applicants should be sophomores, juniors, or seniors who are working towards a degree in early childhood education or a related area. The y also should have experience with animal welfare and handling companion animals such as dogs and cats. Internships run from June to August with a 35 hour per week commitment. Compensation is $9.82 per hour. Center for Zoo Animal Welfare (Detroit Zoo) The CZAW (in Michigan) offers fifteen-week animal welfare internships at the Detroit Zoo. Recent graduates (within 3 years) may apply for a residency. Interns must commit to at least 16 hours each week. These are unpaid opportunities but college credit may be available. Humane Society of the United States The HSUS offers more than a dozen different internship programs primarily based out of Maryland. Internships may center on a variety of areas including programs, campaigns, communications, policy, and law, or animal care. Most of the internships are unpaid opportunities but some carry a small stipend. College credit may also be arranged. Humane Society Legal Fund The HSLF (in Washington D.C.) is a separate lobbying affilia te of the Humane Society that offers internships to students interested in animal welfare law. Interns perform research, assist with lobbying campaigns, and attend meetings or briefings on animal protection issues. Applicants should be able to commit to 24 hours per week for at least 12 weeks. Internships are unpaid but college credit is available. International Fund for Animal Welfare IFAW (headquartered in Massachusetts) offers several internship programs that vary from 3 months to 12 months in duration. Applicants may be considered for a social marketing internship, a companion animal internship, and a policy analyst internship. The first two are based out of the main office in Massachusetts and the latter in Washington D.C. Some of the internships are paid opportunities. Mercy for Animals MFA offers internship opportunities at its offices in Los Angeles and Chicago. Two internship paths are available legal intern and outreach/campaign assistant intern. Legal interns work with animal attorneys and perform legal research. Applicants must be in their second or third year of law school. Outreach interns help develop educational and advocacy materials. Legal internships provide a small stipend ($50 per week) plus housing. Outreach internships are unpaid.