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Tuesday, October 4, 2016

Physician Assistants: America's Most In-Demand Profession

Our healthcare system currently recognizes three types of primary care providers: physicians, nurse practitioners, and physician assistants. While all three play integral roles, physician assistants are gaining natural recognition for being one of the most in-demand professions in our society today. In honor of Physician Assistants Week, The Hire Connection is dedicating our blog to the crucial role physician assistants play in our current healthcare model.

What Are Physician Assistants?

A Physician Assistant (PA) is a licensed healthcare practitioner that is well-versed in general medicine. In order to practice, physician assistants must undergo extensive schooling and training, and they must pass an in-depth certification exam. When the Affordable Care Act was introduced in 2010, it recognized PAs as primary care providers with the same level as physicians and nurse practitioners.

How Can Physician Assistants Practice?

Under the Affordable Care Act, PAs are allowed to practice in a variety of different settings. PAs may collaborate with other healthcare practitioners to form a cohesive team, or they may practice autonomously. They are licensed to diagnose, treat, and prescribe medicine. Like physicians and nurse practitioners, PAs are required to complete extensive continuing education over the course of their careers. Over time, this continuing education enables many PAs to develop unique specialties so that they may better serve their patients.

What Do Patients Think Of Physician Assistants?

PA's continue to play an increasingly important role in our healthcare system. A survey conducted by Harris Poll showed that:

93% of the people who interact with PAs considered them to be trusted healthcare providers.
92% felt that it was easier to get an appointment with a PA than a physician.
91% felt that PAs improved the quality of healthcare.

Physician Assistants Are In High Demand

Due in large part to the overwhelming support they receive from the general public, PAs are in remarkably high demand. In fact, their demand continues to increase every year. Studies are showing that hospitals who maximize the skill and expertise of their PAs do better financially than hospitals who rely more heavily on other practitioners. Because of these various factors, many media outlets are currently ranking Physician Assistant as the most promising job in America.

The Hire Connection Can Help Place PAs In The Right Facility

If you are looking to improve your practice by hiring a physician assistant, our team of medical recruiting professionals is here for you. We can help you advertise your opportunity and the area in which you are located so you can attract top-level PAs. We can also help facilitate the interview process by screening candidates, ensuring you only only spend your time interviewing those with the most potential.

If you are a PA looking for a new career opportunity, we are here for you, too. Our team of experienced healthcare recruiters can help you comb through the multitude of openings currently available to determine which facility will provide you with the right opportunities.

Whether you are the CEO of a major hospital, the recruiter at a small rural facility, or a practitioner pursuing your career, our medical recruiting experts are dedicated to helping you achieve success in the healthcare field. Call us at (866) 661-4473 to get started!

The Hire Connection Team

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866-661-4473

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Friday, August 26, 2016

The Cost of Hiring the Wrong Physician

Let's face it...you can hire the wrong physician for your opportunity. Hopefully that does not happen, and at The Hire Connection, our success rate for placing the right physician in your opportunity is one of the main reasons you should call us. However, if the wrong physician is hired, what is the cost to your organization? Here are some costs associated with hiring the wrong candidate:

Poor hires are a drain on your resources in a big way.

Financial

Obviously, the financial cost of hiring the wrong candidate is reason #1. Salary, relocation allowances, signing bonuses and compensation for school debt are all drains on your organizations finances if the wrong person is hired. In addition, you may have to pay a severance package to someone that you have to let go. The US Department of Labor estimates that the cost of a bad hire can equal 30 percent of the employees first year's earnings.

Time and Productivity

Hiring the wrong person invariably is a huge drain on the time of many people, from department heads to upper management and human resource departments. If training is involved, immediate supervisors and trainers will see no return on the time spent trying to get the new hire up to speed. If there is conflict involved, then even more time is spent to try to remediate the conflicts and supervisors can spend a large part of their day trying to manage poor performers.

Morale

Nothing can kill the morale of an organization faster than a poor hiring choice. Having a poor performer can demotivate the team and your other employees can become disinterested or stop engaging.

Reputation of the Medical Facility

Your physicians are the lifeblood of the organization, and have the most face to face time with your patients. Hiring the wrong physician can have a devastating effect on the reputation of the medical facility or hospital. Social media makes this even more damaging. If a patient has the wrong experience with a physician, you can bet it will be on Facebook or other social channels very quickly.

So how do I keep from hiring the wrong candidate?

Keep in mind that 80% of turnover is due to bad hiring decisions, so examine your recruiting processes carefully. If you find that you are continually hiring candidates that are disrupting company culture, decreasing your productivity, and causing lost revenue, then consider hiring a professional medical recruiting company like The Hire Connection. Our processes include:

Constantly researching QUALITY candidates
Keeping a current list of potential candidates
Using technology to find and recruit top candidates
Vetting candidates based upon your input about your culture and environment
Working to ensure candidates' families know in advance about the community
Much more!

Don't lose more time/money/energy or the reputation of your facility. Give us a call and we will help you find the RIGHT candidate.

The Hire Connection Team

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866-661-4473

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Friday, August 12, 2016

Recruiting 101 - Tell Your Story to Attract the Best Talent

Many experts believe that the United States faces an emergency in healthcare with a massive physician shortage looming. According to the Association of American Medical Colleges, the US will face a shortage of 90,000 physicians by 2020, and 130,000 by 2025. This prediction means that the available talent pool for filling your medical facilities opportunities is shrinking and that recruitment efforts for these physicians becomes even more complicated. With the private sector also competing for this talent (pharmaceutical, medical device, biotech companies as examples), your recruiting efforts need to be honed to new levels of effectiveness. At the best medical recruiting company in the US, The Hire Connection team has learned that "Telling Your Story" can make the difference in landing the right physician for your opportunity.

Telling Your Story

Doing this the same old way does not work anymore. Talking about upward advancement, higher pay, blah, blah, blah, is not the best way to tell your story. Most candidates already understand that if they stick around long enough, their career and pay will advance. These candidates most likely have heard the same stories from other recruiters as well. Tell your candidates a story that will resonate with them, and pique their interest in your opportunity.

Have a Compelling Voice in Your Story

Effective story telling is based on how well you can capture the attention of the audience and engage them on an emotional level. One way to do this is to have your current physicians tell their stories. How did they come to the conclusion that the particular hospital was right for them? What reasons were compelling to them? What struck a chord in them about choosing the opportunity? Let your physicians do the recruiting for you!

Tell Their Family a Story

If you can tell the physicians family a great story about the opportunity, you are more likely to have the candidate say "yes". Talk about why your current physicians love the schools, the dining, the shopping, the recreational activities in the area, and why quality of life is so high. This quite often is more important to the candidate and their family than compensation or advancement opportunities.

Consider the Millennials

Millennials think a little differently than older candidates. They often have demands for work/life balances and require more flexibility than experienced physicians. Millennials are much more motivated by having "fun" at work than older healthcare professionals. Tell your story in a way that will appeal to your younger candidates and you will find success.

The Hire Connection is a premier medical recruiting firm that is well known for matching qualified physicians with employers and healthcare providers. We can "Tell Your Story" for you in an effective and financially efficient way for your next opportunity. Give us a call and we will tell you "Our Story"!

The Hire Connection Team

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Physician Opportunities Blog

Thursday, June 16, 2016

Quick Tips To Nail Your Interview

Whether you're the hiring company or the job seeker, the interview is an incredibly important process. For the company, it's the chance to determine whether or not an applicant will be a good fit for their organization. For the job seeker, it's the chance to evaluate whether or not working for the company will help them meet their career goals. No matter which end of the hiring spectrum you're on, it's important to be fully prepared so you can get the most out of your interview.

Interview Tips From The Pros

A couple of weeks ago, we reached out to companies looking to hire new staff by writing a blog on questions to ask when interviewing physician candidates. This week, we're wrapping up the conversation by addressing the other side of the interview: suggestions for physicians who are interviewing with new hospitals. Keep these do's and don'ts in mind the next time you are preparing for a job interview - they may help you land the opportunity of your dreams!

What To Do In A Job Interview

Ask Questions
Don't fool yourself into thinking that the recruiters conducting the interview are the only ones allowed to ask questions. Just as they are interviewing you, you should take the opportunity to interview them as well. Ask them questions that will allow you to get a solid understanding of the company, its culture, their pay structure, the lifestyle the position provides, your opportunities for future advancement, etc. In the event that they extend an offer to you, you will need this information to determine whether or not to accept.

Be Honest
"Honesty is the best policy." This famous adage applies to interviews just like it applies to everything else. Be honest with the recruiters when you respond to their questions. Fabricating job experience or embellishing the past to make yourself seem like a more appealing applicant may be tempting, but it won't give you the results you're looking for.

Be Punctual & Courteous
A successful job interview is all about putting your best foot forward. Even if you ultimately choose not to accept an offer provided by the company you're interviewing with, it is always best to leave a positive, lasting impression. Arrive a few minutes early for your interview. Ask questions to show that you are interested and engaged, but be careful not to dominate or lead the conversation. Don't interrupt anyone else when they are speaking. Smile and make eye contact. While these habits should be common courtesies, they will make a world of difference in a job interview.

What NOT To Do In A Job Interview

Just as you'll want to be sure you do the right things to leave a strong impression in your job interview, you'll want to be equally sure that you don't do the wrong things. Here is a brief overview of some of the things you should never do in a job interview:

Chew gum
Dress casually
Speak poorly of previous employers, supervisors, or coworkers
Be cocky
Fidget or act uninterested
Smoke during or before the interview
Use foul language
Act desperate

Even if you have a great resume, exhibiting any of these behaviors during a job interview could significantly decrease your chances of getting hired. Remember, the key is to present yourself in the best possible light.

The Hire Connection Is Here To Help With All Of Your Recruiting Needs

As one of the leading healthcare recruitment companies, The Hire Connection has the experience and expertise you need to make your healthcare hiring efforts a success. We can work with hospitals to advertise their open opportunities to qualified candidates, and we can also work with individual physicians to help place them in the right positions. To learn more about our healthcare hiring services and how we may be able to help you, visit our website at www.TheHireConnection.net or call us directly at (866) 661-4473.

The Hire Connection Team

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866-661-4473

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Physician Opportunities Blog

Thursday, March 10, 2016

Shrink Recruitment Costs With This One Simple Strategy

The cost of recruiting and training new employees takes up a significant portion of the budget in every healthcare facility. In order to provide quality service that keeps your patients coming back, you have to have outstanding healthcare providers on staff. Since having great employees is essential, it is easy to see why so much time and resources are dedicated to these important tasks.

Though they understand that these tasks require a great deal of investment, most hospital CEOs are (understandably) always looking for ways to make the processes more affordable. As an all-inclusive medical recruiting company, The Hire Connection has devised many strategies to help you keep costs down. This week, we are here to shed some light on a particularly useful way of keeping recruiting costs down.

Cut Recruiting Costs By RETAINING The Employees You Already Have

It may sound counter-intuitive, but one of the best ways to reduce recruiting costs is to retain the employees you already have. Think about it: your current physicians, nurses, and medical staff already understand your company's culture and values. You don't have to continually invest time training them, because they are already comfortable in their roles and they know what is expected of them.

Here are a few strategies you can use to retain the great employees you already have:

1. Pay Them Well
What is the primary (and, in many cases, only) reason people have jobs? People work so they can earn money to support their families and their lifestyles. Offering a competitive benefits package to your employees will make them more likely to stay with your company. Opportunities for growth, advancement, and accompanying salary increases, and bonuses are also important.

2. Show How Much You Appreciate Them
Money is an powerful motivating factor, but there is another equally important motivator: praise. Employees who are praised for their efforts (especially in a public setting) are more likely to continue to push themselves to perform well. Many employers make the mistake of only commenting on their employees' performance when they need to offer criticism, but this can severely hurt retention rates.

3. Encourage Employee Feedback

One of the best ways to improve your hospital's overall performance is to listen to the input provided by your physicians, your nurses, and your medical staff. These individuals are the ones walking the floors every day, the ones who know the ins and outs of your company's operating procedures, the ones who have an up close and personal opportunity to identify room for improvement. Employees who feel like their insights and opinions are appreciated and validated are more likely to stay with their facility.

4. Offer Training
Good employees are always looking for opportunities to grow and better themselves as workers and as individuals. Providing continuing education classes, industry related training, and even personal development opportunities can be a great way to improve employee satisfaction and make them more likely to stay.

5. Make Requirements And Expectations Clear
It may sound surprising, but one of the biggest reasons employees leave is because they felt like they did not know what was expected of them and their roles within the company. One way to improve retention is to make sure your employees clearly understand their responsibilities and their opportunities for increased earning potential.

6. Be Flexible
While some employers like to think that their employees are solely focused on their jobs, the truth remains that every physician, every nurse, and every other staff member has a life outside of their position. Weddings, funerals, sick children, doctor visits... there is an endless list of events that can pull people away from work for a day. Offering a flexible work schedule that accommodates these types of needs can be a great way to motivate your employees to stay.

7. Hire The Right People
Last but certainly not least, one of the best ways to improve your retention rates is to hire the right people. Finding individuals who will embrace their new roles and your company's culture is absolutely essential. If you hire the right people initially, people who wills stay with your facility for years to come, the amount of money you will have to spend recruiting and training future employees may be drastically reduced.

The Hire Connection, LLC can help you find the right physicians and nurses. Our all-inclusive pricing approach allows you to keep costs down and avoid surprise expenses as we find the best possible candidates for your position. Our goal is to introduce you to new partnerships that will be beneficial and fulfilling to both parties for many years. To learn more about our healthcare recruiting services and how we can help you, give us a call at (866) 661-4473 or visit our website.

The Hire Connection Team

Call Us Today!
866-661-4473

Let's Connect!