Friday, November 27, 2015

Child Neurology Opportunity In The Windy City

Join one of the most comprehensive pediatric brain centers in the region - if not the country!

 Don't miss out on this child neurology opportunity.

 Call: 888.320.3230

Enjoy Chicago!

 This affluent community, nestled along the Golden Corridor in the northwest suburbs of Chicago, puts you just minutes from Downtown, The Magnificent Mile on Michigan Avenue, The Loop, Grants Park, Navy Pier and so much more! A hub for international retail and technology, this area offers upscale shopping, dining and a host of world class amenities indicative of its location outside the third largest city in the country—home to nearly 3 million people!

 The Practice
  • Join an Aggressive, Young, Visionary Group in this Top Ranked Health System
  • Specialists in Pediatric Epileptology, Headache, Genetics, Behavioral/Developmental
  • State-of-the-Art Technology such as a 3 T MRI for Accurate Diagnoses
  • Dedicated Ancillary Staff – Child Psychiatry, Psychology, Nutrition, Pediatric Nursing
  • Future Growth Planned in Pediatric Sleep and Neuromuscular Development
  • Strength in Numbers—Physician Group 1200 Strong Representing 5 Hospitals
  • Supported 24/7 by Pediatric Hospitalists and Neonatologists in the PICU and Level III NICU


The Community
  • Reserve a Table at Dining Hot Spots Alinea, Next, Sixteen, Grace or L20
  • 11th Largest Mall in the US –300+ Shops for the Most Discerning Shopper
  • World Champion Sports Teams – Bulls, Cubs, White Sox, Bears, Blackhawks
  • Michigan Avenue Style—Chanel, Armani, Gucci, Louis Vuitton, Emenegildo Zegna
  • Amazing Educational Opportunities – 75 Colleges and Universities
  • Enjoy a Slice of Traditional, Chicago Style Deep Dish Pizza from Giordano’s or Lou Malnati’s
  • Cultivate Young Minds at the Adler Planetarium, Museum of Science and Industry, Field Museum of Natural History, Art Institute of Chicago or over a Dozen Other Family Friendly Locations


At The Hire Connection, we visit each and every opportunity we represent and, as always, work at no cost to you! Call anytime for more details about this position and many more.

To learn more, contact:
Kira Kordula
The Hire Connection - Director Of Recruiting
Call: 888.320.3230

Coupling technology, expertise and accountability, The Hire Connection services are designed to source, screen, qualify, present and place the RIGHT providers to satisfy recruitment goals and improve provider retention. Give us a call today!

SUBSCRIBE TODAY!


Let's Connect!

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Location: Columbia, MO, USA

Thursday, November 19, 2015

Lessons From The Field: Interview With Van Allen

Professional recruiting is a unique field with unique challenges, and physician recruiting is no different. Medical recruiting companies have to master several different skills in order to be successful, such as:
  • Evaluating a company's culture to determine who would be a good fit.
  • Aggressively marketing each opportunity to get it in front of as many candidates as possible.
  • Designing top-tier compensation packages to attract top-qualified candidates.
  • Networking constantly to connect the right candidates with the right opportunities.

 Under the leadership of our president and founder Van Allen, the team at The Hire Connection, LLC has mastered all of the skills required to become a leading healthcare recruiting company. Recently, Van had the opportunity to interview with Mike Spinney, a team member at Chen PR (a public relationships and communications firm). In his interview, Van had the chance to tell the story about his journey through the career of physician recruiting and offer his insights into the importance of networking.


In case you missed the original article published on Recruiter.com, here is a complete recap of the interview.

 Lessons From The Field: Interview With Van Allen

 Mike: For starters, how long have you been in your industry, and what were you doing before you realized physician recruiting was your thing?

 Van Allen: I was in Nashville chasing the music dream in 1992 when, needing a way to make a few dollars, I responded to a Sunday classified ad for medical recruiters in the Dallas Morning News. I didn’t know a thing about the business and, quite honestly, I faxed my resume not expecting a call back – which is exactly what happened. So I got proactive, reached out to the company, and got the job. It didn’t take long for me to realize I liked the work and was good at it. The rest, as they say, is history.

 Mike: Networking and building trust-based relationships is a big part of your day-to-day. What are your keys to success? What are your non-negotiables for getting to know both the organizations and the physicians you work with?

 Van: As cliche as this may sound, my golden rule is to be genuine and authentic in all aspects of life if you want to build winning relationships. Too often, people have a professional persona, a friends persona, and a spouse persona – instead of just being themselves. It might be something as simple as a change in the tone of voice when they go from a business to a personal conversation, or it could be more pronounced, but the change is there. That’s a lot of work when compared to just being yourself.

 But there’s a reason you have a circle of close friends who cherish your relationship with them, and that will be the same reason you’ll win hearts and minds in the business world. I also tell people to keep in mind that every relationship comes full circle, so don’t burn bridges. Spend your life pushing as many people as you can up the ladder, and there will always be someone to pull you up when you need it.

 As for non-negotiables: Don’t ever devalue your product just to get a deal done. If you are not having success, it’s probably because you are not adequately conveying the value of your product or that you haven’t created enough value in your product. Instead of undercutting yourself, evaluate your situation, pivot, and change the ways you are doing things.

 Mike: What are the tell-tale signs you look for to determine whether the other party is not a good fit for you, whether it’s a hospital or clinic where you wouldn’t be comfortable placing someone or a candidate who might be looking for a new role?

Van Allen
Owner / Executive Manager
The Hire Connection, LLC
Van: There are some basic criteria I look for when determining whether both parties are going to have success in a potential professional relationship.

 First, the client has to sing from the same hymnal as we are or we will send very mixed and confusing signals to our candidates. My recruiters are the first line of defense when it comes to sourcing and presenting an opportunity, and their success is contingent upon the client reinforcing what my recruiters deliver to the candidate in terms of the opportunity. Honest communication is critical to achieving message consistency and moving the ball down the field.

 I apply the same policy with a candidate as I do with the client, and that is full disclosure about the details of the position. I also provide full disclosure with the client about the candidate. You never have to worry about covering your tracks if you live by that simple creed.

 Mike: How do you manage the boundaries of personal and professional life in a business world that expects an ‘always on’ attitude, and how do you balance that with a drive to succeed in a hyper-competitive industry?

 Van: It is possible to strike a balance and still not possess an ‘off’ button. In this day and age, with the technology that is available to everyone, you should always be accessible to your clients and to your team – but set reasonable expectations. If you have an 8-5 approach to business, then you should expect an 8-5 paycheck.

 You will always have to make some concessions to your career in order to achieve a desired level of success, but that doesn’t mean giving up your life. Today’s mobile technology not only enables us to be ‘always on,’ but it also allows you to manage responses and expectations. Rather than feel like you are tethered to a device, think of it as being available to those that afford you the lifestyle you desire to maintain.

 Mike: When you engage in a first conversation, what is typically the first thing you notice – both positive and negative?

 Van: Most people are guarded when it comes to a first conversation, whether it’s in person or over the phone, so you need to make them feel at ease. Dale Carnegie always said the quickest way to make a friend is to get the other person to talk about who they are, because it is a topic they know well. Make the conversation about the person in front of you rather than about you, and you will succeed. Then, it’s your job to build confidence and trust that you have a potential solution for the challenge they are facing and engage in genuine conversation.
Mike: What ace do you have up your sleeve when networking? What would someone be surprised to learn about you when you first meet?

 Van: I like to know a little about everything and not a lot about any one thing. For example, my passion is golf, but not everyone wants to talk about where you’ve played or what club you used to hit your first hole in one. I don’t fish or hunt or do needlepoint, but I truly love hearing about someone else’s passions, what they do to take a mental escape. This world would be boring if everyone took golf as seriously as I did.

 And I always stay neutral when discussing politics, which can surface from time to time.

Mike: When you walk into a room at a business function, what are you looking for when you survey the landscape? Is it body language, the way someone is dressed, what they are doing to keep occupied?

 Van: You can’t possibly anticipate every scenario that presents itself, or answer every question asked, but you should always be prepared to remain in control and have at least 95 percent of your playbook memorized, rather than wing it.

 I present at board meetings quite often, and members of the board seldom agree on anything, so I look for those that make eye contact with me when I am speaking, and I can tell are engaged in my information. My job as a presenter of information is to be prepared, clear-minded, and relaxed when I am in front of any audience, regardless of the size and irrespective of the material I am delivering. If I’m prepared – and I am – I know I can earn their respect. But there will always be those who play ‘stump the chump’ with a question that is framed to purposely put me in an uncomfortable position. If I can, I’ll answer the question with confidence. If I don’t have an answer, I’ll say so and ask the person if I can get back with an answer.

 Mike: You knew Zig Ziglar, one of the greatest networkers and motivational speakers of all time. What did you lean from him?

 Van: I wouldn’t say I had a personal relationship with Zig, but I did attend a Sunday school class he taught when I lived in Dallas. There are so many endearing qualities he possessed, but his consistency in his faith and his walk with God always blew my mind. He walked the walk and inspired so many to do the same thing. By the way, there were 1,500 people who showed up for his class each Sunday.

 He was one of the great story tellers of his time, and although I will never reach his level, I do try and emulate his ability to weave life lessons into his stories. He was a one of a kind. A gentleman that worked with him by the name of Bryan Flanagan was also a great influence in my life. Bryan is still out there speaking to large audiences and helping companies be better at what they do.

 Let The Hire Connection Help With All Your Physician Staffing Needs!

The Hire Connection, LLC would be honored to help you with all aspects of your physician recruiting needs, from designing an attention-grabbing compensation package to marketing your opportunity to screening prospective candidates. If you would like more information about how THC may be able to help you find the right physician for your hospital, visit our website at www.TheHireConnection.net.

Let's Connect!
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Location: Columbia, MO, USA

Friday, November 13, 2015

Earn North Of $500k Annually With This Family Practice Opportunity!

Earn North of $500k Annually!

 Serve A Small-Town Community With Like-Minded Providers With This Family Practice Opportunity.

 Call: 888.471.1243


Our not-for-profit hospital, clinics and physicians are looking for like-minded providers to serve in a small town community. We have a proud history in our county, and we continue to grow with the communities we serve. Come explore our passionate, caring, highly skilled team and well respected health system. We believe in achieving better healthcare one patient at a time by word of mouth referrals!

 The Practice
  • Generous Base Salary + Collections—Keep 90% of Your Collections
  • We Offer Flexible Scheduling and Vigorous Practice Support
  • Manageable Patient Volume—Ensures Exceptional Outcomes
  • Practice Medicine the Way You Want—Drive Growth in OP Facilities
  • Brand New Patient Rooms—Easy Access to Your Patients
  • No Day-to-Day Headaches of Managing a Practice—Take Care of Your Patients and Go Home
  • Fully Integrated EMR—Allows You to Update Patient Information from Anywhere

 The Community - Today... Tomorrow... For Life!

 Live and play in a true outdoor paradise... welcome to your new home. Enjoy nature at its best and true Northeastern hospitality combined with all the amenities you need. Discover history nestled in rugged mountains and sequestered river valleys. State parks and forests are sprinkled around the area with an alluring mix of natural wonders to explore. Settle in and enjoy life the way it was meant to be.
  • Cost of Living 19% Below the National Average—Get More Bang for Your Buck
  • Less than 30 Minutes from an Airport—Cut Your Travel Time in Half
  • Great Quality of Life with Low Taxes, a Safe Community, and Strong Growing Economy
  • Immerse Yourself in Spectacular Skiing, Mountain Biking, Hiking, Canoeing and Whitewater Rafting
  • National Retail and Dining Options as Well as Regional Boutique Shopping and Diverse Restaurants
  • Just a Few Miles from the State Capitol—Spend a Night Out on the Town with Your Spouse
  • Thriving Economy Built on Education, Medicine and Technology—Allows for Steady Employment
  • Spread Out! Affordable Housing and Available Land—Build Your Dream Home


At The Hire Connection, we visit each and every opportunity we represent and, as always, work at no cost to you! Call anytime for more details about this position and many more.

To learn more, contact:
Kira Kordula
The Hire Connection, Director Of Recruiting

Coupling technology, expertise and accountability, The Hire Connection services are designed to source, screen, qualify, present and place the RIGHT providers to satisfy recruitment goals and improve provider retention. Give us a call today!

SUBSCRIBE TODAY!


Let's Connect!



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Location: Columbia, MO, USA

Friday, November 6, 2015

8 Simple & Inexpensive Physician Recruiting Tips

Recruiting top-quality physicians to fill your open opportunities is a full-time job. The success of your healthcare facility depends heavily on the quality of doctors you have on your staff, and as a result, recruiting has a lot of responsibilities. In-house recruiters may not be as up-to-date on the latest technology and techniques that professional medical recruiting firms have access to, but The Hire Connnection, LLC is here to help!

 We now offer a free download with eight essential tools every medical recruiter must have to succeed. Click here to download these free medical recruiting tips. Here is a quick preview of three of these tips to help you get started.

8 Simple & Inexpensive Recruiting Tips

There is no "silver bullet" in medical recruiting; you have to use a wide variety of sourcing tools and creative thinking if you want to attract the right candidate to your facility. Here are a few tips to help you get started:

 1. Facility Website

Make sure your website is being utilized to its full capacity. Create a unique page on your site that is dedicated to your physician practice opportunities. In addition to creating a page, humanize the page with a testimonial from a current provider. Let providers sell providers!

 Also, don't use generic email addresses on your opportunities page, like info@abchospital.com or humanresources@abchospital.com. Put an actual name and a cell phone number if you want candidates to contact you.
2. Chamber Link

Your local Chamber of Commerce can be a powerful tool in your recruiting efforts. Remember, it's not just about the job... it's also about what your community offers the physician and family. Reach out to your local Chamber of Commerce and see if they will allow you to create a link to their site related to your practice opportunities and vice versa. Selling your community is just as important as selling your opportunity.

 3. Don't Pay For The Booth

If you are tired of shelling out a bunch of cash for job fairs and conventions, let's talk about some ways to get incredible results without emptying your wallet. If you know where the convention is located, take a trip and plant yourself in the hotel lobby or the hotel bar. Everyone has name tags on and they can be easily identified. There is no law against you sitting in a public place trying to speak with physicians about your practice opportunity.

 Access Our Free Download For All 8 Tips!

These tips will get you started on your medical recruiting efforts, but don't stop there! Our free download offers all eight crucial medical recruiting tips, including how to use social media and cold calling to your competitive advantage. We also have some great information about residency programs.

 Need Recruiting Help? The Hire Connection Is Here For You!
As a professional and experienced physician recruiting firm, The Hire Connection, LLC has the skills and the expertise you need to bring the nation's top candidates to your opportunity. We will be here to help you with every step of the process - we can help you design an incentive package, market your opportunity, and screen potential candidates. Contact The Hire Connection to get started!


Let's Connect!


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Location: Columbia, MO, USA

Friday, October 30, 2015

HUGE BONUSES For This Family Practice Opportunity!

Earn $299,000 salary in the FIRST YEAR!

 You're going to LOVE this family practice opportunity!

 Call: 888.434.0268 



Achieve True Quality Of Life

Enjoy the great outdoors with camping, fishing, hunting, hiking, and boating. Rich history and youthful energy converge in this exhilarating, diverse community.

The Practice
  • Retention Bonus—Nearly $100,000 Over the Next Two Years
  • $20k signing bonus and aggressive compensation approaching the 85th percentile
  • 32 billable Hrs a Week for a Fantastic Quality of Life
  • Nearly Nonexistent 1:9 Call Allows for More Time Doing the Things You Enjoy
  • Fantastic Technology Allows for State of the Art Treatments
  • Supportive Administrative Team with Low Turnover

The Community
  • Enjoy the Best Lakes in the Country, Only a Short Drive Away
  • Golf in two states on one course
  • Keep More of Your $$ with a Cost of Living 19% Below the National Average
  • Great Public Schools and Private School Options
  • No Commute – Home for Dinner Nightly
  • Offers the Benefits of Rural Life with Big City Services Nearby

At The Hire Connection, we visit each and every opportunity we represent and, as always, work at no cost to you! Call anytime for more details about this position and many more.

To learn more, contact:
Kathryn Wallach
Director of Recruiting
888.434.0268

Coupling technology, expertise and accountability, The Hire Connection services are designed to source, screen, qualify, present and place the RIGHT providers to satisfy recruitment goals and improve provider retention. Give us a call today!

SUBSCRIBE TODAY!


Let's Connect!
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Location: Columbia, MO, USA

Wednesday, October 21, 2015

Medical Recruiting and the Veteran's Administration

Our military personnel sacrifice everything to serve our country. They spend hundreds days away from their families, endure countless hardships, and some even lay down their lives in the line of duty. It seems only right that, as U.S. citizens, we should show our appreciation for their incredible sacrifices by caring for them as they age. Unfortunately, hundreds of veterans are homeless, ill, and lacking the medical care they need. One perspective postulates that part of the reason for this lack of care is that many VA hospitals are considerably understaffed - and that's where our professional physician recruiting company comes into the picture.
Lifestyle Articles found that as many as one in six positions are unfilled at VA hospitals, which equates to over 41,000 opportunities needing to be filled by doctors, nurses, and critical intake workers. One of the writers recently approached Van Allen, owner of The Hire Connection, to get his take on how private medical recruiting companies can help combat this issue. In case you missed the original article, here is recap of the interview.

 Q: Hoyer, in her article about the problems within the Veterans Administration, describes “poor recruiting” as the cause. How can the nation’s largest health care system have a problem attracting qualified professionals?

 There are a number of reasons why they struggle to recruit permanent provider staff.

 1. The pay is subpar as compared to national standards. The VA likes to offset their dismal compensation with great “quality of life” benefits It is true that the physicians who work directly for the VA get a generous amount of PTO and are eligible for a lot of national holidays, but this creates an environment that is counterproductive to what you would see in private practice. So, there are less patients being seen because the providers are not incentivized to see more patients. Consequently, you have patients that can’t get into the available providers and are suffering as a result.

 2. Recruiting is a function of numbers. If a recruiter interacts with enough qualified candidates and shares his message with enough providers, that recruiter will have success. In this highly competitive environment, there is a massive shortage of PCP’s (Primary Care Providers). This shortage is not going away any time soon, adding fuel to the fire. If the VA’s internal recruiting mechanism is going to have success, they will have to train their staff to utilize some different resources to realize their goals. Recruiting is NOT an 8-4:30 job. It takes a lot of dedication and an enormous amount of time to get good at it. When I hire young recruiters, I am committed to training them for a year before they can be expected to be effective. There is a large learning curve and lots of moving parts related to the art of recruiting. If you don’t have staff willing to commit to success, it will be a long road.

 3. I think by and large, most people want to be part of something that is truly making a difference in people’s lives. When you have an organization that has a PR nightmare on its hands like the VA, it is difficult to recruit top-talent. There is plenty of blame to go around and this is not the place and time to point fingers at why we are in this mess, but take the actions necessary to fix the problems. Providers don’t want to associate with an organization that is not making the corrections needed to right the ship.

 Q: Does Locum Tenens hiring help solve the problem?

 A: Temporary staffing is making two parties very wealthy and emptying out the pockets of the VA system. It’s truly a Band-Aid approach that only slows down the bleeding. It will never serve as a long-term fix. The VA does have very high standards in terms of how they hire, and those difficult hiring standards make it difficult to push great candidates through the hiring system. It is much easier to use a Locums company and utilize their physician staff. This relieves you of some of the liability because if something goes “not as planned” with a patient you can always blame it on a Locums company.

 Q: Were you aware that veterans are not only dying from illness, but committing suicide in unfathomable numbers while waiting for health care?

 I know the VA has a lot of challenges and the only thing that is going to change the system is this: Give someone at the top some autonomy to do the right thing! This includes holding staff accountable with quick reviews for quality of care and the ability to discipline appropriately. Primarily, what is needed is for the feds to work in conjunction with capable recruiters who will recruit permanent providers that take ownership in their care for our military’s finest.

 Q: Many VA hospitals are located in areas that may be considered rural or unattractive to a medical professional. You have become famous in the recruiting world for attracting doctors to these locations. The VA has failed. What did you do to succeed?

 A: Three thing sell any product; Exposure, Repetition, and Execution. It’s a function of numbers. My recruiting firms have numerous recruiters that are dialing the phone all day and into the evenings and who are always introducing opportunities in very remote parts of the country. We have tremendous success. If you give an opportunity enough exposure and repeat the message enough times, you will find the right person for the right opportunity. If you are simply relying on a couple of job boards and a job fair to ensure your success, you will likely fail. The VA hopes that by expanding job listings on the internet, the right candidate will come to them. This is unlikely to happen.

 Unlikely? Perhaps Louisiana Legislative Auditor Daryl Purpera said it best when he remarked that “veterans deserve better.” It would be rare to find the person who disagrees. Harder to find would be the person who could fathom that search warrants would be served in homes providing care for veterans (this just happened in the state).

 It was just last October that Robert A. McDonald (himself embroiled in controversy) said that the problems facing the VA are serious. He is the 8th United States Secretary of Veterans affairs. When originally appointed, he made his goals for the administration concise. It was his intent to rebuild trust with Veterans and stakeholders, improve service delivery and set a course for long-term excellence.

 If this sounds like the corporate-speak of an individual in the private world, you would be right. McDonald is the retired Chairman, President and CEO of Proctor and Gamble. One can only assume that he now finds himself in a much different environment with a much different hierarchy and reward system. Is he, however, brave enough to admit that the tenets of privatization might be what is finally needed to save the VA? Van Allen seems to believe this is the path to progress.

 The latest Veteran’s Administration scandal, involving homes, administered care and procedures, happens almost on the eve of the Louisiana Governor’s bid to win Iowa. He won’t be the first governor or appointee to have to place the condition of national VA institutions in the “dread” category. Allen seems to think that by hiring private recruiting firms and lessening the federal hiring and overseeing power at the VA, conditions would improve and possibly flourish.

 Q: Post-hiring, does a firm like yours follow-up with quality checks?
A: We do conduct a thorough background check on our candidates. Legally, we are not allowed to access the NPDB (Data Bank) because we do not directly employ candidates. However, we do verify state licensing and board certification. We also require each candidate we are working with provide us with 6 professional references. In conjunction with this effort, our staff is trained to use all social media to turn over every stone to make sure we are providing the best candidates.

 Q: Have you examined medical hiring within the Veteran’s Administration system?
Why has it produced a crisis for the very men and women who deserve help from this country the most?

 A: I know the VA has invested millions of dollars into their recruiting efforts but dollars alone will not solve this problem. They have enhanced their job board and they have certainly increased their exposure but they simply can’t recruit at the rate they need to, to keep up with the amount of new patients entering the system. The VA system is the largest healthcare system in the US and the demand for quality physicians has never been higher. My perception of the VA when I was growing up as a kid, was that was a place for WWII and Vietnam Veterans go when they are sick or need medical attention. Although there is some truth in that, the VA has turned into something much larger than that. The amount of patients needing care has spiked to new levels and the complexity of their conditions has only grown deeper. There is a much higher influx of female patients. So there are simply not enough physicians being recruited to accommodate the patient demand and the problem is only going to worsen unless something is done.

 Q: What could you do to rectify the problems?
A: There are 4 areas I would focus on if I were asked to compliment what is already being done in the VA recruiting efforts.

 1. Sourcing- Sourcing candidates is certainly the dirty work in the recruiting world. Sourcing candidates takes a laser-like focus that you place on a specific pool of candidates. Then, you alert them of your available opportunities. There are many ways to accomplish this task. Some recruiting firms rely heavily on direct mail campaigns. Some like to utilize job boards. Our firm leans on technology and embraces some old school techniques to source candidates for specific opportunities. We have the most sophisticated and largest database in the industry. This allows us to get the message to a larger candidate pool at a quicker rate. My recruiting staff also makes an enormous amount of cold calls daily because you can’t just sit by your phone waiting for a medical professional to call you. Recruiters at our firm will make in excess of 200 dials a day trying to find someone that is willing to speak to them. We do this in concert with launching You Tube video’s, landing pages, E-blasts, and any other social media vehicles available to us.

2. Screening- Screening a candidate is a function of getting to know the provider at many levels. It’s impossible to know if you have the right person for the job if you haven’t spent adequate time vetting the candidate. We don’t waste the time of our clients. When we send a candidate over to our opportunities for review they have been fully vetted and they are ready to make a decision. This saves time and lets everyone focus on the task at hand. When we are finished screening a candidate, we know their immediate family, we understand their background and what got us to this point. We also understand their behavioral and motivational competencies, their work habits and what gets them out of bed each day. We ensure the candidate compliments the client’s philosophy. Screening is a critical phase of the recruiting process and is often taken for granted so many times.

 3. Presenting- If you have screened the candidate thoroughly, you should be equipped with the information needed to deliver a custom presentation that elicits the type of response you are seeking. Presenting is not a function of reading a list of fun facts but rather is the ability to tell a story with passion, conviction, and excitement. The art of presenting an opportunity must emote incredible excitement. A skilled recruiter has an uncanny ability to connect and capture the attention of the candidate with their voice. Just reading a canned presentation will never accomplish the goal. Presenting is NOT possessing the gift of gab but rather possessing the ability to take the information you have on your candidate and weaving that into your story. This is what separates an average recruiter from highly successful recruiter.
4. Closing- Closing never happens if you haven’t successfully sourced, screened, and presented the candidate. There is an old adage called ABC (always be closing) and it is never as true as it is in physician recruiting. From the moment a talented recruiter gets on the phone with a candidate he/she is slowly building momentum for the closing moment. There should be frequent trial closings throughout the process to insure a candidate is not simply “kicking tires.” There are many warning signs along the way if you are in tune with the process. My recruiters are trained on how to develop that ear and ultimately are trained on helping candidates make the right decision as it relates to your opportunities.

 THC Is Here To Help You With Your Recruiting Needs

 The Hire Connection, LLC is known for matching qualified candidates with employers and providers. With over twenty years in healthcare recruiting and physician job placement, owner Van Allen is considered a pioneer in the industry by many of his peers. If you would like more information about how THC can help you find the perfect candidate for your open opportunities, visit our website at www.TheHireConnection.net or give us a call at (866) 661-4473.
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Location: Columbia, MO, USA

Friday, October 16, 2015

Pediatric Opportunity in a VACATION SETTING!

Earn in the 90th PERCENTILE of Your Peers with this Pediatric Opportunity! 

 Babies Booming in this Resort Destination Community.

 Call: 888-571-5924



 Live and Work in a Beautiful Resort Community

 Live well in this resort community and enjoy the largest man-made recreational lake in the state. Discover endless attractions, water and other outdoor activities, sports and family-friendly parks and activities.

 The Practice
  • Aggressive Base Salary
  • Generous Signing Bonus
  • Say Good Bye to Student Loan Debt
  • 1:3 Call Schedule
  • 27 Days of Paid Time Off
  • Full Health, Vision, and Dental Insurance
  • 5 Star Awards In: Cardiology, Orthopedic, General Surgery, Pulmonary & Critical Care
  • Recipient of 2013 American Hospital Quality Award

The Community
  • Birthplace of one of the Most Famous American Astronauts
  • Work, Play, and Make a Difference
  • 6 Great Golf Courses in the Area!!
  • All the Shopping You can Handle from Unique, Boutique to Name Brand Malls
  • Very Family Oriented Community with Plenty to Do
  • Great Quality of Life with Low Taxes, a Safe Community and Strong Economy Spend Weekends on the Water

At The Hire Connection, we visit each and every opportunity we represent and, as always, work at no cost to you! Call anytime for more details about this position and many more.

To learn more, contact:
Kira Kordula
Director of Recruiting
Call: 888-571-5924
Coupling technology, expertise and accountability, The Hire Connection services are designed to source, screen, qualify, present and place the RIGHT providers to satisfy recruitment goals and improve provider retention. Give us a call today!

SUBSCRIBE TODAY!


Let's Connect!
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Location: Columbia, MO, USA
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