27 February 2014
With the multitude of advice and information out there regarding the job search process, how can you be sure you’re receiving the right tips? Many employers and career experts seem to disagree on the best way to answer certain interview questions, whether or not certain steps are necessary in the application process, and what to include on (and exclude from) your resume. But while these are all more stylistic choices of each employer, there are several “myths” regarding the job search process that the job seeker would be better off avoiding. Be wary of job search myths, such as the following, that come commonly disguised as advice but are often big blunders too many candidates make: The Myth: Your resume should not exceed one page. The Facts: This may have been true in the days when job hopping was a strictly negative term, but now that it’s more common for people to hold several different positions at several different companies during their careers, it’s understandable that fitting an entire employment history, a list of skills, and education onto one page can be difficult. There is no golden rule as to how long a resume should be, and in fact, professionals with extensive experience—think 10 years or more—are often expected to have resumes up to two pages in length. However, you should still keep your resume concise and easy on the eyes, so be sure to check out our post on reducing resume clutter if yours is getting lengthy. The Myth: You can rely solely on your connections. The Facts: Networking is an important part of anyone’s job search, but the connections you make aren’t necessarily always going to land you a job. Your network can help support your career in a number of ways through every stage if you maintain it, but while in the job hunting phase, try to avoid relying only on others to find you a position. You’ll land a job through hard work, versatility, and determination on your part—not by expecting others to find you work. The Myth: Hiring managers don’t read cover letters. The Facts: This one has been circulating for some time now, and while some employers may choose to forgo the cover letter, many understand that it is a great way for a candidate to leave a lasting impression and expand on his or her qualifications. Write a winning cover letter and you could very well capture an employer’s attention; leave one out when an employer wants to see one, and you’ll most likely harm your chances of landing an interview. The only time including a cover letter with your application is a bad idea is when the hiring manager specifies that you shouldn’t. The Myths: Experience makes or breaks your success. The Facts: While certainly important, concrete work experience doesn’t always take precedence when a hiring manager is choosing between candidates. In fact, there are a number of skills and attributes that can add up to equal or outweigh the quoted experience range in a job listing, so don’t let a slightly higher experience range discourage you from applying! The Myth: Applying to jobs online is enough to get you hired. The Facts: Although you can’t always rely solely on your network, you can’t expect to land a job fast if you limit yourself to applying to online applications. There are plenty of professionals who get hired by finding a listing, applying, and having a successful interview, but they are becoming rarer. In many cases, those who stick to online job boards and land a job tend to only find a position after quite a bit of time spent searching. If you want to find a new job and ensure it is the right job, you have to exhaust all your resources—and that includes printing out tangible copies of your resume and stepping out from behind the computer. However, as the job application process becomes more digital and more and more hiring managers use online systems to track applicants and candidates, it’s becoming more difficult to be found by more traditional job search methods. Keep a balance of on- and off-line searching in your job hunt, and you should be able to cover enough bases to get hired in a decent period of time.
26 February 2014
Although we're well into the first quarter, 2014 is still only beginning. January may be prime time for hiring, but in many industries, hiring is still continuing to ensure this year is a success. One particular industry that is making hiring a top priority is the financial services sector.
24 February 2014
The Execu|Search Group is proud to announce that we have been selected byCrain’s New York Business Magazine as one of New York’s largest executive recruiting firms. With over 60 recruiters who specialize in full-time placement, in addition to those who focus on temporary staffing from the New York City Tri-State area and Northern New Jersey on staff, we ranked as the 7th largest firm on the list of 25. Since our inception in 1985, The Execu|Search Group has always had our eye on growth. In fact, in 2014, we launched a new engineering division, and opened our second office in Connecticut. Today, we specialize in 11 practice areas and operate in 7 offices in the Tri-State area and Greater Boston including: New York City, Melville, NY, Parsippany and Bridgewater, NJ, Stamford and Hartford, CT, and Waltham, MA.
20 February 2014
Last month, the Point of Care Foundation released a report that showed a direct correlation between engagement of healthcare staff and patient satisfaction. This furthers the information found in a report by Beryl Institute and Catalyst Healthcare Research , which we spoke about in our article Achieving Patient Satisfaction Through Employee Engagement in June. These findings suggest that, both before and after the sudden influx of newly-insured patients, patient experience is inexplicably linked to engaged and attentive healthcare staff—perhaps even more so now. This should come as no surprise: when your staff is giving patients the attentiveness and thoroughness of care they deserve, the patients should come out with a positive experience. And yet, according to the Beryl Institute’s research, professionals primarily responsible for addressing patient experience are only allocating an average of 63% of their time to supporting such efforts. This is due to insufficient staff, resulting in patient experience professionals having to turn their attention elsewhere. In order to provide top-quality care and score high on patient satisfaction for reimbursements, healthcare facilities must consider bringing on new, dedicated talent. Hiring Care Managers and Coordinators is a great starting point, as these professionals can give patients one-on-one attention pre-, during, and post-stay to make sure they are informed and healthy. Such care can greatly improve patient satisfaction. In addition, hiring such professionals can equip your facility to address the following issues, which are also big factors in overall patient experience: Improving communication between patients and staff Reducing patient wait times Providing patients with discharge information Communicating with patients regarding medication Maintaining a quiet and orderly environment Assisting in pain management Hiring professionals to assist with these tasks is the quickest way to improving your patient satisfaction ratings and mitigating patient anxiety, which ranked as one of the highest satisfaction factors in one study. Of course, in order to know who to hire, you first need to know where your facility is lacking. This is where providing a patient survey upon admission and/or discharge can be helpful. The key is to assess and address—find the areas that can be improved on and work to fill those gaps, either through hiring new professionals or reorganizing your current strategies. Stick with this formula, and you should be well on your way to having the ability to directly manage your patient experience.
20 February 2014
Hiring trends in the Information Technology sector have been indicating rapid job growth amongst a variety of computer and information technology occupations for 2014 and the coming years. Professionals with a spectrum of skill sets are needed at businesses across industries, and this demand is only increasing. This growth can be traced to the digitalization of businesses and the subsequent needs for assistance in transitioning to more technologically-savvy systems. “Many of our clients are looking to be matched with professionals who can provide support,” says Jed Pillion, Managing Director of The Execu|Search Group’s IT division. “The candidates they are looking for have skills that are vital to updating their business processes and bringing their organization into the increasingly technologically-oriented modern age.” Two particular areas where our IT recruiting division is seeing an uptick in demand for IT professionals are the development and network sides. “While some of the positions that fall within these categories have been around for a while, others, particularly those that involve Big Data, are relatively new and are increasing in popularity,” says Jed. “As our most in-demand positions call for professionals with different backgrounds and skills sets, there’s something out there for everyone.” Here are seven such positions we are seeing increased demand for and the skills they require: .Net Developers – Using the Microsoft .NET services development framework, .NET Developers design and build applications for companies and provide customer service to clients regarding production Web applications, services and processes. In order for these developers to be successful, they not only have to be proficient in a variety of programming languages and have strong technical documentation skills, but also need to demonstrate strong communication skills and have the ability to act as a team player. Java Developers – This occupation also calls for great communication skills, as developers work with cross-functional teams and must collaborate and communicate with others on a regular basis. As code creators, their responsibilities entail testing and ridding their code of bugs, making sure that their product is completed within a specific timeline, and troubleshooting issues. Java Developers also typically have experience with web and software development and knowledge of various frameworks. Python Developers – Python Developers are responsible for implementing software into business solutions, designing and building data to support initiatives, and developing algorithms to resolve business problems. These professionals must be up to date with the latest and most current techniques regarding the development of dynamic user interfaces. As a result, if you are a Python Developer looking for your next opportunity, it’s important to explain to potential employers that you have kept your skills up-to-date and have the evidence to back it up. Business Intelligence (BI) Analyst – As Big Data continues to transform the way organizations make decisions, the demand for professionals who can analyze this data will continue to grow. Though this field is relatively new, common skills in the IT industry such as technical skills, problem-solving skills, and communication skills are prerequisites for any person applying for this type of position. Though there is one certification available, most employers are looking for individuals with a bachelor’s degree in IT, business statistics, or a related field in addition to extensive experience analyzing data. Network Administrator – Network Administrators are responsible for designing, building, and maintaining local area networks, wide area networks, and intranets. Since the complexity of networks vary by business, it’s important that they update their knowledge base by maintaining professional networks, actively seeking out educational opportunities, and reading industry publications. They should have a solid understanding of hardware and wiring needs and possess excellent communication and analytical skills in order to collaborate with senior management and clients. For those looking to demonstrate their mastery of network administration, there are a variety of certification programs to choose from. Network Security – As data becomes more sensitive and hackers are becoming stealthier, businesses are placing more emphasis on network security. There are a number of certifications professionals can obtain to increase their value in the market, such as Certified Information Systems Security Professional (CISSP), Certified Ethical Hacker (CEH), and Certified Information Security Manager (CISM). Ideal candidates for these roles have knowledge of data encryption techniques and best practices, an understanding of the Software as a Service (SaaS) model, project management skills, and network administration and engineering skills. DevOps – Careers in DevOps combine the server administration side with the scripting side of IT. DevOps Developers work to bridge open source components with code in order to create new software that can work across a variety of operating systems and platforms, and therefore need to be able to utilize numerous skills in their day-to-day interactions, including data management, coding, scripting, knowledge of open source technologies and tools, and familiarity with incremental code testing and deployment. For passionate IT professionals with a multi-disciplinary skillset, DevOps can represent a challenging new venture.
19 February 2014
There are a number of ways to ensure that your patients are staying healthy and avoiding rehospitalization: hiring Care Managers and Coordinators to ease transitions from hospitalization to discharge, implementing telehealth technology to keep patients informed, and bringing on Nurse Practitioners to balance out Physician shortages, to name a few. However, a recent report by Fierce Healthcare has stated that while healthcare providers may be doing all they can to guide patients through their care plans, many patients—especially the newly insured—are still facing rehospitalization risks. The reason? Healthcare illiteracy. In other words, many newly-insured patients aren’t thoroughly educated on the services they now have access to—a problem that can be remedied by hiring healthcare professionals with communication skills and the ability to educate patients on available resources. For those who were previously uninsured and had no experience with doctor visits, the idea of visiting physicians for minor issues or even regular check-ups may be foreign to them. Instead, many are likely to wait until a more serious problem arises and take a trip to the Emergency Room. This, of course, is something the Affordable Care Act (ACA) strives to avoid—and can be prevented with the right healthcare professionals. Still, despite the ACA’s efforts, one study by Fierce Healthcare found that Emergency Room visits have skyrocketed by 40% since the surge of newly-insured patients. If you find healthcare illiteracy to be an issue in your facility, consider placing more emphasis on soft skills such as communication and interpersonal skills in your hiring efforts. For example, hiring staff with bilingual skills and knowledge of various cultures can help your facility ensure all patients are on the same page—regardless of their ethnic background. Should such healthcare professionals be hired and trained to assess and provide guidance to patients, the number of rehospitalizations can be driven down as a result. Furthermore, communication amongst staff is important as well, as the patient is the one ultimately affected by miscommunication. As we’ve said before, it’s been estimated by The Institute for Health Care Improvement that 30-50% of healthcare spending in the United States is wasteful: caused by inefficiency, lack of proactivity, and poor communication. We encourage clients and candidates alike at The Execu|Search Group to give more weight to soft skills, as they can not only ensure better cultural fit but expedite workflow and increase efficiency amongst colleagues. Through recent changes to healthcare, such as telehealth implementation, the industry has been striving for better communication as a whole. Bringing on the right staff who can help push that goal forward is the first step to a successful transition.
18 February 2014
We’re proud to announce that we have been selected by NJBIZ as one of the Best Places to Work in New Jersey. The award program identifies, recognizes and honors the top places of employment in New Jersey that benefit the state’s economy, its workforce and businesses. To qualify, companies had to fulfill the following eligibility requirements: Have at least 15 employees in New Jersey Be a for-profit, not-for-profit or government entity Be a publicly or privately held business Have a facility in New Jersey Companies from across the state entered the two-part process to determine the 100 Best Places to Work in New Jersey. One part encompassed an evaluation of each nominated company’s workplace policies, practices, philosophy, systems and demographics, while another element included an employee survey that measured employee experience. The combined scores of the 2 phases determined the top companies and the final ranking. The 100 companies chosen for the honor were split up into two groups: 62 small/medium-sized companies (15-249 employees) and 38 large-sized companies (more than 250 employees). Our firm, which has 7 offices in the Northeast, including one in Bridgewater, NJ and one in Parsippany, NJ, has been named one of the Best Places to Work in New Jersey in the small/medium category. The award program, created in 2005, is produced by NJBIZ. NJBIZ, program sponsors and partners will honor this year’s 100 Best Places to Work and announce their ranking during an awards dinner and ceremony on Thursday, May 1, 2014 at the Hyatt New Brunswick. For more information on the Best Places to Work in New Jersey program, please visit www.njbiz.com/BestPlacesNJ.
18 February 2014
Whether you are a nurse interested in attaining new skills, making a career change, diversifying your experience, or just looking for a change of pace, temporary nursing is a great option for a variety of reasons. In fact now, as more healthcare providers continue to see the value of temporary nursing assignments, is the perfect time to take advantage of these opportunities. “Healthcare employees are always in demand,” explains Amanda Bleakney, Senior Managing Director of The Execu|Search Group’s Health Services division. “Even during the recession, the amount of patients needing healthcare didn’t change! As a result, during the recession when many organizations didn’t have the resources for a large full-time workforce, we saw that many of our clients relied on temporary employees. As our economy recovers and more full-time opportunities become more available, we are still seeing that there is still a lot to be gained from temporary nursing.” It’s also important to keep in mind that a temporary assignment does have the potential to lead into a full-time placement. As Amanda notes, “Many of our clients have specialized hiring needs and hire on a temp-to-perm basis to ensure there is a proper match for all parties involved. Additionally, temp assignments are a great way to get your foot in the door – employers are typically more willing to hire nurses that they have seen working for them reliably in lieu of making a full-time commitment to someone they have not seen on the job.” Therefore, taking advantage of the accessibility of temporary nursing can result in a satisfying match for a number of different nursing professionals looking for opportunities to gain hands-on experience and build a strong network that can span their entire career. For instance, this type of nursing can represent a stepping stone, a career path, or even a way of gaining familiarity in new fields. This means that whether you are a recent nursing grad who is trying to figure out which field you want to specialize in, or a more experienced nurse interested in pursuing a new interest, temporary assignments can help you decide which direction to go in. With a shorter term assignment, you have the opportunity to either choose to make a more permanent commitment to that field by attaining a certification and looking for a full-time position or try a different area if there isn’t a fit. In addition, temporary roles can offer you the flexibility to schedule your hours around your priorities, such as the pursuit of higher education, or for those looking for full-time placement, the potential to ensure that you enjoy doing the job and working within that facility. If you don’t, these short- term, temporary assignments make it very easy for you to move on and try something else. Of course, there are caveats to taking on temporary roles, and the work is based significantly on a combination of clinical and interpersonal skills. One example of a strongly-suited candidate for temporary nursing might be someone who is capable of juggling different tasks, interacting with new faces on a daily basis, and who possesses the mental focus needed to adjust and quickly contribute to constantly shifting teams. If this sounds like something you could do, you can check out our hundreds of temporary and temporary-to-perm nursing assignments by searching, here.
14 February 2014
We’d like to introduce you to our featured guest blogger, Dana Scurlock. Dana works within our Nonprofit recruitment division as a Staffing Manager and specializes in the placement of administrative, development, finance, and IT professionals within mission-driven nonprofit organizations.