12 June 2014
On Monday, June 23rd, The Execu|Search Group’s Bridge Travel Healthcare staffing division is hosting a free neuroscience review course for occupational therapists. The 120-minute workshop will be led by Marianne Mortera, PHD, OTR/L, an occupational therapy educator with 25 years of experience teaching at schools such as New York University and Columbia University. Marianne’s presentation will help participants: Review the theoretical concepts from neuroscience and neuropsychology, highlighting key structures and functions of the human nervous system; Identify what specific neuroscience concepts are used as the bases for occupational therapy frames of reference, specifically the assessment of neurological dysfunction; Identify the typical sequelae or disease processes of various neurological conditions addressed by occupational therapists. “As part of our continuing efforts to ensure our therapists have the foundation they need to be successful in the field, this is the third in a series of educational workshops we are offering,” explains Michelle Callahan, a Staffing Manager within Bridge Travel Healthcare who organized the workshop. “Since our therapists work in a variety of practice settings, our goal is to offer many in-service presentations that are relevant to different areas of occupational therapy.” The neuroscience review course will be held on Monday, June 23rd from 6:00pm-8:30pm at: 620 8th Avenue, 15th floor New York, NY 10018 RSVP today by emailing Michelle Callahan at email@example.com. Space is limited, so please RSVP by June 13th.
12 June 2014
In the wake of a competitive job market, companies are beginning to rely more heavily on job referrals from current employees to fill open positions within the company. In fact, a study by the U.S. Department of Labor showed that approximately 50% of candidates are hired through referrals. Not only does this mean your recommendation of a candidate holds more weight, but it also opens more room for criticism if your referral doesn’t work out. Though it would be ideal if every time you recommended a friend they got the job, unfortunately if things don’t go well, it can be negatively reflected on you. As a result, there are a number of questions you should consider before you refer your friend to an open position at your company. 1. Do they have the right experience, background, and work ethic to thrive in the position? Every organization wants to ensure they are hiring the best talent, so before you recommend your friend, make sure they possess the core qualifications for the position. Many job seekers assume that simply “knowing the right person” will get them the job, even if they don’t meet the requirements. However, you always want to try and promote a friend who has the necessary background to beat out the competition if in fact they are invited for an interview. 2. Could this tarnish your reputation? While it is always nice to be a conduit between your friend and their next big job, keep in mind that how well or poor your friend performs will be a direct reflection of your judgment. So, before you try to be a great friend by submitting their name for that position, consider that anything your friend does will affect how you are perceived by your peers. 3. Do you know them on a professional level? Speaking with a friend on a personal level can differ drastically from communicating on a professional level. If you have worked with your friend on a professional level (i.e., in a corporate setting, team department, etc.) and believe they would be a good fit, by all means recommend your friend for that position. However, if you have no representation of them on a professional level, and have never worked with them, it may prove to be difficult to vouch for someone’s abilities. Therefore, make sure you can comment on your friend’s professional background before you refer them. 4. Would they be a good cultural fit within the company? With most new jobs comes the need to adapt to a new corporate culture and team environment. While your friend could be a very sociable person, will their personality translate well into your company’s professional setting? Depending on how well they work with others, this could have a negative impact on how they are able to mesh with the team dynamic. Keep in mind, if your friend blatantly isn’t a cultural fit, your judgment, once again, may come into question. 5. Will this put a strain on your friendship? When referring anyone for an open position within your company, it’s important to consider the fact that it could put a strain on your relationship if things don’t go as planned. Questions to consider asking yourself include: what would become of your working/personal relationship if your friend was hired or fired? How might your friendship change if you become their manager or vice versa? Consider how this may affect your communication methods both in and out of the office moving forward, as friends. Therefore, think about if your friendship is more valuable than helping them get that job, as your decision could come back to hurt your relationship in the long-run.