30 September 2016
This week, we celebrated National Health IT Week, where leading professionals in the healthcare industry recognized the importance and accomplishments of IT professionals within healthcare. Nationwide, public and private healthcare constituents have worked in partnership to educate industry and policy stakeholders on the value of this profession within the U.S. healthcare system. National Health IT Week highlights the incredible accomplishments made with technology in recent years, including precision medicine and telemedicine, as well as celebrating job creation and making communities healthy. Earlier this week, President Obama issued a statement commemorating Health IT Week, stating, “During National Health IT Week, we recommit ourselves to improving the health of our citizenry using breakthrough technologies of our time and reaching for the next frontier of innovation.” He goes on to add that 97% of the nation’s hospitals now use electronic medical records; in an effort to comply with regulations set by the Affordable Care Act, this has led to an increasingly high demand for healthcare IT professionals. “We know firsthand the value of a healthcare IT professional,” says David Yoo, a Senior Director within The Execu|Search Group’s Health Services division. “With healthcare facilities either moving to electronic records or upgrading software, the demand is high for such an important skillset. It is incredible to meet these professionals and now see how their accomplishments are valued throughout the healthcare community and around the country.” To learn more about Health IT Week, visit healthitweek.org.
30 September 2016
Calling all creative and digital marketing professionals: The Execu|Search Group is hosting an event just for you on Thursday, October 20th! Strategy Secrets: How Top Brands Succeed In Social Media will take place from 6 pm to 9 pm at Liberty Hall at the Ace Hotel (20 W 29th St, New York, NY 10001). Attendees will have the opportunity to learn how four leading brands are redefining the way companies use social media to build their brands. After some networking, our friends from Marina Maher Communications, RAPP, W2O Group, and WeWoreWhat will lead an open discussion where they will share the strategies that have driven their success and attendees will have the opportunity to get their questions answered by the leading panel of experts. “Creativity is often sparked by collaboration, so the goal of the event is to provide professionals with an easy way to meet and learn from their peers,” says Heather Cianchetti, Managing Director of The Execu|Search Group’s Creative & Digital division. “This is a great opportunity to not only pick up some new tips and tricks, but also network with likeminded professionals and hiring decision makers.” Attendees will be treated to drinks, hors d’oeuvres, and music throughout the event. You can RSVP, here.
29 September 2016
This is part of a series of testimonials from candidates who have successfully been placed by The Execu|Search Group. This testimonial comes from Colin Mincy; you can find our past testimonials here. Before Colin Mincy, a human resources professional, partnered with The Execu|Search Group on his job search, he had previously worked with the Office Support & Human Resources division as a client. So, when he was ready to find his next opportunity, he met with Erin McCarthy, a Director of Office Support & Human Resources within The Execu|Search Group. As a result, he was offered a position as HR Partner for a leading global humanitarian organization, and quickly moved up to Regional Director of Human Resources for US & Europe Headquarters. Colin has had a very positive experience in his continuous work with The Execu|Search Group, and he was happy to speak with us about it… On his background… When I was growing up, I always wanted to be a banker, and I was lucky enough to achieve that dream. However, after working in corporate banking for a major bank, I realized that this career wasn’t as fulfilling as I had once thought. Before leaving the company, someone in the HR department had suggested that I could combine my interpersonal skills with my love for business and build a career in Human Resources. I took this advice, and now I couldn’t dream of doing anything else. After 13 years in this field, I have primarily worked in the financial services industry as a global HR leader. On what he was looking for… Recently, I had decided that I wanted to move outside of the financial services industry, and combine my passion for philanthropy with my career in HR. Coincidentally, I have actually worked with The Execu|Search Group as a client since 2005. Through the years, I have witnessed their ability to match talented professionals with great jobs. Because they have been a great asset to me when I needed administrative or HR professionals, I knew that they would be able to guide a professional like me through this difficult transition. On how TESG worked to meet his needs… I knew firsthand the well-deserved reputation upheld by The Execu|Search Group, and if I communicated my needs, they would be able to find the perfect match. Less than ten days after meeting with Erin, she contacted me about a contract position at a global humanitarian organization, and I was thrilled at the match Erin had made. Erin thoroughly prepared me for the interview process, and I was offered the position of HR partner. After only one month, I matriculated to full-time employment as the Regional Director of Human Resources for US & Europe Headquarters! On preparing for the interview… The recruitment team knew the employer well, and as a result, they were able to provide me with more comprehensive context than you would normally receive. The interview scheduling and onboarding process was well-structured and seamless, but most importantly, this role was the perfect match for me. On his overall experience… This was my first placement as a candidate with The Execu|Search Group, and it was just as successful as my experience as a long-term client. I am indebted to the dedicated Office Support & Human Resources team at The Execu|Search Group, so thank you to Erin, Kate, Jaimee, Jennifer, Jesse, and Shana! I look forward to continuing our work with you in the future. “Along with his extensive HR experience, Colin has an energetic and contagious personality,” says Erin. “He was looking to make a difficult move into the Nonprofit industry, but his focused attitude and willingness to work for the opportunity made it easy for me. As soon as I heard that this global humanitarian organization was looking for an HR candidate, I immediately thought of Colin, and I knew that their mission would resonate with Colin’s philanthropic ambitions. He was able to land the contract position, which ultimately became permanent, and it was truly the “best match” for both the client and Colin. Today, Colin and I get to catch up and work together on a regular basis, now that he is our client once again!”
28 September 2016
In today’s job market, many executives understand that they need to do more than ever before to retain their best talent. With a low unemployment rate, it’s the skilled candidates who hold the power as opposed to the employer. As a result, if an employee does not feel satisfied with their position, there is often little hesitation to move on. While retaining your top employees requires several elements to consider, keep in mind that this process begins before the employee even starts working. Instead of making changes to retain talent as a reactionary measure, be proactive, and set up your new hires for success before day one. When a new hire begins a job, the pressure is on for the employer to make an excellent first impression. Regardless of what happened in the interview process, the entire onboarding process can make or break the employee’s experience throughout their tenure with the organization. In order to set the tone, procedures should be in place to get them acclimated and ready for day one. Throughout the months that onboarding requires, here are the steps you should take starting immediately after an offer is accepted: Before Day 1: Send key information: Before your new employee starts, be sure that they have everything they could need to start on a strong note. This includes reminding them of necessary identification for paperwork, as well as informing them of any other first day details like their expected arrival time or the dress code policy. Plus, you can give them an idea of what to expect. Whether they will be in HR seminars or diving straight into work, easing some of the uncertainty can help them perform better and focus on what really matters. Organize their workspace: Instead of waiting until they arrive, be sure to clear a workspace ahead of time. This includes being sure that they have a desk or table to work on, as well as a functioning computer and other necessary tools (pens, paper, etc.). While this may seem relatively insignificant, nothing makes a poor first impression like not having a place for your new hire to sit. This can leave the employee feeling as though their managers are disorganized and underprepared right from the start. On Day 1: Be ready with a schedule: In addition to being sure that you are available to greet your new hire, outline a schedule for the day. This can take some of the pressure off of the first day and allow the employee to focus on more important details like basic work duties and learning names. Outline policies: In addition to discussing work responsibilities, be sure that you take your new hire through an employee handbook or similar literature that outlines key policies like time off and hours of operation. Introduce the team: While it can be easy to spend more time outlining policies and job responsibilities, introducing your new hire to the team on day one is the best way to be sure that they get familiar with the organization. Even if they don’t work with someone directly, taking a few seconds for an introduction to key players can help you promote an inclusive culture. Eat lunch together: Even if you usually eat lunch separately, go the extra mile to make your employee feel welcome. Just a few minutes of socialization can help anyone to feel more comfortable, and lunch is the perfect opportunity to ease some of the initial tension. Assign a peer coach: In order to get your new team member through their first few weeks, assigning someone to answer any questions can be helpful for both the employee and the team as a whole. A coach can give your new hire a resource they can turn to for assistance in daily minutia, making any internal transitions more effective. Outline expectations: Lastly, while the first day may not be a heavy work day, be sure that your new employee meets with management and gets a clear outline of what is expected of them on the job. By doing so, the employee will have a better understanding of the path lying ahead; plus, they’ll be less likely to falter if expectations are laid out beforehand! After Day 1: Have them contribute early on: A good way to be sure that this employee feels included in the organization is to allow them to contribute to a big project early on in their tenure. While it may be hard to relinquish some control, find a way to show them that you trust them to do an excellent job. If they can understand how meaningful their job can be from the start, they’re more likely to see the value in their work. Provide feedback: In order to be sure that your employee learns everything correctly, be sure that you are providing feedback early and often. In addition to being sure that expectations are kept clear, it is very likely that your employee would prefer consistent feedback as opposed to one annual (and formal) review. Plus, any arising issues can be halted before they become a bigger problem. Listen to their needs: Early communication between a new hire and management can only help each party be clear on expectations. Not only does the new team member need consistent assessments from you, but you also need feedback from them. If you don’t want to lose out on a talented professional, you should be sure that their needs are being met at work. By keeping the doors of communication open, you’ll be sure to catch potential issues earlier on before you wind up losing the employee altogether. The Execu|Search Group is a leading recruitment, temporary staffing, and workforce management solutions firm. Since opening our doors in 1985, we have helped over 26,000 companies find talent. Learn how we can work together to find your next great hire, here.
27 September 2016
In recent years, the healthcare industry has undergone major reforms. The many developments that have affected the industry are in large part due to the Affordable Care Act, and IT professionals have benefited in a tremendous way. Among several other regulations that require compliance from healthcare entities, improvements to technology used in medical facilities have created a boost in available positions for IT professionals. As a result, the demand is higher than ever before. “We’ve definitely seen a steady increase in jobs from medical facilities looking for top IT professionals,” says John Carey, a Senior Technical Recruiter within The Execu|Search Group’s Information Technology division. “This is especially true for Project Managers and Application Analysts, both of whom are highly requested across the board.” John noted that specific skills that are often sought include experience with EMRs (Electronic Medical Records) and EHRs (Electronic Health Records). “Specifically, a very common EMR system used is EPIC, and many facilities or support organizations are looking for IT professionals who can implement or upgrade this technology,” says John. For IT professionals who may be interested in entering the booming healthcare market, there are several benefits in doing so, as John notes. “The healthcare industry is vast in size, and it only continues to grow,” he says. “If you have the skills to transition into the industry, this is a great path to pursue in the long run.” Not only is it the fastest-growing area of opportunity for IT professionals, but it continues to open up new doors for consultants. As a consultant working in healthcare, you could have the opportunity to work for some of the best medical facilities in the country. “Our candidates who have made the move to the healthcare industry are really enjoying it,” says John. “They’ve embraced the industry because they get to do incredibly important and valuable work.” Not only are IT professionals working alongside some of the best and brightest minds in leading facilities, but they get to see how their work changes lives for the better. “When you update software or calibrate a machine, you’re directly affecting the health and well-being of others, and you can see those results,” says John. “It is a very powerful and rewarding experience to change lives in that way.” For IT professionals who are interested in exploring this career path, John suggests a couple of different ways to get involved. “If you’re looking to get your foot in the door, consulting is a great route,” says John. “By doing so, you can test the waters and evaluate whether this field or even a specific employer is right for you before making a longer-term commitment. In some cases, a temporary role can even transition into a full-time position!” If you feel you need some additional training before pursuing this path, there are always education opportunities to get yourself up to speed. For example, a certification or degree in Medical Informatics will provide you with everything you need to pursue healthcare IT with confidence. In the future, John sees continued growth in the healthcare field for IT professionals. Because of the Affordable Care Act, systems like EMRs or EHRs will need constant upgrades, plus the ACA has opened up several more avenues in healthcare. “In addition to positions opening up in medical facilities, healthcare startups are rocking the industry, and they are also in need of talented IT professionals,” says John. “Technology will only continue making advances in this sector, and IT professionals will continue to be integral players in healthcare for a long time to come.”
26 September 2016
The Execu|Search Group would like to invite you to apply to our Healthcare Effectiveness and Information Set (HEDIS)/ Quality Assurance Reporting Requirements (QARR) training class! The class will be held on Wednesday, October 26th from 9:00am-5:00pm at The Execu|Search Group’s Hartford, CT office located at: 280 Trumbull Street (21st floor), Hartford, CT 06103. Upon completion of the class, you will be an eligible candidate for all of our future HEDIS/QARR projects, which start this fall and are available in all NYC boroughs as well as on Long Island and in New Jersey, Connecticut, Massachusetts, and Florida through Spring of 2017. Breakfast will be served and all participants should arrive at 8:30 am. The training fee for the class costs $200/person, which will be reimbursed if you complete 200 hours of HEDIS/QARR project work through The Execu|Search Group. To be eligible for the class, you must: Be a Registered Nurse (RN), Licensed Practical Nurse (LPN), or Foreign MD Have experience with: Managed Care, Quality Improvement, Performance Improvement, Case Management, Chart Review, Utilization Review, Precertification/Authorization, and/or Informatics To apply, please email your resume to HEDISQARR@execu-search.com with the subject line: 2016 Hartford HEDIS/QARR class. Refund Policy: Our class has limited availability, so your $200 payment reserves your spot. The fee covers costs for our trainers, class preparation, materials, IT logistics, and refreshments. Your deposit is non-refundable. Please ensure you are committed to attending before making the payment. If you have an emergency the day of the class, we will apply the deposit as credit toward a future class.
26 September 2016
Have you ever been curious enough to Google your name to see the search results that pop up? While this might not seem like something you would want to do for fun, an increasing number of employers and hiring managers are relying more on such tactics, especially on social media, to gauge prospective candidates’ social conduct. Since you never know exactly what an employer will be looking at, it would be a huge let down to be passed on for a role because one of your social media accounts raised some red flags. Taking the time before starting your job search to clean up anything that may portray you in a negative light will only help your odds of being hired. Whether you are starting from scratch to build your online personal brand, or trying to find ways to clean up your social media accounts, here are a number of things you should focus on before starting your job search: Your LinkedIn profile should be up to date With approximately 450 million active members, hiring managers and employers alike are relying more on LinkedIn as a ‘one-stop shop’ to find and vet qualified candidates. While there are a number of LinkedIn blunders you should try to avoid, there are a number of steps you can take before embarking on your job search to ensure you can be easily found by prospective employers. For starters, you should upload a professional photo, update your skills and experience, and create an enticing ‘Headline’ and ‘Summary’. As a result, taking small steps like these before starting your job search will help your LinkedIn profile standout, which will increase your odds of getting noticed by a hiring manager. Change your settings to ‘private’ While most job seekers might want to immediately clean up their Facebook account since this hosts the widest variety of information that speaks to your personality, it’s important to first know what privacy settings you currently have in place. In other words, before you start deleting or untagging anything, change your privacy settings to ‘Private,’ which will ensure that any of the changes you do make won’t be visible to the public. Surely, if your background is in a creative space (i.e., marketing, retail, advertising, etc.) and you want to showcase your skills or your following, be mindful of what could be deemed as negative or inappropriate if it is public. Remove/update problematic content Ask yourself, what kind of information would make you want to distance yourself from a prospective employee? While social media accounts serve as a great way for you to express your ideas and opinions, without given the proper context, some things can be misconstrued and work against you. For example, status updates or posts about religion, politics, or race, in general, are sensitive topics that could easily be perceived as offensive if someone didn’t really know you. Therefore, to avoid running into a hiring manager or interviewer who has conflicting views than yours, take the time before your job search to remove content that could be deemed inappropriate or insensitive. Along the same lines, take a look at your Twitter feeds/followers and Tumblr blogs to make sure they reflect the type of individual you want to be perceived as by employers. Clean up your inappropriate photos We all know the old saying, “A picture says a thousand words,” and that couldn’t hold more weight for a prospective candidate starting their job search. While you may have had the best time during ‘spring break’ or a fun-filled vacation you never wanted to end, you want to make sure all the photo evidence of these experiences (if public) would be appropriate for a hiring manager to see. Therefore, be sure to take the time to untag yourself from inappropriate photos and remove any questionable images you are associated with from your account(s) to ensure your social media activity is consistent with the type of professional your prospective employer is looking to hire.
22 September 2016
Searching for a job is a long process concerning several steps. With so much involved throughout your applications and interviews, it can be tempting to cut corners. After all, you’re a competent professional; you know how to write about and discuss your own background. However, there are simple mistakes that can be made when you are confident to the point where you bypass a step for expedience. While you may feel like you’re above these pitfalls, being sure to check all of the boxes can give you a boost of confidence and ease your nerves. Here are six common errors that should not be overlooked: Not Proofreading Your Resume While most job seekers are confident in their ability to spell or format a resume, typing too fast or even a copy/paste error can result in a critical gaffe. Before submitting the file, be sure that you’ve combed through the document with a keen eye. Otherwise, you may end up losing out on several opportunities by default. As an added precaution, ask a friend to proofread your files before sending them. When you’re so familiar with the material, you may accidentally pass over errors that a fresh eye can catch. Not Tailoring A Cover Letter For The Organization Cover letters can be the most time-consuming aspect of an application. However, it is rumored that cover letters are often not read, and subsequently, job seekers will put little effort into their writing. While it’s tempting to use a generic cover letter for every submission, this tactic can be easily spotted and get you disqualified. Taking a few minutes to check out the website and re-read the job description can give you enough details to weave a thoughtful customized letter and land you an interview. Not Conducting Research On The Company Even if you’re familiar with the organization, going into an interview without any additional research can only do more harm than good. While you may feel comfortable with your ability to react on the spot, you may miss crucial information that was readily available to you. If the organization has been in the news or is promoting a product or service that you’re not aware of, that’s a red flag that might get you eliminated from the running altogether. Plus, this is an easy way to boost your confidence before heading into the room. Not Preparing Interview Answers Of course, you can’t anticipate every question you’ll be asked, but you’re guaranteed to answer some basic questions through the interview process. While you may feel prepared to articulate your history and experiences, you never know how you’ll feel in the room. Once you get in there, you may be more nervous than you thought, or perhaps the interviewer will catch you off guard. Having an idea of what you plan to say beforehand can smooth over any bumps in the road. Not Preparing Interview Questions Along the same lines, you may feel as though you will think of insightful questions to ask at the end of your interview. However, without contemplating questions ahead of time, you may end up drawing a blank. Plus, most of your basic questions may have been answered in the course of the conversation. Using your research on the company to think about what to ask beforehand can help you feel more secure, and can ultimately put less pressure on you at the end of the meeting. If you’ve prepared questions, you can feel less on the spot and take more care listening to your interviewer’s answers. Not Following Up If you’ve made it through the interview process, the final crucial step is to follow up. However, for those who may feel especially positive in their performance, they may decide that they’ve already locked down the offer, and they don’t need to send a thank you note. Even if you’re sure about your chances, ignoring the last (and arguably, easiest) part can be the final straw. When you’re in reaching distance of the job offer, be sure that you don’t lose it over this fluke.
22 September 2016
If you are a recent nursing grad or interested in pursuing an advanced nursing degree, we’d like to invite you to our upcoming workshop, The Post Grad Years: How Nurses Can Prepare For Career Success! The workshop will be led by Maggie Raymond, an RN who works at a top-tier New York City hospital and is currently pursuing her Master’s in Nursing Administration at NYU. In addition to sharing her experiences as a recent grad navigating the ever-evolving nursing job market, she will cover: How to determine your practice setting preference Best practices for managing the interview process The importance of setting + managing your expectations for your first job How to decide if going back to school is right for you (and how to balance it with your job if you do) “This event is part of our continuing efforts to educate job seekers on topics that can help them lead successful careers,” says Amanda Cruse, a Managing Director within The Execu|Search Group’s Health Services division. “We know how difficult it can be to navigate the nursing job market after graduation. There are a lot of unknowns, ranging from specialty to practice setting, so we’d like to provide any guidance we can along the way!” The event will be held on Friday, October 14th from 12:00-pm-1:00pm at The Execu|Search Group’s corporate headquarters, located at: 675 3rd Avenue, 5th floor, New York, NY 10017. If you are interested in attending, please send Amanda Cruse (email@example.com) your full name and contact info, using the subject line: Post Grad Years Workshop. Space is limited, so please RSVP by 10/7.