13 September 2017
As a member of the Greater New York Association of Healthcare Recruiters (GNYAHR), many of our nursing and allied health professionals are eligible for several scholarship opportunities. Please continue reading for more information. Allied Health Scholarship: You are eligible for the $1,500 scholarship if you meet the following criteria: Resident of NY, NJ, or CT An employee or student of a current GNYAHR member. Successful completion of 1 semester of an accredited Allied Health program Minimum GPA of 3.2 Current proof of enrollment in an accredited Allied Health program Please refer to the scholars program for more information on how to apply for this scholarship: http://www.gnyahr.org/allied-health BSN Scholarship: You are eligible for the $1,500 scholarship if you meet the following criteria: Resident of NY, NJ, or CT An employee or student of a current GNYAHR member Completed at least 1 semester of nursing undergraduate coursework; and are enrolled on a part time basis in an accredited BSN program Minimum GPA of 3.2 Current proof of enrollment in an accredited BSN program Please refer to the scholars program for more information on how to apply for this scholarship: http://www.gnyahr.org/bsn MSN Scholarship: You are eligible for the $1,500 scholarship if you meet the following criteria: Resident of NY, NJ, or CT. An employee or student of a current GNYAHR member Completed at least 1 semester of nursing graduate coursework; and are enrolled on a part time basis in an accredited Master’s degree program Minimum GPA of 3.2 Current proof of enrollment in an accredited Master’s degree program Please refer to the scholars program for more information on how to apply for this scholarship: http://www.gnyahr.org/master-s-degree
13 September 2017
Amid a surge in hiring, it’s clear that professionals have the advantage when job searching. In this job market where job seekers are highly coveted and employers are struggling to close the skills gap, today’s talent knows they have plenty of options if they are not happy in their current role. As a result, employees are quitting their jobs in record numbers. According to the BLS, the American Workforce has hit the highest quit rate the economy has seen in over ten years. Armed with this knowledge, employers can no longer be complacent when it comes to retention. If the company culture is not in tune with employees’ needs, companies risk losing their top performers in masse. Not only is this not good for the company’s bottom line, but having a reputation as a revolving door can also hinder your ability to attract future talent. From hiring practices to workplace communication, here are 5 ways to reduce turnover: Step 1: Hire for potential Focus on cultural fit and transferable skills, rather than experience, when hiring. Professionals who are passionate about your mission and serious about making the transition will work hard to learn the technical skills required of them for success in the role. However, you can’t teach them the inherent soft skills that would make them a long-term fit with the organization. Step 2: Stay up-to-date on the latest industry + tech trends With professional development top of mind, the most talented professionals always make the effort to keep their skills up-to-date with the latest industry trends. In this digital age, this also involves utilizing the latest technology, ranging from computer infrastructure to industry-specific tools. If a top performer feels that outdated practices or technology put their professional marketability at risk, they’ll start exploring opportunities that offer new growth potential. Step 3: Implement succession planning Succession planning is not only a great solution for companies that want to reduce turnover, it’s also a fantastic way to close the skills gaps across various industries. For example, continuous training, leadership development programs, and employee mentorship are three initiatives that can help recognize and nurture younger talent. Creating an environment that gives employees a clear path to leadership positions is also a great way to motivate them to work harder and stay with the organization for the long haul. Step 4: Be flexible In today’s world, technology enables many professionals to make less compromises when it comes to their health, wellness, and personal relationships. As a result, being as flexible as possible in scheduling, vacation time, and other aspects that play into an employee’s work-life balance can help raise employee satisfaction and reduce turnover. Step 5: Acknowledge hard work As you’re considering the changes you’ll make to reduce turnover, reflect on whether you think your employees know how much they are appreciated. If an employee doesn’t feel as if you acknowledge their contributions toward the company goals, they will be quick to find a company that does. Regular feedback, transparency, and a simple ‘thank you’ are a few smart tactics for recognizing hard work and acknowledging an employee’s impact on the organization.
12 September 2017
While the public accounting industry is, in many ways, defined by its deadlines, the hiring trends within the field are beginning to shift. “While it’s typical for public accounting professionals to wait to look for a job until after their next deadline has passed, firms are no longer sticking to this model,” says Laura Gutierrez, a Senior Director within The Execu|Search Group’s Accounting/Finance division. “For accountants looking to make a move, now is the time.” While many public accountants often wait until after the September 15th and October 15th tax deadlines, Laura explains why earlier is better: Firms are looking for specific skill sets Competition is slowly picking up in the public accounting industry, and firms are looking for very specific skill sets in their pool of candidates. As a result, they’ve found that hiring earlier allows them more time to find the right person for a role—especially for tax professionals, who are the most in-demand. Because of this, they’ve moved to a year-round hiring approach, where a new hire will have a delayed start after the tax deadline. Time for you to find the right fit “Because the accounting industry revolves around these deadlines, I often see professionals who wait until after their deadline to start looking for their next role,” says Laura. “However, this often doesn’t allow them enough time to actually explore their options and find the best fit.” As a result, Laura says professionals often end up accepting an offer they don’t really want, or even getting stuck in their current role until the next deadline. “If you don’t want to be stuck in your role until next April, getting an early start on your job search can greatly benefit you,” she says. Beat the competition “Keep in mind, you’re not the only accounting professional thinking about searching for a new job after the next deadline has passed,” says Laura. “After every deadline, we’ll always see an influx of job seekers entering into the market. As a result, the competition increases significantly.” By looking ahead of time, you can often beat out your competition for roles—and take your time doing so. Explore the field As Laura notes, the public accounting industry is rapidly changing. As firms go through structural changes and culture shifts, it’s important for professionals in the field to explore their ever-changing options. “You may be missing out on an opportunity or a benefit you may not have had in the past if you decide not to look around,” she says. Ease your job search anxiety “When you compress your search into a smaller window of time, it can really affect your stress level and anxiety surrounding your search,” explains Laura. “While you’re dealing with deadlines at work, the last thing you want to worry about is whether you’ll be able to find a job.” As a result, starting your search earlier can allow you to lock down your next opportunity ahead of time. Then, you no longer need to stress about your search, and you can focus on the work at hand.
08 September 2017
In any stage of the hiring process, employers have found that a simple search on Google or LinkedIn can yield more information about a candidate than a short email correspondence or a phone call. As a result of this trend, it is crucial that professionals become serious about their online image—or their personal brand. While the task of curating your own brand image may seem daunting, start with the steps in this infographic to begin assembling a unique, intriguing and professional online brand:
07 September 2017
Calling all Registered Nurses, Licensed Practical Nurses, and Foreign MDs: The Execu|Search Group is hosting a Healthcare Effectiveness Data and Information Set (HEDIS) training class, and you’re invited to attend! Upon completion of the training, you will be an eligible candidate for our future HEDIS projects, which start this fall and are available in New York, New Jersey, Connecticut, Florida, Texas, Georgia, Virginia, Indiana, and Missouri through Spring of 2018. The class will be held on Thursday, October 19th from 9:00am-5:00pm at The Execu|Search Group’s corporate headquarters located at: 675 3rd Avenue (5th floor), New York, NY 10017. Breakfast will be served and all participants should arrive at 8:30 am. Updated: Due to high demand, we have added 2 online sessions on November 8 & 9, 2017! The training fee for the class costs $250/person, which will be reimbursed if you complete 250 hours of HEDIS 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 2017 HEDIS class. Application + Waiting List Policies: A recruiter will contact you to review your application and qualify you for the class. Priority seats will go to applicants who meet the minimum requirements and are willing to work for The Execu|Search Group on a HEDIS assignment. All applicants who do not meet the minimum requirements will be placed on a waiting list. If you are on the waiting list, you will be notified if you can attend the class by October 16th. Refund Policy: Our class has limited availability, so your $250 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.
06 September 2017
Introverts make up anywhere between a third to a half of the American population, so it’s safe to assume that they represent a large number of the country’s workforce as well. If you’re an introvert working within an extroverted company culture, however, it can sometimes be difficult to feel like you fit in with your peers. While you might work differently than your colleagues, it’s important to remember this isn’t a shortcoming and you shouldn’t feel pressure to change! Rather, it’s about finding a balance between a process that allows you to be successful and the needs of the organization. Though it’s never easy to step out of your comfort zone, there are several ways for you to break out of your shell and build connections at work: 1. Speak up during meetings As an introvert, it may feel more natural to take a back seat during meetings. However, actively participating and speaking up in meetings is important if you want to give your input on a project or have your ideas heard. To help yourself feel more comfortable doing this, write down questions or ideas you may have beforehand. Acting on the fly may not be a strong suit, but being prepared ahead of time will allow you to be more confident when speaking to larger groups. 2. Manage social commitments Aside from building relationships with coworkers in the office, do make the effort to spend time with them outside the office as well. Whether it’s going to a happy hour or a more business-oriented lunch, this can help you build more personal connections with your colleagues. Start by scheduling something with your team and, once you are comfortable with that, try and set up something with more people in the office. 3. Make Time For Yourself As an introvert, you do want to make an effort to get outside of your comfort zone. However, you shouldn’t do so if it impedes your productivity and impact in the office. If you ever feel overwhelmed by what’s going on in your work environment, remember that it’s okay for you to take a step back and decompress. Whether that’s taking a walk and grabbing a cup of coffee or finding a secluded spot to jot down your thoughts after a meeting, doing these things will ultimately put you at ease. 4. Create a personal space One of the most important things you should do if you’re an introvert is make sure your work space is personalized to you. Bringing pictures of family and friends, as well as other small items that are special to you, will help create an environment that makes you feel more at home. This can be especially important in an open floor office plan where these items can help you strike up a conversation with coworkers about family and shared interests.
05 September 2017
This is part of a series of testimonials from candidates who have successfully been placed by The Execu|Search Group. This testimonial comes from Gian Manalili; you can find our past testimonials here. When Gian, a CPA, reached his fourth year at a Big 4 firm, he felt like he was at a crossroads in his career. Enjoying his work as an auditor for entertainment and media clients, he was torn between staying at the firm for the long run and exploring other interests. After connecting with Jonathon Amen, a Senior Associate within The Execu|Search Group’s Accounting/Finance division, Gian decided to keep an open mind about new opportunities. When Gian first spoke with Jonathon, he didn’t know what he wanted out of his next position. As a result, Jonathon made it a priority to learn about Gian’s interests, preferences, and goals. Once they determined that Gian would like to pursue opportunities in the entertainment industry, Gian went on his first interview since college and quickly received an offer. Enjoying his new role doing financial planning & analysis at a national TV Network, Gian was happy to speak to us about his job search: On his background… I graduated from NYU with a BS/MS in Accounting with a minor in Entertainment, Media, and Communications. I started my career at a Big 4 accounting firm, where I worked for four years with a focus on audit for entertainment and media clients. Thanks to Execu|Search, I am currently working in FP&A at a national TV Network, while learning a ton about the industry and some of my favorite shows! On what he was looking for… Although I was very happy at my then-current job, I knew that I owed it to myself to explore the market. I was transitioning off two of my main accounts and in the process of getting placed with my next client when Jonathon called. Although I had already started to think about my future, I had no idea what I was looking for. However, I did know that Jonathon was the right person to seek career advice from. He leveraged his experience to educate me on potential career paths. Little did I know that these initial conversations would take me on the path to landing my current role. I am very glad they did! On how TESG worked to meet his needs… Since Jonathon knew people in my network and was associated with an organization that has a very strong industry reputation, I knew that he’d always give me honest career advice and look out for my best interests. Although I initially had a difficult time articulating my needs, Jonathon set up a face-to-face meeting to help me identify my goals. Together, we figured out that I was looking for a position in the entertainment industry that had normal hours, minimal travel, and opportunities for professional development. Every time he presented me with an opportunity, he was able to explain how the position met these needs. Jonathon also appreciated the fact that I wasn’t in a rush to make a move. Most of our phone calls ended with me telling him that I needed more time to think about my career change, which is something he fully respected. To help me identify the right type of roles, he also asked me questions that required me to reflect on the factors that were impacting my decision to make a change. On how TESG ensured he was prepared… Jonathon helped me a lot with my resume, which had not been revised in six years. Most importantly, he helped me understand what potential employers might be looking for in an experienced hire from a Big 4 accounting firm. Upon landing an interview, Jonathon put the effort into ensuring I was set up for success. While I had interviewed potential candidates and interns for my old firm, it had been a long time since I was on the other side of the process. To help me prepare, Jonathon sent me some useful articles about interviewing from the Execu|Search blog and walked me through potential questions prior to my interview. When helping me polish my responses, Jonathon paid close attention to my skills, experience, and goals. He had anecdotes that he remembered from our first meeting, and there was pure logic behind every piece of advice he gave me. On his overall experience… Jonathon had my best interests in mind throughout the entire process. This was made abundantly clear on the day I interviewed and was subsequently offered the job. While he was very excited that I received a job offer, he challenged me to think about whether this was the right fit for me, both personally and professionally. He also encouraged me to discuss the opportunity with my family and network before making a final decision. It’s been about a month since I accepted the offer, and I am very happy. Thank you to Jonathon and his team at Execu|Search for all the work they put in for me. “Like most people making their first move out of public accounting, Gian didn’t know what he wanted out of his next opportunity,” says Jonathon. “Throughout the process, we were able to work together to hone in on the perfect role. Gian landed this position after only one interview, which was his first since college! This is an incredible accomplishment that he should be very proud of.”
01 September 2017
To celebrate another summer of hard work and achievement, The Execu|Search Group took some time to unwind and enjoy the warm weather. In a series of firm-wide event days, our employees had the opportunity to come together, have some fun, and connect with colleagues from different offices. Our New York, New Jersey, and Connecticut offices assembled on Roosevelt Island for a team-based competition. After a day of challenging and fun activities, ranging from bubble ball soccer to an obstacle course, the White Team emerged as champions. Meanwhile, our Boston office took part in their own event day at Rock Spot Climbing. Focusing on communication, trust building, and goal setting, rock climbing was the perfect team building event. Finally, our Ft. Lauderdale and West Palm Beach offices met at the baseball field to cheer on the Florida Marlins.