29 March 2018
The Execu|Search Group is proud to announce that we have once again achieved the Gold Seal of Approval® for healthcare staffing services certification from The Joint Commission! To become re-certified in healthcare staffing services, we underwent an unannounced on-site audit to ensure our policies and procedures are in compliance with national standards. The review focused on our ability to provide competent staffing services and evaluated our performance, continuing education and training, and placement criteria. This has been our 5th audit since we attained our certification in 2009. Passing with a perfect score, The Joint Commission reached out to some of our clients and candidates as part of the audit process. Some of the feedback they received included: “The Execu|Search Group is always our top choice of staffing firms to work with. Their follow-up and execution are miles ahead of the competition.” “My recruiter provides a real personal touch and only presents me with the best opportunities. The firm’s diverse client list has allowed me to experience different aspects of healthcare and advance my career in different settings.” “Being certified for healthcare staffing services by The Joint Commission allows us to service higher level clients and provide the best staff possible,” says James Dolan, Managing Director of Compliance at The Execu|Search Group. “We’re incredibly fortunate to have such a committed and dedicated team. We wouldn’t be able to provide the level of service that we offer our clients and candidates without their hard work.” Founded in 1951, The Joint Commission seeks to continuously improve healthcare for the public, in collaboration with other stakeholders, by evaluating health care organizations and inspiring them to excel in providing safe and effective care of the highest quality and value. An independent, not-for-profit organization, The Joint Commission is the nation’s oldest and largest standards-setting and accrediting body in healthcare.
27 March 2018
LinkedIn recently released their Workforce Report for March 2018, which analyzed the growing skills shortage in the U.S. workforce, and specifically how this is affecting demand for skills in New York City. What is the skills shortage? As the job descriptions evolve and technology rapidly changes, employers are struggling to find candidates that possess all of the necessary skills to perform certain roles. As a result, employers often have to make concessions when hiring. This could include paying more for someone who has these specialized skills or hiring a less qualified candidate and investing in training for them. In their research, LinkedIn determined exactly which skills are the most scarce in New York City right now. These skills are defined by the employer demand for these skills exceeding the worker supply. Check out the top ten: Sales Healthcare Management Ecology & Environmental Science Infrastructure & System Management Education & Teaching Employee Training & Development Mechanical & Aerospace Engineering Marketing Event Management Community Outreach & Development Retail Store Operations While these specialties include a full range across industries, it’s important to note that some of these skills can be applied in other fields. For example, senior level employees in any business should have some employee training and development skills, and being an effective salesperson can help in almost any position. So, what does this scarcity mean for employees? If you’re lacking in these skills… If you’re lacking in some of these general skills, the good news is that you’re not alone! If you’re searching for jobs, understanding that there are few people with these skill sets can help you strategize better. For example, if a job you want requires sales experience, you might still want to apply even if you don’t have much experience. Additionally, in those situations, you can gain an edge on the competition by emphasizing your strengths. While you may not have a strong sales background, for example, you can point out your soft skills like adaptability, quick learning, and problem solving. This can show that you’re still a strong candidate and that you’ll learn the skills that you’re lacking. If you’re interested in pursuing these fields… If you’re interested in pursuing these fields, this is a great opportunity to get ahead of the competition and brush up on your skills! For example, if you’re a marketing professional, improving your event management skills could open up many new opportunities in the future. Whether through mentorship, online courses, or continued education, you can increase your marketability and demand rather easily. Check out LinkedIn’s Learning courses that can teach you foundational skills in these areas. If you specialize in these fields… If you specialize in these fields, you may have a lot of job opportunities. Regardless of whether you’re happy in your current role, it’s important to keep your options open and understand your value in today’s job market. As a result, meet with a recruiter who can help you assess your marketability and potentially help you find roles that can better meet your needs.
22 March 2018
21 March 2018
For years, the United States has been facing a significant shortage of physicians. While these needs span across specialties, the supply of psychiatrists has hit a critical low—a shortage that is only expected to worsen since three out of five practicing psychiatrists are over the age of 55. According to National Council for Behavioral Health, the demand may outstrip supply by 6,090 to 15,600 psychiatrists by 2025. For facilities that are already having a difficult time keeping up with hiring, these numbers make it clear that now is the time to explore new solutions for filling this void. “Expanded coverage for mental health and substance abuse issues is only one factor that has led to a rise in demand for these services,” says Kyle Mattice, President of The Execu|Search Group’s Healthcare division. “The social stigmas associated with mental illness are diminishing, so more people are reaching out for help. This demand is already causing a backlog of patients at outpatient centers, behavioral health facilities, hospitals, and addiction centers across the United States. However, inner-city and rural areas are being hit particularly hard by this shortage.” To mitigate the effects of this shortage and remain focused on providing high quality care, telemedicine and collaborative care are two solutions that facilities should consider in the coming years. Learn more about them below: Telemedicine: According to a 2016 Health Affairs report, there are zero psychiatrists in more than half of the counties in the United States. If you are a facility in one of these areas, telemedicine or telepsychiatry is one way to provide the care your patients are seeking. “Since these roles offer providers the flexibility to work from any location, telemedicine can be an extremely effective hiring strategy for facilities that cannot find local providers,” says Kyle. “Although treatment will take place over videoconferencing technology, the patient will receive the same level of care. This includes evaluations, medicine management, and ongoing therapy.” Collaborative Care: As facilities continue to struggle with their physician to patient ratios, a collaborative care model will be key when addressing mental health. “The only way to keep facilities running smoothly and ensure continued quality will be to build a steady support team,” advises Kyle. “In this care model, the psychiatrist will work in an advisory capacity for primary care providers such as family physicians, nurse practitioners, physician assistants, and social workers. While the psychiatrist will oversee cases, consult on treatment plans, and see the most challenging patients, the primary care clinicians will be responsible for implementing the care plan.” In areas where behavioral health is a scare resource, telemedicine and collaborative care are powerful ways to deliver consistent care to patient populations who would normally have to wait months to see a provider. “Whether the consulting psychiatrist splits their time between multiple clinics and/or works in a telepsych capacity, these flexible solutions are allowing organizations to be more sophisticated when addressing mental health,” says Kyle. “As the demand for this care grows, we’re only going to see a greater push from our clients for mental health professionals. These solutions can help ease the burden.”
20 March 2018
Salary negotiations have changed drastically in eight cities, states, and localities across the United States. In an effort to promote pay equity, employers in locations such as New York City and California are now banned from asking job applicants about their salary history. Following this trend, several companies such as Amazon and Bank of America have begun to proactively ban questions about salary history from their hiring process. However, this doesn’t mean that discussions about salary are completely off the table. While it’s true that you cannot be prompted to disclose your past earnings, questions about your expectations are still fair game. With the conversation shifting, this is something you must be prepared to discuss in all of your interviews. Although pay equity legislation has not yet been passed on a national level, various local laws are having wide-spread effects. As a result, it never hurts to be too prepared. Here are 4 ways to approach salary negotiations in light of these new laws: Do your research: While these laws do present an opportunity to leverage a higher salary, it’s important to be realistic about what you’re asking for. Since compensation will vary by industry and experience level, do some research prior to your interviews to know what is competitive with market trends. You should also be aware that other factors such as hours, bonus structure, and company size can dictate the salary. To establish a realistic baseline for salary negotiations, you should be educated on all these variables for every company you meet with. Know your range: When asked about your salary expectations, it’s essential to have a range in mind. However, it’s important to be strategic in your approach when determining what you are willing to accept for the role. If you aim too high, the employer may think you are being unrealistic. But, aim too low, and you risk selling yourself short. Be able to justify your worth: Whether you are first setting your expectations with a prospective employer or you are going to negotiate for a higher salary, you must be able to justify your worth. However, you need to look at it from a factual perspective if you want to be successful. When having this conversation, speak confidentially about your accomplishments and have the context and concrete examples to back them up. If you already earn a salary that is higher than what your prospective employer is offering, it may make sense to volunteer this information. If you do this, however, know that everything else is fair game. Now that the floodgates are open, the hiring manager can ask you about everything related to salary history, ranging from your benefits to your PTO. Meet with an expert: If you’re not sure of where to start, a recruiter can be an excellent resource to turn to. As industry specialists, they have unique insight into what salaries look like across a wide variety of companies. Beyond salary negotiations, having a relationship with a recruiter can benefit you in a number of ways. From connecting you with the latest opportunities to educating you on current market trends, they’re there to help you find success at every step of your career. The Execu|Search Group has made every attempt to ensure the accuracy and reliability of the information provided in this article. If you have any questions about these laws, please reach out to your legal counsel.
19 March 2018
When embarking on your next job search, there are several routes to take as a healthcare professional. Throughout your search, you may find yourself meeting with a staffing firm enlisted with hiring staff for a facility. While working with a staffing firm is one of many options, having a partner in your search can ease some of the stress and challenges you will face before finding the right position. However, finding the right staffing firm is key to finding a role that’s the right fit for you. If you’re considering working with a staffing firm, here’s what you need to consider when finding the best partner for your job search: Find someone who listens to you Many healthcare professionals may experience the type of recruiter who simply launches into a laundry list of available roles without first learning more about the person in front of them. When considering your career choices and your future, it is crucial that you take the time to find someone who will work to truly understand you. When a recruiter gets a better sense of your career goals, your skill set, your set requirements, and your personality, they can work to find the right role for you. For example, if you’ve always worked at a larger metro hospital, it is vital that your recruiter understand your preferences during your search: do you prefer the large hospital setting for a particular reason, or are you perhaps looking to experience a new setting? Each healthcare professional is unique, and having a recruiter who takes the time to understand you can make a world of difference. Partner with someone who assists you with every step of the process Not only is it important to partner with someone who can find roles that are right for you, but also someone who is there to help you every step of the way. This could mean that your recruiter is available to help you prepare for an interview, they assist you in your credentialing paperwork, or they will consult with you on the future of your career and offer advice. When you find a recruiter who offers you more than just the bare minimum, it can make all the difference to your long-term success. Choose someone who is established in the healthcare industry When partnering with a staffing firm, it is crucial that you find a firm that has built relationships within the healthcare industry. Because facilities often rely on staffing firms, they typically partner with a firm who is reliable and established in the healthcare industry as well. With very specific needs and skill sets required, facilities can’t afford to take a chance on a firm that is not experienced in this realm. As a result, the top facilities will have established staffing partners whom they trust to find talented healthcare professionals. These relationships are often long-term, and facilities place their trust in these staffing firms to find the best talent, year after year. When you work with a staffing firm who has built relationships with these top facilities, you are backed with the reputation of a firm who has the trust of the facility. As a result, you’ve gained a powerful advocate who can help get your foot in the door. Work with an expert in the healthcare industry In addition to finding a firm who has built relationships with top facilities, working with an experienced recruiter who understands the healthcare industry is crucial to your success. Rather than simply checking off boxes of required skill sets, a recruiter who has experience in the healthcare industry (or perhaps has worked in healthcare before) can better understand the nuances in each facility and each healthcare professional. When your partner in your job search can think through more elements of your search rather than simply your skill set and experience, it is more likely that they can help you find the perfect match.
15 March 2018
Let’s face it, networking can be challenging! This is especially true in today’s digital age, where it is all too easy to hide behind emails, texts, and social media. While these are certainly important tools for effective networking, you should never underestimate the value of an in-person connection. However, not everyone feels confident walking into and making conversation with a room full of strangers. Yet, this is often what you must do in order to meet your professional goals. While there are many different types of networking events, they all share one common theme: preparation is key. Whether you are an upcoming college grad attending an on-campus career fair or a more seasoned professional looking for your next big break, here’s how you can network with confidence: Set goals: Are you looking for a new job? Are you interested in meeting likeminded professionals? Or, are you hoping to learn a new skill? Regardless of the answer, knowing your goal(s) ahead of the event is a great way to network with confidence. This will not only help you identify the right people to approach, but also prepare talking points. Practice your elevator pitch: You only have a few short minutes to make a lasting first impression with prospective connections. To network with confidence, it’s important to be prepared with an elevator pitch, or a 30-60 summary of who you are, your goals, and what you can professionally bring to the table. Crafting and expertly reciting your pitch takes careful thought, so take this task seriously. Remember, practice makes perfect. Be aware of your body language: Being able to project self-confidence through your body language is key to successful networking. Remember to maintain eye contact, keep your arms at your side, and smile. Body language that implies a lack of interest or boredom may deter people from approaching you, so make sure are aware of how you are coming across. Ask questions: If you don’t feel comfortable doing most of the talking, asking questions is a great way to build an engaging conversation with a new contact. Inquiring about an individual’s interests, professional background, and their reasons for attending the event will also help you express interest in them. Since networking should always be a two-way street, this is key. Follow up: The best way to stand out and forge a connection with a potential new contact is to follow up within 24-48 hours of the event. When reaching out, try to keep your email straight-to-the point and make sure you reference where you met and what you discussed. Stepping outside of your comfort zone isn’t always easy, but being proactive about expanding your network and seeing the results of your hard work will only help you network with confidence as you attend future events.
14 March 2018
While the Tax Cuts and Jobs Act seeks to simplify the tax system, it is certainly creating more work for public accounting firms. New provisions that take effect this year require some individuals and most corporations to change their process, and they are turning to public accounting firms for guidance. This uptick in business has led to an unprecedented wave of hiring at Big 4 and mid-sized CPA firms across the country, with a large portion of this occurring in New York. For tax professionals, this presents a very rare opportunity to land a new job before the end of busy season. And while it may seem daunting to interview during this time of year, you should take advantage of this trend if you want to make a move soon. This is especially true given the fact that many of these firms are offering delayed start dates—meaning you don’t have to worry about burning bridges with your current employer. “The demand for tax accountants is unprecedented for this time of year,” says Michael Cooke, Executive Vice President at The Execu|Search Group. “Firms need to hire new talent to handle the increased workload, and they are willing to pay top dollar to get them in the door. In addition to high compensation, these roles offer many opportunities for career advancement.” If you are not completely satisfied at your current firm, there has been no better time to start exploring your options and learning more about the market. While all areas of tax have hiring needs, here are a few specific areas where we are seeing the highest demand: Real Estate: Changes in the tax code have been especially advantageous to the Real Estate industry. In particular, changes in pass through rates for real estate owners and the ability to accelerate depreciation of real assets are some examples of how changes in the code have led to additional work for real estate tax experts. International: Changes to the tax code for both domestic companies doing business internationally and international companies doing business in the U.S. have led to an increase in projects for international tax professionals. This is driving the demand for talent from both a compliance and structuring standpoint. M&A: The current place in the business cycle, historically low interest rates, and the need for companies to continually build shareholder value have led to an explosion of M&A activity. Since this will continue in 2018 at the Fortune 500 and middle market levels, the deal workload has and will continue to increase significantly. In preparation, M&A tax professionals will find themselves in especially high demand. Corporate Tax Provision & Reporting: While candidates with strong ASC 740 experience are always in demand, this new environment has created an even stronger need for their expertise. Corporations of all sizes need to know how they will be affected by the new tax laws. Tax Specialty Areas: Firms are looking for ways to continually reduce their effective tax rate, and tax specialists in areas like R&D, Fixed Assets, and Tax Credits continue to be in high demand. If you are interested in learning more about these opportunities, please email Michael Cooke at firstname.lastname@example.org.
13 March 2018
Between the talent shortage, client and candidate engagement, and strategic growth initiatives, recruitment and staffing firms have a lot on their plates this year! With 70% of firms expecting increases in hiring needs, according to a report by Bullhorn, they will need to expand their own teams to keep up with the demand. Not only does this mean that now is a great time to make a move, but it also means you could receive more than one offer when job searching. So, how do you make the best decision for your recruiting career? As a recruiter, your job is to advise professionals on their job search and/or employers on their hiring decisions. But, when it comes to your own career, it can be a little more difficult to know what to do. If you find yourself being courted by more than one staffing firm, here are the factors to consider as you progress through the hiring process: Industry Reputation: No matter your impression of the firm, the public’s perception should play a role in your decision. As a result, you’ll want to do your research to ensure each prospective employer conducts business ethically. Get started by checking out each company’s website and looking them up on 3rd party sites like Glassdoor. Then, compare the following factors: Company mission statements Recent company news Former and current employee reviews Client and candidate testimonials While you should take reviews with a grain of salt, any major trends can reveal a lot about a company’s values and how they approach relationships with clients and candidates. Growth Potential: Before making your decision, think about which opportunity will give you a better chance at achieving your long-term goals. Since different firms have varying promotion timelines and career paths in place, these are considerations you must make if growth is important to you. Gain further insight into a firm’s opportunities for professional development by asking these questions: Why is this position open? What does the typical growth path look like for someone in this position? What does one need to accomplish in order to get to the next level? Are promotions based on tenure, merit, or specific metrics? Compensation Structure: Before accepting an offer, you need to understand how you are going to be compensated. Whether you will earn a base plus commission, have a draw against commission, or will make 100% commission, ensure you feel comfortable with the compensation structure. If one company does not have an explicit plan for how you will be paid, this should raise some red flags. Technology + Resources: Try to assess the technology as well as the resources available to you at each firm. If you are concerned about continuous professional development, for example, you’ll want to ensure that the company is committed to using the most up-to-date recruitment tools. In a similar vein, pay close attention to each company’s website. With internet searches being a key traffic driver for many recruitment firms, it is not a good sign when a company does not understand the power of an effective website or the importance of a strong online presence. Company Culture: Culture can refer to a wide range of factors, from a company’s shared practices and beliefs to the actual work environment. As a result, it’s important to ensure you can see yourself being happy at the company you choose to work for in the long run. For example, you should know the answers to the following questions before taking the next step in your recruiting career: Will I have access to leadership? How collaborative is the work environment? Has the firm adapted to evolving recruitment trends? Will I be a generalist or an industry specialist? How much teamwork is involved? The People: If you’re strongly considering an offer, it’s always a good idea to get a tour of the office before you accept. Not only is it an opportunity to get a glimpse into the company culture and how you might fit into it, but it’s a great way to meet your future colleagues. When doing so, listen closely to each person you are introduced to. They should all be on the same page regarding the role, the company’s mission, and the culture.