Barb Schwab on Oct 19, 2015
“I started my workday at 6 PM, ready to rock the emergency room. It is now 1 AM. I am fighting off the yawns and stomach growling. I’m getting a tension headache from the stress of an understaffed unit. I sometimes have to ask myself… why do I work the nightshift?”
How many clinicians feel this way? According to Navigate Nursing, an online program of the American Nurses Association, shift work, generally described as working outside daylight hours, is difficult physically and mentally, but inherent to many healthcare positions. Approximately 30% of the nursing population is employed in shift work (Hughes & Stone).
Recruiting and retaining these “Nighttime Heroes” is critical to the success of many healthcare providers. So how are hiring managers and healthcare providers ensuring that these individuals are getting the attention, care and resources they need to be successful in their roles?
Here are some key items that may make a huge impact on the success of the nighttime shift:
Click HERE to read the full blog at http://www.titustalent.com.
Chris Thomson on Aug 25, 2015
When making recruiting business decisions many HR departments struggle with the question: When does it make sense to outsource? While the ideal scenario might be to keep recruiting functions in the safety of the company’s processes, there are times when it makes sense to entrust outside sources. In the last few years the global economy has evolved, making recruiting and hiring the right candidates a lot more difficult. Today, the market includes global competition, lightning fast changing business conditions, low unemployment rates, skills shortages, and a war for talent.
Finding and hiring the right people means leveraging social media, recruiting technology, developing relationships with successful candidates, and, most importantly, SELLING THE OPPORTUNITY. Here are the top 5 reasons to consider outsourcing recruiting:
Read the full blog HERE
Jonathan Reynolds on Aug 11, 2015
Quality has always trumped quantity when it comes to recruitment. Finding the right applicant has never been a numbers game — but if you examine the way most of today’s companies are hiring, you may think most companies have forgotten the basic goal of recruitment.
Sites like Monster and Careerbuilder.com have made it extremely simple for companies to post job listings online. It only takes a few minutes and a few hundred dollars to a post an ad. Most internal recruiters may see the ease of using these sites as an incredible tool to increase productivity, while reducing their workload. But in reality, this approach, known as “Post and Pray”, can be detrimental to the recruiting process.
What is Post and Pray?
“Post and Pray” begins when a recruiter posts a job online for a few hundred bucks, and then hopes that the perfect applicant is somewhere out there just waiting to apply. Of course, this almost never happens. Instead, the person’s in-box becomes stuffed with hundreds of messages from over- and under-qualified applicants which must be reviewed, then ultimately discarded. After a few weeks of unusable applications, there may be a few tweaks to the listing, and then the listing may be reposted, praying for better results.
One definition of insanity is to do the same thing over and over, while expecting different results. “Post and Pray” will almost never find the best candidates for one simple reason: the most ideal applicants a company is looking for will never even see the listing. These candidates are not actively looking for employment, because they are busy being leaders and working hard in their current role.
Read the full blog HERE.
Kris Hamilton on Aug 6, 2015
What do you do when you land your dream job but not your dream team?
In the excitement of the job offer, you failed to see the scathingGlassdoor.com reviews of the previous leader in your position. So only a few weeks in you notice that team morale is in the gutter and then your star employee decides to leave. You begin to learn that turnover is at an all-time high, and you see the dominos of productivity, quality, and customer satisfaction begin to tumble.
This team needs a new kind of leadership. And that leader is you. You still have top performers but they are not engaged. So before you start cleaning house and hiring a new team, which will cost you more in the long-term, decide to take the leadership challenge and turn the ship around.
Leadership is many things, but at its core is the blend of humility and courage that equips, motivates and inspires others around you to be their best self and do their best work so that all can flourish. Your job is to change their minds on how leadership works, from a top-down oppressive experience to a bottom-up servanthood experience.
So how do you do that? How do you “un-do” the current toxic culture?
Read the full blog HERE.
By Matthew Burzon on Aug 3, 2015
A quick look at the Bureau of Labor Statistics May 2015 New England and State Unemployment Report reveals some insightful information for those that view human capital as their organization’s greatest asset. May’s national unemployment rate remains unchanged from April at 5.5%, while the New England region has declined to 4.9%. Vermont, New Hampshire, and Massachusetts have significantly lower unemployment rates than the rest of the nation at 3.6%, 3.8% and 4.6% respectively. To put this all in perspective, the lowest rate for a single month is shared by May and June of 1953 with an unemployment rate of 2.5%.
These numbers partially explain why you are seeing a drop in qualified applicants for your current job postings. The war for talent is on and there’s no better time than now to incorporate or build upon your approach to passive candidate recruitment. Perhaps you are not seeing a drop in applicants? If that’s the case, this blog was written just for you. I want to help you see the drop with some basic recruitment metrics, and if you already have the metrics and can prove me wrong, I want to know about it. Email me your story at firstname.lastname@example.org and maybe I’ll buy you a $2 taco.
Right out of engineering school I had a well-respected manager that loved the quote, “What gets measured gets managed, and what gets managed gets improved.” There is truth in this statement and in recruitment, we have a number of metrics we can use to drive performance throughout our internal teams and to support objective reporting to our senior leadership. Of the nearly two dozen metrics I’m aware of, these are the five metrics that I believe are absolutely imperative for hiring leaders to be aware of for successful talent acquisition and retention in today’s highly competitive talent marketplace.
Read the full blog HERE.
Jeff Boucher on Jul 1, 2015
Do you remember where you were when you first heard of DNA? For me, it was watching the highly televised OJ Simpson trial. What am amazing scientific breakthrough, the ability to unequivocally determine a match based on the very essence of who you are.
Your company has DNA too. Sometimes referred to as “personality” or “culture”, company DNA is the life blood of your organization. It is more than “Wacky Tie Friday” or a ping-pong table in the break room. A candidate’s potential cultural match is inborn, it cannot be a learned trait – they either have it or they don’t: it’s in their DNA.
But why is finding a match important? You’ve taken the time to sit down and meticulously define your core values along with the vision and mission of your company. Now as you grow, you need to make sure you’re hiring people who share those beliefs. Candidates who are technical fits CAN do the job but candidates who are cultural fits as well will enjoy the job they do – and that means they’ll stick around because they believe in what they’re doing.
But how do you screen for a DNA fit?
Read the full blog HERE