It's true!! The younger generation (millennials) do not stay in jobs for very long compared to other generations.  So, all of us need to adjust!  By the year of 2025, 75% of the workforce will be made up of millennials.
 
Click the video above to learn how you can retain millennials.

1. Do you like them? If you don't, stop the process.  You are going to spend a substantial amount of time with them, so if you don't like them-- don't move forward!

2. Are they hungry, humble and smart?  You need all 3.  If they have only 1 of 3 qualities, that's a big problem! 

3. Do they light up about the position?  If they aren't excited about the position now, they will likely never be excited about the position.

4. Do they follow your instructions precisely during the interview process? If they don't, it's an indication of things to come.

5. Do they show intellectual curiosity or ask a lot of questions during the interview process? If they don't, they will likely fail because of lack of passion and desire.

6. Does this salary meet their needs?  If they are taking a pay decrease, can they afford to pay their bills?  If they can't, they will leave for a higher paying job ASAP. ​

 What is the "Ideal Team Player" Anyway?

 
Everyone throws this phrase around, but what does the "Ideal Team Player" really look like?  Patrick Lencioni is the Guru on organizational health. In his new book, “The Ideal Team Player”, he says before you make an offer to a candidate, they must have all 3 of these attributes : Hungry, Humble and Smart.

 
Humble – they are more interested in others than themselves….not a big ego person…they understand who they are and capitalize.

Hungry – they have a drive to do more and win…they are always looking around corners.

Smart – they are interpersonally smart, they understand the people around them, they have high emotional intelligence…. they are aware of others.

 
Only hire if they have all 3 qualities.  You may be able to live with ones with 2 of 3, but never the ones with 1 of 3. 

​
http://www.playbuzz.com/heathero15/what-kind-of-team-player-are-you-in-the-workplace

Under current law, only physicians can have a controlling share of the ownership of for-profit medical offices and clinics. HB 2465 would amend the statute to allow nurse practitioners to own half or all of these businesses.
Chris Gray
The Oregon Nurses Association would like a change in the law governing for-profit medical practices to allow nurse practitioners to own half or all of such clinics, a right currently limited to physicians.
Currently, "a nurse practitioner is prohibited of being a majority owner," said Tom Doyle, an attorney for the Nurses Association. "A nurse practitioner could not be in a co-ownership with a physician. ... It's simply an ownership question, it does not change the scope of practice."
House Bill 2465 is sponsored by Rep. Paul Holvey, D-Eugene, Rep. Bill Kennemer, R-Canby, and Sen. Laurie Monnes Anderson, D-Gresham.
"We have an arbitrary barrier to ownership," said Kennemer. "It's an equity disparity. This [bill] increases access to care."
In past sessions, Rep. Mitch Greenlick, D-Portland, has objected to an expansion of for-profit businesses in healthcare, quashing a popular bill that would have allowed entrepreneurs -- with no medical expertise -- to operate for-profit clinics in rural areas, which often struggle to support so much as a doctor's office.
HB 2465, however, is narrowly tailored to nurse practitioners, and Greenlick has been a strong supporter of the Oregon Nurses Association.
"It's still in spirit of the doctrine -- that they are not profit-driven and still in the interest of the patient," said nurses lobbyist Jenn Baker.

Read Full Article

​
Taken from Nurses Association Wants Nurse Practitioners to Own Medical Clinics 
 on thelundreport.org.


Image taken from http://www.mwaarchitects.com
Article taken from - https://www.thelundreport.org/content/nurses-association-wants-nurse-practitioners-own-medical-clinics

​Because we are growing so fast and our current client base has been requesting contract/locum staffing from us, we will now be offering this additional service line to you in order to better serve you! 

Let us know if we can ever help you with temp/locum staffing for NP and PAs.

We can also place temporarily or permanently :

• RNs
• social workers
• Psychologists
• EMTs
• Techs
• medical assistants /CMAs
• LPNs
• And more 

If you are not the best contact person for contract/locum staffing, let us know the name and email of the best contact person.  'USA staffing back office service' will be our ‘back office’ provider to cover all of our insurance, payroll funding, etc.


We looking forward to serving you in 2017!  

- David Wolfe
  Founder and CEO of NP Now
  843.718.1777

Image-http://www.istockphoto.com/photos/timer?excludenudity=true&sort=best&mediatype=photography&phrase=timer

​One of the most essential yet overlooked aspects of the hiring process is choosing the specific qualities that your candidates need to possess in order to be considered. While some necessary attributes are obvious, like the ability to work in a team environment, other valuable attributes are easy to overlook. We have put together a list of 5 key attributes that you should look for in your next hire. 

1. History of success – Have they been successful in almost everything they have done? Some people have it in their ‘DNA’ to be successful in everything they do. 
   The Past=The Future (when it comes to hiring).
   
   
2. Skillset match – Have they performed the same duties/tasks of your opening in their past?
   
   
3. Accountability – Have they demonstrated proof that they have successfully performed the similar goals and accountabilities in the past that you have in your opening?  E.g. they have previously grown a medical practice before from seeing 10 patients/day to 25 patients/day. 
   
   
4. Company culture match – Does their previous company culture align with your company culture?  E.g. they have worked for companies that micromanage employees and your new opening is a very independent position.
   
   

Growth/career path match – Does your position meet the candidates desire to grow in their career path?  ‘A Players’ thrive off growth and new opportunities.  They need opportunity and growth or they will leave.