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How Much Will You Save By Hiring NPs?

2/25/2016

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In one of our recent articles, Nurse Practitioners – In Greater Demand than Many Physicians, we discussed the reasons why so many patients prefer to see NPs rather than physicians. Some of the reasons included nurse practitioners' holistic approach to healthcare as well as their willingness to give longer consultations than most doctors. But how do the clinical settings where NPs practice benefit from hiring NPs? There are many ways that groups benefit greatly from hiring NPs, but this article will only focus on the cost effectiveness of hiring an NP versus a physician.

According to an extensive case analysis done by the Office of Technology Assessment in 1981, NPs provided equivalent or improved medical care at a lower total cost than physicians. The cost of patient visits were decreased by as much as one third when NPs treated patients in an independent manner. The results of this study have been confirmed in later studies associated with the cost-effectiveness of NP practice.

The hourly compensation of an NP is one-third to one-half that of a physician. In 2010, the median total compensation for primary care physicians was $214,079, while the average full-time NP’s total salary was $97,345. Also, NP cost effectiveness is not contingent upon the practice setting. Studies have shown that NPs deliver health care at 23% below the average cost associated with other primary care providers, which resulted in a 21% reduction in hospital inpatient rates and 24% lower lab utilization rates compared to physicians.

Hiring NPs could help your group achieve significant savings, less costly interventions as well as fewer emergency visits and hospitalizations. Fifty years of evidence has proven that NPs not only provide high-quality care, but they are also cost-effective providers. Make your patients happy and your budget happy – hire more NPs.


Image from - mamiverse.com
* Facts from article taken from -
https://www.aanp.org/aanpqa2/images/documents/publications/costeffectiveness.pdf
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How to Prevent Rejected Job Offers

2/23/2016

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Rejected job offers are inevitable, especially in today’s candidate-driven market, but some tried-and-true best practices can prevent or mitigate this unwelcome surprise. Roy Maurer from the Society for Human Resource Management gives the primary explanations for why candidates reject job offers in his article, "How to Prevent Rejected Job Offers". 

According to CareerBuilder’s latest quarterly survey of 400 staffing industry professionals, the most common reasons for a declined job offer are:
  • Candidate received another offer (39 percent).
  • Compensation and benefits are not in line with the candidate’s expectations (29 percent).
  • Candidate received a counteroffer from his or her current company (10 percent).
When an offer is declined, what should HR do? “It’s difficult to be on the rejection side of a job offer, but the reality is that job offers are like any other business transaction,” said Erin Engstrom, content marketing strategist for recruitment software company Recruiterbox, based in San Francisco.
Elaine Orler, CEO and founder of talent acquisition consultancy Talent Function, based in San Diego, describes the offer process as “the point of extending the ring in an engagement. It’s sensitive, personal and much like putting your heart on the line—nail-biting.”
But it doesn’t have to be, she added. “There are many cues that happen throughout the recruiting process that can prompt and educate the employer on the potential for rejection at this stage, and ensure that you’re extending the ring the candidate wants, or one that they will accept,” Orler said.
Another employer may have offered the candidate a shorter commute, higher pay or better benefits. “Regardless, when a candidate turns you down, it’s not a reflection on the caliber of your company,” Engstrom said. “And the good news is that since candidates decline offers only about 10 percent of the time, chances are you won’t run into this situation too often. But you should always examine where your hiring process could be stronger.”

Rejected for a Competitor
Organizations that find themselves losing candidates to a competitor’s offer should do everything they can to determine why this is happening, said Aly Funk, human resources manager at Bratney Companies, based in Des Moines, Iowa. “HR should consider compensation and benefits offerings as well as the interview process itself. Were there too many steps or too many people in the process?” she asked.
Countless studies have shown that candidates are vetting employers as much as companies are interviewing candidates. “Candidates want to understand the hiring process and know their status in the process,” said Sharlyn Lauby, president of ITM Group Inc., a South Florida-based training and human resources consulting firm and author of the popular HR Bartender blog. “If a candidate doesn’t know their status, I believe on some level the candidate will assume the worst and look for other opportunities. It’s all about keeping candidates engaged.” 
Click here to read full article.

 
Image from - hyrell.com
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