Blog Posts

What's a Mis-Hire?

5/2/2016

What is a Mis-Hire? It’s when a new hire fails to meet the desired results within their first year in their position
Jack Welch says 1 out of every 2 hires are Mis-Hires
What is the cost of a Mis-Hire? 5-24 times an annual salary. If a new hire has a base compensation at $102,692, the net average cost of a Mis-Hire =$1,502,436 (14.6 times base compensation)
How do you prevent it? Consistent recruiting methodologies and thorough vetting processes (more details on this to come…)

“The toughest decisions in organizations are people decisions—hiring, firing, and promoting people. These are the decisions that receive the least attention and are the ones that are the hardest to “unmake.” —Peter Drucker

Image from - donaldepaor.wordpress.com

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What's Your Story?

3/30/2016

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Are you good at telling your group's story? If you are, you will land better talent!

As recruiters, we tell our clients' stories to our candidates. We talk about their size, their mission, their growth, company culture, leadership, etc.

Here are 3 ways to tell your company's story better so that you land the best talent in the market:

1- Tell them where your group came from and where you are going.
2- Explain why a new team member is needed.
3- Describe how the new team member can be a catalyst and make a huge impact in the group's overall success. Everyone wants to feel like they are apart of something bigger than themselves.

*picture from 123rf.com

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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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What are the Types of NPs? How Are They Used?

1/7/2016

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As the demand for Nurse Practitioners has increased, the variety of NP specialties has also grown. While the majority of NPs provide primary care, nearly one third of the NP workforce currently provides specialty care. Provided below is a list of the current NP specialties along with an explanation of how and where they are used.

Primary Care NP Specialties
(The NPs listed below are primary care trained but they can also work in specialties like Ortho, Neuro, Cardiology, Home Health, Hospice, Infectious Disease, Rheumatology, Psych, Urgent/walk in care, ER, Acute Care/Hospitalist, pediatrics , women’s health, etc.)

Adult Nurse Practitioners (ANP) – provides primary health care to adolescents through the senior years. ANPs can practice in several clinical settings including family practices, rural clinics, home health services and occupational health clinics. 20% of all NPs are ANPs.

Adult Gerontology (AGNP) – provides a range of acute, chronic and preventative healthcare services for adults across the lifespan from adolescence to old age. The AGNP certification is replacing the ANP certification. A few of the settings where AGNPs can practice include family practices, occupational health clinics, home health services, rural clinics and other adult and geriatric sites.

Family Nurse Practitioner (FNP) – provides comprehensive health services to patients of all ages. FNPs practice in many settings including family practices, student health services, occupational health clinics, home health services, rural clinics, as well as child, adolescent, adult and geriatric sites. 70% of all NPs are FNPs.

Pediatric Nurse Practitioner (PNP) – provides comprehensive healthcare exclusively to children (ages 0-18 or 0-21). PNPs practice in a variety of settings including outpatient pediatric clinics, health departments, preschools or elementary schools, private pediatric practices and community agencies.

The NPs listed below can only work in their board certified specialty:

Neonatal Nurse Practitioner (NNP) – provides comprehensive care to pre-term and full-term infants through the first few years of their lives. NNPs can practice in an intensive neonatal hospital setting independently or in private practices outside of the acute care setting.

Psychiatric Nurse Practitioner (PMHNP) – provides counseling and psychopharmaceutical management to individuals, groups and families. PMHNPs can treat youth, adolescents, adults and seniors in a variety of practice settings, such as home health agencies, community mental health centers, in-patient psychiatric facilities, private psychiatric practices, schools, correctional facilities. 3% of NPs are PMHNPs.

Women’s Health Nurse Practitioner (WHNP) –provides primary health care to women of all ages. Prenatal management, family planning, fertility, uro-gynecology and well-woman care. WHNPs can serve in a variety of practice settings, including but not limited to adult/internal medicine, family planning clinics, ambulatory OB-GYN clinics.

Women’s Health Nurse Practitioner/Adult Gerontology Primary Care Nurse Practitioner (WHNP/ACPCNP) – treats acute and chronic adult health problems and meets the unique health care needs of women, including gynecologic health. WHNP/ACPCNPs serve in a variety of practice settings including adult/internal medicine, OB-GYN clinic, family planning clinics, ambulatory care centers, community clinics, private practices, specialty clinics.

The NPs listed below are trained to work in the hospital as a hospitalist or in the ER or ICU, but they can also work in primary care or other specialties:

Acute Care Nurse Practitioner (ACNP) – provides treatment for the brief but severe episodes of illness, injury or trauma. ACNPs practice in a variety of settings including emergency departments, intensive care units, operating rooms, specialty labs, long-term care facilities and home healthcare settings.

Adult-Gerontology Acute Care Nurse Practitioner (AGACNP) – provides care to acutely ill adults and aging adults in both hospitals and clinics. AGACNPs focus on managing current and ongoing problems and preventing complications. AGACNPs can practice in a variety of settings, including the emergency department, intensive care unit, specialty labs, acute and sub-acute care wards, specialty clinics.

Emergency Nurse Practitioner –meets the growing needs among emergency departments in treating children, adults and seniors with urgent primary care needs, critical illnesses, injuries or trauma. This specialty is a dual focus Family Nurse Practitioner and Adult-Gerontology Acute Care Nurse Practitioner specialty. Emergency Nurse Practitioners serve patients in many different practice settings, such as critical access hospitals, main emergency departments, urgent care clinic and fast-track emergency departments.

Pediatric Nurse Practitioner Acute Care (PACNP) – provides care to acutely ill children. A few of the settings where PACNPs can practice include pediatric emergency departments, pediatric hospital service, pediatric sedation services, and pediatric ICUs.

Please Note: Some NPs are dually certified, example being they are an FNP and PMHNP- so they can do everything a PMHNP and everything an FNP can do. Some also have a DNP-Doctorate NP. All NP’s have an MSN/masters science nursing. CNS/clinical nurse specialists can sometimes be used interchangeably with an NP (but they are trained differently).

*http://www.medscape.com/viewarticle/853478_2
http://www.nursing.vanderbilt.edu/msn
https://nursing.duke.edu/academics/programs/msn/orthopedics-specialty
Image from - wallyjnho.centerblog.net

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How Much Do NPs Get Paid?

11/30/2015

Did you know that 3% of NPs in the US make $150,000 or more per year? But the average salary among all NPs in the US is $95,000 per year. The state with the highest average NP salary is Hawaii at $115,000 per year, while the lowest is Idaho at $62,000 per year.* Included below is the full list of US states with their average annual salaries in 2014.

Alabama - $96,000
Alaska - $115,670
Arizona - $83,181
Arkansas - $97,000
California - $115,460
Colorado - $98,733
Connecticut - $99,180
Delaware - $83,000
Florida - $92,530
Georgia - $108,000
Hawaii - $115,870
Idaho - $62,000
Illinois - $108,000
Indiana - $91,000
Iowa - $93,000
Kansas - $87,000
Kentucky - $82,000
Louisiana - $85,000
Maine - $94,400
Maryland - $98,000
Massachusetts - $107,230
Michigan - $96,000
Minnesota - $83,000
Mississippi - $99,080
Missouri - $93,000
Montana - $79,000
Nebraska - $69,000
Nevada - $72,000
New Hampshire - $94,000
New Jersey - $103,000
New Mexico - $83,000
New York - $104,510
North Carolina - $91,000
North Dakota - $84,000
Ohio - $91,000
Oklahoma - $88,000
Oregon - $111,160
Pennsylvania - $92,000
South Carolina - $94,000
South Dakota - $72,000
Tennessee - $91,950
Texas - $102,070
Utah - $74,000
Vermont - $84,000
Virginia - $96,000
Washington - $98,000
West Virginia - $90,000
Wisconsin - $85,000
Wyoming - $78,000

*facts taken from http://www.bls.gov/oes/current/oes291171.htm and
http://nursejournal.org/nurse-practitioner/nurse-practitioner-salary-statistics/

Nurse Practitioners - In Greater Demand than Many Physicians

11/5/2015

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In the past 50 years, NPs have proven themselves to be the health provider of choice for millions of Americans. Over 900 million visits are made to NPs each year, and that number has continued to increase. Trends are showing that NPs may even be in greater demand than most physicians. Why do so many patients prefer NPs? Below are only 5 of the many reasons that NPs are in such great demand.

NPs treat the whole patient, not just the disease. NPs view their patients on physical, emotional, and mental levels. This holistic and comprehensive approach helps patients to feel better cared for and tends to put their anxieties at ease.
NPs can help lower the cost of health care for patients. As a result of their high-quality care and counseling, NPs can help patients have fewer emergency room visits, shorter hospital stays and lower medication costs.
Nurse Practitioners typically give longer consultations than most doctors. By taking the extra time to talk to their patients, they learn a great deal that helps them make a difference in their patients’ lives.
Nurse Practitioners offer more advice on self-care than most physicians. Many patients (as well as the patients' families) want to discuss the details of their health, and they want to know how they can manage their illnesses or prevent future health problems. NPs generally spend more time answering all of the patients’ questions and giving detailed advice on how they can care for themselves on a daily basis.
The variety of NP specialties are increasing. NP specialties are expanding far beyond family practice. A few of these specialties include gerontology, neonatology, oncology, pediatrics, psychiatric-mental health, women’s health and acute care. Many patients are now turning to NPs to care for their specific needs outside of a primary care setting.

*Photo taken from www.americannursetoday.com

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5 Morning Rituals of Successful People

10/13/2015

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The way that you start your day can greatly impact your mental ability to handle stress and stay productive throughout the day. Read about these 5 morning rituals that successful people practice before they leave for work. You will be amazed how much more equipped you feel to take on daily work pressures after you develop these new habits.

Wake Up Early – Don’t wake up 30 minutes before you have to be in the office and don’t hit the snooze button, it will make you less alert and productive later in the day. Make it a priority to go to sleep early in order to get at least 7 hours of sleep. Download the Capsule FM app, this alarm gently wakes you up by telling you the daily weather, news and by playing your favorite songs.
Exercise - Entrepreneur Magazine recommends just 7 minutes of exercise in the mornings. Seven minutes is short enough that it won’t throw off your morning routine but long enough to get your heart pumping and mind ticking. Download the 7 Minute Workout app, it works all major muscle groups in just seven minutes.
Eat The Right Breakfast at the Right Time – It’s important to eat a healthy breakfast within 1 hour of waking. Consuming a healthy breakfast soon after waking will help to stabilize your blood sugar levels and give you the energy needed to take on the day. Green smoothies or plain Greek yogurt with fruit are a great quick option.
Take Time to Reflect – Before the demands of the day consume you, take a few minutes to reflect in prayer with some uplifting music and a cup of coffee. You will be amazed how much those few minutes will elevate your mood and help you feel ready to seize the day.
Limit Unnecessary Time Consuming Decisions – Just like Steve Jobs, Mark Zuckerberg wears the same clothes everyday. Stress is primarily caused by having an overwhelming amount of decisions to make everyday. Cut down on stress by wearing the same color shirt every day. If that’s not possible, choose outfits for the week on Sunday night.

*Photo taken from thrivewire.com

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The Rise of the Nurse Practitioner

9/23/2015

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Did You Know...?

- More than 192,000 NPs practice in the U.S. By 2025, that number is expected to reach 244,000.

- In 2012, more than 900 million visits were made to nurse practitioners across the U.S.

- 87% of NPs are prepared in primary care.

- 97% of NPs prescribe medications.

- 85% of NPs see patients covered by Medicare, 84% see patients covered by Medicaid.

- 19 states allow nurse practitioners to practice independently.**

*Photo taken from bringmethenews.com
**The above facts were taken from physicianpractice.com

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This Hiring Mistake Could Cost You Thousands

8/20/2015

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So, your group is growing rapidly and you are in a rush to fill openings. While making a quick hire may seem like a good idea from the onset, hiring too quickly could actually cost you thousands of dollars and a considerable amount of productivity time. In order to make the best long term decision for your company, consider the following:

1)      Think big picture. Hiring an inadequate employee can greatly affect your business' bottom line. So, rather than thinking about the immediate problem at hand, take a step back and look at the big picture. Hiring the wrong person costs cash, time and it has a negative impact on employee morale and productivity.

2)      Adopt a new mindset. Frequently, when employers need to fill a position, they give into the fear that their company will fall apart if they don't hire someone quickly. Avoid hiring the wrong person out of desperation by adopting the mindset and goal of "finding the ideal candidate".

3)      Choose wisely how to spend your time. If time is a big concern for you, consider this - do you want to spend a lot of time finding a good hire now or would you prefer to spend that time replacing the hire later?

4)      Hire a temporary employee. If you are desperate to have someone fill in quickly, hire a temporary employee. A temporary employee will help keep your company afloat while you take your time carefully searching for and analyzing potential permanent employees.

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What's a Mis-Hire?

What's Your Story?

How Much Will You Save By Hiring NPs?

How to Prevent Rejected Job Offers

What are the Types of NPs? How Are They Used?

How Much Do NPs Get Paid?

Nurse Practitioners - In Greater Demand than Many Physicians

5 Morning Rituals of Successful People

The Rise of the Nurse Practitioner

This Hiring Mistake Could Cost You Thousands

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