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Office: 888-974-4473 (HIRE)

Fax: 800-789-7430
rollis@recruithospitalexecutives.com

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Jan 12
13

Job cuts may create opportunities for healthcare staffing firms and contractors

The last few years have created a sluggish economy which has driven hospitals nationally to make payment cuts and reduce employed healthcare staff. Reducing the healthcare staff has become a prominent means of stabilizing bottom lines for many hospitals. The Bureau of Labor Statistics has reported that in August of 2011, thirteen hospitals endured what are defined as mass layoffs involving at least fifty employees.

These massive layoffs have resulted in over one thousand unemployment benefit claims. With the layoff pace continuing for hospitals, “the demand for contracted personnel will likely continue to increase”, says Romani Perera, director of recruiting operations for Recruit Hospital Executives.com, a healthcare staffing firm that supplies both interim and permanent healthcare personnel. 2011 resulted in almost one hundred and thirty mass layoffs which involved nearly ten thousand people. This made 2011 the third-highest mass layoffs in the last ten years.

The trend has continued for health systems and hospitals across the US as they announce more mass layoffs. “As the hospital’s demand for workers increase, they will be more likely to bring on more hospital staff on a contract basis before filling fulltime slots,” says Perera. The Inova Health System out of Virginia announced that it would cut just over six hundred employees and outsource referral management, laundry, environmental services, and scheduling which will move the jobs to the contracted companies doing the work.

It is anticipated that over the course of the next decade, two percent of the health care jobs across the nation will be cut, resulting in nearly one hundred thousand job losses and severe budget cuts. Since there is no indication that the need for healthcare has decreased, this will create opportunity for contract workers and medical staffing firms to offer needed personnel to meet the steady demand for healthcare services.

Rollis Fontenot III, President

Office: 888-974-4473 (HIRE)

Fax: 800-789-7430
rollis@recruithospitalexecutives.com

http://www.examiner.com/healthcare-business-in-national/can-internet-recruiting-meet-the-great-hr-challenge

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Jan 12
9

Healthcare organizations forced to adjust as healthcare job losses continue

Over the last decade, the healthcare industry has seen slow drops in hiring. However, the last two years have resulted in major job cuts resulting from budget cuts and mass layoffs. Nearly one to two percent of companies have been cut in terms of staff while state and federal budgets continue to fall. This is why the term ‘do more with less’ has taken more hold in the last 2 years than any other time.

In Cleveland, the MetroHealth System announced that their workforce would be reduced by four hundred and fifty employees over the course of the next two months so as to handle the budget cuts of thirty million dollars and reduce the losses from 2011. The Western Connecticut Health Network announced plans to reduce their workforce by one percent, or sixty people. Their decision resulted from the slow economy and the current state of hospital reimbursements, state cuts, and federal cuts.

Predictions have been made that such financial difficulties and cutbacks for the healthcare organizations will only continue with major federal and state budget cuts continuing. Non-profit hospitals have been hit the hardest in terms of layoffs since their operating revenue as a whole has dropped to a decade low in 2010. The American Hospital Association announced projected losses of forty one billion dollars between 2013 and 2021, the result of an anticipated ninety two thousand jobs cut.

However amidst the somber news are gleams of hope. Hospitals are being forced to look at innovative ways to become more efficient. Healthcare staffing firms and medical staffing firms are starting to see the interim and locum tenens business pick up due to a higher demand for temporary medical personnel during times of uncertainty. Healthcare executive search firms will also need to adjust and adapt in order to thrive in this economically challenging environment.

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Jan 12
7

Enter the No Fee Zone with the HR Maximizer

Enter the No Fee Zone with the HR Maximizer©

Never pay a recruitment placement fee with out HR Maximizer plan. Your organization will be able to place an unlimited amount of the candidates we source for you through the HR Maximizer subscription based plan. We source all interested candidates and qualified ones are sent to you. Any hires resulting from the candidates are included in your subscription unless you have opted for any additional services.

This program is appropriate for all healthcare organizations with an existing HR department that has the human resources available to facilitate the entire HR process except they need help finding or sourcing candidates for their hardest-to-fill positions.

Types of candidates available

We have a wide variety of candidates in our network including

Healthcare management including managers, directors and executives
Healthcare IT professionals
RN’s
Physicians
Healthcare Business Development and Sales professionals
Healthcare Marketing & PR professionals
HR professionals and more

Each credit allows the client to have up to one job advertised and sourced through our network at any given time. We source applicants and pre-screen according to your specifications. We automatically send you all interested and qualified candidates, however you can see the full report for any and all CV’s for candidates that have applied to your position upon request. We offer unlimited resume screenings for applicants.

Rollis Fontenot III, President
Recruit Hospital Executives.com
Office: 888-974-4473 (HIRE)
Fax: 800-789-7430

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Jan 12
7

Can internet recruiting meet the great HR challenge?

Many hospitals are seeking alternatives to search firms primarily because of the costs involved. Due to the emergence of the internet, and more recently social media, most hospitals have used internet job boards in addition to social media in order to cut talent acquisition costs. This strategy has proved to be very effective in the reducing the talent acquisition costs for positions where the candidate supply is relatively good. However internet job boards, even the niche job boards, are usually not the ultimate solution with the hardest-to-fill positions for 3 main reasons:

Job boards can attract active candidates, however they sorely lack in passive candidates because they post jobs on the internet and wait for candidates to respond. Passive candidates represent the 90% of the candidate market that are employed and do not have time to look for more appealing opportunities which means that most qualified candidates will never see the job posting.
There are too many job boards to choose from and not all are created equal with certain specialties, which it makes it difficult to choose which ones to use based on available advertising dollars. Even when an effective job board is chosen, there is the challenge of making sure that the posting gets noticed by the right candidates.
Job boards often attract additional unqualified candidates to apply for these same jobs that take additional time for the HR professionals to review. Often qualified candidates initially start to respond to a job posting only to later stop the process or mentally ‘move on’ when the application process is too involved or when interest is not shown by the employer in a timely manner.

Job boards are still a very useful tool with hard-to-fill positions when used in combination with phone calls from recruiters. More effective results can be generated through further interaction and qualification with the candidates. Additionally the recruiter may uncover that a different position within the organization could be a better overall fit. The reason why several hospitals are willing to pay full recruitment fees on their hardest to fill positions are because job boards do not generally have staff available to call and screen the candidates like a search firm.

Thanks,

Rollis Fontenot III, President

Office: 888-974-4473 (HIRE)

Fax: 800-789-7430
rollis@recruithospitalexecutives.com

http://www.examiner.com/healthcare-business-in-national/the-great-hr-challenge-for-hospitals-to-do-more-with-less-when-using-search-firm

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Jan 12
7

The great HR challenge for hospitals to do more with less

Many in healthcare and healthcare recruiting understand what it means to “do more with less.” It is extremely difficult to deliver 5-Star Service when a hospital is understaffed and each department is doing whatever it can to control costs. There are simply not enough resources available in most HR (human resources or talent acquisition) departments to have fulltime primary and secondary candidate sourcers on staff, so recruiters are often expected to add this to their list of job duties.

However most HR professionals do not have time to source for the hardest-to-fill positions because the amount of other job req's (requisitions) continue to increase. This ultimately means that several jobs may end up staying open for several months due to a lack of qualified candidates.

When healthcare HR departments decide to seek outside help, often the only choice readily able to offer needed assistance are healthcare executive search firms. Healthcare executive search firms typically offer primary and secondary sourcing as part of their overall package of services.

Executive search usually offers sourcing, recruitment, consultation, negotiation, and full onboarding of a candidate, so full fees will usually range between 20-35% of first year salary. The range may depend on contingency vs. retained as well as volume of placements. So based on $100k a year salary, this fee will usually fall between $20k-35k.

Search firms offer a great value if all the services that the firm typically offers are needed, however it is not as cost effective if they only need sourcing and vetting at a reduced price.

Is there an additional alternative for hospitals to meet this great challenge to recruit the best talent for their organization while controlling costs? The next article will discuss one other popular alternative, and if it can address the challenge sufficiently.

Thanks,

Rollis Fontenot III, President

Office: 888-974-4473 (HIRE)

Fax: 800-789-7430
rollis@recruithospitalexecutives.com