Human Resources technology has changed dramatically over the years. In days past, a job candidate could call and speak to someone in HR. Now they are just told "apply online and we'll contact you if we're interested". I recently asked a candidate about the status of his application at a particular location, and he had no clue when (or if) he was even being considered. Many times a job description/posting is so vague that the person applying doesn't even know if they're qualified.

In days past, recruiting partners were allowed to visit clients and meet with the decision makers. They could get to know the HR staff and gain a better understanding of what the expectations are, what the culture is like and learn about their goals and values. Not these days. Today it’s about using technology to streamline the HR process, and the HR staff simply operates the technology. Many relationships have been replaced with vendor management systems, where the HR staff rarely has to interact with the candidate or recruiter until it’s time to interview. Some say that’s good, but I say it’s not. Here's why...

A recent study indicates a sharp decline in the number of migrants seeking work abroad as a result of the global recession. The research shows that the number of immigrants moving to the United States has fallen by 40% since 2006. WOW! Now I guess we can put off funding for that big ol' fence. I'm sure there are a few small businesses that could use that extra cash to keep the doors open. The study also noted that the financial crisis has not prompted a mass return home either. Therefore, big brother healthcare should remain on the forefront of policy so we can care for all the illegals that are still here.

Sorry to sound so insensitive. But it is a bit of good news, right? And we can all use a little more of it. Well, there is this too. Geico must be making a ton on money. Between the lizard and the caveman commercials, they're spending a gazillion dollars on advertising. By chance, are they run by the fed??

Dale Hannegan
www.radsciences.com
www.mymedport.com

The calls just don't stop. RadTechs, CT Techs, Sonographers and the certifications they ride in on. Concerned, confused and just down right mad!

For everyone's sake, I hope the job market improves before someone gets hurt. So, where are all the jobs. I believe they are trapped under a big rock and can't get out. Full Article

Dale Hannegan

Recently we sent a very experienced candidate out for an interview. His qualifications were exceptional, his attitude jovial and his availability immediate. But there was one thing... he would not shut up! Does he not know he talks too much? Hasn't anyone ever told him this? Can he not help it? Is he just excited? All of these things came to mind. He was undeniably nice and almost over-qualified for the job, so we hoped these positive traits would outweigh his tendency to blabber about things unrelated to the task at hand - getting the job.

We finally decided to do what was needed. The dreaded intervention. We were going to tell him that he needed stop talking so much. But as a recruiter, this is a sensitive thing to do. After all, telling someone they tend to talk too much takes poise, etiquit and sensitivity. So we did it, and he was appreciative and professional about it. But.... you guessed it. Old habits are just hard to break, I guess. After hours of preparation and coaching before the interview, the talker came out during the interview.

As we suspected, he did not get the job because of this. The client stated "we felt as if the candidate might have a hard time following instructions. He didn't seem to listen very well". Here are some tips.

Dale Hannegan
www.radsciences.com
www.mymedport.com

Location, location, location! Or should I say relocation, relocation, relocation!! Sure, the healthcare job sector has not been as affected as many industries. But make no bones about it, hospitals are feeling the affects of the lagging economy. The fact is, hospitals have to relocate many of their new employees and in the current economic state, that is not always an option for many top candidates.

Much of the good news relating to job growth comes out of healthcare, but it’s just the nature of the industry. As a hospital recruiter, you may be experiencing some challenges getting candidates to move. Sure you have more applicants than ever before, but can you get them started?

Dale Hannegan
www.radsciences.com
www.mymedport.com

I spoke to several Administrators this week and by far the biggest concern they have is reimbursement. A recent AHA report also confirmed payment shortfalls from both private payers and government relative to operating costs. Individuals are also reportedly paying more premiums than ever before, and employers are looking for ways to offset the extra inflation. My own personal insurance premiums increased 26% this year. 26%!!! That's just not right. So, I was also forced to find yet another "new" health plan. Can't wait till next year so I can do it again.

One recent reimbursement trend, pay for performance, is thought by many to be an effort to reward providers for performance. I believe we've been down this road before, but never has this issue been more serious than it is currently. At least politically anyway. While many are skeptical that it will end up overlooked, a few of my colleagues are optimistic that the current situation in Washington will push more providers and payers to come together in order to battle "big brother".

I'm just glad there are people much smarter than me trying to work all this out.

Hey doc, can you prescribe me a Prozac?

Dale Hannegan
www.radsciences.com
www.mymedport.com

It never ceases to amaze me that a hospital will not pay someone $2.00 per hour more in order to fill a vacancy that is costing them $80 per hour in contract labor. If the hospital CFO was making this decision, would this be the one he/she would make? Unfortunately, many times the person making the decision on what to pay has no skin in the game. Meaning, if HR does not agree to pay a Physical Therapist $35/hr instead of $33/hr, who's production does it affect? My guess is that the Physical Therapy Department will suffer from the decision. Therefore, shouldn't the Director of Physical Therapy or Rehab make the final call?

This frustration stems from countless examples of HR Departments not paying (or being unable to pay) the market rate for a candidate. Some positions remain vacant for months because many hospitals are not keeping pace with competing markets that drive up healthcare wages. By the way, when you look at adjusting wages, look at pay rates in ALL MARKETS, not just your state.

As a recruiter, we are faced with this situation daily. Human Resources tells us that they can only pay a certified healthcare professional $30/hr, even though the person has the experience to expect $35/hr. Yes, internal equity matters. But so does filling a position that's been vacant for 6 months and where you have a temp that's charging you twice the rate. Furthermore, what is it costing you NOT to fill the position? Please give me a straight answer. We all know $2.00 per hour annualized is $4,160 per year. But what is it costing you NOT to pay it? Funny, it seems no one wants to answer that question.

Now that I've gone on my rant, let me be clear. This should not be done when you have 15 qualified candidates applying for a job. However, some types of candidates are just hard to find. If you lose a Specialty RN, Physical Therapist or a triple modality Sonographer over 2 bucks an hour, your organization is on the wrong track. You may ruffle a feather or two by doing it, but that's only if someone finds out. If you're like me, you don't run around telling everyone in your department what you make in the first place.

It's simple economics... a calculator, pen and paper. If it makes sense, do it! And apologize later if necessary.

Dale Hannegan
www.radsciences.com
www.mymedport.com