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Text Version   RSS   Subscribe   Unsubscribe   Archive   Media Kit       April 15, 2015

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NAPR NEWS

Thanks for attending the 2015 Annual Convention!
NAPR
On behalf of the National Association of Physician Recruiters, we'd like to extend our sincerest appreciation for attending the 2015 Annual Convention in San Antonio. Your presence helped to make this event a great success and your enthusiasm and positive spirit helped make our time together both productive and fun. We hope you found the conference informative and worthwhile.

We would also like to congratulate Nahry Minars and Jim Stone for being elected to the board. Please see a bit about them below.

Nahry Minars has more than 14 years in the medical field, working directly with patients, and then within the pharmaceutical industry with physicians and medical personnel. She has trained individuals to be the best they can be, and has raised the bar for herself and others, to achieve "being the best in class" for their specialty category. She enjoys helping others find their passion in what they do, who they are, and where they see themselves in the future.



Jim Stone has worked in the physician search industry since 1995 and serves as president of The Medicus Firm. Mr. Stone is active in the National Association of Physician Recruiters (NAPR) and serves as a board member, as chair of the Vendor Services Committee, and as a member of the Ethics and Industry Trends committees. He also served as president of the NAPR 2013-2014. He started his career as part of the MHA Group and later co-founded Medicus Partners (established 2001), which was merged into The Medicus Firm in 2009.



Be sure to watch for a full recap of this year's Convention. 2016 Convention information will be posted on both NAPR and NALTO websites as it becomes available. Watch for emails with important information regarding the Convention.
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RECRUITING NEWS


How to attract staff in a competitive hiring environment
Healthcare Dive
In its most recent Employment Projections Report, the U.S. Bureau of Labor Statistics says that occupations and industries related to healthcare are projected to add the most new jobs between 2012 and 2022. Healthcare support occupations are expected to grow at a rate of 28 percent, and healthcare practitioner and technical occupations are expected to grow at a rate of 21.5 percent.
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Don't hire jerks: They sap morale and cost money
Bloomberg via Times LIVE
New research confirms what most people already knew: the office antagonist ought to be fired. Jerks in the workplace bring morale down, cost a lot of money to deal with and risk sending good employees running.
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SPONSORED CONTENT


5 rules for recruiting great talent
TIME
Recruiting and holding on to talent is not easy. Good employees are scarce in number but high in demand, which makes it necessary for companies to structure their business around talent and provide an environment that enables those employees to thrive. Here are five ways in which businesses can accomplish this.
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How to write an effective job description
CIO Magazine
Hiring great talent starts with attracting the right candidates. To do that requires an engaging job description targeted to exactly the audience you're trying to reach. Here, three recruiting and job search experts share their tips, tricks and hacks for writing job descriptions sure to attract elite talent.
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INDUSTRY NEWS


The state of healthcare recruitment in 2015: 7 key statistics
Becker's Hospital Review
The growing physician shortage makes for an intense hiring environment in healthcare, especially as more Americans gain access to care. The industry experienced strong employment growth in 2014 and this is only expected to continue in 2015, according to a recent report from Health eCareers.
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Healthcare adds 22,000 jobs in March as hiring slows
Healthcare Finance
Healthcare employers added 22,000 jobs in March, the U.S. Department of Labor's Bureau of Labor Statistics said on Friday, just slightly less than the 24,000 added in February and much less than the 38,000 added in January, suggesting a slight slowdown in hiring in the sector. Healthcare has added a total of 363,000 jobs in the past year, the report said.
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Healthcare IT leaders expect budget increases in 2015
eWeek
More than half (51 percent) of healthcare IT leaders expect their organization's healthcare IT budget to increase in 2015. Overall, the figure is down from 2014 when 68 percent forecast an IT budget increase. In 2013, 52 percent said budgets were on the rise, according to a report from TEKsystems. The report is based on forecast data TEKsystems collected from healthcare IT leaders over the last three years.
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1 in 5 adults report age discrimination in healthcare settings
HealthLeaders Media
Evidence-based care models that address the specialized needs of elderly patients exist, but nearly one third of survey respondents say they "frequently" experience age-related discrimination from doctors or hospitals. Ageism is common in healthcare, and when older adults experience it frequently, they're more likely to develop new or worsened disability, according to a study in the Journal of General Internal Medicine.
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Hospital diversity improvement plans, goals: 16 things to know
Becker's Hospital Review
While job areas related to patient care have experienced a long history of diversification, the same cannot be said of healthcare jobs in upper management, according to a report from the NAACP. Some hospitals and health systems have created programs to monitor diversity procurement but, overall, diversity programs are largely lacking in the healthcare industry, according to the NAACP's Opportunity & Diversity Report Card on the healthcare industry, the third in a series of economic healthcare reports on corporate diversity and inclusion.
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RETIREMENT & BENEFIT NEWS


3 unique management practices: A new take on firing, salary negotiation and employee benefits
Becker's Hospital Review
Bosses can usually turn to a general management playbook to set basic rules and expectations for employees, but some leaders push the envelope with their experimental management practices. As corporate culture becomes an increasingly important consideration for job seekers and a factor of employee retention, many leaders have begun implementing out-of-the box practices to at once improve employee engagement and performance, and make work a great place to be. The following three examples from real companies demonstrate unique management practices.
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Extravagant perks aren't a strong talent management strategy
Talent Management
All perks are not created equal. Any employee will tell you that there is a clear difference between free break room coffee and a company expense account. But in an economy where finding and retaining top talent can make or break a company, the lengths that some are going to in order to keep their employees happy is bordering on the extreme.
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Don't let desperation drive your decisions
By Anne Rose
You're short-handed and desperately need to hire another employee, so you hire the first breathing person that mails in a job application. Or maybe your bank account is desperately low and you need a client fast, so you accept the first prospective customer who calls on the phone. We've all been in those situations and know the fear and panic that can set in. But when desperation drives an impetuous decision, it seldom solves your initial problem and usually adds more problems. The wrong person is worse than no person.
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TRENDING ARTICLES
Missed last week's issue? See which articles your colleagues read most.

    5 rules for recruiting great talent (TIME)
3 flexibility barriers that undermine recruiting (Talent Management)
5 ways to make social media a positive recruiting tool (Econsultancy)
6 creative e-recruitment ideas to help you attract the top candidates (By Michael Tope)
7 hospitals, health systems that are adding jobs (Becker's Hospital Review)

Don't be left behind. Click here to see what else you missed.



 



Recruiter's Edge
Patrice Streicher, NAPR Communication Chair/Managing Editor, 855.472.6554

Colby Horton, MultiView Executive Vice President of Publishing, 469.420.2601
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Brie Ragland, Senior Content Editor, 469.420.2639 
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