De Vore Recruiting Blog

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States concerned about their future health care needs

States concerned about their future health care needs

Experts in New Hampshire are especially concerned about their state’s future health care needs given a largely aging population that could potentially get sicker, according to a Concord Monitor article.

The cause for concern comes via data collected from the US Census Bureau and the newly released Hampshire Behavioral Risk Factor Surveillance Survey, among other sources.

Obesity levels across the state are forecasted to rise from 25.6 percent, recorded in 2010, to between 33.9 and 43.4 percent by 2030. There will be increased rates of Alzheimer’s, cancer, diabetes and cardiovascular disease by 2030, as well.

MapNH Health, formed by New Hampshire Citizens Health Initiative, was created as a proactive measure to discuss and to raise awareness for future health care needs statewide.

Jeanne Ryer, director of NH Citizens Health Initiative, told the Concord Monitor that the state needs to ready itself for “a different health future.”

“Let’s not see this as a doom and gloom scenario – let’s talk about how we want our health future to look. We can get there. If we just sit and wait, it won’t be what we want.”

MapNH Health expects that demand for primary care will increase statewide within the next couple of decades. As a result, they suggest that the state should make efforts to recruit more primary care providers and bolster their network of medical professionals.

It also noted that more needs to be done to help seniors, especially those who cannot drive or who are not as mobile, stay in better contact with their doctors and get the medication they need, especially if they choose to age in place within their homes and communities.

That’s good news for nursing professionals who are looking to utilize their experience to help in-need areas.

De Vore is a nursing recruitment agency based in California but fills important nursing positions throughout the US. To learn more, click here.


What hospitals can do to attract, retain quality nurses

What hospitals can do to attract, retain quality nurses

What hospitals can do to attract, retain quality nurses

Hospitals are looking for the best health care professionals, especially when it comes to nursing employment, in order to provide optimal patient care. A technology-driven industry that also requires excellent interpersonal skills and intuitive, thoughtful bedside manner needs individuals with extensive training, education and experience.

And with more patients thanks to the enactment of the Affordable Care Act, and with a large number of Baby Boomer registered nurses (RN) ready to retire in the next few years, hospitals are looking for quality nursing employment to fill their current and anticipated needs.

But how do hospitals attract these dependable, composed and well-trained professionals? Nursing is extremely demanding, and burnout can easily happen. Holding onto good nurses means hospital management teams need to focus on the specific needs of its nurses. Here are a few ways they can do this:

·        Provide career development services – Encourage your nursing staff to continue their medical education. Nurses who continue their education while working tend to feel more content and remain with employers whose values match their own.

·        Give them a voice; let them know they are appreciated – Nurses, who can sometimes play second fiddle to doctors, want to be heard. They know how to improve patient care, as they work the front lines of the field. Nurses appreciate when they can easily talk to supervisors to voice their concerns. Listen to and implementing the suggestions of your nurses will help to empower your nursing staff as well as provide better patient care.

·        Offer flexibility – Even though nursing is the most in-demand occupation in health care next to surgeons and doctors, it is a tasking and energy-sapping field. Providing flexible schedules allows nurses to get some rest in-between long shifts. It also lets nurses take continuing medical education courses, which is a benefit both to the nurse and hospital. Additionally, nurses with young, growing families at home appreciate more flexibility. Keeping nurses well-rested aids patient care, as well.

De Vore Recruiting is one of the nation’s top healthcare recruiters. Our mission is to find the most tech-savvy and ambitious nursing candidates for your health care facility. We do the heavy lifting for you, finding the best candidates who are usually currently employed. We use nurses’ references to gauge their worth ethic, dependability and their ability to deal with high-stress situations. We find RNs with real world experience and extensive training to help hospitals avoid high turnover and additional costs in the future.

If you are interested in having De Vore help you with your nursing employment needs, call us at 877-411-4358 to speak with one of our health care recruiters.


Healthcare providers: Trust your nurses — your patients already do

Healthcare providers: Trust your nurses — your patients already do

Patients often bond with their nurses. A day’s worth of care tends to outshine a few minutes spent with a doctor who walks into, and promptly out of, a hospital room. In fact, patients can get emotional if a certain nurse who has taken care of them for hours finishes her shift. (It is not abnormal for a nurse to stay on longer to continue providing care and comfort in such an instance.)

Traditionally, nurses are viewed as, and arguable are, the face of health care.

Yet nurses are usually not consulted by administrators when practices and policies regarding care optimization are changed, notes a recent Forbes article. But who better to learn how to improve quality and efficiency in the healthcare system than from the people who are working with hospital patients regularly?

Empowering nurses and giving them leadership roles aids patients and their recoveries, according to studies. The American Association of Critical-Care Nurses (AACN) began a 16-month program in 2012. It provided innovation and leadership training to teams of staff nurses at 42 hospitals located in six states. The study empowered “bedside nurses as clinician leaders and change agents” to see if that would have any effect on patient care and hospital savings.

From the results of four teams (with two to complete their programs by year’s end), empowered nurses helped to decreased a patient’s hospital stay in intensive care units by a day. Nurses also knocked off one day of need for patients using a ventilator. And the amount of infections and complications in the intensive care unit were halved. And each team projected savings anywhere from $120,000 to $6 million. To learn more about how each team accomplished these results, or to implement some of their practices at your health care facility, read the full article and visit AACN.org.

“Studies confirm that empowered nurses provide the best patient care,” said AACN President Teri Lynn Kiss, who was quoted in the article.

De Vore, one of the nation’s top healthcare recruiters, looks for ambitious candidates to fill important nursing employment needs for healthcare facilities around the U.S. To submit your resume as a potential candidate for current or future job openings through De Vore, click here.  View the latest career opportunities through De Vore here. Feel free to call us at 877-411-4358 to talk to one of our health care recruiters.


Using Social Media For Healthcare Recruiting

Using Social Media For Healthcare Recruiting

De Vore Recruiting, a nationwide healthcare staffing agency, prides itself on having a vast network of resources from which to cull the best and brightest professionals for nursing home jobs and nursing employment. From job boards to passive recruiting, our healthcare recruiters find the right people to fill management and director positions for healthcare facilities.

Increasingly, companies are turning to social media to aid their searches, as talent can be found anywhere, even less conventional places. And in our case, we’re usually looking for currently employed individuals to make the transition to a new position that requires their experience and skill level.

Recruiters can utilize their individual networks on Facebook, which probably consists of a lot of healthcare professionals already, to send out job postings with links to the job listing. The recruiting company’s Facebook page is also a good resource for any current job opportunities.

Individual Facebook posts can be highlighted on a Facebook page. In other words, they can be seen by a greater targeted audience for a fee. Facebook itself will walk you through the process when you choose to promote a post.

Recruiters can add a “Jobs” tab to their company Facebook page to highlight all of the available career positions recruiters are looking to fill. There are multiple applications you can use to create a customized job board on your Facebook page. Candidates can also submit resumes through the app or be redirected to a recruiter’s website. In our case, potential candidates can upload their resume here on our website.

To stay in touch with De Vore Recruiting and some of the best director-level positions available nationwide, connect with our Twitter, Facebook and Google+ pages.

Though based in Sherman Oaks, Calif., De Vore places professionals in hard-to-fill positions across the U.S. We welcome you to call us at 877-411-4358 to see how you might fit into one of our current or future job openings. Sign up for our newsletter to stay abreast of the latest developments in the healthcare industry. 


De Vore called. You have an interview with a healthcare recruiter. Now what?

De Vore called. You have an interview with a healthcare recruiter. Now what?

At De Vore Recruiting —one of the top healthcare recruiters operating nationwide— we find the most qualified nursing and healthcare professionals to fill the important public service positions that are so vital to our nation’s wellbeing.

Of course, to discover the best, you have to help us by being the best “you” via our phone and video interviews.

We believe in the authentic self.

We find not only the skilled professionals with solid experience, but also the compassionate, vocational workers with the personalities that would complement their possible future workplace.

Generally speaking, those fairly common sense interview tips that you can find everywhere on the internet, like here and here, also apply to a healthcare-specific interview. But there are a few things we, as healthcare recruiting specialists, look for in particular to ensure that we find the right fit for a healthcare facility.

Whether you’ve received a call from one of our healthcare recruiters, or you are gearing up for a slew of interviews in your new job search, here are a few things to keep in mind as you attend your healthcare interview:

Consideration No. 1: Genuinely enjoy the process

Interviewing is typically seen as a nerve-wracking, rather contrived process. You have a lot of interest in a new position. And you have to sell yourself — a you-in-a-stiff-new-business-suit-and-acutely-aware-of-your-hand-movements self. It can feel unnatural, and a lot is at stake. Also, you never really know what’s going to happen entirely, do you?

But what if it wasn’t like that? What if it could be fun?

At De Vore, we’re looking for the natural, friendly, easy-to-talk-to candidate. If you can keep nerves hidden and come off as a stress- and negativity-free interviewee, you have a good chance of getting De Vore’s stamp of approval.

It can seem simple enough — throw in a bit of witty humor, relax and maintain a friendly, approachable demeanor. But this is usually pretty difficult for a lot of people. While we can coach potential candidates with the right experience to a certain extent, you have to exhibit a healthy spark of this ability to start. That friendliness also will need to stay consistent throughout our two phone or video interviews, as well as the two to five interviews you will complete with the healthcare facility. Ultimately, just be you ... the best you.

Consideration No. 2: When we ask you why you want this new healthcare position,

have a thoughtful answer prepared.

“I need a job as soon as possible.” “I was looking for a higher-paying position.” These responses actually still occur with some frequency, believe it or not. What are we looking for?

“I believe in my abilities and experience to help elevate the quality of (specific healthcare facility).

My goal will be to raise (facility)’s current 3-star ranking to 5 stars.”

Better answers also include that you’re looking for improved quality of life (i.e. shorter commute, more challenges). Maybe you want to express how you want to work for a company whose values and goals align better with yours. Perhaps you’re not happy with the quality of care being offered at your current facility.

We want to know your motivation for a career change, because we eventually have to sell that change to employers.

With the healthcare field especially, candidates should emphasis their compassion and earnestness in helping people and contributing to a greater good. We’re not looking to discuss how your goal was a higher salary.

Consideration No. 3: Provide good eye contact even when doing a Skype/video interview.

It’s important to looks us in the eye, even if it’s via the lens of your PC’s webcam. We’re looking to build a level of confidence with you. And that’s hard to establish when you seem distracted.

If you have an in-person interview, shake our hand firmly while maintaining eye contact. “Limp fish” handshakes are not a good start.

Consideration No. 4: Keep negativity to a minimum. 

Try not to disparage your current employer. Merely state that it is not the right fit. Harping on negatives always comes off poorly to healthcare recruiters. Think carefully about how you’re phrasing any thoughts that may need to touch on sensitive topics.

Consideration No. 5: Be current.

Technology is a huge part of the healthcare field. Demonstrate that you’re aware of its importance and have a good handle on the latest technological processes aiding your particular healthcare industry.

As with any interview in any industry, it’s important to:

·        Come prepared and well-rested.

·        Research the facility to which you are applying in order to show awareness of their needs. How equipped are you to fill those needs?

·        Be aware of inflections in your voice during phone interviews.

·        Be prepared to answer specific questions regarding facility ratings and surveys as they relate to your current employer.

·        Focus on the customer service aspect of your job.

·        Not show up smelling of alcohol or cigarettes for an in-person interview.

·        Not to chew gum during your interviewing with the hiring manager.

·        Arrive early for a scheduled in-person interview.

·        Avoid wearing perfume or cologne, especially heavy amounts, as either can be a scent that might not be appealing to your hiring manager. She/he also could be allergic.

·        Be patient with the hiring process.

·        Show appreciation to your recruiter for her/his time and send a thank-you note.

To submit your resume as a potential candidate for current or future job openings through De Vore, click here.  View the latest career opportunities through De Vore here.

Our healthcare recruiters are excited to speak with you. You’ll hear the smile in our voice. We honestly hope to hear yours, too.

 


Busy Season For Healthcare Recruiters Approaching

Busy Season For Healthcare Recruiters Approaching

This year’s autumnal equinox, or first day of the fall season, begins at 7:20 p.m. PDT on Sept. 22. (If you’re curious, you can find a converter here for when it will occur in your area.) And the onset of cooler temperatures means various things depending on who you ask: a new school year, Sunday Night Football, the early onset of the flu season.

 

For healthcare facilities, the fall and winter months typically yield more patient visits thanks to flu outbreaks and exacerbated respiratory issues, especially in the elderly population. And by extension, these facilities often need to bulk up their staff to accommodate seasonal needs.

Dr. Heather Wick, M.D., is a senior recruiter with De Vore Recruiting, a healthcare staffing agency that fills management-level positions via direct recruiting. In her 2.5 years with the company, Dr. Wick has noticed an increase in placement needs in the fall and winter months.

“Summer tends to be the slower season,” she said. “My first seven placements (with De Vore) were in the winter of (November) 2012 to (March) 2013.”

With more reimbursements from Medicare and Medicaid coming in during these seasons, facilities are able to hire recruiters to manage the often detailed and time-consuming process of finding skilled candidates for hard-to-fill managerial positions.

Dr. Wick, a graduate of Dartmouth College and Albany Medical College, encourages professionals who may be looking to take advantage of the busier healthcare hiring season to polish their resumes in preparation.

“Everyone should always have an updated resume on hand,” she said.

As a recruiter for director-level positions, Dr. Wick is looking for candidates with compatible skills.

“They have to have experience already in the job that I’m trying to fill. I don’t think I’ve ever filled a job with someone who hasn’t had that job before,” she said.

Dr. Wick also looks for candidates with work histories that display stability and longevity. “Our favorite candidates have been at day jobs for 3 to 5 years and have a solid history of not leaving their positions (too early),” she said. “A superstar will stay at the same job for seven to 10 years.

In her experience, filling these positions can take as little as two weeks to upwards of two months.

To submit your information and/or resume as a potential candidate for current or future job openings through De Vore, click here.  View the latest career opportunities through De Vore here.

 


How De Vore Is An Efficient Recruiting Solution for Healthcare Facilities

How De Vore Is An Efficient Recruiting Solution for Healthcare Facilities

It’s a sobering fact: One bad hire can cost a company an average of 30 percent of the new employee’s first-year earnings, according to the U.S. Department of Labor. There’s a loss in productivity as the new employee acclimates to a new working environment, not to mention the costs involved with training.

Sherman Oaks, Cali.,-based De Vore Recruiting — where healthcare recruiting specialists seek out passive job seekers to fill skilled, typically director-level positions for healthcare facilities — shoulders the burdensome weight of the challenging hiring process.

“We try to eliminate falloff, which is a big deal,” De Vore’s president Sean De Vore said recently.

One bad hire in the nursing field can be detrimental to a healthcare facility’s score in Medicare’s 5-star quality rating system. Negative surveys regarding a new hire can affect the score, which is visible for consumers’ benefit. Facilities also can be fined by their respective state as a result of a poor survey.

“When we try to find people, we make sure that those people are going to help that survey process,” De Vore said.

To minimize the pitfalls involved in hiring, De Vore’s healthcare staffing agency thoroughly vets candidates, focusing often on their soft skills. Making sure a company and a potential new employee are the right match, or entering into the “right marriage” together, as De Vore puts it, is of utmost importance.

“We’re like a matchmaker in that sense,” said De Vore, whose company searches for the best match, not the most available-right-now. “We shake the leaves out of the tree instead of shake (just for) something to come loose.”

When finding the right candidates for those challenging job openings within the healthcare industry, De Vore attempts to:

-Make sure the candidate is going to stick, which is important for all parties involved. “So what we do is we talk to them about their goals,” De Vore said. “Everyone says they’re looking for a long-term job, but are they willing to make at least a 1- to 2-year — hopefully 2 years, at least — commitment? So we talk about stability and why it’s important.”

-Match personalities between the company and future employee. Many times, the employer doesn’t have time to explore the personalities of their clients to ensure compatibility within the facility’s work culture. As a third party, De Vore Recruiting is able to delve into the other side of each candidate in addition to their skill set and experience.

-Determine where each potential new hire is at in her or his career, and how that relates to the needs of an open management position. “We really want to figure out what the candidate is comfortable doing. I don’t want them to go beyond their reach,” De Vore said.

While a lot of companies, no matter the industry, prefer pleasant and outgoing hires, De Vore said his healthcare recruiters make sure to listen closely to each facility’s particular requirements.

“Different facilities have different needs,” De Vore said. “We look for the right personality.”


Interview Tips and Preparation for Experienced Nurses

Interview Tips and Preparation for Experienced Nurses

You bring years of experience to the table, but perhaps it's been a while since you've searched for a new job. As a skilled nursing professional, your experience is your greatest asset in any interview. Healthcare recruiters and nursing staffing agencies are looking for proven, skilled professionals. So have confidence in your workplace experience as you begin the process of finding a new employer.

But there are things that can be done to enhance how you present your skills. In general, it helps to think about the interview process as a conversation rather than a one-sided interrogation. Additionally, what you ask your potential future employer as a professional healthcare worker matters as much as what you will be asked. Your questions demonstrate preparedness and interest, but they also help you to discern if the job will be the right fit for you and your needs, as well.

The following is a checklist to help guide you through the process of preparing once again for the interview as an experienced nursing candidate:

1. Your resume should note your credentials, pertinent coursework, clinical experience, licensing and rewards, as well as your responsibilities and accomplishments.

2. Don't forget to bring your immunization record, BCLS/ACLS card and any advanced training program certificates to the interview. Bring the original documents and some copies of each.

3. Include a current copy of your nursing skills checklist.

4. Bring copies of your references and any reference letters just in case. Make sure your references contain current contact information, of course.

5. Learn as much as you can about your potential future employer (i.e. their work culture, staff and procedures) through their website or current employees who may be acquaintances.

6. Practice for your interview. You may have the skills needed, but it's been a while since you've had to sell them to someone else. Ask a nursing colleague for feedback. Also, remember to prepare for typical interview question: Are you a team player? How would you handle difficult patients, families and/or fellow nurses/doctors? Of course, "Tell me about yourself" is the time to highlight details and skills that qualify you as the best fit for the job you're seeking. Practice answering these questions with someone who can critique you on your nonverbal delivery.

7. As with any interview, dress in professional business attire that is clean and pressed. Do not wear garish jewelry. A professional-looking watch is about the only accessory you should be sporting. Avoid perfume, as it may offend the interviewer’s senses.

8. Make sure to mention any professional memberships you've held or former committee positions. Of course, any research you've contributed to and published should also be brought up.

9. Make sure to ask your own questions at the end of the interview: What is the nurse-to-patient ratio? How do you go about scheduling? How much autonomy do you give nurses to decide what’s best for each patient’s care? What makes this facility unique compared to other hospitals/care facilities in the area?

10. Save questions about salary, benefits and financial support for continuing education until after you've received a job offer.

General interview reminders: Ask for a tour of the facility to check out the environment and to meet your potential future colleagues. Remember to always send a thank-you note, whether you've decided this is the job for you or not. A handwritten note that is mailed following your interview stands out the most. 

If you’re thinking of looking for new employment, please visit De Vore Recruiting’s latest job postings.  For skilled nursing positions, click here. And if you’re looking to stay informed regarding the latest career opportunities and health news from one of the industry’s leading healthcare recruiters, subscribe to our newsletter today.


Current Healthcare Job Environment for the Nursing Workforce

Current Healthcare Job Environment for the Nursing Workforce

As a whole, the health care industry has been — and, more importantly for today’s nursing employment seekers, continues to be — one of the more impressively solid fields in our economy in terms of job creation.

Since the initiation of Obamacare in March 2010, health care employers added more than 1 million jobs to the U.S. labor market. Additionally, health care fields, depending on division, have remained relatively unaffected or have seen growth since the Great Recession (December 2007 to June 2009), according to data collected by the Bureau of Labor Statistics’ Current Employment Statistics program.

The New York Times’ blog The Upshot displays a helpful collection of graphs (based on the bureau’s data) illustrating how specific health care sectors like specialty hospitals, residential mental and substance abuse care, outpatient mental health centers, psychiatric and substance abuse hospitals, and blood/organ banks and health care screenings actually recovered and grew since the Recession.

Bottom line: Jobs in health care have a proven track record of being recession-proof — basically, still one of your safest bets, Students.

But there’s this: While employment in home health, outpatient care centers and doctors’ offices is doing quite well, job growth at hospitals grew anemic in the past year. This could be due to the fact that care is now being delivered in multiple environments, thanks in part to a growing demand for in-home care as populations are living longer and longer.

Also interestingly, baby-boomer nurses who were expected to retire, creating job opportunities for new nurses, are retaining their positions for much longer than anticipated. The U.S. government had predicted a nursing shortage due to the anticipated deluge of retirements. But according to a study published in Health Affairs, there were 500,000 more registered nurses in the workforce than was projected twelve years earlier.

According to this Bloomberg story citing the Health Affairs study, nurses may be facing steep competition as baby-boomers delay retirement and nursing education programs pump out graduates, doubling their number since 2002.

However, the Affordable Care Act and a growing population, among other factors, should continue health care’s growth. But the search can still pose its own set of problems. Location can be one of those factors


That’s where De Vore healthcare recruiting can help. We pride ourselves on matching top candidates with the right healthcare employer for him/her. Let us help guide you through the process. Contact us for more information at 877-411-4358. 


Masterpiece Resume

Masterpiece Resume

Writing an outstanding resume doesn't necessarily mean following the rules such as keeping it within one page or following a specific format. Every resume is a unique marketing tool and should be tailored based on your background and the position you are applying for. In this article, we are going to offer you some key principles of writing an appealing resume.

THE GOOD NEWS AND THE BAD
The good news is that, you are able to create a resume that makes you stand out from hundreds of applicants with some extra effort. Not one resume in a hundred follows the principles that stir the interest of prospective employers. So, even if you face intense competition, with a well written resume you should be able to get an interview more often than many people more qualified than you. The bad news, however, is that your current resume is possibly much more inadequate than you think. You’ll have to learn how to think and write in a style that will be utterly new to you.

THE No.1 PURPOSE OF A RESUME
The resume is a marketing tool with one specific goal: to win an interview. It is an advertisement, nothing more, nothing less.

A great resume doesn't just present employers what you've accomplished but serves the same function that all great advertisements do: If you buy this product, you will get these specific, visible benefits. It presents you in the best light. It persuades the purchaser (employer) that you have what it takes to succeed in this position.

WHAT IT ISN'T
It is a misconception to treat your resume as a product catalog, a history of your past or a personal statement. Indeed, the majority of the content in any resume is about your job history. However, it’s vital to write with the purpose to create interest, and convince the employer to call you. If you write with that intention, your final product will be totally different from your present resume.

Most people treat writing a resume as fulfilling an obligation just like filling out some legal documents. If you realize that a great resume can get you the dream job you want, you may be willing to assemble some genuine passion to create one-of-a-kind work, rather than the lame products most people end up with.

Want to know how to write a masterpiece resume? Contact De Vore Recruiting at 877-411-4358.

 


Healthcare Industry Soon to See Technology Changes

Healthcare Industry Soon to See Technology Changes

The global healthcare system is experiencing immense changes: the traditional image of the doctor practicing “the art of medicine” is transferring to a new “science of evidence-based medicine” delivered by a digitally connected ecosystem, and to a great extent powered by large corporations.

Global healthcare cost $7.4tn in 2012, taking 10.1% of global GDP — and costs are growing faster than inflation. Since more people will have access, and an aging population needs more care, the demand will continue to grow. Nowadays, care is more data-driven, and with the automation of processes inefficiencies are extracted and outcomes enhanced. The two big technology opportunities supporting these changes are big data and mobile.

Big Data - The use of big data to create evidence-based medicine is fueled by the digitalization of clinical and administrative health records, as well as new technologies to integrate and analyze this information. Hospitals, doctors and administrators over time will more fluidly share and use information. This data allows for a quantitative analysis of care paths and their efficacy in ways never imagined.

Using a data-driven approach with predictive analytics, the number of sick managed by care professionals is tuned to an institution’s capacity. The lower risk portion of the population uses digital tools, while the most risky are taken care of by licensed professionals. These changes cannot be made operational without digital capabilities driving automation. The companies that enable the technology to create these groups of patients and supply the workflows to manage populations will prevail in the marketplace.

 

Mobility — and the cloud-connected mobile app, is changing how consumers conduct their lives. Mobility is infusing wellness and health — as of December 2013, there were more than 40,000 mobile applications servicing the mobile health industry. It is easy to see a future where using the phone as a hub for connected monitoring and manage one’s health.

Doctors already are prescribing apps. A continuum of consumer-driven health apps will merge with prescribed apps that become part of a provider or payer’s formulary. Consumer companies such as Google, Apple, Samsung and Microsoft are jumping into this game and want to become important hubs of personal health information connecting consumer tools such as Fitbit with electronic medical record and personal health record repositories.

Telehealth — the delivery of remote care using a computer and or phone — has become a very important part of the mobility revolution. The trick to tele-health is to make the virtual community and tools operate as if they were at the bedside. New physician-led global care delivery companies such as vRad are emerging that virtualize care with higher quality and lower cost, one specialty at a time. In the future most of us will routinely use these companies that supply virtual medical care.

 

Overall, the healthcare industry’s model is shifting to one of large corporations, investing significant capital to develop care solutions. These companies will dominate the care delivery landscape. Want to find the right person to lead the changes of the healthcare technology? Contact De Vore Recruiting at 877-411-4358.


How to Get a Job with a Startup

How to Get a Job with a Startup

Launching your own startup can be thrilling, but not everyone of us are ready for the risk. Working for a fast-growing startup can give you the same entrepreneurial environment you need to thrive as well as providing a paycheck.

 

Startups are moving very fast and doing things in less formal ways compared to large firms, including the hiring process. In order to get into a startup, you may want to take some of the following steps:

 

  1. Networking. It’s not likely for you to find formal postings on LinkedIn or Monster, instead, you’ll hear about these jobs in conversations or startup-centric events. Networking is the No. 1 way to find a job in a startup, because recommendations will come from people who know something about you and the company. Start attending events where startups are, and make your desire and skill set clear to those you meet.

 

  1. Following up and demonstrate your value. After obtaining the contact information at these events, it’s important to follow up and find a way to demonstrate your value: either by putting together a innovative social-media campaign, or mocking up a product design that they might consider.

 

  1. Be bold. Startup companies value creativity, entrepreneurship and good work ethic more than traditional companies - how to prove that you own these qualities is the key. Think about your most important strengths, and figure out a creative way to demonstrate these qualities so your target startup company is willing to meet you.

 

Aside from the steps suggested above, there are also lots of online resources you can use to apply for startup jobs. You can also use local resources such as DeVoreRecruiting.com to learn about companies hiring in healthcare area or companies that just earned funding. For more information, contact De Vore Recruiting at 877-411-4358.



Is A Change Coming for Healthcare Training?

Is A Change Coming for Healthcare Training?

The way American doctors are trained needs to be overhauled, an expert panel recommended on July 29th, saying the current $15 billion system is failing to produce the medical workforce the nation needs.

 

"We recognize we are recommending substantial change," says health economist and former Medicare Administrator Gail Wilensky, co-chairwoman of the nonpartisan Institute of Medicine panel that produced the report. "We think it's key to justifying the continued use of public funds."

The federal government provides more than $11 billion a year to support the healthcare training of doctors who have graduated from medical school. Most of that goes to the hospitals that sponsor interns and residents. States contribute nearly $4 billion more annually. Even though the system has operated this way for decades, there is little data on how those funds are spent and how well they contribute to train a medical workforce needed for the 21st century.

 

Despite a growing public investment in graduate medical education, there are persistent problems: uneven geographic distribution of physicians, too many specialists and not enough primary care providers, and a lack of cultural diversity in the physician workforce.

 

The committee proposes a sweeping overhaul of the entire financing program for graduate medical education, with the goal of shifting the program to a performance-based system rather than one that merely funnels money to any facility with an accredited healthcare training program.

 

The panel also calls for spending the same overall amount from Medicare over the next decade but distributed much differently, with a declining share in teaching programs. An increasing share in a "GME transformation fund" that would finance new ways to provide and pay for training, and to fund training positions in priority disciplines and geographic areas.

 

The funds would still be distributed through the Medicare program, but a new "GME Policy Council" would be created under the office of the secretary of health and human services to oversee workforce issues and commission research on how well the federal dollars are being spent. The committee recommended that states impose similar requirements for Medicaid training funds. Major teaching hospitals in the Northeast would be most immediately affected, since they account for a disproportionate amount of Medicare medical education funding and number of doctors in training.

 

All of the changes proposed in the report would have to be made by Congress, because government support for graduate medical education is written into Medicare and other laws. The politics, however, are unclear because the changes would produce winners and losers among programs training interns and residents.

 

If you wish to start a career in the healthcare industry, contact De Vore Recruiting at 877-411-4358.


Tips on Starting Your Career in a New City

Tips on Starting Your Career in a New City

Moving to a new city to start a career is no easy task for most job seekers. However, most employers prefer to consider local candidates first during hiring. Thus, in order to make your case more compelling to hiring decision makers and launch your new city career smoothly, you may want to take some of the following steps:

1. Look at the Big Picture. It usually requires much longer time than you expected to move to the new city. Get prepared to try harder and be more creative to sell your value. You may even need to make some trade-offs (salary level, relocation cost, job security, etc.) before you can start career at a new city.

2. Be Courageous. If, after you sent off your appealing resume story to several target companies, you still heard nothing from them. It is time to get out of your comfort zone and do a bit of researching and interacting. This can mean communicating with people in a specific company or interacting in some other way with folks who are industry and geographically related to your goal.

3. Keep Focused. Hold your specific career goals to relocate to your new city in front of you. Be clear on three to four key areas of value you offer your target employers, and integrate those into conversations. Demonstrate how you can help them solve problems before you ask for the job interview.

4. Join Local Associations. Become a member of your industry association. Ask to be assigned to a chapter that is local to your “target” city. Start reaching out to board members and committee members, and network. If possible, join or volunteer to take the lead on a committee. Be forthcoming that you are living in ABC city but wish to move to their city to start a career. As you are a paying association member, you are more likely to receive meanhttp://www.glassdoor.com/blog/8-ways-advance-career-city/ingful responses to your inquiries. Also, try to make a trip to your target city and attend a local industry meeting.

5. Just Move.  Moving to a new city may sound scary, but if your desire to relocate and start a new career sooner than later is greater than your need for job security, consider saving enough money for several months’ rent and simply moving. Being in the city of choice while you job hunt has its advantages. You may also find a bridge job at your target city while you seek out your longer-term career role.

There is no easy answer regarding how to transition to a new city and career. You will have to be patient, be determined and take action. However, people regularly chase and capture their dreams, and if you really want this change to happen, it will!

If you wish to kick-start your career at a new city, contact De Vore Recruiting at 877-411-4358.


Growth in the Pharmaceutical Industry

Growth in the Pharmaceutical Industry

In 2013, total spending on US medicine has increased to $329.2 billion from $319.1 billion in 2012, marking a recovery in US pharmaceutical market, according to a recent studyMedicine Use and Shifting Costs of Healthcare: A Review of the Use of Medicines in the United States, by the IMS Institute for Healthcare Information.

In terms of career development, in 2012 Hoosier Hot 50 jobs list produced by the Indiana Department of Workforce Development, careers in pharmacy ranks eighth on the list.

The list, which ranks jobs based on expected wage and demand in 2020, is compiled using information based on Indiana's occupational projections and wage data from the Occupational Employment Statistics survey

According to the survey, the number of positions for pharmacists is expected to grow 2.5% each year through 2020, for an increase of about 163 jobs each year. More than 1,600 jobs will be added through 2020. The average salary for pharmacists is $110,053.

Compared with 10 years ago, pharmacists’ job responsibilities have moved from primarily filling prescriptions to more clinical activities. Nowadays, retail pharmacies like CVS, Walgreens and Kroger offer many services such as immunizations, health screenings, medication management therapy and more.

For job seekers with doctor’s degree in pharmacy, there are many career opportunities:

  • Retail: People usually start from a retail pharmacist, then can choose to become a pharmacy manager, coordinator or progress up through the ranks of merchandising or operational leadership;
  • Industry: There are many industry career opportunities in companies such as Eli Lilly.
  • Pharmaceutical Sales: In 2012, the sales of Top 5 pharmaceutical companies in the US was more than 90 billion U.S. dollars, which is more than one third of the total spending on medicines in the US. As the whole industry is growing, there will more opportunities in the pharmaceutical sales area.

If you are interested in finding a job in the pharmaceutical industry, contact De Vore Recruiting at 877-411-4358.