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Cleveland, Ohio, United States
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MinuteMen OHIOCOMP
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Todd Wecker
Hello Healthcare Staffing, As I have recently posted, the Locums vertical is prime for continued growth. Many Travel RN firms are struggling because they "put all their eggs in one basket"... that worked very well for a long time, but now now. The best firms are diversifying and adding Locums to their client offering. This is a great idea because: * Locums is 3-4 times more profitable, in gross margin dollars, than Nursing * Locums has a stronger outlook for the next 10-15 years * Many investors and PE firms like revenue coming from different streams * The current and future Physician shortage will be more severe Email me for more about getting into the Locums vertical.
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Todd Wecker
This is a survey done in the last few months from 141 CEO's and CFO's of Hospitals. Notice that the drivers that typically we want to see in staffing are still there.... in other words, the demand is still needed in Healthcare Staffing. I believe that the current downturn will end soon. That does not mean that we will skyrocket in job orders all of the sudden, but the recovery will start in the next few months. Hospitals are typing to improve their bottom line and have temporarily reduces Nursing and Locums. What is your opine on this issue?
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Brett Williams
James Paterek dives into the vibrant future of the U.S. healthcare staffing market, a sector that, despite the challenges posed by the COVID-19 pandemic, has emerged more robust and vital than ever. This resilience is largely fueled by an unprecedented surge in demand for healthcare services, propelling the industry towards significant growth. The anticipated growth sparks a curiosity about the future, urging us to consider how advancements in technology and shifts in workforce dynamics might shape the strategies employed to attract, retain, and manage healthcare talent effectively. #HealthcareStaffing #RPO #TAlentAcquisition #HR https://lnkd.in/gshsVQbK
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Rodrigo J. Alcaine
📉 Navigating a Cooling Labor Market: Strategies for Companies The latest #JOLTS report reveals that job openings fell to their lowest level since February 2021, with 8.06 million positions available at the end of April. This decline from March's revised 8.35 million openings signals a cooling labor market. Despite this, hiring and quit rates remain steady, suggesting a resilient yet slowing job market. 🔹 What This Means for Companies: ➡ Strategic Workforce Planning: Focus on retaining top talent and enhancing employee engagement to minimize turnover. ➡ Upskilling and Reskilling: Invest in employee development to fill skill gaps internally, reducing dependency on external hires. ➡ Flexible Work Arrangements: Offer remote or hybrid work options to attract a broader talent pool and increase job satisfaction. ➡ Competitive Compensation: Stay competitive with wages and benefits to retain and attract talent as the market tightens. 🔹 How Eastridge Workforce Solutions is helping our customers: ☑ Tailored Talent Solutions: Eastridge provides customized hiring strategies to meet specific business needs, ensuring you have the right talent at the right time. ☑ Expanding Supply and Access to Talent Pipelines: Eastrige’s (GATE) Program ™ supports our customers with closing the #skillsgap ☑ Market Insights: Leverage our expertise to stay informed about labor market trends, which will help you make data-driven decisions. ☑ Efficient Hiring Processes: Streamlining recruitment and onboarding processes to adapt to changing market conditions quickly. ☑ Workforce Flexibility: Gain access to a flexible workforce, allowing you to scale up or down based on project demands and economic fluctuations. Read more about how labor market dynamics impact inflation and the broader economy. By adapting to these evolving conditions, we can prepare for the future. Full article is linked below ⬇ #LaborMarket #HiringTrends #BusinessStrategy #Economy #WorkforcePlanning #Eastridge
394 Comments -
Katie Toney
How well do you know your LinkedIn Connections, beyond their job title? 🔎 H E L L O 👋🏼 My name is Katie Toney, I am a Market Manager with Gale Healthcare Solutions and if you are unfamiliar, Gale is a healthcare staffing company who primarily works with Long Term Care Facilities across the US. My Grandmother is my “Why” and my connections are my “How”. During Covid, I watched my grandmother through a Window, and I would watch her go hours without care, even after calling and sending a nurse in- no one would show. Her facility was severely understaffed, as so many were at the time, and family was not allowed inside to help. Sadly, she was not properly changed and a UTI turned septic. She was too weak to push through the treatment so she is no longer with us today. 🤍 She is WHY I strive for safe staffing levels for our nurses and outstanding care for LTC residents. I didn’t immediately jump into the Healthcare staffing industry, in fact I didn’t even realize it existed! 🤯I was in a completely different industry, but a dear friend of mine opened my eyes to the industry once she started with Gale, and a few short months after my grandmother passed, I was able to dip my toes into the Industry as a Recruiter! #ConnectionsAreEverything In a short amount of time with the company that took a chance on me, I passed the overwhelming feeling of it being a new industry, new job, and piles of new information, and started to really love what I was doing. I advanced to a recruiting Mentor, then Recruiting Manager, and now I work directly with our clients as a Market Manager to ensure they have the staff they need. So That’s me…. within my “Title” and how I got here at least, which is always great to shine a light on. HOWEVER- at one point a couple years ago, I was working long hours, making no time for my hobbies, and I made my title my entire identity, I didn’t even know how to introduce myself and realized I didn’t have a personal brand. WHO even am I? Luckily, I took some time to Answer that question and along with my professional background I can also give insight into who I am as a person. Below are just a FEW fun facts, appropriate for a professional platform, that I threw together for my connections to have a better idea of who I may be outside of the title they see under my name as it appears on LinkedIn. #Linkedin #Connections #BeyondTheTitle #Authenticity #ConnectToTheRealStories
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Jacqueline Casares, B.A.
According to a recent study by the American Staffing Association, there has been a significant increase in demand for healthcare staffing. The study found that the healthcare industry is facing a shortage of qualified professionals, leading to a rise in demand for staffing services. This trend is expected to continue as the healthcare landscape continues to evolve. The study also highlighted the importance of finding reputable staffing agencies to meet this growing demand. As the demand for healthcare staffing continues to rise, it is crucial for healthcare organizations to partner with trusted staffing providers to ensure quality and reliable staffing solutions. At PeopleSolutions Healthcare Staffing Inc. we are proud to be at the forefront of meeting this need. Our agency is constantly adapting to the changing industry and implementing innovative solutions to ensure we provide the best possible staff for our clients. With a team of experienced professionals and a commitment to staying ahead of the curve, we are dedicated to meeting the demands of the healthcare industry. #healthcarestaffing #healthcareindustry #staffinginnovation #PeopleSolutionsHealthCareStaffingInc #staffinginnovation
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Andrea Hunt
Tenure. Long tenure is valuable for a resume and when searching for a new role. However, if a candidate is too long-tenured, they are likely underpaid compared to their current market value. Employees have caught wind of this. The tides have certainly shifted in the economy, but relative to Senior Living, many employees will make a move within 18-24 months. Why? For a pay increase. A jump to a new role can mean a 9% pay increase, vs a 3% annual pay increase by staying put. How can companies hold on to their employees, both current and incoming? Ensure that the offer/package, including comp, benefits, etc., is attractive enough for them to stay. Culture, leadership, reputation, and operations also need to be in sync as much as possible. A lot goes into creating the perfect recipe for employee retention and recruiting. We are your partners in finding - and retaining top talent in the Senior Living space and are happy to guide the process. Let's chat! #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring
111 Comment -
Tomas Horn
In many fields like Exec Recruiting, Sales, by b2b, this is a positive I will explain why. Many of these fields rely on nothing more than relationships that take years to truly cultivate. Many years ago I was working with a major consulting firm to start a new Restructuring Practice. As we began negotiations with several prominate Partner candidates "the firm" attempted to slip in non compete language and to limit carve outs of the potential Partners existing relationships. Another example Recruiter 1 joins a search firmand brings their existing relationships and the relationship fails to yeild the results the parties hoped for The seach firm in an act of protectionism then tries to enforce the non compete against Recruiter 1 for continuing those same long term relationships when they depart said firm. In my opinion and experience these are meant to intimidate and stifle growth of the individual. However, in fields with proprietary technology and areas of significant corporate investment I would this could stifle small companies as stated. https://lnkd.in/gjUxbrsS
25 Comments -
Stephanie Mattice
👀 In case you missed it... Kinsa.com has a VERY helpful weekly blog! Check out this week's article below! 👇 ✅ Be sure to Follow Kinsa Group for more #foodindustry #career and #hiringtips! #kinsagroup #foodandbeveragejobs #jobsearch #heretohelp #recruiting #job #hiring #Interview #career
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Joel Pearson
We have seen tremendous growth in employee headcount throughout MI which may be a correlation to increased sales and basket size. Our clients in MI remind us that the revenue is still half of California. MI may not have the same taxation issues as CA, but they are trending towards the same consolidation concern we are seeing locally. More than most states, we are seeing Michigan operators acting as an employer of choice. Offering benefit packages to help attract and retain the talent that sees value beyond their paycheck. If you are this type of operator or employer, we should talk. We have the people and technology to help you get there faster. AccessPoint Greenleaf HR Vensure Employer Solutions Robert DoranGillian Cramner Chris HillBrandon J. HancockBrian Dickson #cannabis #280e #401k #Humancapitalmanagement #compliance https://lnkd.in/gsypizYW.
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Herb Bennett, MBA
I once worked with a hospital that had 78 staffing agencies managing 110 nurses to fulfill their needs. 78 different account managers, contracts, invoices, and systems. How does that happen? Well, the story is the same each time and goes like this. You’ve got openings that your team can’t seem to fill, so you start with staffing agency number one. They promise the world but after a month? They're not getting you the number of employees you need. So you go, you know what? I'm going to have to bring in a competitor. And then that staffing agency gets added, and then a third one, and a fourth one, and a fifth one. 78 is obviously the extreme of the paradigm that we are fixing, but what it comes down to is trying new iterations of these tools that were used by our grandparents when they were looking for a job. What many organizations end up doing (just like the hospital I mentioned) is just cleaning the house and eliminating all staffing agencies. Neither of these are good options. Evoove offers a third option: Access to all the talent you need, no matter how many agencies it takes, but one single point of contact through our marketplace. Interested in hearing more? DM me.
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Rachel Greenen
It's ✨ officially ✨ OFFICIAL. Yesterday was my first day at R2R Strategic Recruiting! Sorry - it's a long one! It's important to remember that sometimes opportunities come your way when you least expect it and in a different form than you had originally imagined. I had been actively hunting for project management and customer success roles within the health & fitness and nonprofit spaces but wasn't having any luck. This market is highly competitive, especially for the types of roles. I had a sit down with a friend and local HR leader who asked if I had considered going back to the Talent Acquisition space - I clearly got excited when I talked about my time as a recruiter. I had adjusted my search to include these types of roles in the last couple of months but thought I'd see the same struggles. There are so many impressive TA folks flying green banners and I had stepped away for a few years… Just a few weeks later, I received an email from Raine Lunke, PHR, SHRM-CP asking me how my search was going and if I would ever consider the TA space again. At this point I felt like I was being gently nudged back with the number of times it had come up in conversations. So I replied. I explained how my search and experience as a candidate had been pretty awful and yes, I'd entertain the TA space again for the right role. Turns out she was hiring and wanted to know I was interested in chatting about it. When I read the words "Business Development Manager" my brain immediately went ❌ "nope, absolutely not". ❌ I am not a sales kinda gal. And while Raine and I had not ever met at this point, she must have known that would be my reaction because what followed made me literally laugh out loud 🤣 and encouraged me to keep reading. Turns out this role is a perfect blend of all my all my experience and skills. So 3 interviews and a short presentation later, here I am! But Rachel, you said you're not a sales gal? I am not. 🙅♀️ I have never thought of recruiting as sales but rather a mutually beneficial partnership between an employee and employer. You know what I am good at and really enjoy though? Building relationships, helping people, creating programs and improving processes. And based off my unemployment, I felt like I had the unique view point of both sides of the process and how I could make a difference and improvements from the inside out. I really love the R2R business model - it's different than any other model I have seen in this space. And I get the opportunity to help companies find talent with our Accelerate program - it's a win-win. Plus the team is absolutely amazing and has been so incredibly supportive. Company culture has always been an important part of my job search and I feel like I scored big time. It's not often your new employer already actively supports of one of your favorite local non-profit organizations. I'm excited to see where we go from here! 🚀 #newjob #talentacquistion #recruitingsolutions
1127 Comments -
Ziba Alizadeh, CIR ACIR CHP CSC CSP
#JobsReport numbers are out; with 175K jobs added in April, and the unemployment rate now at 3.9%. Job gains occurred in healthcare, social assistance, and transportation and warehousing. In April, healthcare added 56K jobs, in line with the average monthly gain of 63K over the prior 12 months. Employment growth continued in ambulatory healthcare services (+33K), hospitals (+14K), and nursing and residential care facilities (+9K). Reach out to RemX | The Workforce Experts/Employbridge to discuss what this means for your job search or organization’s staffing needs! Your Employbridge Healthcare Solutions team can provide more details. #unemployment #staffing #jobs #jobsreport #blsdata #healthcarecareers #healthcarestaffing #healthcarejobs #healthcare
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