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Specialists in Healthcare Recruitment

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Specialists in Healthcare Recruitment

Why You Should Consider Interim Employment

November 27, 2020 By

Why You Should Consider Interim Employment

In today’s New World of Work, many companies are navigating different ways of approaching how they structure their workforce. Key to this challenge is the contingent workforce, which has pivoted into the limelight during the pandemic as these workers take on a growing number of important jobs. For people who have been displaced from their jobs, it also has decided benefits, not only to fill the gap until they secure their next permanent position, but also in many cases, to put them on a new career path.

Many companies have discovered that they need to bring different strengths to their leadership teams as factors like remote working and economic/labor market changes shift their priorities. “Often, the right interim employees can help forge solutions to these unprecedented challenges,” say Tim Ozier, Sr. Director at MRI. “This presents opportunities for interim employees to bring fresh ideas to the table while helping existing teams to become more adaptable and innovative.”

Whether you’ve worked as an interim employee before or if you’re new to the idea, this is a great time to explore new environments. “You can showcase your problem-solving skills by assessing what needs to be done and coming up with a plan for accomplishing it,” observes Ozier. “Companies are looking for answers, and you can take this chance to leap-frog your career to a new level.”

Particularly, if you find that your industry niche has shrunk and that it may not become robust again for a long time, taking an interim position allows you to check out new companies and determine the best fit for you. “That’s a real advantage,” says Ozier. “You can determine if the leadership style and the culture of the company are compatible with your goals and comfort level without making a permanent commitment.”

Ozier points out that there are other tangible advantages in becoming an interim employee:

A boost in pay. Temporary assignments can give contractors exposure to an array of responsibilities and companies, often while earning more competitive salaries than they would in permanent positions. “Also, contractors typically get paid for every hour they work, unlike their salaried counterparts,” says Ozier. “They don’t find themselves working 60 hours a week and only getting paid for 40.”

Broadening skills. “If you bore easily or fear growing stagnant or getting pigeonholed, going from contract to contract offers the perfect solution,” says Ozier. “Most importantly, it helps you build your skill set. Exposure to a wider variety of projects, technology tools, and work environments accelerates how quickly you build those skills. Meeting a wider variety of people also allows you to build your professional network. Both lead to future opportunities.”

Finding security. In the interim world, you quickly learn how to stay relevant, nimble, and employable. “People who still believe that job security is synonymous with full-time employment may be missing out on one of the best-kept secrets of contracting: once you are established with a good staffing firm or you become adept at drumming up new work on your own, you stop worrying about layoffs,” says Ozier. “Instead, you cultivate industry contacts and keep a constant ear to the ground for fresh opportunities.

Making a living as a contract professional isn’t suitable for everyone. It requires planning and self-motivation. But the independence and the ability to build skills at a fast rate can be financially and personally rewarding.

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Filed Under: Blog, Candidates, Featured

Four Ways to Strengthen Your Personal Brand

November 13, 2020 By

Four Ways to Strengthen Your Personal Brand

Your personal brand has a significant impact on your career. However, many people overlook how they represent themselves online. While there are millions of professionals “on” platforms like LinkedIn, many neglect to proactively build their reputation and leverage it to boost and support their careers. So, how can you actively develop your brand and use social media to create meaningful dialogues between you and the people you want to influence? Here is some sound advice from Patrick Convery, Senior Marketing Manager for MRI.

  • Be real. Creating and attempting to maintain a false persona is exhausting— and your audience will see right through it. Branding is not about positioning yourself as something that you are not. ”It’s all about strategically showcasing your skills and your expertise in a way that brings value to your audience,” says Convery. “They key is to deliver this content to your followers in a way which nobody else can: by being yourself. It’s sustainable and leads to quality engagement.” He advises that you start by identifying your goals and taking inventory of your skills and credentials, your interests and areas of specialization, and your core values and beliefs.
  • Define your target audience. You’re not out to attract everyone— just those you want to work with in some way. Craft your messaging and content strategy to attract those specific people. Think carefully about the segments you want to reach. What are their needs and concerns? What can you offer them? How do they consume content? “Don’t use resources on content creation and distribution until you have clearly identified your social media audience,” warns Convery. “If you’re just throwing stuff at a wall to see what sticks, your current audience will literally get mixed messages from you— leading to confusion, a lack of credibility, and ultimately, a damaged brand that’s not reaching its full potential.”
  • Adapt a demand generation philosophy. Distributing free content is one of the most effective ways to build your reputation as a subject matter expert in your field and earn the trust of your target audience. “People are sick of being pitched and sold to. Stop telling your audience how great your widget and widget services are— show them why your widgets are amazing,” says Convery. “Stop telling everyone how you can help them and start actually helping them. If you consistently share your expertise and give without asking, you will position yourself as an authority in your industry— and business will come to you.”
  • Grow your network. Next, build relationships with other subject matter experts within your niche by frequently engaging on their posts. This can open new opportunities and help you grow your social following. When you have a personal brand that clearly articulates who you are, what you do well, and how you help others, it makes it easier for individuals to see value in connecting and collaborating with you. “Your digital network is your distribution channel. Your goal should be to deliver quality content to as many relevant individuals as possible,” Convery adds. “Amazing content is worthless if it doesn’t reach anybody.

Finally, Convery emphasizes the importance of consistency. “Your personal brand is your reputation and it will fizzle out quickly if you don’t nurture it. To grow a strong brand, you should post regularly and constantly interact with others,” he says. “But don’t post just to meet a quota. Delivering information which your audience finds value in is critical. Like everything else, however, your messaging needs to evolve or your brand and its relevance will become stale, and perhaps, obsolete.”

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Filed Under: Blog, Candidates, Featured

Successfully Onboarding Your New Remote Employees

September 18, 2020 By

Successfully Onboarding Your New Remote Employees

Although the way many of us work has shifted into WFH mode, it doesn’t mean things are at a standstill. Many companies are ramping up their hiring as they look forward and plan for their future growth and development. If you are among them, it means that once you’ve identified the right person for a new position or to fill an existing one, you have to figure out how you’re going to onboard your new hires remotely. You want them to get to know their colleagues and understand your work culture. While you can’t take them to lunch and their introduction to their new team is virtual, you still need to ensure that they feel valued and supported.

“We have always recognized that onboarding is a critical component of employee retention,” says Nancy Halverson, SVP Global Operations at MRINetwork. “Our methodology includes guiding our clients through the entire hiring process, which means that we don’t consider the search complete until our clients’ new hires are successfully onboarded.”

Halverson recognizes that onboarding today is a little more challenging, but she says, “The principles are the same. It simply requires a different approach. Many of the best practices that we’ve honed over the years are still applicable, such as creating an onboarding packet.” She advises that this should include expectations for the first two weeks, a list of tools, links, and systems and direction on how to access them, internal/external contact information for any issues that may arise, colleague contact information, and an organizational chart.

What has become an imperative in today’s work landscape is the need for a clear digital strategy. “Many people are struggling to adapt to WFH,” says Halverson, “and employers have to provide the digital tools needed to get along and work efficiently with team members, collaborate on projects, and boost output. These should be in place and ready to access for every new employee.”

What are the most important areas you need to consider?

Communication. “Slack, for example, is a software application that brings team members and interactions together,” says Halverson. “Companies are using it increasingly because it provides seamless communication between team members, departments, and the entire organization, but there are many other good alternatives such as Google Hangout, Microsoft Teams, Flock, Mattermost and Wire.”

Videoconferencing. The Zoom app seems to have soared to the top of the preferred list, even making great strides in the stock market. “Anybody can use it from anywhere,” notes Halverson, “and videoconferencing replicates face-to-face meetings by showing the facial expressions and body language of the participants.” Alternatives include among others GoToMeeting and Google Meet.

Project management. Evernote is a popular project management and productivity tool because it works on all platforms, including smartphones and tablets, and allows users to quickly sync notes and files among devices. Alternatives such as Google Sheets and Basecamp can also help you to create daily, monthly, or yearly to-do-lists and assign tasks to your entire team.

Halverson believes that companies will continue to rely heavily on digital tools after the crisis has passed. “Use this time to discover which tools work best for your people, your business and your organization,” she advises. “Observe how your new employees respond and adapt to your culture and learn from it. Seize this opportunity to embrace the new world of work.”

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Filed Under: Blog, Featured, Recruiting, Recruitment Process

Using Employee Analytics to Improve Retention

June 5, 2020 By

Using Employee Analytics to Improve Retention

Unemployment is currently very low in the U.S., which means it’s even more crucial than usual to retain your all-star employees by implementing strong tactics and strategies to help keep your workers happy and at your company.

Top HR executives agree just how important this is, according to a USC study on the topic. So, what are some things worth analyzing? You can examine employee behavior, go through data on performance evaluations, look at how employees make use of their time when they come into the office and leave if they work remotely and how often, and much more. “Retention and recruitment is a top priority for all businesses and organizations and one that is often heavily targeted for analytics,” as noted by the study.

As a result of analyzing employees, businesses can also save money. “Data analytics in human resources matter more to an organization’s bottom line than ever before,” according to the study. “While people skills are still a top priority for human resources managers, a rapidly increasing number of businesses and non-profits are crunching numbers to assess everything from talent acquisition and retention to productivity to job structure.”

Interestingly enough, you can examine people at your organization before they even start work. “Some companies have turned to HR analytics tools such as artificial intelligence software that can analyze a video of a prospective employee interview to judge values such as honesty and personality,” according to the USC research, which is a fascinating way to approach analytics during the hiring process. By gleaning this information from day one, you can better serve your employees and keep them happy.

Employee analytics are an imperative way to find out more about what keeps your workers happy and successful. By examining different data points that center on your people, you can implement strategies that will pay off in the long run.

 

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Filed Under: Blog, Clients, Recruiting, Recruitment Process

Tapping Into Social Media to Learn About Candidates

May 22, 2020 By

Tapping Into Social Media to Learn About Candidates

These days, everyone has multiple social media accounts that they use to keep in touch with friends, illustrate their career goals and more. As a recruiter or an organization looking for the best talent, it’s important that you use and evaluate social media profiles to learn about your prospective employees. After all, this information can be critical to finding A-list workers for your firm.

“But it’s not just about checking a candidate’s timeline for angry rants or questionable photos — social platforms can also be a great recruiting tool,” as noted by Forbes. “According to Betterteam, nearly 95% of recruiters use social media to post and promote job openings, and 59% of employees say they chose their current workplace in part because of the company’s social media presence.”

Here are ways you can effectively use social media to learn about candidates:

First, you can learn more about candidate behavior. “The popularity of social media continues to grow both in personal and professional use, with a lot of the content staying around forever,” according to the publication. “Use social media platforms as both a medium for checking potential hires’ past post types and quality (for instance, have they posted anything that could harm your brand?), as well as finding fresh writing samples.”

Taking a look through a candidate’s social media can also unlock a lot about the individual’s personality. “Segmenting potential employees not only by their expertise but also by their personality traits is very important when recruiting creative roles,” according to Forbes. Therefore, you may want to examine candidate personalities through their profiles to gain this type of insight. “We’ve used social media targeting tools to find different archetypes for a more comprehensive recruiting process,” observed Carlos Machicao of Wild Pixel Media to Forbes.

Finally, you can use social media as a way to connect with potential workers and see who is truly excited to be part of your organization. “It’s important for us to see a potential hire engaging with our company or industry on social media. Rather than asking, ‘Are you familiar with our clients?’ we can know if they did their research and if they ‘like’ our clients by seeing if they’ve engaged online or not,” as noted by Jennifer Wentzo in an interview with Forbes.

In sum, social media will forever be an important aspect of the hiring process for organizations. By analyzing candidates’ profiles without being invasive, you can glean info on their behavior, personality traits and much more.

 

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Healthcare candidates searching for the right role to advance their career.
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Filed Under: Blog, Clients, Recruiting

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