I am looking for some direction as to where I can find Healthcare IT professionals with government experience. I am also open to split partners in this regard. Please contact me at 443.830.2022 or kevin_d@cpsi-md.com. Thank you.
Hello, If you are a Contingency Firm that specializes in Physician Recruitment of either Family Practice or Internal Medicine. Please send me your contact info and a fee Agreement. I have mutiple needs in each area.
Thanks
Bob
Internal Medicine Physician - Outpatient - MD/DO
Excellent Internal Medicine position with a 4 physician practice at a Community Hospital in north central MA. This is a unique opportunity to work as part of a small practice while receiving the stability and benefits that coincide with employment with one of Massachusetts largest healthcare organizations.
This position offers:
Highly competitive compensation
Excellent benefits
Relocation assistance if applicable
Possibility of loan repayment
Affiliation with one of Massachusetts' largest medical schools and physicians' organizations
Existing patient base
A weekday schedule with standard business hours
Minimal on-call requirements (1 in 5 wknds and no more than 3 nights/mo)
No primary inpatient responsibilities
True work/life balance
Beautiful location snuggly located between Boston and NH with a short drive to seasonal favorites such as beaches, skiing, and other family activities such as parks, theme parks, and more.
What we are looking for:
Board Certified or Board Eligible Internal Medicine Practitioner (MD or DO)
Current license to practice medicine in MA (or in process of obtaining)
All experience levels will be considered - New Grads and Seasoned Practitioners are encouraged to apply!
If you are looking for a new position offering flexibility, stability, an excellent work environment, and professional growth... we encourage you to apply.
Wanting to learn about the best tools recruiters have used to source hospital executive (c-level) talent. Best in terms of accuracy, ease of use, and value vs. cost. Thanks in advance for your insights.
When you are interviewing and hiring executive level candidates (i.e. Hospital CIO's or Vice Presidents in a consulting firm), what are your BEST questions for this level of candidate? I like behavior based interviewing questions, but welcome any and all answers to my question.
Kind Regards, Jennifer Steckley, Steckley Consulting Group, LLC
I am an Executive Recruiter representing Carle Foundation Hospital in Champaign Urbana Illinois. I am in the process of identifying a Director of our two Surgical Centers. We do 6,000 cases annually between the two centers and our main OR does 12,000.
I am hoping someone would know of a candidate that would be suited for this position. Please contact me directly if you know of a candidate that would be ideal for this opportunity.
I'm currently looking for physical therapist for several locations in the North Carolina. Candidates should have their master's and exposure working with all types of clients (children & adults) openings are in Hickory and Greensboro Area.
Are you interested in opportunities in these sectors? Did you know that RecruitAlliance currently has a large number of fee-paid job orders from clients that are ready, willing and prepared to hire the right candidate - NOW!
700+ Financial Services/Broker/Advisor positions
150+ Healthcare/Pharmaceutical positions
40+ Engineering/Aerospace positions
Times are tough; don't make it any harder than it has to be. Why waste your time cold calling employers looking for opportunities with little results or sending what amounts to an email cold-call, simply to view a job order from an unknown company? Then, if you're successful, give away up to 25% of your fee as required on some other sites?
Spend your time wisely and do what you do best - find qualified candidates for REAL job orders with clients who need your assistance... and remember, with RecruitAllianceyou always keep 100% of your fee.
If RecruitAlliance is new to you or you're not sure how it works, then take advantage of our 30 day FREE trial!
Work with a $5 Billion leading company in the healthcare industry.
This is a six month contract working 20 hours/week. Mon & Thurs: 12pm-5pm, Tues & Wed 10am-3pm, No Fridays. Immediate Start.
This position is based onsite (no exceptions) in Fairfax, VA.
Salary: $20/hour
Responsibilities:
Utilize company database and all electronic databases to identify candidates and conduct phone screens to evaluate and qualify candidates.
Work with hiring managers to identify needs
Consultative Recruiting to sell candidates on company/position
Requirements:
2-5 years of experience as a recruiter with a contingency, retained, or staffing firm, or as a corporate recruiter.
Bachelors Degree preferred
This is an excellent opportunity for a recruiter to get experience working on the corporate side with a very respectable, multi-billion dollar, healthcare company.
For more information please email your resume and/or questions to:
At Jobsintherapy.com, starting 8/12/09, for only $299 your organization will be given an unlimited # of therapy job postings for an entire year. Post all of your PT, OT, SLP, Radiation, Respiratory and Recreation therapy jobs for one affordable fee. The reasoning for this change in price is twofold:
1) We understand that competing with the National Association Boards and Monster is not within our scope and we are very happy being a method for your organization to supplement your postings for more exposure in a cost effective manner. 2) Smaller recruiters and staffing agencies are left out in the cold when it comes to utilizing the more expensive per posting boards. Our new structure gives recruiters a new option in the therapy realm they've never had previously.
Even with our change in pricing, WE CONTINUE TO HAVE TOP 3-5 GOOGLE RANKINGS for many therapy keyword phrases that job seekers start their search with. Your job postings will get maximum exposure.
We invite you back to www.jobsintherapy.com to fill your therapy job openings. If you use the coupon code JIT before 8/19/09 you will get an additional 10% off.
Jeffrey Roth President Jobsintherapy.com LLC jroth@jobsintherapy.com 1-877-877-3992
I have been using Monster for about 3 years now but I am thnking about Career Builder. All of the stats make Career Builder look like the better choice but I wanted to get some opinons. I am looking at unlimited access. Which do you prefer or think is the best. Thanks for you help.
I wanted to reach out and get some feedback about some thoughts I am having. I am currently starting year 5 in my health care recruiting career. I am a in house consultant for a billion dollar organization.
I have worked on every level(executive, director, manager, MD, and etc) and have touched in all major medical,pharmacy, and nursing areas. I work directly with Executives to launch jobs, strategize, build pipelines, and close roles.
I am at a point in my career where I am not growing skill wise in my current company and having thoughts on launching my own company or partnering with someone who is established.
I know my strengths and know my weak areas. I would say I am able to get into any health care company and build a target lists quickly. My research skills are on par or better than most research groups in the market. Since I know the Health Care industry, I know how to develop and walk with all candidates in most areas related to medical,nursing, and pharmacy. My weakness is that I don't enjoy the sales and smoozing aspect, I can do it but don't love it so much. I love to hunt though.
So given the current market and that I have a great job, security, and make over 100k which I am satisfied with for the moment. My question is are my skills of value and is there a market for me right now? or should I hold off intil the market really turns?
I would take any thoughts or ideas, to let me know what " reality looks like ".
i am slowly moving into physician recruitment after 10+ years of success in technology recruitment. The endeavor will initially be p/t although i am going to committ ft hours to this. I want to focus on the mental health realm, specifically psychiatry, and would really appreciate the chance to network with some folks who have worked in this space and can provide some direction. I am unsure of the best way to start building the network of candidates as well as clients and would love the guidance.
I have several openings in MA with my healthcare client that I need some assistance with. If you have a network within HIT or EHR in MA and you are open to splitting the perm fees, please contact me at the email address below.
Does anyone know of a website besides ERE that would post recruiting positions on a contract basis? I am interested in adding more clients to my healthcare recruiting experience and would like to expand my network of contacts for the future.
Let me know if anyone has any ideas or if they know who would need a dynamic driven recruiter to add to their team.
Dear colleagues, As many of you may have heard we at The University of Texas Medical Branch in Galveston, TX will be losing our best and brightest due to the latest blow dealt by Hurricane Ike. The official letters of notification will be distributed shortly and many (approx. 3800) of our dedicated and loyal employees will be in search of a new home.
We are offering outplacement assistance to our employees that are already in a proactive transition mode. If you have any open positions in the Houston and surrounding areas that might be a good fit please contact me at:
Sherri L. Osterlund Team Leader, Executive Recruitment The University of Texas Medical Branch slosterl@utmb.edu 409-747-4644
What: GlaxoSmithKline - Staying Afloat In The Perfect Storm Presented by: Lou Manzi - VP Global Talent Solutions at GSK and Jerod Funke - Corporate Recruitment Account Manager at GSK When: May 6th at 2pm Eastern
Key Topic:
Learn how, by utilizing best practices from inside and external to GSK, they have shown the Senior Management Team that there are ways to add value to the business even when the storm is wreaking havoc around them.
Mining Candidates (relationship building)
Assess to find the best candidate (all that glitters does not turn to gold)
• Strategic Sourcing (building a great bench early and often)
To register, either click the link "Register Now" below or simply click here: http://tinyurl.com/c78gr5
Hello, Today we had a lay off and one of my Colleagues was let go. I would love to help her land on her feet and get a super opportunity!
JUDI HESS is her name and she can be reached at heyjud53@yahoo.com
She is on LINKEDIN.Please tell her I said hello!
PLEASE reach out to her....she is a great lady and solid Recruiter!
Judith R. Hess 20 Charlton Street Sturbridge, MA 01566 heyjud53@yahoo.com cell (978) 502-5180
HealthAlliance Hospitals, Leominster, MA June 2008-present Clinical Recruiter for both Leominster and Burbank Campuses Responsible for the recruitment and hire process for all RN's CNAs, Surg techs, unit secretaries and manager and director level positions within all clinical areas. St.Vincent Hospital, Worcester. MA Nurse Recruiter--May 2006-May 2008-present Responsible for the recruitment and hire process for all RN's, PCA's,Surg Techs,unit secretaries, and several senior executive positions within the clinical arena. This St Vincent Hospital has approximately 325 beds, located in Central Massachusetts Cooley-Dickinson Hospital, Northampton, MA Nurse Recruiter-- March 2005- May 2006 Responsible for the recruitment and hire process for all RN's for this 125 bed community hospital in Western Massachusetts. MOVED BACK TO MASSACHUSETTS TheMedicalStaffing, LLC, Piscataway NJ Apr. 2004 - March 2005 Recruit and place foreign nurses in US hospitals. Facilitate immigration process and acculturation program. Moved to New Jersey Client Service Manager Interim Healthcare, Framingham, MA May 2003 - Feb. 2004 Performed sales and management of client service functions for certified Home Health Agency with over $1.6M in yearly sales. Complied with all State, Federal, and Agency policies and procedures. Developed and managed sales plan to Boston Metrowest markets emphasizing applicant diversity.
Contract Clinical Recruiter Positions Employment Specialist, RI & MA Jun. 2001 - Apr. 2003 Rhode Island Hospital; Brockton Hospital; Southcoast Hospitals; and Youville Hospital.
High volume recruiting. Partnered with specific clinical areas, attracting highest level of talent available. Developed creative, cost-effective and proactive strategies to identify qualified candidates. Initiated strong college and community programs to attract college graduates and community residents. Used Meditech and spreadsheets for applicant tracking. At Youville, recruited nurses from the Philippines. Positioned Brockton as �??Hospital of Choice�?? for nurses post-strike. Hired 200 nurses within a year. Employment Specialist Beth Israel Deaconess Hospital/Caregroup, Boston, MA Sep. 2000 - Jun. 2001 Recruited and hired world�??s top researchers for National Institute of Health (NIH) grants. Sourced research assistants, and biotechnologists for 40 departments. Candidates came from following disciplines: Cancer Research; Interpreter Services; Anesthesia; Animal Facilities; Oncology; and Radiology. Positions included: Biostatisticians; Radiotherapists; Grant Specialists; Regulatory Coordinators; and Clinical Trial Managers. Account Executive Buyer Advertising, Inc., Newton, MA Jan. - Sep. 2000 Developed recruitment strategies for ad placement, media plans, and Employee Referral Programs through on-site meetings with clients and senior management. Established referral network with existing clients in healthcare, biotech, hi-tech, manufacturing, higher education, and security services. Developed employee collateral pieces, including recruitment brochures, to entice prospective employees and bring back former employees.
Nurse Recruiter Jan. 1999 - Jan. 2000 Commonwealth Communities, Newton, MA Recruited and hired over 200 nurses and over 350 Certified Nursing Aides. Developed and implemented strategies to increase staffing for management company owning and operating 12 nursing homes and assisted living facilities in MA. Planned and organized each facility�??s advertising budget.
Nurse Recruiter Hallmark Health May 1998 - Dec.1999 As sole nurse recruiter, sourced, interviewed and hired over 300 staff. Researched, developed, and implemented new per diem policy for nurses, system-wide. Planned, organized, and developed nursing employment practices and resources to meet staffing needs of then Hallmark hospitals (Melrose-Wakefield, Lawrence Memorial of Medford, Malden, and Whidden Memorial) focusing both on recruitment and retentions strategies. Assisted employees and department directors to effectively resolve employment issues, placed all nursing recruitment advertising, and oversaw recruitment effort for all positions.
Contract Recruiter 1996-1998 Boston Medical Center, Boston, MA Feb. - May 1998 Provident Insurance Companies, Worcester, MA Nov. 1997 - Jan. 1998 PCs Compleat/CompUSADirect, Marlboro, MA Aug. - Nov. 1997 Cytyc Corporation, Boxboro, MA Jun. - Aug. 1997 Lahey-Hitchcock Medical Center, Burlington, MA Feb. - May 1997 New England Medical Center, Boston, MA Dec. 1996 - Feb. 1997 Whidden Memorial Hospital, Everett, MA Nov. - Dec. 1996
Key West Coffee and Teas, Acton, MA 1993 - 1994 Manager/Store Operations Directed daily functions including: recruiting and training 12 direct reports; vendor relations; merchandising; and service delivery. Implemented performance management system.
Sodexho USA, Waltham, MA 1991 - 1992 Manager, Healthcare Division Managed office operations providing financial and clerical support to headquarters and 130 field offices.
Organizational Dynamics Inc., Burlington, MA 1989 - 1991 Manager/Special Projects Managed projects for international provider of consulting and training services in Total Quality Management (TQM), Human Resource Management, and management development for Fortune 500 clients. Staffed Human Resources (HR) Division.
Nolan, Norton and Co., Lexington, MA 1987 - 1989 Information Technology Firm of KPMG Peat Marwick Manager of Office Services Reporting to HR Director, directed support services for four US and six international locations. Managed budget of $750,000 and staff of six. Resolved issues as employee relations team member.
Acton Medical Associates, Acton, MA 1986 - 1987 Affiliate of Harvard Community Health Plan (HCHP) Reception Area Manager Recruited and trained 25 front line medical staff in customer service, listening skills and triage decision-making for local affiliate of Health Maintenance Organization. Reviewed, developed, and implemented new patient billing procedures during conversion to HCHP system.
Emerson Hospital, Concord, MA 1978 - 1986 Held variety of medical and administrative positions including: Office Management Consultant Surgical Scheduling Manager Technical Director/Nurse - OB/GYN Practice Utilization Review Assistant Seminar Program Manager - Family Treatment & Alcoholism Seminars
Education & Certification MS & BS in Education, Monmouth University, Long Branch, NJ MA Certified Home Health Aide (CHHA), Visiting Nurse Association, Arlington, MA Licensed Practical Nurse (LPN), Cornell Medical School, New York, NY Emergency Medical Technician (EMT), University of Rochester, Rochester, NY
I will admit that when I signed up on ERE several months ago, I was hooked on here because of the advise that everyone gives just to help people out. Who would have thought that in this day and age people take time out to give such advise, so here I come to again for more advise.
I run a local medical staffing agency based out of Southwest Louisiana. We opened our doors in 2006 as a per-deim agency for local facilities only. We staff at several facilities around the state and I have noticed over the past two months that our staffing needs have decreased. I know this is due to several factors such as the flu season being over, cold weather has moved out and different facilities have hired more staff. But what I saw this time last year was we could not keep up with all of our facility needs due to them just being so busy. Even in the summer time, when things are just a little slower we were extremely busy, but this year WAY different. I know I'm not kidding myself and I really think that it has alot to do with the economy.
Tell me what you think, or if anyone is feeling the same as me.... Thanks, Troy
Hello, I am curious as to what I can expect from CONTNIGENCY PHYSICIAN SEARCH FIRMS?
Are my expectations to much for asking them to earn their FEES? I am not trying to be smart or rude but I am simply shocked at how difficult it is to identify a good firm who really has an understanding of the word Customer Service.
I have been trying to identify some agencies (contingency) to deal with. In 99% of the cases I have found that they really do very little for the amount we pay them. I would expect for $25K that they do the following: Screen the candidate to a level where as they can actually tell me about the background, salary requirements or a ball park, current practice data, panel size, RVU expectations, call expectations, why our location etc etc..and not just send a CV and say here you go. I have a background form that I want the Agency to at least attempt to fill out but get push back and believe it or not get told ,Contingency firms do not do that as it takes too much time and references are never done at the Contingency level only retained firms do that. I am really shocked and if this is true I believe this is a real serious indication of allowing poor performers to get away with giving the Agency folks a terrible bad rap.
Please review some expectations that I have. Am I really asking too much for them to do? I do not want to deal with those that send me the resume and let me do their jobs, but is that realistic? What are the norms that we should expect from a Contingency firm?
I expect a level of professionalism so that I do not have to do the initial phone screen. I would like to be able to get a CV and a cover sheet that tells me why I should see this Provider and have the answers I need to make that determination, not the other way around. I feel like they the Agency want me to just take a resume and now go see if you want my candidate. I expect a current CV which I often get, but then get told, �??oh it has all the data you need"? I am not interested in doing the form you want or a summary sheet. Please.....what kind of replies are those?
For 20-25K, I expect to have at least 2-3 references done. Is it common practice for the Contingency firms in the Physician Search space to really object to doing references? This morning I called an Agency and asked them if they do references, they told me, 'not my job'.....but if you really want us to we will. Maybe I just had a bad morning and the 3 Agencies I spoke to were just exceptions. If anyone knows of any real professional firms that do their job and not just send a CV could you please email the contact info and names?
I need an Agency to agree to the fee schedule of 25K fee for all Physician fills within 90 days from the time you get job order.20K for any referral made after you have the order for 90 days. Payment Terms are net 90 with the expectation that we get a refund if the candidate leaves for any reason in the first 90 days. Jurisdiction is according to the Law�??s of the Commonwealth of Massachusetts.
CV's must have Name on it so I can properly identify the referring source and if they are not submitted through another source I want 24 hours to be able to reply with a go or no go.
Would you mind sharing what is the going rate for Contingency search for Physicians? I inherited this group of Agencies from the prior Recruiter and need to get things straightened out and in place. If you have an Agency Agreement that you care to share I would appreciate it.
If you email me your firm�??s information and contact, I am going to call those Agencies that email me and say that they feel we will work well together. RELATIONSHIPS are very important to me and I do believe that it is a partnership. Good job orders get good results.
PLEASE DO NOT CALL ME AS LAST TIME I was overwhelmed and had over 50 replies all via phone when I asked not to do that. I really apologize for not calling so many of you back. But I received nothing from nay via email that made me want to call you.
Once I see your firm�??s info, review your introduction and Agency Agreement with my terms included, I will call you.
I look forward to identifying a few firms that I can work with. Please email me at rcorbin@healthalliance.com. I will reply to those that send me what is requested in this email.
Thank you all for your time!
Bob Corbin Physician Recruiter HealthAlliance Hospital www.healthalliance.com
I am actively seeking a recruiting role in the Phoenix area. I am hoping someone within the group would be willing to share potential networking leads or to refer my information along to your colleagues/co-workers.
I have 7 + years of experience in recruiting within a variety of industries: healthcare, financial services, mortgage, operations and electronics distribution. Within those industries I have recruiting for all levels of staff from entry to executive level. Please contact me if you would like to discuss my background further or if I can send to you a copy of my resume.
I'm searching for a staffing manager for a health care firm in suburban Baltimore - if anyone knows of someone searching, would love to hear from you at sybil@zephyrgroup.com. Thanks!!
