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So far Jordan Search Consultants has created 240 blog entries.

White Papers

How to Define Your Organization’s Culture to Attract and Retain Top Talent
Recruiting and Retaining Multigenerational Healthcare Professionals
The Physician Leader: What Physicians and Organizations Need to Know in the Era of Population Health

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A Few Recent Placement Successes

Healthcare Providers

SIU School of Medicine
Psychiatrist
Endocrinologist
Springfield, IL

Sentara Medical Group
Orthopedic Surgeon
Harrisonburg, VA

Texas Tech University Health System
Neurologist
El Paso, TX

Executive

Shirley Ryan AbilityLab
Scientific Chair, Legs & Walking Lab
Chicago, IL

Infinity Hospice
Executive Director
Reno, NV

Absolute Care
Medical Director
Greenbelt, MD

Absolute Care
National Director of Behavioral Health
Baltimore, MD

Just a few of our current opportunties

Healthcare Providers

Shirley Ryan AbilityLab
Section Chief, Traumatic Spinal Cord Injury
Chicago, IL

Central Maine Healthcare
Neurologist
Lewiston, ME

SIU School of Medicine Faculty Positions
Neurotology
Neurosurgery
Maternal Fetal
Dermatology
Rheumatology
Springfield, IL

Texas Tech University Health Sciences Center
School of Medicine
Pediatric Critical Care
Amarillo, TX

Rainbow Hospice
Lead Palliative Care Physician
Chicago, IL

Learn More

Executive

Southern Illinois University School of Medicine
Associate Provost of Finance and Administration
Springfield, IL

Rehabilitation Institute of Chicago
Endowed Scientific Chair of Arms + Hands Lab
Chicago, IL

Texas Tech University Health Science Center
Chair of OBGYN
Transmountain Campus Chair of Internal Medicine
El Paso, TX

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If not, we can help. Fill out the form to connect with us and receive a free recruitment assessment for your organization.

Or call us at 866-750-7231.

Recent Posts

How to Create an Outstanding CV

Creating a Curriculum Vitae

Whether you’re a resident or fellow looking for your first professional position or you are an established physician searching for your next challenge, having a polished CV is paramount. More comprehensive than a resume, a CV (Curriculum Vitae) is often the first impression a potential employer or recruiter will have of you. As in real life, first impressions matter. Knowing what to include in your CV is essential, but how you present the information is just as important. Read on to discover the keys to creating a standout CV.

The Basics: What to Add to Your CV

Although you may have a general idea of what to include in your CV, you may not know the preferred order of the sections. Name and contact information is always listed first. Be sure to include your cell phone number. If you have profiles on professional social media sites like LinkedIn or physician-specific job boards or sites, list those as well. Education is the next section, followed by Postgraduate Training, and then Certification and Licensure. After that, add Practice Experience, and then Professional and Teaching Appointments. Next, list Research and Publications. It is acceptable to name drop in this portion of the CV and include the names of peers or professors you have worked with on research projects. The last sections should be Accomplishments, followed by Professional Society Memberships, and finally Personal and Professional References. Within each section, list each item using reverse chronological order – put the most recent degree or accomplishment first, the second most recent item next, and so on.

Going Beyond the CV Basics

Astute job seekers know they need to go beyond the basics to create a document that will stand out. Below are some tips and techniques to take your CV to the next level.

  • Subtly highlight who you are as an individual. If a personal interest or pursuit is related to the position for which you are applying, it is acceptable to include a brief description and explanation of its relevance in a separate section at the end of your CV. Consider writing a cover letter; this is also a place where you can reveal your particular passion for medicine. Frame any mention of personal characteristics in terms of how they will benefit your employer, coworkers, or patients.
  • Use gapping and parallelism when you write your CV. Gapping utilizes incomplete sentences to keep your CV concise and scannable. This technique removes unnecessary words but still conveys essential information. Each gapping phrase should start with a verb. Use present tense verbs for roles you currently hold and past tense verbs for former roles. Practice parallelism by using gapping consistently throughout your CV.
  • Don’t neglect document formatting. It is essential that your document looks clean and professional. Search for templates online to get a sense of layout or to use as a starting point. Choose a professional-looking font such as Times New Roman or Arial. Embrace white space to make your CV easier to read. Be consistent in your formatting and make sure your margins, spacing, and type treatments are the same throughout the document.

CVs are an integral part of the job-seeking process. If you want your CV to stand out, you must go beyond just the basics. Ensure that your CV is error-free and uses consistent phrasing and formatting. Pay attention to the details, because potential employers and recruiters – like Jordan Search Consultants – definitely do.

For more information on Jordan Search Consultants’ Career Placement Solutions FREE Service for residents and fellows, please contact Kathy Jordan at [email protected].

The Valuable Role of Nurse Practitioners in the Healthcare Industry

It’s no secret the healthcare industry will be facing some tough staffing challenges in the upcoming years as the Baby Boomer generation ages and the number of physicians available to treat them declines. However, there is one type of healthcare provider that is well-positioned to stand in the gap: Nurse Practitioners (NPs). NPs – registered nurses who have received additional schooling – are able to perform the same tasks as primary care physicians, diagnosing and treating health conditions in their patients. And they bring an added focus on holistic care and disease prevention – wellness strategies that are becoming increasingly valued in the public consciousness.

The Association for Nursing Professional Development (ANPD) is an organization that recognizes the importance of continuing skill development within the nursing profession and is celebrating Nursing Professional Development Week on September 23-29. ANDP understands the advancement potential that exists for nursing professionals, and that their value within the healthcare industry will only continue to increase. This is particularly true for nurses with advanced degrees. The Bureau of Labor Statistics predicts there will be 56,000 new positions available for NPs by 2026. Nurses are taking notice: according to statistics from The American Association of Nurse Practitioners, more than 26,000 new NPs completed their academic programs in 2017.

At Jordan Search Consultants, NPs are often requested by organizations to fill vacancies. And it’s no surprise: forward-looking organizations are also noting the value of this growing segment of the healthcare workforce.  Patient satisfaction has become a vital part of assessing organizational success. Studies show that patients report equal or higher rates of satisfaction with NPs versus physicians. Additionally, patients who receive their primary care services from NPs tend to have less visits to the ER and shorter hospital stays. This is likely attributable to NP’s more holistic approach to patient care – addressing the physical, mental, and psychosocial aspects of patient health, focusing on patient education, and encouraging support and engagement from family members.

There’s no doubt that NPs have a valuable role to play in the future of the healthcare industry. Does your healthcare organization have a strategy to address recruiting and retaining high-performing NPs? It is definitely a strategy to be considered and developed as demand increases for these unique professionals.

 

How to Handle Toxic Employees in the Workplace

Ways to Handle Toxic Employees

We’ve all experienced working with someone who leaves negativity and discontent in their wake. Left unchecked, one bad seed will infect teams and can damage an entire organization. But what makes someone a bad seed? It is usually unrelated to their skillset or abilities; instead it is a persistently demoralizing attitude and associated behaviors towards coworkers and the workplace.

We’re all affected by the happiness – or unhappiness – of those around us. Researchers have found that the effect of one de-energizing (read: negative) connection or interaction is up to seven times stronger than the effect of a positive connection or interaction. A little negativity goes a long way in the wrong direction. Think about it: if you receive five compliments and one negative remark, which do you ruminate over? The negative one.

This causes real problems in organizations. A bad seed can cause fellow team members to share less information, perform poorly, doubt themselves, and experience decreased trust, motivation, and satisfaction at work. Their energy is likely to be spent analyzing how to deal with or avoid the toxic person. And avoidance strategies can include good employees choosing to leave an organization entirely. To make matters worse, a company’s top performers are the ones most likely to leave because of bad seeds.

Although Jordan Search Consultants is focused on recruiting the best, we are often asked to help clients navigate situations in which toxic employees have permeated their environment. Here are a few tips:

  • Avoid putting the toxic employee in leadership roles, as their negative influence will become even more damaging.
  • If the employee is critical to the company’s success, isolate them to minimize the contact they have with coworkers. A physical buffer between the offender and the team can help: rearrange office layouts, allow them to work from home, and have less meetings.
  • Ask them to leave the company. If the employee is not essential to the organization’s success (and, more often than not, toxic employees can and will be replaced), it is best to remove them—and their influence—from the organization. In our experience, only then can organizations truly rebuild a healthy and positive company culture.

Dealing with the effects of a bad seed in the workplace is extremely costly. The best line of defense against toxic employees is to be stringent in your hiring processes and avoid bringing them into the organization at all. Screening for cultural alignment is key to this effort. That’s why, in addition to fully exploring a candidate’s past work behavior, conducting background checks, and talking to references at length, the Jordan Search Consultants’ recruitment experts hold in-depth interviews and administer personality assessments to ensure an optimal cultural match between the candidate and the organization. Learn more about our candidate matching process on how excessively we vet candidates to prevent clients from hiring bad seeds.

For healthcare or physician recruitment, contact Jordan Search Consultants at 866-750-7231 or email us.

Jordan Search Consultants

Jordan Search Consultants

113 Church Street, O’Fallon, Missouri 63366
call 866-750-7231 or email us

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