Jordan Search Consultants Blog

The ever-changing landscape of the healthcare industry can be a difficult one to navigate. To help you stay in-the-know, Jordan Search Consultants’ Founder and CEO, Kathy Jordan, posts twice a month about a range of healthcare and higher education topics. Some subjects she frequently touches on include recruitment, organizational culture, candidate sourcing, population health, integrated care, physician leadership, and much more.

Want Kathy to answer a question you have or address a topic you’ve been wondering about? Email her here.

Exploring Healthcare’s Response to Opioid Addiction in America

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The abuse of opioids in the United States is a growing crisis. According to a recent CNN article, experts place the number of Americans who abuse or are addicted to opioids at more than two million. In 2011, the year opioid prescriptions reached their highest peak, oxycodone was the drug most commonly involved in fatal drug overdoses. Since then, due to tighter regulation, the number of prescriptions for opioids has decreased by 29%. As a result, fatal overdoses due to prescription opioids have also decreased. However, there is still a troubling connection between prescription opioid abuse and progression to cheaper and more dangerous street drugs. The National Institute on Drug Abuse estimates that three-quarters of new heroin users started out abusing prescription painkillers. A study from the Centers for Disease Control and Prevention (CDC) found that illicit opioids, specifically heroin and fentanyl, were the leading causes of overdose deaths between 2012 and 2016. Clearly, healthcare providers need to be mindful of the potential danger of prescription opioids. To that end, the CDC released a guideline for treating patients with chronic pain. In addition to outlining the risks and recommendations for opioid therapy, it strongly encourages physicians to first explore non-opioid treatment options.

Other national healthcare authorities have also acknowledged the gravity of the situation. The Surgeon General recently published a report on the opioid crisis and detailed a 5-point strategy to address the issue. Along with encouraging better practices for pain management, the strategy includes a focus on improving access to prevention, treatment, and recovery services. To help fulfill this goal, more healthcare providers who are trained to understand and effectively treat addiction disorders are needed.

Addiction Medicine is currently a self-designated specialty focused on the prevention, evaluation, diagnosis, treatment, and recovery of those struggling with addiction, substance abuse, and related health conditions and requires certification from the American Board of Preventative Medicine (ABPM). A key aspect of attaining Addiction Medicine certification is the ability to prescribe certain restricted narcotics, particularly buprenorphine, for maintenance or detoxification treatments. According to the American Society of Addiction Medicine (ASAM), there are only 4400 addiction specialists, far less than the number needed to treat the millions of Americans struggling with addiction. Because addiction disorders affect patients on multiple levels – physically, psychologically, and behaviorally – Addiction Medicine specialists must draw from a variety of skills and disciplines to provide the right treatment. They often need to incorporate internal medicine, mental health counseling, and social work as they diagnose, treat, and care for their patients.

The Substance Abuse and Mental Health Services Administration (SAMHSA) recommends using medication-assisted treatment (MAT) to address opioid abuse. This holistic approach combines the use of FDA-approved medications (methadone, naltrexone, and buprenorphine), as well as counseling and behavioral therapy to treat patients. Under the Drug Addiction Treatment Act of 2000 (DATA 2000), physicians who go through the proper training are allowed to obtain a waiver to prescribe buprenorphine for patients. And in 2016, the Comprehensive Addiction and Recovery Act (CARA) extended the ability to prescribe buprenorphine to trained and waivered nurse practitioners and physician assistants. However, access to specialists, healthcare providers, and counselors who are adequately trained and able to provide medication-assisted treatment varies widely from state to state.

Rural areas, in particular, suffer from a shortage of providers. One analysis found that less than 2% of physicians with buprenorphine waivers were located in small and remote rural counties, which are also the areas hardest hit by the opioid crisis. In response, some states are exploring innovative approaches to combat this issue, as documented by the Agency for Healthcare Research and Quality (AHRQ). Vermont developed a successful “Hub and Spoke” model of care, where medication-assisted treatment was implemented in local primary care facilities with the support of regional and embedded expert support staff. The state of New Mexico pioneered a care model known as Project ECHO (Project Extension for Community Healthcare Outcomes). In this model, university-based experts utilize televideo tools to educate, consult, and mentor rural providers on treatment approaches for their patients. Another strategy, known as the Massachusetts Model, was created at Boston Medical Center. Nurse care managers (NCMs) play an essential role in this collaborative care model, shouldering much of the patient’s care management, and acting as a liaison between patients and waivered physicians.

In many ways, the nation and the healthcare industry are only now starting to recognize the complexities of opioid dependency, abuse, and addiction. Is your organization staffed with providers who are educated and knowledgeable about perceiving, preventing, and responding to the realities of this public health crisis? If you need assistance finding the right candidates for your organization’s needs, Jordan Search Consultants can help. Give us a call at 866-750-7231 or email us here.

Jordan Search Consultants’ 2018 Year in Review

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We’ve seen a lot of change and growth in 2018 – both in the healthcare community and within Jordan Search Consultants. As the year draws to a close, we’re looking back to reflect on the things we’ve learned about the current state of the healthcare industry, how it has affected recruiting, and to highlight all that we’ve been fortunate to contribute to the industry in 2018.

2018 Takeaways

In a continually evolving industry, it’s imperative to pay attention to the implications of the changes. Here are some of the takeaways from 2018:

  • More women than men entered med school this year, continuing a trend that first started in 2017. This will affect recruiting efforts and trends in coming years.
  • Telehealth continues to impact recruitment, and its usage has become more widespread than predicted. While telemedicine can help provide service from afar to isolated populations, as well as assist in patient care collaboration, frustrating tech experiences can negatively affect provider and patient satisfaction. Organizations must be proactive and strategic in their telehealth implementation in order to recruit and retain candidates.
  • Candidates have become more educated about compensation, and this means there is often fewer back-and-forth negotiations during the recruitment process. Organizations have become savvier too, and know they must evaluate their payment structures frequently to recruit and retain top talent.
  • The importance of possessing emotional intelligence (EQ) and leadership qualities continues to rise – not only for healthcare executives but also for those fresh out of training. Administering personality and leadership testing during the screening process is becoming more and more common.
  • As healthcare payment models continue to shift from traditional fee-for-service models toward value-based payments, organizations and providers will be called on to continue to increase the efficiency and effectiveness of patient care. 

2018 Accomplishments

Jordan Search Consultants’ positive work in the healthcare industry is evident in the quality and rate of our placement success, the sought-after thought leadership of Kathy Jordan, our founder and CEO, and the growth of our team.

Successful Placements

Here are just a few highlights from the healthcare provider positions we’ve helped fill in the last year:

  • Psychiatrist at SIU School of Medicine in Illinois
  • Endocrinologist at SIU School of Medicine in Illinois
  • Orthopedic Surgeon at Sentara Medical Group in Virginia
  • Neurologist at Texas Tech University Health System in Texas

We’ve also placed candidates in executive positions throughout the country. Here are just a few examples:

  • Executive Director at Infinity Hospice in Nevada
  • Medical Director at Absolute Care in Maryland
  • National Director of Behavioral Health at Absolute Care in Maryland
  • Internal Medicine and Family Medicine Program Directors at Baptist Health in Little Rock, Arkansas

Thought Leadership

Kathy Jordan, Jordan Search Consultants’ CEO and founder, shared her recruiting expertise through speaking engagements and articles in multiple publications over the past year.

Kathy presented her insights and recommendations on personality testing in physician recruitment as a speaker at conferences across the nation, including:

  • 2018 Annual ASPR Conference in Chicago
  • MGMA Louis Conference in Missouri
  • 2018 New England Regional MGMA Conference in Maine

Kathy also appeared in numerous publications in 2018, including the following:

Team Building

The high level of work we do at Jordan Search Consultants has everything to do with the quality of our people. Over the past year, we expanded our roster with four new team members:

  • Laura Perry, Search Consultant
  • Galen Roberts, Search Consultant
  • Brandon Shockley, Client Development Consultant
  • Katy Clark, Recruitment Assistant

2018 is evidence that the old adage that “the only constant is change” holds true. Jordan Search Consultants is dedicated to monitoring and understanding the implications of change in the healthcare industry – and how it affects recruitment. If you need assistance finding the best candidate for your organization, we’re here to help.  Give us a call at 866-750-7231 or email us.

 

Work-Life Balance: A New Approach

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We’re all familiar with the term “work-life balance.” The desire to achieve this ideal is a popular topic – and ongoing quest – for millions of professionals, especially those in the healthcare industry. Many believe it’s impossible to achieve success in one arena without sacrificing something in the other. But perhaps we need to rethink the way we view this state of being, starting with the term itself.

Redefining Balance

The words “work-life balance” bring to mind distinct analogies. Perhaps we envision it as a see-saw that requires dividing our energy between two opposing platforms? Or a bank of daily activities that should be split evenly into different containers? By looking at “work” as one category and “life” as another, we create a distinct separation between the two. And as a result, this viewpoint can limit our ability to achieve holistic fulfillment. Rather than framing our pursuit for balance in a linear fashion, we can redefine the concept by thinking of it as a sphere, with us at the center. But how do we do that?

Multiply Your Well Being

The idea that life satisfaction affects job satisfaction and vice versa is not a new one. Countless studies on this subject have concluded that the two intermingle to inform our sense of overall well being. Amazon’s Jeff Bezos has noted, “The reality is, if I am happy at home, I come into the office with tremendous energy. And if I am happy at work, I come home with tremendous energy.” This phenomenon underscores the impossibility of trying to confine our endeavors to separate corners. Instead, we can focus on giving our best to both our career and our personal life. This requires a mindset of embracing our job with sincerity and conviction and loving our home life with just as much enthusiasm. The result? Better overall well being.

Focus on Being Present

Those in the healthcare industry have an advantage when it comes to embracing their jobs with sincerity and conviction. One study found that over 90% of physicians identify their work as rewarding and believe it makes the world a better place. This mindset offers numerous benefits—being able to give 100% to both our work and our personal life depends on being completely present wherever we are. Rather than feeling guilty about not being at home, or feeling guilty about enjoying time off, we can choose to engage with the people around us fully, wherever we are. This includes our colleagues, coworkers, and patients at work, and our loved ones at home.

Cultivate Relationships

Being fully present and engaged with those around us, and deepening those relationships, takes effort. But investment in others begets deep bonds and feelings of closeness. The results of relational commitment will also extend to the projects and work we share with others. This is especially true for leaders, whose mindset and emotions set the tone for their teams. The conclusion of one wide-ranging study determined that “to be fully engaged, people need vision, meaning, purpose, and resonant relationships.”

Shall We Strive for Holistic Wellness?

While we may need to curate our list of responsibilities or the time we choose to devote to specific tasks, our personal and professional life experiences shouldn’t be considered opposite and unrelated entities. Instead, we can strive to maximize them both by being fully present and engaged, no matter what the activity is or who we’re with. This outlook can be the key to achieving a state of holistic wellness that benefits us as individuals, as well as the people around us. There is no balance, and there is no “work” and “life”; we all have one life that encompasses personal and professional responsibilities. It is up to us to live it to the fullest.

If your organization needs help recruiting providers who are committed to cultivating superior patient care and resonant relationships, contact Jordan Search Consultants at 866-750-7231 or email us. We understand the importance of building teams that are supportive and engaged, so that everyone – from providers to patients – benefit.

Recognizing the Hardworking Healthcare Industry This Season

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Many Thanks from Jordan Search

During this season of thanksgiving, the Jordan Search Consultants team would like to send a message of thanks and appreciation to all those in the healthcare industry who strive every day to help others and improve the world around us. And we encourage you to do the same.

While it can be easy to dwell on the challenges of the current U.S. healthcare system, it is essential that we don’t take it for granted. It is important to remember that both recipients and providers of healthcare have been affected by the substantive changes that are occurring in the industry. New technology, regulations, and evolving patient needs and expectations have fundamentally altered the landscape of healthcare. Transitions aren’t easy, and many of these changes, such as navigating processes and EHRs, have proven wearisome for both patients and providers.

It is our hope that we’ll continue to strive towards a healthcare system that meets the needs of providers in the same way we work on behalf of patients. Appreciated providers translate to providers who stay long-term in positions. This means continuity of care for the population of patients they serve…and when that happens, everyone wins.

In addition to our gratitude for the tireless healthcare providers, we are grateful to be able to share in the ongoing quest to care for those around us. It’s an honor and a privilege to help connect providers to the communities who need it the most. Those who practice medicine in under-served areas provide a desperately needed—and deeply appreciated—service to their neighbors. Recruiting and placing providers in these communities is a profoundly important part of our mission at Jordan Search Consultants—and one of the ways we show our deep gratitude for providers and the industry.

Meeting the Demand for Improved Quality of Life with Palliative Care

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Chronic disease is the leading cause of death and disability in the United States and, as a result, the need for physicians specializing in palliative and hospice care is significant. Illnesses such as cancer, cardiac disease, kidney failure, Parkinson’s, and ALS affect more than 40% of Americans. While hospice care and palliative care share similarities – in particular pain management – hospice care is reserved for patients with a prognosis of 6 months or less to live. Palliative care, on the other hand, aims to improve the quality of life for patients who are living with a serious illness on an ongoing basis. Beyond recommending treatment to help alleviate pain and other physical symptoms, palliative care physicians also provide holistic support for patients and their families.

Addressing the Looming Need 

Formally recognized by the American Board of Medical Specialties (ABMS) in 2006, the Hospice and Palliative Medicine (HPM) specialty is relatively new. Currently there are 325 fellows in training annually. However, to keep up with expected demand, in particular the future needs of the Baby Boomer generation, that number must increase to 500–600 fellows per year over the next twelve years. Schools, healthcare organizations, and recruiters need to be aware of and champion this specialty – and attract physicians who will excel in it – now.

It is essential that schools focus on increasing the number of physicians who are aware of and choose to specialize in palliative care at the start of their careers.  Many medical students are unaware of the existence or importance of this specialty. But those who have practical exposure to hospice and palliative care glean valuable lessons about life, death, and healing that can’t be taught in the classroom.

In addition, healthcare organizations must implement focused recruitment efforts to attract palliative and hospice care specialists. It’s no longer enough to have physicians on staff who are willing to work in these sensitive scenarios. Patients require care from providers with a true HPM mindset.

Characteristics of Effective HPM Physicians

In recent classes of HPM fellows, the majority had prior experience in primary care specialties, particularly internal medicine and family medicine. Primary care, family medicine, and HPM physicians have much in common, including an increased focus on considering mental, emotional, and social factors affecting a patient’s health, as well as substantive knowledge of symptoms and treatments for a wide variety of illnesses.

In addition to wide-ranging expertise, the best hospice and palliative care physicians have the mindset of a team player and are willing to collaborate with the broad spectrum of caregivers involved in a patient’s care. Additionally, the patients themselves can be challenging. Beyond difficult physical symptoms, there might also be complications of mental illness, complex family dynamics, or damaging coping mechanisms at play. The best HPM physicians are authentic, highly perceptive individuals who are able to build strong relationships with their patients and act as compassionate advocates for them.

The need for more providers focused on hospice and palliative care is already imminent, and this trend will only continue to increase. Is your organization prepared to meet the demand? At Jordan Search Consultants, we focus on finding the best candidates for the needs of your organization both now and into the future.

 

For recruiting assistance, give Jordan Search Consultants a call at 866-750-7231 or email us.

Recruitment’s Role in Healthcare Quality

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This year, National Healthcare Quality Week takes place from October 21 – 27 and focuses on recognizing the personnel and providers tasked with measuring and improving the quality of care provided to patients.

Why is this a week worth recognizing? Within the past decade, the healthcare industry’s focus has shifted to quality improvement (QI) which consists of systematic and continuous actions that lead to measurable improvement in healthcare services and the health status of targeted patient groups. In other words, there is a direct correlation between the level of improved health services and the desired health outcomes of individuals and populations. It’s up to all of us in the industry to do our part in achieving population health—including recruitment and HR professionals.

What is recruitment’s role in healthcare quality?

Modern healthcare quality improvement relies heavily on both technology and people. Technology tools such as electronic health records (EHRs) are used to gather and store data, but human analysis is required to give that information meaning. Collecting, organizing, and analyzing data to determine best practices has created an entirely new set of careers within the healthcare industry. Experts are only beginning to realize how to use technology to increase—instead of replace—patient/provider connections. It’s up to us to connect these experts with the right organizations in which they can innovate and make impactful changes.

The patient/provider connection is increasingly important as it directly impacts patient satisfaction scores. Studies have shown that patient-centered care, where individuals (and their families) partner with providers and are active participants in managing their health, helps lower costs and leads to better patient outcomes. In order to create a trusted partnership between provider and patient, it is necessary for providers to utilize emotional intelligence in addition to their medical knowledge. Physician leaders also need to possess strong interpersonal skills, like empathy and the ability to communicate effectively, because they are tasked with setting the direction of their departments. Effective recruitment strategies are required to find—and retain—physician leaders who can model, champion, and promote the right techniques to ensure that providers on their team are able to achieve this high level of care.

To champion the integration of technology (without the loss of relationships), the expanded skillsets of providers, and the healthcare quality movement, several C-level positions in the healthcare industry have been created. Within the past several years, Jordan Search Consultants has been called to recruit for titles that didn’t exist 10 or 20 years ago! Examples include Chief Quality Officer (CQO), Chief Medical Information Officer (CMIO), and Chief Learning Officer (CLO). In general, CQOs oversee the creation and maintenance of quality management and improvement processes; CMIOs ensure IT is used correctly and effectively in an organization; and CLOs are responsible for creating training, education, and development programs for staff. It is common for the roles and responsibilities among these C-suite positions to overlap. Teamwork, communication, and sharing of information among executive leaders – and among providers – is crucial for successful healthcare quality improvement programs. And these quality improvement programs, in turn, inform the success and sustainability of healthcare organizations.

At Jordan Search Consultants, we understand the importance of soft skills and cultural fit, especially in light of the evolving priorities of healthcare quality improvement. Our thorough recruitment process yields detailed pictures of candidates that go much deeper than a paper profile. Need help finding the right person for your healthcare organization? Contact us at 866-750-7231 or email us here.

 

How to Create an Outstanding CV

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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

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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

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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.

Welcome to Katy Clark, our newest team member!

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Katy ClarkWe’re happy to announce the hiring of Katy Clark, the newest member of the Jordan Search Consultants’ team. In her role as Recruitment Assistant, Katy’s responsibilities include researching and compiling datasets for her fellow JSC team members as they work to recruit and retain the best.

We had a Q&A session with Katy to help you get to know her a little better.

Why did you choose this job?

Before I came to JSC, I worked in inventory management for a medical devices company. The work I’m doing now for JSC shares some similarities, although it involves managing names instead of numbers. I’m very organized, detail-oriented, and one of those rare people who enjoys data entry and spreadsheets, so this opportunity was perfect for me!

Why did you choose JSC?

As a new mom, I was looking for an opportunity to get back into the workforce on a part-time basis. I wanted to be in an office environment that would be both rewarding and family-friendly, and I found it in JSC. Everyone here works hard, but they also understand the importance of work-life balance. And the company culture is so welcoming – you’re part of a family. I like knowing that the research I do supports my fellow team members, and in turn, boosts the beneficial work they do within the healthcare industry.

What do you enjoy most about your job?

Much of what I do involves online research, and I enjoy getting to be an internet sleuth! I’m also very task-oriented and get a lot of satisfaction from fulfilling requests from team members in an efficient and timely manner.

What are your favorite pastimes?

I have a newborn, so a lot of my time outside work involves taking care of him – and trying to catch up on sleep! He’s such a joy, though, that it’s definitely worth the sleep deprivation. My husband and I like to go camping and attend concerts together, and I also enjoy reading and baking.

What’s a fun fact that most don’t know about you?

I really don’t have one favorite color – I like them all!

How can you best contribute to client retention and JSC growth?

I focus on providing the most comprehensive and organized data possible to my team members. I’m extremely thorough in my research to ensure they have quality assets for sourcing candidates. Any of the providers on the lists that I compile has the potential to be the perfect fit for a recruitment opportunity. Helping my team members succeed helps the whole company – and our clients – thrive.