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.
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.
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.
We’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.
August 12-18, 2018 is National Health Center Week, an annual event celebrating America’s health centers. These non-profit, non-governmental health care organizations were first established over 50 years ago and provide quality health care services to any patient in need, regardless of their insurance status or ability to pay. U.S. health centers serve over 27 million patients, providing primary and preventative care for low-income and medically underserved communities.
Due to the unique and challenging nature of their work, health centers are often short-staffed. In fact, 95% of all health centers have at least one clinical staff vacancy. A national survey found that if these vacancies were filled, health centers could serve an additional two million patients. Jordan Search Consultants is proud to use our recruiting expertise and services to help address this need and support the health centers’ mission to provide health care to disadvantaged populations.
Although many healthcare recruiting firms shy away from the difficulty of filling positions in rural or low-income communities, JSC embraces the challenge and believes that every human being, regardless of their wealth or status, has a right to quality health care. It brings us great joy to identify and find the unique providers whose missions align with those of the hiring organizations.
In addition to drawing attention to the work of America’s health centers, National Health Center Week also recognizes the devoted advocates and employees who support the centers—Health Center Heroes. Their endeavors extend far beyond the walls of the clinics; they are deeply invested in the community and in improving the lives of the patients they serve. Learn more about National Health Center Week and how you can support your local health center here. And, if you are facing recruitment challenges in a health care center, Jordan Search Consultants would be happy to speak with you more about it. Contact us here.
We’re happy to announce the hiring of Brandon Shockley, the newest member of the Jordan Search Consultants’ team. In his role as a Client Development Consultant, Brandon will focus on working with current clients to ensure their needs are being met, as well as cultivating new healthcare client relationships.
We had a Q&A session with Brandon to help you get to know him a little better.
Why did you choose a career in recruitment?
I first started working in the healthcare industry selling medical care devices to hospitals and saw firsthand how those devices positively affected patient outcomes and hospital standards of care. I was drawn to that field of work because I wanted to help people and make a meaningful difference in their lives. Working in the healthcare recruitment industry, where I can continue to make a substantial and beneficial impact on the lives of physicians, patients, and communities, was a natural next step.
Why did you choose JSC?
I first found out about JSC through DJ Larson, with whom I worked previously. As I learned more about JSC, I knew it would be a good fit for me. Everyone here shares the same passion for making a positive impact in the healthcare community. They care deeply about the work they do, and they do it well. Kathy Jordan is an outstanding leader, coach, and mentor. I wanted to be a part of this team.
What do you enjoy most about your job?
I really enjoy the relationship building aspect of this job. Creating strong connections with prospects and clients is what allows me to really delve into the needs of their organizations and people. It’s a great feeling to be part of implementing positive, impactful solutions to help them. Seeing that work come to fruition and make a real difference in people’s lives is extremely rewarding.
What are your favorite pastimes?
As a native of St. Louis, baseball has been a lifelong passion of mine. I attended St. Louis University on a baseball scholarship, and I continue to help coach within the area. I’ve always been intrigued by how a game that seems so straightforward actually involves layers of strategy and learned skills that go far beyond simple athleticism. Besides baseball, I also enjoy golfing, fishing, and hunting, and I love spending time with my wife and kids.
What’s a fun fact that most don’t know about you?
In the mid-90s, my sister convinced me to go on the Ricki Lake show. We thought the episode was about siblings who were also best friends. After we arrived in New York for filming, we discovered that the show was actually going to be titled “World’s Sexiest Siblings”. I was just a scrawny college freshman, but I ended up participating in a pageant with a bunch of other guys who all looked like models. Needless to say, I didn’t win! The most embarrassing part? My baseball coach canceled practice so the whole team could watch the show when it aired.
How can you best contribute to client retention and JSC growth?
As a strong communicator, my ability to relate to people is invaluable. Understanding an organization’s unique strengths, challenges, and needs is key to finding the right solutions for them. I can see and am inspired by possibilities, and I strive for constant excellence in all I do. I’m eager to apply my enthusiasm and work ethic to JSC clients, both current and prospective, to help them achieve their goals.
It all started with a mission.
After serving as an executive in healthcare recruitment for over two decades, Kathy Jordan felt compelled to go out on her own. Her driving mission: facilitating access to top-tier healthcare providers throughout the country, no matter how small or remote the community or location. She wanted equitable healthcare access, and she wanted to be a small part of that.
In 2003, Jordan Search Consultants was founded with just two team members and was located in one of the St. Louis Economic Development Partnership’s incubator spaces. Through strategic mergers and acquisitions, the company has grown to 17 team members who serve healthcare organizations across the country. In fact, to accommodate our continued growth, we will be expanding our office space next year.
“Fifteen years in business is significant,” said Jordan. “The exceptional team that we’ve assembled at JSC impresses me day-in and day-out with their hard work and devotion. We all care deeply about what we do and find tremendous enjoyment in our jobs. Our ability to make a meaningful impact in the healthcare industry and assist our continuously growing roster of amazing clients is inspiring. We celebrate this milestone, but also the mission that fuels us.”
In the beginning, JSC only offered physician recruitment services. Today, our service offerings also include recruiting for healthcare executives and academic leadership positions for a nationwide client base. In addition to recruiting for mid to dense population centers, we have also made it a point to focus on providing first-rate recruiting services for rural communities, which often struggle to fill healthcare provider positions.
To celebrate our anniversary milestone, JSC will be making several donations throughout the year to healthcare related causes and initiatives about which the team is passionate. In addition, our annual staff retreat will include a celebration and a review of the company’s timeline and history to commemorate the anniversary.
Clients are often surprised at the questions we ask during on-site visits to learn more about their organization, the departments for which they are recruiting, and their past recruitment experiences. At Jordan Search Consultants, we feel it is crucial to gather comprehensive information about our clients’ organizations in order to recruit candidates that will be a good fit and remain long-term. Below is a partial list of questions we ask—and questions your recruitment partner should be asking—in order to recruit effectively.
Questions About Culture
- How would leaders and employees (both past and present) describe the culture of the organization?
- What is your turnover rate and why do those who leave go?
- How do you define teamwork?
- What is working well in the department and in the organization as a whole?
- What is not working well?
- What kinds of changes are taking place and why?
- Can we interview other employees and stakeholders who will be interacting with the placed candidate?
Questions About Strategy
- Will you share the history of the department, both negative and positive?
- What are the growth goals for the department and the organization?
- Are you recruiting a change agent or a stabilizer—and why?
- What 3-5 candidate skill sets/qualifications are most important to you for this position?
- Can you describe the personality characteristics of the professional who will succeed long-term in this position?
Questions about Process & Incentives
- What is your process for onboarding?
- How do you train and mentor leaders?
- How do you invest in your employees?
- How do you encourage work-life balance?
- How would you describe the community in which the organization resides?
- How do you ensure that spouses, significant others, and families acclimate effectively to the community?
Finding the Right Fit
After a healthcare recruitment firm understands your culture, strategy, and process, they are equipped to create a customized recruitment approach for your organization’s particular needs. Ultimately, recruitment is about partnership. You must be comfortable with the firm you choose, and the firm must be willing to invest the time to learn not just about your position(s), but about the organization and culture as a whole. The best recruitment partners are those who fully understand your needs, are focused on your long-term success, and care as much about finding the right people for the job as you do.
Looking for a partner that checks all of these boxes? Let’s talk.
Embarking on a job search is intimidating for anyone; for residents in the highly competitive world of healthcare, however, this milestone seems extra daunting. Below, we share some recruiter insider tips to help you navigate this critical journey
- Leverage Your Network: You’ve likely made key contacts at your places of education and training. Find out what your mentors and professors have been hearing about openings within their various spheres of influence.
- Accept Complimentary Professional Help: Many reputable healthcare recruitment firms (Jordan Search Consultants included) will help residents with their job search at no cost. Why? It is to our advantage to vet qualified candidates on behalf of our client organizations.
- Location Due: You can’t really know all about a place after a brief tour and a few hours of conversation. Dig deep into potential locations by asking locals when they came and why they stay. In addition, be open to areas surrounding your top locations.
- Get Social: Many residents have not had time to establish a presence on social media. Now is the time to beef up your LinkedIn profile and begin connecting with HR managers, department chairs, and others at your top-choice healthcare organizations.
- The Greatest Weakness Question: Knowing your own limitations is a big part of being able to learn and grow as a leader. Answer with an area that you are already actively improving or reference an attribute that isn’t essential in the position for which you are applying.
- The “Tell Me About Yourself” Question: While you’re telling your story, this is a great opportunity to show humility and also talk about the key people who have helped you along the way. Today’s healthcare organizations are seeking leaders who know how to build trusting relationships, demonstrate empathy, and are willing to humble themselves for the sake of their team.
- The Why Did You Choose This Profession” Question: Interviewers are looking for motivations. Tell a story about what got you intrigued with this type of medicine. This is an opportunity to show emotion and humanity, as well as demonstrate propensity for the specialty.
- The “Why should we hire you” Question: Provide three examples of how you are unique, without making it all about you. It is always a plus to demonstrate that you are a creative and innovative leader through real stories and experiences.
Remember, interviewers are looking for humility, emotional intelligence, and compassion. Your resume lists everything else. Be honest, let your personality shine, and use stories and examples whenever possible in your responses. Additionally, be sure to do thorough research; when the interviewer asks you if you have any questions, this is another opportunity to stand out and showcase your in-depth knowledge of the department or organization. Prepare, practice, and then relax! You’ve got this!
For more information on Jordan Search Consultants’ Career Placement Solutions FREE Service for residents and fellows, please contact Kathy Jordan at [email protected].
We’re happy to announce the hiring of Galen Roberts, the newest member of the Jordan Search Consultants’ team. As a Search Consultant, Galen will conduct and manage nationwide search assignments.
We had a Q&A session with Galen to help you get to know him a little better.
Q. Why did you choose a career in recruitment?
A. I really enjoy the relationship-building aspect of recruiting. I respect and appreciate the trust clients place in me, and my work ethic revolves around honoring and retaining that trust. I’ve successfully recruited a significant number of healthcare providers for a wide variety of positions in both urban and rural locations, and for a range of time parameters, from contingent needs to locum tenens (short-term) service to long-term placements. I derive a lot of satisfaction from successful placements, particularly the ones that were especially challenging. It feels great to do the type of work that benefits everyone involved.
Q. Why did you choose JSC?
A. I first became interested in JSC because of their outstanding reputation in the healthcare recruitment industry. After I met everyone in person, I knew I wanted to work here. I like the personality of the company, and JSC is very family-friendly, which is something I was looking for. One of the most important and appealing characteristics of JSC is that everyone works together as a team to provide the best possible service and results for our clients. I’m very impressed with the depth of recruiting knowledge here. Plus, the access to extensive sourcing methods is invaluable. The fact that JSC is such an outstanding and successful organization can undoubtedly be traced to the leadership skills and guidance of Kathy Jordan. I’m excited to be part of her team.
Q. What do you enjoy most about your job?
A. I’m acutely aware that finding the right employee for a position is vitally important in a healthcare setting. I put a lot of time and effort into finding qualified candidates who will be a good long-term fit for organizations. It’s a bit like being an investigator, gathering and sorting through different information to figure out the whole picture and then finding that right candidate. It’s immensely rewarding when all that hard work pays off with a placement.
Q. What are your favorite pastimes?
A. Going to my son’s baseball games and school events is at the top of my list. I also enjoy going to concerts and taking in live music. And to soak in the peace and quiet of the great outdoors, I like to head out of the city for some camping, usually by a river so I can float or kayak.
Q. What’s a fun fact that most don’t know about you?
A. I was the drum major for the marching band when I attended Emporia State University in Kansas.
Q. What do you bring to JSC?
A. I bring in-depth healthcare recruiting experience and a proven track record of successful placements for a wide variety of positions. And because I’ve worked as an in-house recruiter for a healthcare facility, I have first-hand knowledge of what JSC clients need and how to best serve them. I’m able to build genuine relationships with clients because I truly care about helping them find the right person for the position—their search for the right providers is as personal to me as it is to them.
For Healthcare recruitment services, contact Jordan Search Consultants at 866-750-7231 or email us.
The technological developments of the last two decades have transformed the ways we connect and communicate with each other, and the healthcare industry has been significantly altered by this evolution. Today, it is possible for a physician to provide patient care without being in the same room or even the same region. Telehealth, also known as telemedicine, is an umbrella term for telecommunication technology that allows physicians to engage in patient consultation and monitoring from afar, makes patient data accessible to any authorized user regardless of their location, and allows healthcare providers to collaborate with peers and specialists remotely.
Three examples of telehealth technology:
- Live Video Conferencing allows physicians to provide remote consultation services to a patient or discuss their case with a medical specialist.
- Remote Patient Monitoring (RPM) involves monitoring and recording a patient’s health with an electronic device and transmitting the information to a healthcare provider for review.
- Store-and-Forward (SAF) technologies are saved asset collections that can be shared among authorized users. These electronic patient records can include x-rays, photos, and clinician notes.
The growing use of telehealth technology
Adoption of electronic health records (EHRs) in hospitals has increased dramatically over the last decade, due to the HITECH Act of 2009. In 2015, 84% of surveyed hospitals employed at least a basic electronic health record system, an exponential increase from just 9% in 2008. Researchers are testing how remote patient monitoring (RPM) can improve post-event patient outcomes and decrease hospital readmissions. And Mercy Virtual Care Center, launched in 2015, is a facility devoted entirely to virtual healthcare. Located just west of St. Louis, Mercy Virtual provides a broad range of services to physicians, healthcare facilities, and patients across the country.
This care model is especially beneficial to rural and underserved communities who lack convenient geographical access to healthcare establishments and providers.
Leveraging telehealth for recruitment
At its best, telehealth offers valuable services to underserved, isolated populations that would otherwise have limited or no access to medical care. It can positively affect time-critical decisions to improve patient care and outcome. But it also begs a question for healthcare organizations: What does telehealth’s industry disruption mean for recruitment and retention?
Enabling healthcare providers to collaborate remotely on patient treatment is a win-win for everyone. Patients receive access to quality, timely medical care. Providers are able to share expertise and make better treatment decisions. Increasing a provider’s ability to exceptionally care for their patients will lead to higher job satisfaction and retention. Advanced telehealth capabilities can also help recruit top providers interested in exploring this mode of patient care.
On the other hand, research shows that physicians believe in telehealth’s ability to improve access to healthcare and continuity, but that it’s not always easy to implement. Issues such as inadequate training, reimbursement issues, or even frustrating tech experiences can lower satisfaction with or be a barrier to telehealth procedures. It’s important not just to recruit tech-ready healthcare professionals, but to have rigorous training programs and high-quality telehealth applications ready to go once they arrive.
Organizations must be strategic in managing the challenges and benefits of telehealth systems in ways that serve the needs of both healthcare providers and patients. In the healthcare industry’s highly competitive marketplace, those who achieve that balance will have an edge in retaining current employees as well as recruiting new hires.
For more information on physician recruitment, contact Jordan Search Consultants at 866-750-7231 or email us.