Healthcare Heroes2019-08-20T18:46:58+00:00

Healthcare Heroes

Dr. David B Nash, Founding
Dean Emeritus of the Jefferson College of Population Health

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

Sentara Medical Group
Urology
Harrisonburg, VA

AbsoluteCare
Internal Medicine
Baltimore, MD

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

SIU School of Medicine Faculty Positions
Neurosurgery
Non Invasive Cardiology
Internal Medicine
Gastroenterology
Orthopedic Surgery
Urologic Oncology
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

Baptist Health
Chief Medical Officer
Physician Advisor
Little Rock, AR

Springfield Clinic
Chief Financial Officer
Springfield, IL

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

Learn More
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Recent Posts

The Importance of Timeliness When Recruiting Millennial Candidates

The Importance of Timeliness When Recruiting Millennial Candidates

Millennials have become an undeniable force in the workplace; in 2016, they became the largest generation of workers in the labor market. In an extremely competitive hiring environment, healthcare organizations looking to recruit Millennial providers must tailor their communication efforts throughout the hiring process in order to secure this cohort. Organizations who demonstrate responsiveness as well as a willingness to engage with Millennials via their preferred tool – a cell phone – will have an edge. According to a Gallup poll, texting was the most commonly used method of communication for younger Americans.  Healthcare organizations who are unable to cater to the distinct communication preferences of this generation run the very real risk of losing qualified candidates.

When considering Millennial candidates, it’s imperative to understand how extensively their lives and technology are intertwined – and how this affects their expectations and the ways they communicate. A recent article on Inc.com offers an enlightening look at how gaming, the internet, and mobile technology shapes the lives and outlooks of Millennials.

  • Multiplayer online gaming, where players don headsets to play games with other participants all over the world, has helped fuel the Millennial tendency to desire instant feedback, engage in diverse collaboration, and make a difference with their contribution.
  • With the internet, and the ability to search for information using search engines like Google, Millennials have always had information at their fingertips. They are accustomed to getting answers to their inquiries almost instantaneously.
  • The rise of mobile technology and social media have heavily influenced the ways in which Millennials interact with others. According to one study, nearly half of Millennials look at their phone more than 50 times a day. Texting is a dominant and preferred method of communication.

Millennials’ lifelong embrace of technology (and the way it has shaped their communication tendencies) informs how they prefer to interact with potential employers. Keep these key tenets in mind when recruiting Millennials:

  • Choose Texting over Email. Millennial candidates overwhelmingly prefer to communicate by text message. In our experience, Millennials will reply to a text almost immediately, but it may take days for them to reply to an email message.
  • Respond Promptly. Millennials reply to texts quickly, and they expect the same behavior in return, including from potential employers. They desire prompt feedback – evidence that the organization is serious about their interest.
  • Remember That Time is of the Essence. When it comes to scheduling interviews, extending offers, and negotiating contracts, timeliness and fast turnarounds are imperative. Millennial candidates have limited time and availability. If an organization takes days to confirm an interview date, it’s very likely the candidate will have given that time slot away to someone else. When it comes to contract negotiations, quickly resolving issues and making adjustments is crucial. We have witnessed a candidate walk away from an offer and take another job due to frustration over how long contract adjustments were taking.

Because of our extensive experience working with Millennial candidates, Jordan Search Consultants understands what it takes to recruit and secure individuals from this generation. If your organization needs assistance finding the best Millennial providers, Jordan Search Consultants can help. Email us or give us a call at 866-750-7231.

 

Conquering the Challenge of Candidate Sourcing

Conquering the Challenge of Candidate Sourcing

Healthcare organizations across the nation are well aware of the workforce challenges facing the industry. While the demand for healthcare providers continues to increase, the available supply is shrinking. For healthcare organizations seeking to fill open positions, being able to find top-quality candidates is essential. It’s also the most time-consuming part of the recruitment cycle. For many organizations, their outlay of resources would be better spent on the later stages of the recruitment cycle, when it is time to interview, conduct site visits, and extend offers to candidates. By utilizing Jordan Search Consultants as your candidate sourcing partner, organizations can bypass the long process of weeding out unqualified contenders. Instead, you can spend your time interacting with already-vetted, quality candidates.

When it comes to healthcare recruiting, it’s essential to work with a partner who not only understands the ins and outs of the healthcare industry but will also spend time getting to know your organization’s culture. Cultural alignment between the organization and a candidate matters immensely when it comes to recruitment and retention. In addition to possessing the necessary skillsets, a potential candidate’s personality and values need to be a good fit with your organization and the communities you serve in order for them to be a long-term match. Whether our clients are utilizing our Candidate Sourcing Service or our other recruiting service offerings, Jordan Search Consultants is focused on finding candidates who will work well with an organization on all levels.

At Jordan Search Consultants, we envision our Candidate Sourcing Service as an infinity sign. We believe in the importance of partnering with healthcare organizations to ensure that our work integrates seamlessly into your recruiting process, saving you time and money. This model ensures quality candidates are sourced, with NO PLACEMENT FEES.

Organizations have benefited from utilizing Jordan Search Consultant’s Candidate Sourcing Service in numerous ways: 

  • Delivers Top Talent: Jordan Search Consultants is able to cast a wide net for talent, using a proprietary physician and executive database with more than 850,000 prospects as well as other specialty-specific databases. We screen top contenders against your organization’s particular requirements, corporate culture, and more.
  • Saves You Time: Investing in a recruiting outsourcing program, like our Candidate Sourcing Service, can reduce the time-to-hire by 43%.
  • Saves You Money: Because we are saving your organization time, and you can place multiple candidates from our sourcing efforts with no placement fee, we are saving you money. In fact, clients report that they have saved up to 60% or more compared to contingency and retained search models.
  • Increases Staff Productivity: Our service takes the time-consuming process of identifying qualified candidates off your plate so your staff can move forward with other priorities.
  • Enhances Retention: Because you are presented with top-quality candidates specifically pre-screened per your organization’s criteria and culture, you are interviewing people who are more likely to take the position—and remain for the long term.
  • Enhances Reputation: Our sourcing outreach initiatives continually put your organization’s brand and opportunities in front of external candidates and stakeholders. Consequently, your organization stays top-of-mind for current and future candidates and industry leaders.

If your organization is interested in gaining a competitive recruiting edge (and regaining time for other projects), Jordan Search Consultants is here to help. Email us 0r give us a call at 866-750-7231 to learn more about our Candidate Sourcing Services and how we can assist you with your healthcare recruiting needs.

 

 

The Importance of Empowering Female Healthcare Providers

By Kathy Jordan

As the founder and CEO of Jordan Search Consultants, I know firsthand that women bring unique and innovative leadership skills to all professions, including that of healthcare. In fact, having women in the highest ranks of leadership directly correlates with increased organizational profitability. And although the gender ratio is starting to shift toward a more balanced distribution in the world of healthcare, there is still much that needs to be done in order to encourage and equip female providers to continue to pursue careers and leadership paths in medicine.

In 2017, the number of females entering medical school surpassed the number of male enrollees for the first time. As more women physicians, Nurse Practitioners (NPs), and Physician Assistants (PAs) enter the traditionally male-dominated field of healthcare, organizations must recognize and respond to their particular needs. By advocating for women in the healthcare industry, and taking steps to support and enable their success, forward-thinking organizations will reap the benefit of building a strong workforce that is inherently well-equipped to navigate the collaborative nature of the evolving healthcare landscape and address the challenges of current and future physician shortages.

Only about one-third of physicians in practice now are female. However, when the current classes of medical students finish residency in a few years, the majority of new physicians will be female. Currently, women physicians do not receive the same pay (and they often do not receive the same respect) as their male counterparts, despite producing better outcomes. These inequalities undoubtedly contribute to the higher rates of disengagement and burnout of female physicians. To recruit and retain more women doctors, healthcare organizations must implement hiring policies and work environments that recognize their value in a supportive and substantial way. This includes committing to salary transparency and less pay disparity, providing leadership and growth opportunities (including mentor relationships), creating systems that allow for more flexible work schedules, supplying access to supportive professional communities, and offering better maternity leave policies and childcare options to encourage work-life balance and decrease burnout.

In addition to the increasing number of female physicians entering the healthcare workforce, there are currently more than 270,000 licensed NPs in the U.S. The vast majority (88%) of NPs are female. The role of Physician Assistant, one of the fastest-growing jobs in the U.S., is also predominantly filled by women. With current physicians facing increased patient loads and more administrative burdens, NPs and PAs have stepped in to fill the gap by taking on more responsibilities. By partnering with physicians as part of a team, they are able to provide much-needed primary care services to patients. Not only does this arrangement help decrease patient wait time, research has also shown that when women are part of a group, collaboration, collective intelligence, and overall performance of the team increases. Additionally, women are often inherently stronger in soft skills such as empathy and are able to ensure a patient feels heard and cared for. One study showed that 65 percent of patient satisfaction was linked to empathetic communication during their visit – an important consideration in the ongoing shift to value-based models of care.

Clearly, women bring unique and valuable skills to the field of healthcare, including the ability to engage with patients, improve care, and support collaborative innovation. But more must be done to encourage and support their career and leadership goals, and fairly compensate them for their work. By working to empower female providers in meaningful ways, organizations will also equip themselves for future success.

If you’d like to learn more about how to support and advocate for female providers in your organization, call 866-750-7231 or email me here.

 

Jordan Search Consultants

Jordan Search Consultants

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

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