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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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

Giving Thanks to Providers This Holiday Season

The leaves are changing colors, the weather is getting chillier, and most of us are planning what we will be serving alongside the turkey at Thanksgiving dinner. As we gather with friends and families for the holidays, we hope you remember to give thanks for the ways in which the healthcare industry and providers are making an impact on public health.

At Jordan Search Consultants, we are grateful each day for the healthcare providers we vet and place at client organizations throughout the country who take care of thousands of people each year. Without these professionals, the health of populations could not be sustained or improved.

We are specifically thankful for providers who work in rural communities to provide care for populations that have previously been underserved. Their choice of working in a rural area is not an easy one – rural providers tend to have lower incomes than their urban counterparts, while operational costs usually remain the same. Yet their impact is significant in helping to lessen some of the disparity in access that has been overwhelmingly prevalent in healthcare. Patients that would normally delay or put off care are now receiving it in a timely manner from providers who are invested in making a positive difference.

In addition, healthcare providers make significant contributions to the rural economy, helping to stimulate growth and development. Plus, when new hospitals or medical facilities are opened, new jobs are created. An estimated 14% of employment in rural America comes from the healthcare sector.

During this holiday season, we encourage you to give thanks to the healthcare providers in your life. Not only do they take care of us and our loved ones, but they are also working to provide care to those that need it most in communities across the country and the globe.

How to Assess Soft Skills During the Recruitment Process

How to Assess Soft Skills During the Recruitment Process

When we think about the qualities that make a good healthcare provider, we often think in terms of training, experience, and academic knowledge. Yet what is often overlooked is the importance of soft skills.

What are Soft Skills and Why are They Important?

Soft skills are the characteristics that allow us to effectively interact and communicate with others. While soft skills are useful to have in any job setting, they’re critical in the healthcare industry, where providers must interact with patients and families who are often experiencing high levels of emotional distress.

While the majority of providers see an average of 19 patients a day, some report seeing up to as many as 50 or more per day. The oncoming physician shortage means this number will only continue to increase, making it even more important that patients receive as much value as possible from the limited time they have with providers. There is also increased pressure to deliver high quality patient-provider interactions as more organizations move toward tying compensation to patient satisfaction scores. Fortunately for providers, research has shown that developing an important soft skill – emotional intelligence – can positively influence patient satisfaction.

Emotional intelligence is the ability to be aware of and manage one’s emotions, while also being aware and empathetic of the emotions of others. In the context of healthcare, it’s the ability to identify a patient’s emotions, show empathy, and be able to communicate effectively (read: in non-technical terms) with patients no matter their emotional state. This also extends to staff, colleagues, and anyone else providers interact with throughout the day.

The ability to collaborate is another essential soft skill, as providers are often expected to lead and support teams. Good leaders are characterized by their humility and capability to listen and receive feedback from others. This was highlighted in a study that linked leaders’ altruistic behavior with employees feeling more included, innovative, and willing to go beyond the call of duty.

How Do You Assess Soft Skills When Recruiting?

Every candidate will strive to make a good impression during an interview, but not everyone will have the necessary soft skills to truly excel in their position. Expanding upon the fundamentals of behavioral interviewing with strategically chosen questions about past behaviors can help reveal essential soft skills like emotional intelligence, collaboration abilities, and leadership potential.

Examples of these questions include:

  • What is the most difficult change you have encountered in your career and how did you manage it? How did you lead others through this change?
  • Can you give me an example of your most difficult and emotional patient and how you developed rapport? What did you learn through that process?
  • Give me an example of how you led a team through conflict.
  • Tell me about a time when you failed in a work setting. What happened? How did you handle the situation? What did you learn about yourself?
  • Tell me about a time you had to admit that you had made a mistake to others. How did you handle it?

You should also add in specific questions that relate to the role being filled. For example, a candidate interviewing for a surgical position might be given a situational question to uncover soft skills, such as “How would you inform a patient that an operation was unsuccessful?”

After the interview, include questions about soft skills when performing reference checks, such as how well they work on a team or whether they are skilled at actively listening and providing feedback. Managers and coworkers can provide firsthand accounts of what it’s like to work with a candidate, which provides helpful insight into how their soft skills are actually perceived by others.

Regardless of which tactics you choose to use, vetting a candidate for soft skills is essential to ensuring that they are capable of performing the requirements of their position and are ultimately a good fit for your organization.

If you need assistance in understanding how your recruitment program assesses soft skills, Jordan Search Consultants can help. Email us or give us a call at 866-750-7231.

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.

 

Jordan Search Consultants

Jordan Search Consultants

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

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