Since the 2020 COVID-19 pandemic, burnout has been one of the most popular terms plaguing healthcare staffing, with nursing shortages expected to increase through 2023. (Source: Health Care Dive) For younger generations, however, contract opportunities are an exciting challenge characterized by the flexibility they rank a top priority in the modern workforce. By taking this less traditional route, examiners can: ⚕️Work on their own schedules for improved work-life balance. ⚕️Experience many different roles to learn their professional strengths and preferences. ⚕️Receive transparent compensation options that suit their current needs. Are you an ambitious healthcare professional who prioritizes flexibility? New, mobile employment options are right around the corner, or maybe already in your city! Apply to Haled Care at https://hubs.li/Q01StzZ-0 or https://hubs.li/Q01StzX90 to take the first step in onboarding your flexible, professional life.
NEJM Group’s Post
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Employment contracts can be lengthy and confusing, but they are very important for you to understand before starting your new job in the chiropractic industry. A few of the things to look out for are: > How you will be compensated > What your expected work hours are > What your performance expectations are > Non-compete clauses ... and more. We walk through the most important things to look out for in our blog post on the Health Pair Candidate blog here: https://buff.ly/44N7YC5 #jobsearch #healthpair #employmentcontract #contract #healthpaircandidate #healthpairblog #jobsearchblog
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President - North Carolina Nurses Association | Chief Nursing Officer | Keynote Speaker | Thought Leader | Collaborator | Innovator | Coach | Mentor | Consultant | #NurseWhoWasAStockbrokerFirst
This is so important👇🏻 Focusing on your staff and advocating for their #professionaldevelopment boosts #staffengagement, improves the #residentexperience, secures a safer care environment, AND improves your #financialhealth and stability. CareWork #mycarework #wemakecareworkeasier #seniorliving #skillednursing
Professional development for the win! Career pathing options prove beneficial for engaging and retaining healthcare workers, especially considering the ongoing staffing crisis. #mycarework #wemakecareworkeasier #seniorliving McKnight's Senior Living https://hubs.la/Q01ZZfZ_0
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In honor of #laborday I wanted to share the results from the poll I conducted last week about #therapists, pay, and amount of clients seen per week. Overwhelmingly folks revealed that $100k is not enough for therapists who see 30+ clients a week. For the 16% who did say it was enough, there were some comments about geographical location, career stage, etc that contributed to that. Like any company @familyspring leads with competitive compensation. But my stance (confirmed by this poll), is that over working therapists just to increase salary ultimately fails as a long term strategy. It needs to be a competitive wage for a doable amount of work where clinicians can have a strong work-life integration and feel good about the work they’re doing. Clinicians, our core values at Family Spring are #authenticity #compassion #growth #connection #diversity #evidencebasedpractice and #gratitude. We believe we’ve found a way to align with clinical core values, get you paid for the amazing work you do, and not get burned out. We’re #hiring and would love to connect!
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The top three priorities for today’s job seekers are significant increases in income or benefits, greater opportunities for work-life balance, and roles that play to their strengths. Is your health system emphasizing those details on your website? You can appeal to the best physicians, surgeons, and specialists by: 1. Being transparent about your benefits package 2. Showing salaries in job listings 3. Including information about your local community 4. Sharing testimonials from current staff Want more keys to engage with prospective employees? Read our recent article: https://hubs.ly/Q01MvW560
Healthcare Website for Recruiting
unleashed-technologies.com
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Associate Vice President, Corporate Communications & Public Relations at UMA ✦ Brand Marketing ✦ Public Affairs ✦ Corporate Social Responsibility (CSR)
"According to the latest Job Openings and Labor Turnover Summary from the U.S. Bureau of Labor Statistics, the healthcare industry leads the country in the number of employees voluntarily quitting, so it’s very important to form and maintain a solid working relationship with new hires from the start … and have a strategy to keep them on board longer term." Ultimate Medical Academy president Thomas Rametta explains why career pathing, training, and care are key strategies for talent retention. While the focus of this article and UMA's programs are on healthcare, there is great advice for leaders across industries. At UMA, leaders like AVP of Learning & Development Brandi Yates, Director of Organizational Wellness & Wellbeing Jenna Sage, PhD, BCBA, and many others are supporting just such efforts through projects on career architecture, professional development, upskilling, and team member wellbeing. #TalentRetention #Healthcare #Education #Upskilling #CareerPathing #OrganizationalWellness
Staff retention: It takes more than just money
medicaleconomics.com
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Go From Vulnerability to Unshakable Trust! Keynote Speaker | Best-Selling Author | Training Organizations to Create Safer Workspaces | Mental & Emotional Health Coach | Communications Expert
THE VALUE OF #EXPERIENCE As we launch ourselves into the bustle of a new year, let’s remember to value ourselves and set #boundaries. I’m not talking about #mindfulness and #selfcare, although those are important. I’m talking about knowing your monetary #value and standing up for that with solid boundaries around your worth. I’ve been a locum physician for over 10 years, and a physician working in clinical care for 35. I have had to learn how to negotiate for my worth. No one was just going to give that to me. I’m a good physician. Many hospitals have tried to hire me permanently from a locum (temporary) position. For years when I applied for a job, I would take whatever salary was offered, and kept negotiations to things like reasonable responsibilities and hours. I didn't know any better. Perhaps you've been there. As time went on, I began to wonder if anyone valued my experience, the knowledge that I had learned over the years after med school and training. I had several locums recruiters tell me that salaries for locum positions were not negotiable. That simply isn’t true. I was fortunate enough to have one potential employer, a clinic CEO, answer that question. He said that the value of experience for a primary care physician was $2000/year of experience. Now, this was several years ago and the physician shortage wasn’t as noticeable as today. These numbers may have gone up. He further stated that it didn’t matter whether I was going to work in a clinic or a hospital, it was $2000/year of experience. We’ve all heard that experience pays. TAKEAWAY: The bottom line is that there is an actual, concrete numerical value applied to your experience. REFLECTION: Here are my thoughts on this: with so many physicians taking new positions, either for geography, family reasons, or to become a locum physician, we need to know our worth. Don’t take whatever salary is offered. Ask the base salary for this position (and this geographic location). Then, add your “experience value” to that to make your counteroffer. Being underpaid and overworked are known factors of burnout. Physicians salaries have not kept up with inflation. In fact, they have devalued anywhere from 40-60%. Being appropriately paid for our job includes being paid for the knowledge and experience we bring to the table. It’s called #balance.
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