Job Movement
Should I Stay or Should I Go?
By Mary Beth Nibberich, Executive Director

Time and time again I am asked by job seekers how long should they stay in their current position, should I hang out for another year or two, will potential employers consider my resume if they see too much movement? Well the answers are changing to those questions. Fifteen years ago, the answers would have most undoubtedly gone something like this; stay for at least five years, build that experience, doctors don't care for managers who move around.

Just like many of you MGMA National members, I read with great relish the MGMA Connexion Magazine. The articles are concise and help me to keep a fresh perspective on this industry. In the September issue a particular article revealed a cogent lesson for this healthcare recruiter. Very often veteran hiring managers operate under the golden rule when reviewing resumes to only consider those with stable work history. Translation: Candidates must have held only 2 jobs in the past 20 years. Let's face it, baby-boomers are not real forgiving with job hoppers. We believe in loyalty, fortitude, and a career history that fits on one page of the resume!

These statistics create a very compelling lesson for hiring managers. We need to get past the work history and find out more about the reasons for the movement. It might have more to do with ambition, goals, and higher standards than job dissatisfaction.

As the selection of talent gets leaner, it is a good idea to get more creative when it comes to screening candidates. Before you send that next three-page resume to file 13, take some time to review it and find what the applicant is looking for. You just might have a keeper!

Give 'Em the Tools:
A Case for Supervisory Training
By Mary Beth Nibberich, Executive Director

Many of you have viewed the TV sitcom, "The Office" and watch in disbelief as Michael Scott, the boss, commits some of the most outrageous and discriminatory HR blunders in modern age. But did you ever wonder how did this guy make it to a managerial position?

The problem might not be that Michael is just an insufferable leader but lacked the proper training for a supervisory role. According to a survey conducted by SHRM Online in August of 2007 (Society of Human Resource Management) nearly half of the 338 companies surveyed do NOT have a supervisory training program in place. But 45 percent state they will have one in place within the next 12 months. Another caveat to consider from the survey is that more employees left jobs due to bad bosses over bad salaries.

The speed of technology has made a significant impact on how we do business. Healthcare is getting ready to roll out the implementation of EMR and it is going to precipitate enormous amounts of change. Are your managers and supervisors ready for this? Have you gauged the PC/Software proficiency of your existing supervisors?

Developing a mentoring and training program in your facility could go a long way in retaining valued employees or discovering that certain employees are not suited for management. During a recent meeting with a client, he shared with me his plan to introduce in-house computer training. His senior management team and IT manager are in the midst of developing an e-learning program for all of the employees, namely the supervisors. The purpose of this program is to identify levels of expertise that applies to Windows/Microsoft applications. All employees will have six months to complete this training. It is an ideal way to measure areas of weaknesses and strengths as we migrate to this paperless environment.

While EMR is just one area of a supervisor's responsibility, it is a timely issue and needs attention. In order to provide better supervisors, we have to take steps to secure ongoing education and training. Everyone knows that in order to do a good job, you have to have the right tools. Same applies to supervising personnel. As technology advances, companies need to ramp up the training and prepare their supervisors for EMR.

Source: www.shrm.org/hrnews_published/articles/CMS

MED, Keane, and LarsonAllen recognized for work to put an end to homelessness

When it comes to building permanent, positive change, no one does it better than St. Patrick's Center. On September 21, M.E.D., Keane Insurance Group, and LarsonAllen were recognized for their volunteer services.For the past two years, MED, Keane and LarsonAllen have teamed up to help put an end to the homelessness in St. Louis. Linda Kohnen with Keane, Curt Mayse with LarsonAllen, and Mary Beth Nibberich with MED accepted the award on behalf of all their employees who have contributed to this wonderful cause. Let the spirit of building permanent, positive change spread!

Visit our web site at www.medstl.com

Contact M.E.D. for all Your Medical Staffing Needs

M.E.D.'s qualified staff is available 24/7 to ensure you have the staffing resources to run your business. Call us today!

West Port office: (314) 991-8806