Resource Library

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HR Pulse Article
[HR PULSE ARTICLE]: Today’s health care philanthropy requires visionary leaders with the ability to drive outstanding performance that strategically aligns with the organization’s overall objectives. During start-up meetings of fundraising leadership searches, we routinely hear search committees wrestle with the question of weighing local versus national candidates.
HR Pulse Article
[HR PULSE ARTICLE] Recruiting high-quality candidates for hard-to-fill positions is one of the primary business challenges health care organizations face today. The health care workforce shortage is widespread and growing, forcing changes in hospital operations and patient care, and requiring a significant shift in the way organizations source, recruit and retain talent.
HR Pulse Article
[HR PULSE ARTICLE] The health care sector continues to be one of the fastest growing industries in the United States.1 That’s great news for health care leaders, but a growing field must adapt to remain competitive. Regulatory and legislative changes are creating uncertainty and tighter margins, while growing competition may require evaluating potential mergers and acquisitions.
HR Pulse Article
[HR PULSE ARTICLE] The long-term care (LTC) system in the United States faces significant challenges as it prepares for an increasingly aging society. The number of Americans above age 65 is projected to grow to 98 million, roughly a quarter of the total population by 2060. Many of those individuals will require long-term care services and supports (LTSS) to manage the many health conditions that develop as one gets older.
HR Pulse Article
[HR PULSE ARTICLE]: Increasing demand for health care services and the clinicians that provide them is putting tremendous pressure on hospitals and other health care organizations. Add to that the increase in competition from the more than 11,800 urgent care and retail facilities drawing from the same talent pool and you have a set of circumstances that can be challenging for the health care talent acquisition teams.
HR Pulse Article
[HR PULSE ARTICLE] Focusing on developing effective physician recruitment and retention is essential as Army Medicine continues to transition to value based funding. The Army’s recruitment agency is the Civilian Human Resources Agency (CHRA). CHRA realized the physician recruitment difficulty and created a special medical recruiting team who specializes in recruiting health care professionals.
HR Pulse Article
[HR PULSE ARTICLE] It’s not unusual for health care recruiters to look carefully at the educational backgrounds of prospective employees — especially new management hires entering the market from graduate programs in health administration, public health or other related areas of advanced study. A potential new hire’s college or university, his or her course work, GPA, internships and extracurricular activities can all speak to the candidate’s qualifications for the job.
HR Pulse Article
[HR PULSE ARTICLE] Health care reform has shifted the way the field thinks about the delivery of health care, and hospitals are looking to contingent staffing as more than just a stop-gap measure to manage excessive overtime or labor shortages.
HR Pulse Article
[HR PULSE ARTICLE] In sheer numbers, millennials may never top the Baby Boomer labor force at its peak — 66 million strong in 1997 — but they’ve already generated plenty of buzz about how they’re transforming today’s work environment. Roughly defined as those born between 1980 and 2000, millennials now account for 35% of working Americans, making them the largest generation in the labor force, according to Pew Research Center.