5 Reasons to Team Up with Snelling

May 14th, 2013

Benefits of the temporary workforce and Snelling As the CEO of Snelling, I have seen this industry grow and change phenomenally over the last several years.  Rising labor costs, especially those associated with workers’ compensation insurance, health benefits and unemployment taxes, as well as uncertainty around the Affordable Care Act, have led to an increased use of temporary and contingent workers.

With this growth comes a choice, as workforce management firms compete for your business. Promises of competitive advantages, higher quality workers and lower costs permeate the landscape.  Snelling comes to the table with these same promises and much more.  We have been an industry leader for years, and that knowledge is summed up in our People + tagline.  With Snelling’s People + you know that you are getting a quality workforce management partner – one who not only says all the right things, but can prove it.  At Snelling, we are:

People + Proven Results

For over 60 years, Snelling has provided complete workforce solutions to their clients….whether it be a temporary team of workers to help with demand fluctuations or the perfect candidate for a full-time position. In every office across this country, we apply our experience and knowledge to provide you with the unique solution designed to meet your specific need.      Read the rest of this entry »

4 Ways to Highlight your Soft Skills During Your Job Search

May 8th, 2013

There are many soft skills you need in the medical professionBy Christiane Soto, Snelling Medical Professionals

The term “soft skills” is used to describe an employee’s non-technical skills and abilities and is known by many other names, including interpersonal skills, emotional intelligence or “people skills”. Soft skills include (for example) problem-solving skills, working well on teams, showing up on time, and the ability to effectively communicate.

Technical skills can be taught.  Medical workers go to school to learn the hard skills needed to work in the medical profession.  Soft skills are influenced by who we are as a person.  There is no substitute for a person who has the natural ability to communicate well, provide exemplary patient care, and work well with others.

Because of this, soft skills have gained more importance among employers.  In the medical field, the following intangible skills are ranked very highly:

  • Empathy
  • The ability to lead
  • Work well in teams
  • Communication and listening skills

However, if you are searching for a job in the medical field, soft skills are hard to highlight. You cannot simply list the number of days you had no arguments with co-workers, or the number of fights you resolved, or the number of days you arrived on time for your shift.      Read the rest of this entry »

The Working Wounded…How to Help Burned Out Employees

May 6th, 2013

Overwork Leads to Employee BurnoutIt is a fact.  Businesses are more profitable with engaged, satisfied employees.  Unmotivated, burnt-out (or burning out) employees hurt your business – in both tangible and intangible terms. In order to maximize profits, improve your employer brand, and become a best-in-class employer, you need to help your burnt out employees.

What is burnout?

Employee burnout described a worker who is disengaged from his job. There are some primary causes of burnout, including stress, overload, boredom, and/or poor working conditions.

In many ways, employee burnout is a nationwide epidemic. Companies (of all shapes and sizes) have been trying to do more with less for years. Promotions have ground to a standstill. Recognition programs were cut to the bone. Stresses of all different types raised the issue of workplace bullying and hostile work environments.

The working wounded are everywhere…..in every company.     Read the rest of this entry »

What Does It Take to Become a Physician Leader

May 2nd, 2013

By Christiane Soto, Snelling Medical Professionals

Specialized CareLeadership is an art, something to be learned over time, not simply by reading books.  Leadership is more tribal than scientific, more a weaving of relationships than an amassing of information… (Max DePree)

But with the growing complexity of the healthcare system, a new type of physician is gaining prominence- the physician leader.  Now, in some respects, all physicians are leaders…in the operating room, in the emergency room, in the examination room.  However, a physician leader combines clinical care knowledge with administrative duties in an attempt to take a “good” medical facility or group and make it a “great” medical facility or group.  He/she is changing the face of medicine – realizing that change must occur – and is combining clinical knowledge with administrative leadership to do so.  The problem is leadership does not come naturally to many.

Creating a vision, sharing it, and then seeing it through to fruition does not come inherently to many physicians.  They are trained to identify a problem / situation / condition and then take the steps necessary to fix it.  They cannot grow into something that they do not understand, are skeptical about, or shy away from due to societal misperceptions (Alec Baldwin’s “I am God” speech from Malice, for example).

Many of today’s physicians have never received formal leadership training.  They are not born leaders, but they can learn to become great leaders.  Everyone can learn new skills, and the same goes for doctors.  Leadership is a skill, and (as such) it can be learned.      Read the rest of this entry »

5 Tips to Turn a Seasonal Job into a Full-Time Career

April 30th, 2013

Turn Your Summer Job into a Full Time PositionBy Christiane Soto, Snelling.com

Is it possible to turn a seasonal job into a full-time position?  Absolutely.  Is it easy? Not alwaysnot every seasonal (summer or holiday) worker can transition to a full-time employee.  Remember, if the company could hire everyone, they would not have needed to bring on a seasonal staff. However, there are definite things that you can do to better ensure your chances of being the person who makes that successful transition.

The key is you.  You will not be handed a full-time work gig simply because you are “present”.  You need to show management that you are a “high value” employee.  You need to do this because (in today’s business environment) management emphasizes value when deciding who makes the transition from seasonal worker to full-time employee.  Now, this judgment is based on perception – it is subjective to a certain degree, but there are 5 things that you can do every day to increase your value and therefore your chances:      Read the rest of this entry »

Design a Powerful Engagement Strategy for Your Seasonal Workers

April 29th, 2013

Employee Engagement is Important for All EmployeesThere is a strong relationship between a company’s profitability and its employees’ engagement levels.  Profitability – especially during a small window of time – is of extreme importance to seasonal businesses.  A lot of money has to be made during the peak sales period in order to survive the “valley” of low sales.

Because of this, employing quality seasonal employees and keeping them engaged is of upmost importance.  If you do not focus on them and their level of job satisfaction, you could easily isolate your customers, lose business and (therefore) lose money.

In many ways, you must focus on their satisfaction levels in the same way as your full-time (year-round) employees.

For example, you must:      Read the rest of this entry »

Applying the Best Concepts of Google’s People Analytics To Reduce Your Medical Practice’s Turnover Rate

April 24th, 2013

Stop the Rapid Turnover in your Medical Facility By Christiane Soto, Snelling Medical Professionals

Medical practices are relying more on advance practice clinicians – a group that includes nurse practitioners and physician assistants.  Because of this demand, salaries have increased approximately 9%.  However, the turnover rate is showing signs of increasing as well.  In the annual Physician Retention Survey, the turnover rate for both nurse practitioners and physician assistants was 11.5%.  This was down from 2011, but remained almost 5 percentage points higher than the turnover rate for physicians.

Keep Your Best People

All medical practices are human- driven organizations.  Machines do not treat people (not at least by themselves); people do.  It is a person’s clinical expertise and knowledge of how to read the machine’s data that drives the diagnosis and eventual treatment.

Therefore, in order to combat turnover and keep your high value staff members, it is inherent that you become a better “people person”.  In other words, you need to embrace your inner HR manager.      Read the rest of this entry »

Getting Your Job Back After Military Deployment – What You Need to Know

April 23rd, 2013

userra can help you get your job backBy Christiane Soto, Snelling.com

As stated in yesterday’s The Snelling Blog, the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is intended to ensure that, as a member of the Armed Forces, Reserves, National Guard or other “uniformed services”, you are allowed to seamlessly return to civilian employment.

This law is not about finding you a new civilian job.  Its focus is on providing that you are reemployed in the job that you would have attained had you not been called away for military service.

It is important to note that, in order to be eligible for USERRA “protection”, you must have had 5 or less cumulative service years (with some exceptions) in the “uniformed services” while with a particular employee.

Employee Obligations

As an employee, you cannot simply show up and expect to start working within the hour.  You have certain obligations that you must meet.  These include:         Read the rest of this entry »

What is USERRA and What Does it Mean for You- the Employer?

April 22nd, 2013

USERRA is to help reemploy veteransBy David Allen, Snelling.com

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is intended to ensure that persons who serve or have served in the Armed Forces, Reserves, National Guard or other “uniformed services” are allowed to seamlessly return to civilian employment.

This law is not about finding veterans new civilian jobs, but about providing that returning service members are reemployed in the job that they would have attained had they not been called away for military service, with the same

  • Seniority
  • Status
  • Pay
  • Benefits (to a certain degree)

Returning veterans, who are eligible for USERRA “protection”, must have had 5 or less cumulative service years (with some exceptions) in the “uniformed services” while with a particular employee.

Employer Obligations

As an employer, you have certain obligations. These include:

  • Placing the employee on a military (or other appropriate) leave of absence if you received appropriate verbal or written notice.   The USERRA does not require an employer continue paying the employee’s salary; however, you are free to do so.  You are also able to pay out vacation or other similar leave accruals, if the employee requests it.        Read the rest of this entry »

Smart Answers to Tough Interview Questions – It is Not What You Think

April 16th, 2013

Face Your Fears in the InterviewBy Christiane Soto, Snelling.com

The job market is changing.  Companies are hiring. Résumés are being written.  Interviews are being scheduled.

Interviewthe very word puts fear into many a job seeker. There is pressure to look perfect, sound perfect, and answer every question perfect.

How do you know which questions will be asked? How do you answer those questions perfectly?  Quite honestly, you don’t.

I could spend the remainder of this limited blog space giving you some examples of tough interview questions and some sample answers.  However, you will probably find that those answers will not translate to your actual interview(s).  For example, when an interviewer asks you a job and/or task-specific question, there is no generic answer that I can provide that will fit all situations.

So, instead, let’s focus on two concepts that you need to remember when you come face-to-face with the interviewer.     Read the rest of this entry »