Office of Medicaid Innovation’s Post

Many hospitals and clinics often ignore new medical employees or hire them with cheap salaries because they think they don’t know much yet 🤷♂️ and are just starting their careers. But the reality is some new employees work hard 📈 with smartness and prove they’re just as good . Once you find the potential to increase their salary according to their level As a consultant, my advice is, when hiring, to remember to look at what someone can really do, not just their degrees 🎓 or past jobs. Fresh ideas are important, too! #jobs #medicalcarrier #hospitalstaffs

Elevate Your Workforce with Pearson Clinical Assessments' Premier Personality Assessments for Public Safety and Government Personnel Dear Colleagues, With decades of working with first responders and other public safety personnel, we understand the critical importance of selecting the right individuals for high-risk and security-sensitive roles within Public Safety, EMS, 911 Dispatch, Corrections, and other government sectors at both the state and federal levels. That's why it is critical to offer the most advanced and reliable personality assessments to help you identify the best candidates for these crucial positions. Our cutting-edge assessments are meticulously designed to evaluate the unique traits and skills required for success in high-stakes environments. By leveraging our expertise in psychometrics and personnel selection, Pearson Clinical Assessments empowers organizations to build a resilient and capable workforce, enhancing overall safety and operational efficiency. Key features of our Personality Assessments: 1.    Tailored for High-Risk Roles: Our assessments are specifically crafted to pinpoint the qualities essential for success in public safety, EMS, dispatch, corrections, and other security-sensitive positions. 2.    Scientifically Validated: Backed by rigorous research and validation, our assessments provide reliable and accurate insights into candidates' personalities, helping you make informed hiring decisions. 3.    Comprehensive Analysis: Gain a holistic understanding of candidates' strengths, weaknesses, and potential areas for development, allowing you to make well-informed decisions about their suitability for high-risk roles. 4.    Customized Assessments: Our core personality assessments have been tailored to align with the specific criteria and job profiles for these types of critical positions, ensuring a seamless integration into your hiring processes. Choosing Pearson Clinical Assessments means choosing excellence in personnel selection for critical roles. Elevate your workforce and enhance public safety with our state-of-the-art personality assessments. Contact Patrick Moran, Ph.D. today to discuss how our assessments can meet the unique needs of your public safety organization, or other government organization. Together, let's build a safer and more secure future. Best regards, Patrick Moran, Ph.D., Director of Sales, Government and Public Safety, Pearson Clinical Assessments

#Hiring #Physicains Top Challenges Facing Healthcare Workers......Let Medical1staffing.com help with the solution : > Let's chat or send me an email: medicalstaffing423@gmail.comoo.com Worker Burnout and Stress. According to research published in 2023, 49.9 percent of healthcare workers reported experiencing burnout. ... High Turnover Rates. ... Long Work Hours. ... Workforce Shortages. ... School Loan Debt. ... Financial Pressures. ... Too Little Patient-Provider Time. ... How to get more healthcare workers? Offering internships, continued training, or supervised hours when advertising vacant roles can also help attract students. Working with Recruiters in the Healthcare area. Many students pursuing or planning to pursue an education in healthcare are eager to gain clinical experience. En

“Rookie of the Year” Success for Non-Clinical Hires with Pre-Onboarding. Imagine if new non-clinical hires in your health system—from finance to IT, administration, or supply chain—felt like the “Rookie of the Year” from day one. Pre-Day 1 Foundations: Before day one, new hires gain core skills in financial awareness, workflow optimization, and strategic communication, equipping them to add early value. Post-Day 1 Recognition: Once onboard, impactful wins—like mastering key processes or achieving team goals—are celebrated through structured feedback and peer recognition. This approach strengthens retention, and sets the stage for advancement. With “Beyond Mentoring,” we connect pre-onboarding with early momentum, ensuring non-clinical hires have the confidence, skills, and early wins to feel like the “Rookie of the Year.” Ready to create a winning pathway for your non-clinical hires? #HealthcareExcellence #NonClinicalRoles #EmployeeEngagement #OperationalEfficiency

Incredible Health put out a great Health Executive Report last month. 80% of healthcare executives are struggling to attract and retain nurses due to: - Limited local talent - Struggling to recruit specialized nurses - Competition from other healthcare orgs This presents a great opportunity for healthcare executives to be innovative with their hiring efforts to handle staffing shortages. An international direct hiring program is not the end all be all. But it's a great program to add to your overall hiring strategy. Could your overall hiring strategy benefit from an International direct hiring program?

Have you ever wondered why some healthcare facilities struggle to attract and keep top talent? It's not just about the competitive job market—it's about investing in what matters most: professional development. Nurses crave environments that foster growth and collaboration. When facilities prioritize ongoing learning and career advancement, they retain staff and elevate the quality of care. Imagine a workplace where nurses feel valued and supported and growth opportunities abound. That's the kind of environment that transforms challenges into triumphs. So, to all healthcare leaders: let's invest in our people. Let's create cultures that prioritize professional development because when we do, everyone thrives. What's your experience with professional development in the healthcare industry? Share your thoughts below!

Don't lose your best students to a disorganized process! Add ACEMAPP Communities to your clinical site membership to stay connected with students who opt-in after they complete a rotation at your site. Your talent sourcing team will thank you! #clinicalrotations #healthcareHR #talentsourcing #workforcewednesday

This message applies to Master of Healthcare Administration (MHA) grads and healthcare executives: The strongest healthcare resumes SHOW and TELL the reader why you are the most qualified candidate for the role. Simply telling the reader your skills and expertise is not impactful.  Anybody can say they possess certain skills, but it's harder to fake experience.  For example, instead of only writing "strong program management experience" (TELL), support this statement with something like: "Rebuilt failing lifesaving skills training program for non-medical personnel as Flight Medic, developed program manual, and trained 200+ soldiers using train-the-trainer framework, which allowed base to deploy" (SHOW) Compelling right? This is the power of demonstrating experience with sufficient detail. This strategy immediately qualifies you in the eyes of hiring teams and elevates you above the competition. So the next time you need to update your healthcare resume or create one from scratch, remember to SHOW and TELL. #healthcare #healthcareresumewriter #healthcareresume #jobsearchadivce #resumetips #resumewriter #resumeservices

Your medical practice’s success is built on the people you choose to work with. From hiring the right professionals who align with your values to fostering a positive workplace culture, every step is crucial. I have worked with hundreds of medical practices, and for each of them, choosing the right people plays an important role in building a successful business. That is why at You Legal we always say that the people who work in your business are an asset. Here are four critical elements that can make all the difference: 1. Hiring Practices: The first step in building your team is identifying the roles that are critical to your practice's operations. In the interview process, consider using behavioural interview techniques to gauge how potential hires might handle real-world scenarios they will face in your practice. 2. Contracts and Agreements: Consider how you wish to engage your doctors and staff and develop clear and comprehensive employment contracts and/or service agreements to establish expectations and protect both the practice and its employees and contractors. 3. Fostering a Positive Culture: Building a team is not just about filling positions; encourage open communication, provide opportunities for professional development, and recognise and reward achievements. 4. Dealing with Challenges: Despite careful planning, team-building can come with challenges, there may be conflict among staff or performance issues. Address these promptly and constructively, with a focus on finding solutions and learning opportunities. #MedicalPracticeSuccess #TeamBuilding #HiringPractices #WorkplaceCulture #EmployeeEngagement #HealthcareLeadership #MedicalProfessionals #HealthcareManagement #EmployeeContracts #HealthPracticeGrowth