Nursing Jobs Website Wins Praise From Those Who Count – The Nurses and Employers Who Use It.Written by Neil Street
NursingExecutives.com, an innovative career website for executive and administrative nurses, is winning plaudits from those who count most – executive nurses seeking career choices and employers and recruiters who are seeking them. By focusing on a very specific niche, nursing leaders, NursingExecutives.com has achieved outstanding growth since its launch in 2003 and is attracting attention of many in healthcare industry – an industry rolling from a critical labor shortage.Cheryl Hooper, president of NursingExecutives.com, knows her way around healthcare industry. She has spent more than fifteen years in various healthcare-related capacities, including ten years in field of medical staffing, and is an active member of several healthcare associations on a local and national level. At a time of deep-seated labor shortages in healthcare industry, Hooper’s background helped her to single out one segment of industry – nursing executives – that was chronically under-served by existing career services. While many recruitment firms and career websites catered in some fashion to broadest spectrum ofnursing jobs, nobody was doing anything to help this specialized yet vital group - nursing leaders. Nursing leaders include executive, administrative, and middle management nurses – and they are a group that occupies one of most crucial positions in entire healthcare field. Nursing executives in every sector of healthcare field are highly sought after by employers and recruiters. Yet, as Hooper knew only too well from her daily interaction with executive nurses, they were largely overlooked in terms of employment and career resources aimed specifically at their needs, as were recruiters and employers who are desperate to reach them. Hooper’s company and website, NursingExecutives.com, set out to fill this void with a unique and innovative solution: not only bringing together administrative level nurses and employers, but doing so in a way that offered a real service and value to both sides. NursingExecutives.com offers an efficient, confidential, and effective procedure whereby nursing executives can showcase their expertise to potential employers. For employers and recruiters, website offers a unique, carefully-screened pool of talent across a range of specializations under “nursing leaders” umbrella. It’s a win-win situation. As a result, website serves as a destination site for those seeking executive nursing positions and those with positions to fill.
| | Counteroffers: Should I Stay or Should I Go?Written by Jeff Altman, CPC, MSW
Counteroffers: Should I Stay of Should I Go? Counteroffers: Should I Stay of Should I Go?If “resignation” is word that strikes fear into all employers, then “counteroffer” is one that strikes fear into an employee’s heart. “What should I do? They’ve matched my offer?” It’s Friday afternoon. You walk into your boss’ office and ask question that has sent scared many a managers —“Do you have a minute,” you ask. At that moment, he knows you’re resigning and if he/she wants you, they will have to fight to keep you. “Why? We love you. Please stay! Don’t go! What do we have to do to keep you?” Recently, two people who accepted an offer from a client of mine called me to tell me that they accepted a counteroffer to remain with their current firm. The one who had been with his current firm for twelve years seemed to make a decision that made sense; other, however, had pleaded to get a fulltime job and leave consulting. His assignment was ending and he said he wanted stability of a fulltime job. Earning $45 per hour without benefits, he accepted a small increase in his hourly rate, rather than a fulltime salary of $93000 plus bonus and great benefits from an employer that he kept begging me to get him to see for a job that he said he loved. Why? He told me, “They need me. (as though my client didn’t.; as though loss of revenue for his consulting firm and difficulty they would have replacing him quickly at client didn’t bother them a wee bit). ” Between moment you quit and your departure date, your employer may try to persuade you to stay. Your mentor in firm calls to talk with you. Your colleagues ask you to lunch and want to know why you’re going, where and for how much. Your boss’ boss asks to meet you. You are now most important person at your company. You’re asked, “What will it take to keep you?” And this goes on for two weeks. The pressure to accept a counteroffer can be enormous. The monetary offer can be tempting to stay. The promises to rectify everything that ticks you can be enormous. Yet, let’s look at what is going on from an employer’s perspective.
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