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 countrepparttar most – executive nurses seeking career choices andrepparttar 107011 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 attractingrepparttar 107012 attention of many inrepparttar 107013 healthcare industry – an industry rolling from a critical labor shortage.

Cheryl Hooper, president of NursingExecutives.com, knows her way aroundrepparttar 107014 healthcare industry. She has spent more than fifteen years in various healthcare-related capacities, including ten years inrepparttar 107015 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 inrepparttar 107016 healthcare industry, Hooper’s background helped her to single out one segment ofrepparttar 107017 industry – nursing executives – that was chronically under-served by existing career services. While many recruitment firms and career websites catered in some fashion torepparttar 107018 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 ofrepparttar 107019 most crucial positions inrepparttar 107020 entire healthcare field.

Nursing executives in every sector ofrepparttar 107021 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 wererepparttar 107022 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,repparttar 107023 website offers a unique, carefully-screened pool of talent across a range of specializations underrepparttar 107024 “nursing leaders” umbrella. It’s a win-win situation. As a result,repparttar 107025 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” isrepparttar word that strikes fear into all employers, then “counteroffer” isrepparttar 107010 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 askrepparttar 107011 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;repparttar 107012 other, however, had pleaded to get a fulltime job and leave consulting. His assignment was ending and he said he wantedrepparttar 107013 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 thoughrepparttar 107014 loss of revenue for his consulting firm andrepparttar 107015 difficulty they would have replacing him quickly atrepparttar 107016 client didn’t bother them a wee bit). ”

Betweenrepparttar 107017 moment you quit and your departure date, your employer may try to persuade you to stay. Your mentor inrepparttar 107018 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 nowrepparttar 107019 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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