Through out the United States there it is expected that the healthcare field will be one of the fast growing areas of employment over the next decade, due in part to the country’s aging population. Offering positions that range in levels of expertise, required education, and salary one is likely to find a job that fits what they’re looking for. From medical coders to cardiologist technicians to the highest paying positions of specialized doctors, this is most definitely a diverse field.
For those already involved in the healthcare professions there is a good chance that they may be visiting Las Vegas, Nevada in the near future. Medical conferences and meetings with over three hundred attendees were up one hundred and forty five percent when compared to the statistics of ten years prior. In 2006 alone, Las Vegas held one hundred and four meetings, all of which boasted an attendance of over three hundred individuals. Following the search for Las Vegas jobs in numbers of medical meetings held was Chicago, Orlando, Washington D.C., San Diego, San Francisco, Boston, and Atlanta.
Still despite the number of individuals attending such conferences in Las Vegas, there is still a shortage of medical professionals, particularly filling nursing jobs in Las Vegas. In 2001, nurses made up sixty-seven percent of local hospital staff. Instead of getting better, things have continued to go down hill.
Much of this is caused by a huge population growth. Add in the fact that fewer nurses are being trained in this region and it causes an inability to meet staffing demands. There is also competition with California, who ranked 50th in the country for the number of nurses per one hundred thousand patients, when it comes to recruiting qualified individuals. Nevada, ranked in at number 49th in the country, is in desperate need of registered nurses.
With both states doing all that they can to attract nurses into the area, any one not opposed to a job related move and is qualified for such a position, might do well to look into such a possibility.
Online Background Checks: Coming Clean About Candidates
Of the online recruitment vendors with a national or international focus, no one does online background checks more extensively than InfoLink Screening Services Inc. It may well be that for most of your open positions the full array of InfoLink background services won’t be needed, but it’s assuring that the firm can provide all that you need in the way of candidate verification.
Its basic search - probably all that most employers would need for non-management positions - include three online background check services. They are a report of criminal history, a motor vehicle report, and a verification of social security information.
As part of the criminal history report, InfoLink searches area court records, both Municipal and Superior. Any additional locales in which the applicant resided could be searched as well as the present county of residence. A U.S. or Canadian employer could be provided a national search as well. Conviction of felonies and misdemeanors would be included in InfoLink’s report to the recruiting manager. While many aspects of the InfoLink background check are online, the vendor does not rely solely on the Web, as some online information can be 90 days out of date.
InfoLink excels in thorough online background checks thanks to its stringent policies on motor vehicle and driving record searches. While some firms only check DMV when job tasks require the employee to drive the company car, InfoLink believes driving records reveal important information no matter what the job might entail. Driving records, for instance, tell about suspended licenses, arrest warrants and failure to appear in court. DUI convictions unearth drug or alcohol abuse, as well.
An absolutely crucial part of the InfoLink online background check service is a verification of social security number and information. Its First Alert product lets the hiring manager know immediately that the social security number is valid, or suggests that it might not be so. The InfoLink social security trace package provides a more extensive glance into the social security information provided by the job candidate.
Once the social security number is determined valid, the state in which it was issued, and the year, will be displayed. The employer will also be able to see if the number has been used in a death claim already filed, or if there has been any fraudulent activity associated with the number. If the owner of the social security number has any AKA’s (“also known as,” as in aliases) they will be noted. The hiring manager will also see up to three addresses prior to the candidate’s current one. Not only will this aid the recruiter in verifying dates and places of employment, particularly via Internet recruiting – as well as gaps in work history – but it will also provide the geographic areas to be included in the local criminal history search.
Additional online background check services by InfoLink include employment verification, search of state sexual offender registries, state and national incarceration records, credit history, a report on judgments and liens, verification of military service and professional certifications, and a history of workers’ compensation claims.
Online background checks by InfoLink leave nothing to chance in the recruiting and hiring process.
Ebeebo.com is a new recruitment phenomenon in the UK. The company is tipped to be a rival to the likes of LinkedIn. Time for an interview with the site's founder Jonathan Phillips.
Where did you get the idea to launch ebeebo.com?
Ebeebo.com was built out of frustration. We got the idea from friends and family being messed around by recruitment consultants and never getting replies when applying for opportunities on job boards searching for jobs in London, for example. We thought that there must be a better way to match the recruiter with the job seeker – so we built our own.
Who are ebeebo?
Ebeebo was built by Inchima, a UK company founded by Jonathan Phillips and Arif Harbott. Our expertise as a company is building and managing social networking, web 2.0, media sites and Internet recruiting. We conceived the idea for ebeebo at the beginning of December 2006 and within 30 days we had a fully launched site.
Is the site a social network…and if not, how is your site different from social networks?
It isn't a social network be definition as most of the content of the site isn't visible to users. The ebeebo model is based on a dating or matchmaking site where you can find someone with specific skills you need very quickly and accurately. ebeebo isn't a traditional online recruitment site and although it has been likened to Jobster and LinkedIn the only things it has common with them is its web 2.0 nature.
How can recruiters make use of it - do you have any examples?
Recruiters can find people for permanent roles, project roles or even find people to join them in start-ups. The format is simple – you search for the skills you need, find a match and then start a dialogue. There are no big fees for recruiters, it’s free to search and use the site and just £4.99 (about $9.50USD) per month for unlimited use of the message centre. There are no minimum contracts and you can suspend payment when you want.
There is a difference though – relationships are built on a personal level so good individual recruiters can shine even when their colleagues aren’t so hot. We also have a rating system which is based on speed, accuracy and quality of communication so good candidates and recruiters get ranked higher within searches so the cream rises to the top. There is also a red and yellow card system for inappropriate behaviour which means the site stays clear of time wasters.
How are you funded - will you look to raise cash soon?
So far funding has been raised through the site owners. However, we are now in early talks with potential partners to either joint help manage ebeebo or buy into the business. So, if there is any interest out there we are happy to talk!
Which markets do you cater to specifically (I assume you are for the moment a UK only venture)?
We wanted to start locally in the UK where we are based – but our press coverage has given us a large proportion of US members. The great thing about the model we use is that it can be used cross-border quite easily.
What kind of job seekers are registering mostly?
IT freelancers are registering on a daily basis but we have also had accountants and landscape gardeners as well. We have even had a venture capitalist (and taken note of their details)!
How do you market yourself?
Most members have found the site virally through blogs and emails from friends, family and colleagues. We will be rolling out a more formal marketing programme out shortly.
Can you reveal any numbers (i.e. job seekers, recruiters, companies)?
It is a little early to quote absolute figures as we are only in our second month…but week on week growth is around 700 percent which is very pleasing.
What are your plans for the near future?
We are looking for a partner, preferably with recruiting experience to take the concept forward and help us 'make the way people find work a more pleasurable experience'.
Workplace diversity. Everyone is talking about it. You watch videos about the subject, take seminars and have meetings about the topic. The most common use of the term of diversity: refers to human qualities that are different from your own and those of groups to which an individual belongs; but that are manifested in other individuals and groups. Dimensions of diversity in the workplace include but are not limited to: age, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification."
What this definition is explaining ,is that the company does not discriminate against potential or current employees based upon their particular faction in life. This concept was implemented in the 1980's and has a some major effect on the workforce as a whole. The statistics compiled by the Bureau of Labor Statistics are interesting to say the least. It is estimated in the United States, that by the year 2010, the Hispanic labor force is projected to be larger than the African-American labor force 13.3 percent verses 12.7 percent.
Asians will continue to be the fastest growing group in the labor force projected to increase by nearly 45 percent this decade. Women currently comprise nearly half of the labor force. The majority of workers entering the workforce this decade will be women, minorities and foreign nationals. Also included in some workplaces definitions of is a term called diversity of thought - which they say can be obtained by hiring individuals with different degrees, college affiliations, education or social economic backgrounds from their current employees. This is a fantastic notion giving an individual with a non - Ivy League education the same standing as someone who has graduated from an Ivy League institution.
The obvious upside of these rules are that people are looked upon as equals in the areas of promotions, raises, insurances and also in the realm of disciplinary action. The downside of over diversifying is hiring someone who is unqualified for the position, just because a particular quota or standard has to be met. This can cause a company to lose qualified employees, from having to compensate for the lack of knowledge of an unqualified employee via recruiting, and can even in the long term cause the company to lose revenue as well.
When introducing diversity in the workplace practices to the work environment, a common practice is to have employees and management attend seminars or view videos on the matter. Attending these seminars and watching these videos teaches employees and management the companies policies and procedures on workplace diversity. Upholding ethical diversity in the workplace practices are necessary for any company to succeeded and grow. However, a company must weigh whether or not an individual is an asset or a hindrance to the stability and growth of the institution regardless of race, religion, creed, sex or status.
London (UK) is an international powerhouse for business and is one of the "three command" centres for the global economy (along with Tokyo and New York City). It also has the Europe's largest city economy, making it one the places to find a job in Europe.
"Currently, over 85 percent (3.2 million) of the employed population of greater London works in the services industries. Another half a million employees resident in Greater London work in manufacturing and construction." The largest industry in London is finance, and in turn, job opportunities are numerous in this field.
For foreign workers, there is the added bonus of not getting taxed on their foreign earnings. Additionally, a business friendly environment (e.g. in the City of London the local government is not elected by the resident population but instead by business - the City of London is a business democracy), good transport infrastructure, particularly its aviation industry and a deregulated economy with little intervention by the government, all assist towards a top grade working environment for those seeking jobs in London.
More than half of the UK's top 100 listed companies (the FTSE 100) and over 100 of Europe's 500 largest companies are headquartered in central London. Over 70 percent of the FTSE 100 are located within London's metropolitan area, and 75 percent of Fortune 500 companies have offices in London. This can mean for the typical job seeker a huge range of excellent jobs in London in some of the best companies in the world.
According to "The Purchasing Managers' Index (PMI) seasonally adjusted measures of business activity, new orders and level of employment all continued to show growth in August. Indeed the rate of job creation in London's private sector economy was stronger than in any other region in August.
"A recent study by recruitment consultants Morgan McKinley shows that the number of new jobs in the City rose by 19 percent in the last three months to August compared with the previous quarter. Finance and business service companies are the most optimistic they have been about hiring new staff for almost a decade. The Morgan McKinley report also finds that most City financial services workers expect bonuses to be at least 50 per cent higher this financial year compared to last." This means that more job possibilities for more people, which can only serve to assist the job seeker.
To conclude, London is a hot spot for both the international economy and in turn, for some of the best companies and employers in the world. New job numbers are still growing phenomenally, and for finance and business job seekers especially this can only be a good thing.
Workplace diversity can be a daunting issue for human resource departments and hiring managers, especially in areas where the population itself is not diverse. There are several niche Web sites and publications focused on female and minority job candidates, however. These can help resolve the workplace diversity dilemma, as can college career fairs.
One minority recruitment publication, Diversity Inc., has an award-winning interactive site, with a Careers landing page offering much more than job posting and job search for candidates. Not only can an employer read the details of the OFCCP (Office of Federal Contract Compliance Programs) legislation but she or he can use the many online tools that assist with compliance.
What the DiversityInc.com Career site added in 2006 are opt in tools for employer accounts, and upgrades on the site’s candidate database search archiving capabilities. The latter include viewed resumes and search queries. The Career site has also increased its storage of applicant data and the job for which each applied, as well as online help documentation for advertisers.
Of the job candidates registered on the site 64 percent are female, 33 percent are African-American, 21 percent are Latino, 14 percent GLBT (gay, lesbian, bisexual or transgender), and 7 percent Asian-American. 33 percent already hold, or have held, managerial positions.
On the Diversity Inc. Career Site hiring managers can buy ads one at a time or in bulk, can highlight the job by upgrading to a featured job posting, and can access resumes or feature their firms. Diversity Inc. can set up job wrapping from the employer’s site, still with the option of altering copy. Employers can set up candidate alerts and folders, while reports document the success of their advertising campaign.
Niche sites dedicated to diversity and major job boards with a diversity search option such as Monster, Yahoo HotJobs and Careerbuilder aren’t the only methods by which an employer can maintain workplace diversity. Employers can take a proactive approach, as some do, by dedicating a staff member to the task of finding minority candidates. Another method that has been successful for employers in areas whose population lacks diversity is to network with colleges and universities in areas more diverse such as California, Texas and other Southwest states, attending career fairs at those schools and hiring minority college graduates.
We spoke to the diversity hiring manager of a mid-Atlantic area firm that told us she has partnered with, advertised on the Web sites of, and attended the career fairs of the University of Texas, El Paso, where she found Hispanic grads; Southernmost College in Brownsville; Rice University; and Texas Southern University, where the majority of students are African-American. Each school’s placement office keeps a packet of information on the mid-Atlantic firm, as well as information about each open position. A placement office counselor keeps this hiring manager advised by e-mail of students about to graduate who want to apply at her company.
This hiring manager said she generally finds five new employees or interns each semester from her university workplace diversity recruitment efforts.
