IntegraBlog

Competitive Workforce Alliance Allied Health Regional Skills Partnership Solutions Summit

by: Seth Lytton| Business Development ManagerAllied

The Competitive Workforce Alliance's Allied Health Regional Skills Partnership Solutions Summit went off without a hitch in Concord, NC on Tuesday July 15, 2008 at the Embassy Suites, from 9:30 am to 3:45 pm.  True to what the group had planned it brought employers, educators and workforce development professionals from across the counties together to hear from others who have successfully planned and implemented regional collaborations that increase worker recruitment and develop career pathways that promote worker retention and satisfaction.

One of the highlights of the Summit was speakers from all over the nation who have successfully implemented their own Allied Health Partnership that has sustained itself.  Speakers included Patricia Fera from the Workforce Investment board in Will County in Illinois and Jennifer Stasch from the Workforce Board of Northern Cook County in Illinois among many others.  These two individuals successful designed and implemented Workforce development programs throughout the greater Chicago area, ultimately greatly reducing the Allied Workforce shortage in their region. 

The event was so successful that other Workforce Development Boards across North Carolina are planning on hosting very similar events.  And by similar I mean…the same event.  The same speakers and everything!  Obviously this summit did not solve North Carolina’s workforce problems, but it has certainly created a buzz that we have some good ideas. 

The next step is to act on the ideas and topics talked about.  The group will continue to meet in the coming months and hopefully be able to implement similar to solutions to those tried in Chicago.  We would also love for more people to become involved in the programs.  If interested please let me a comment below and we can work something out.  Till then I continue my quest to find the best Allied Health workforce in North Carolina! 

Job Satisfaction for New Grads Should be More Important than a Fat Wallet

by: Seth Lytton | Business Development Manager

So you have the degree, you were a member of all the influential organizations in your college and most importantly you’ve got the people skills to land that first job.  GREAT!  Now how much does it pay?  This is a scenario that many college grads face when interviewing for that first job.  And while it is a normal occurrence in the interview process, the mere mention of money causes many people feel sick to their stomach.  None the less it is important to know how to make the most out of that first job and you may be surprised, but salary should not be the deciding factor. 

When interviewing for a job it is important that you find the job that fits your skills, more so than your wallet.  Job security, company culture and room for growth are all things that are often overlooked when searching for that first job.  Most recent grads are like Wile E. Coyote with huge dollar signs for eyes searching for the biggest paycheck, but in reality they have little knowledge in what truly makes a job worth while.  A good first job should be one in which you have room to make mistakes (because you will), senior level people who are invested in your growth and willing to help, continuing learning and training opportunities, and it should be in a company where you fit the culture.  These traits make a job enjoyable, and in many cases correlate to an enjoyable work environment.  One in which new grads can succeed. 

Even then the question will come; what is the right salary for this position?  Many resources exist to answer this question:  salary.com, local almanacs, and many universities publish the previous year’s information for the public.  All of which can give you a baseline to compare offers.  However, the bottom line is there is no right salary for the position.  It is all the factors mentioned above that make a job worth having, not the dollar value.  That being said it may be necessary to take an entry level position paying lower than what you may have expected, but this position also has the potential for a long and prosperous career. 

JOB LOYALTY: THE CHALLENGE

by: Kasey Sloan | Business Development Manager

In today’s market, job loyalty is almost considered a double-edge sword.  Times have changed, and the days of working for one company throughout your career are over.  However, employers do not want to see someone jumping around from company-to-company!

When considering a career move, the first thing a potential employer looks at is a resume and work history.  According to CollegeGrad.com, the top criteria employers use when evaluating possible candidates is: #1- educational background, #2- Interviewing skills, and #3- professional experience.  When you look at the interview process, your resume can either make or break the chances of getting a face-to-face interview.

According to the Federal Citizen Information Center, people generally change jobs seven to ten time throughout his/her career.  This shows company’s career progression and advancement.  Employers want to know that an individual was recognized for good work, promoted, or recruited out for an increase in responsibility or pay. 

However, companies DO NOT want to see a person who has changed companies over-and-over again.  This shows a lack of loyalty to the company and makes them weary of bringing that individual on board, because of fear that they will not stay very long.  I would suggest 3-years as a good marker.  After three years with a particular company, if you are not promoted, or there is no change in pay or responsibilities, that is probably a good time to move on.  Companies generally don’t want to see more than 3 companies on a resume, over a period of 5-years.

The challenge: finding a good balance between gaining a diverse amount of experience to progress your career, and displaying a lack of loyalty to a company. 

Retain Top Talent in 2008

by: Michelle Fish | CEO
It’s New Year’s resolution time again and one of the top resolutions people often make is to “find a new job” in the upcoming year.  For HR professionals and recruiters this is both an opportunity and a challenge.  It means that there will be a larger pool of interested, highly skilled professionals available to choose from, but it also means that your top talent could be one of them.   Therefore, it’s important to take the time now to re-examine your employee retention strategy.

In addition to keeping recruiting and training costs down, employee retention has a direct correlation with heightened productivity.  As customer service often suffers when a company experiences turnover, employee tenure will have a direct effect on your company’s profitability.  So how do you retain your superstars in 2008?  Here are my top tips:

1. Create a Culture of Open Communication

Employees are more apt to stay with a company if they feel like they play a critical role in the firm’s success.  Share your company’s annual business plan with staff and get them excited about your goals for the upcoming year.  Hold regular team meetings to provide a forum where staff can share their accomplishments, learn from each other, and stay aligned.  Give managers access to financial information so that they feel accountable and can take ownership over projects. At Integra we have an open door policy so that employees know that they can come to anyone at anytime with anything; including me as CEO.

2. Recognize and Celebrate Employee Success

It sounds rather simple, but make sure that your top performers know that you appreciate them.  It’s easy for managers to get caught up in the urgent tasks of the day and let recognition opportunities pass them by.  A popular reason employees start job hunting is because they don’t feel like their contributions are important or valued.  Take the time to acknowledge a job well done whether it’s through a simple “great job” or a more formal employee award program.

3. Provide Opportunities for Growth and Development

Top talent will not stand still for long; encourage this ambition by providing out-of-office opportunities for growth.  Support employees to go back to school for continuing education or to attend industry specific conferences and workshops for further training.  Employees value these types of programs as it shows that you have a genuine interest in their personal and professional development.]

Keep these tips in mind and you’re sure to create a workplace environment where top performers want to stay and thrive!