They have been overlooked and underestimated for a long time, but as the Baby Boomers retire, Gen X will be brought to the forefront of the workforce. Check out an NAS White Paper on Generation X and how to attract and then retain this highly desirable talent pool.
Click here to read more.
Wednesday, December 12, 2007
Monday, December 10, 2007
Is There Value in Assessment Testing?
Dr. Kathy Dodaro, Executive Director of NAS Consulting Services, published her findings.
Does pre-employment testing and the use of generic surveys improve an organization's productivity and retention? The Value of Assessment Testing in the Recruitment Process, written by Kathy Dodaro, Ph.D., and Executive Director of NAS Consulting and Healthcare Services, published in the Fall Edition of HR Pulse, the official publication of the American Society for Healthcare Human Resource Administration (ASHHRA), addresses this pertinent issue.
Her article focuses on the correlation between assessing skills and behavior analysis with regards to retention in the healthcare industry. She backs up her findings with a hospital case study that evaluated pre-employment testing and behavioral surveys to see if the results implemented did, indeed, improve the hospital’s productivity and retention. The article also offers advice on avoiding the common mistakes in implementing assessment testing to gauge strategic initiatives.
You can read more articles by Kathy Dodaro, Ph.D., or view her Professional Development Programs, in the Consulting Services Group section of the website. You can also contact NAS for an assessment of your current recruitment strategies.
Does pre-employment testing and the use of generic surveys improve an organization's productivity and retention? The Value of Assessment Testing in the Recruitment Process, written by Kathy Dodaro, Ph.D., and Executive Director of NAS Consulting and Healthcare Services, published in the Fall Edition of HR Pulse, the official publication of the American Society for Healthcare Human Resource Administration (ASHHRA), addresses this pertinent issue.
Her article focuses on the correlation between assessing skills and behavior analysis with regards to retention in the healthcare industry. She backs up her findings with a hospital case study that evaluated pre-employment testing and behavioral surveys to see if the results implemented did, indeed, improve the hospital’s productivity and retention. The article also offers advice on avoiding the common mistakes in implementing assessment testing to gauge strategic initiatives.
You can read more articles by Kathy Dodaro, Ph.D., or view her Professional Development Programs, in the Consulting Services Group section of the website. You can also contact NAS for an assessment of your current recruitment strategies.
Healthcare - Get in on the second phase of our three-year metrics study.
How does your organization measure up?
While there’s really no absolute measure that defines a healthcare organization’s ROI related to human capital expenditures, there are measures that provide a viable scorecard for tracking improvement. These include techniques for comparing your organization to organizations of like size, as well as quantifying more intangible issues such as employee engagement and productivity.
If you’re like many healthcare professionals who struggle with complex or antiquated HRIS and Applicant Tracking Systems, then you’re someone who would benefit from becoming a member of the NAS Strategic Metrics Council Study.
Where to start? First, collect data you think will help us understand your needs, goals and expectations. Then, give your NAS rep a call to register. In January 2008, we’ll begin accepting data from our hospital members, via our Web-based survey, for the second phase of our three-year study.
The NAS Strategic Metrics Council was formed to provide benchmarks that measure healthcare recruitment performance. Results can be used to grow, develop and improve HR initiatives. Register now and we’ll get you started with an in-depth review and analysis of your existing recruitment and retention practices.
Contact us today or call us at 1-800-NAS-HEALTH.
While there’s really no absolute measure that defines a healthcare organization’s ROI related to human capital expenditures, there are measures that provide a viable scorecard for tracking improvement. These include techniques for comparing your organization to organizations of like size, as well as quantifying more intangible issues such as employee engagement and productivity.
If you’re like many healthcare professionals who struggle with complex or antiquated HRIS and Applicant Tracking Systems, then you’re someone who would benefit from becoming a member of the NAS Strategic Metrics Council Study.
Where to start? First, collect data you think will help us understand your needs, goals and expectations. Then, give your NAS rep a call to register. In January 2008, we’ll begin accepting data from our hospital members, via our Web-based survey, for the second phase of our three-year study.
The NAS Strategic Metrics Council was formed to provide benchmarks that measure healthcare recruitment performance. Results can be used to grow, develop and improve HR initiatives. Register now and we’ll get you started with an in-depth review and analysis of your existing recruitment and retention practices.
Contact us today or call us at 1-800-NAS-HEALTH.
Wednesday, November 28, 2007
Check out our DECEMBER goodies!
Don't forget to check out our list of monthly PRIDE specials (link on the right).
We will provide you with a link to our monthly PDF of select products that highlight several items ranging from low cost giveaways to higher quality gifts. This is just a small sampling of recently ordered items that were received with great enthusiasm.
Click HERE to view our DECEMBER 2007 specials.
We will provide you with a link to our monthly PDF of select products that highlight several items ranging from low cost giveaways to higher quality gifts. This is just a small sampling of recently ordered items that were received with great enthusiasm.
Click HERE to view our DECEMBER 2007 specials.
Monday, November 26, 2007
10 Things Candidates Hate; 10 Things They Love
R-e-s-p-e-c-t…find out what it means to the candidate
Thursday, November 22, 2007 by Allison Boyce
Originally published April 17, 2007.
In an earlier article, I made a case for cultivating a more civil attitude during the interview process as actually a means of growing a long-term referral base and to stem negative reverberation from bad candidate experiences.
In this article, I want to highlight some of the actions that drive candidates crazy so we can try to avoid them at all costs.
CLICK HERE to read more.
Thursday, November 22, 2007 by Allison Boyce
Originally published April 17, 2007.
In an earlier article, I made a case for cultivating a more civil attitude during the interview process as actually a means of growing a long-term referral base and to stem negative reverberation from bad candidate experiences.
In this article, I want to highlight some of the actions that drive candidates crazy so we can try to avoid them at all costs.
CLICK HERE to read more.
Thursday, November 8, 2007
New Giveaway Items!
The holidays are just around the corner! Why not give your employees a little gift of apprecition? How about a little something for your customers?
Check out some of the new giveaway items highlighed in our November PRIDE specials!
Check out some of the new giveaway items highlighed in our November PRIDE specials!
Monday, November 5, 2007
Local HR Events
Don't forget to check the calendar of events for updated information on all the local events going on in the HR community!
Click the "Local HR Events" link on the right.
Click the "Local HR Events" link on the right.
Nudge Good Workers Toward Even Better Performance
—Adapted from “Quick tips on coaching employees for improved performance,”
by Karen S. Sieczka, on businessEvolved.com
You’ve built a high-performing staff, but that doesn’t mean you should just kick back and enjoy the results. Good performers can always get better—to their benefit as well as yours. Try these
tips to motivate them to new levels of excellence:
by Karen S. Sieczka, on businessEvolved.com
You’ve built a high-performing staff, but that doesn’t mean you should just kick back and enjoy the results. Good performers can always get better—to their benefit as well as yours. Try these
tips to motivate them to new levels of excellence:
- Discover what drives your employees. As you develop stronger relationships with your staff, you’ll gain more insight into what really matters to them—and what motivates them. Use this knowledge to help them set goals that will fortify their strengths and overcome their weaknesses.
- Prompt employees to assess their work. When things go wrong, you may be tempted to take the short route and point out the mistake. But it’s better for employees to learn to critically analyze their own work product. Instead of saying, for instance, “This won’t work,” tryasking employees to examine the situation and identify potential pitfalls.
- Require employees to solve their problems. When workers are struggling with projects and come to you for help, offer suggestions but urge them to find their own answers. Express your confidence in their ability to work through the problem and arrive at a solution.
- Respond to employees in a positive way. When discussing an employee’s handling of a project, try to avoid words such as can’t, don’t, should, or shouldn’t, which undermine empowerment. Instead, try “Let’s consider some other alternatives” or similar phrasing that encourages workers to stretch their thinking.
- Recognize every employee’s progress. It’s human nature to heap more praise on the problem worker who makes a dramatic improvement than on the good worker who gets a tad better. But praise and recognition are the key ingredients in any recipe for improvement, large or small.
How to Win the New Sourcing-is-Consumer-Marketing Game
Coupling technology with consumer-branded marketing ideas
Friday, October 26, 2007 by Lou Adler
The talent wars have entered a new phase. Now it's more about guerilla warfare and skirmishes, not big battles.
With this concept in mind, I was lured to a workshop a few weeks ago to hear about some of the latest creative sourcing ideas going on throughout our industry. Some of them were Web 2.0 based, others technology-oriented, a few based on contests, and others just targeted and compelling advertising. Regardless of the approach, all had one theme in common:
You can't use Wal-Mart advertising to attract a Tiffany's customer.
CLICK HERE to read more.
Friday, October 26, 2007 by Lou Adler
The talent wars have entered a new phase. Now it's more about guerilla warfare and skirmishes, not big battles.
With this concept in mind, I was lured to a workshop a few weeks ago to hear about some of the latest creative sourcing ideas going on throughout our industry. Some of them were Web 2.0 based, others technology-oriented, a few based on contests, and others just targeted and compelling advertising. Regardless of the approach, all had one theme in common:
You can't use Wal-Mart advertising to attract a Tiffany's customer.
CLICK HERE to read more.
Thursday, October 25, 2007
The Enthusiastic Employee: Moving from Manipulation to Motivation
An article by Dr. Kathy Dodaro, Executive Director, Consulting Services & Healthcare Services at NAS Recruitment Communications was published in the Fall Edition (page 5) of CHAHRM, the official newsletter of the Colorado Healthcare Association for Human Resource Management. We'd like to take this opportunity to share this article with you.
CLICK HERE to view the newsletter.
CLICK HERE to view the newsletter.
The rules have changed in advertising
By JACK G. HARDY
Advertising is very much alive, growing and changing its context at warp speed -- primarily, the way we identify and reach out to our customers and prospects.
Some ad experts call it fragmentation. It's the increase in the number of channels that can deliver an advertising message to a target audience. Even if you try to keep up-to-date, you may feel overwhelmed by all the options now available.
Advertising's task hasn't changed. Stated simply, it is to create the best possible selling message to reach the greatest number of prospects at the lowest possible cost.
CLICK HERE to read more.
Advertising is very much alive, growing and changing its context at warp speed -- primarily, the way we identify and reach out to our customers and prospects.
Some ad experts call it fragmentation. It's the increase in the number of channels that can deliver an advertising message to a target audience. Even if you try to keep up-to-date, you may feel overwhelmed by all the options now available.
Advertising's task hasn't changed. Stated simply, it is to create the best possible selling message to reach the greatest number of prospects at the lowest possible cost.
CLICK HERE to read more.
In managing workers, it's no longer one size fits all
Marcia Heroux Pounds
October 25, 2007
Bob wore the same blue suit to work every day.
As a human resources manager, John Putzier was asked to talk with Bob. Employees were complaining: "You've got to talk to Bob. He's not normal."Putzier, now a consultant based from Pennsylvania, found out that Bob had a half-dozen blue suits. He was wearing a blue suit every day, but it was a different one.
Bob, an engineer, didn't like to think about what he was going to wear to work so he developed a uniform. Since Bob worked in a cubicle and rarely interacted with customers, Putzier told him: "If anybody complains, I'll tell them to mind their own business."
The story is one that Putzier includes in his book Weirdos in the Workplace and told earlier this month at the HR Florida Conference in Orlando. "Weird means high maintenance," he says.
CLICK HERE to read more.
October 25, 2007
Bob wore the same blue suit to work every day.
As a human resources manager, John Putzier was asked to talk with Bob. Employees were complaining: "You've got to talk to Bob. He's not normal."Putzier, now a consultant based from Pennsylvania, found out that Bob had a half-dozen blue suits. He was wearing a blue suit every day, but it was a different one.
Bob, an engineer, didn't like to think about what he was going to wear to work so he developed a uniform. Since Bob worked in a cubicle and rarely interacted with customers, Putzier told him: "If anybody complains, I'll tell them to mind their own business."
The story is one that Putzier includes in his book Weirdos in the Workplace and told earlier this month at the HR Florida Conference in Orlando. "Weird means high maintenance," he says.
CLICK HERE to read more.
Evolving work force means challenges for South Florida Employers
Marcia Heroux Pounds
October 4 2007
Lack of a strong work ethic. No experience working in teams. Little appreciation for South Florida's diversity. These are some of the concerns — and challenges — recruiters have about South Florida's emerging work force.
CLICK HERE to read more.
October 4 2007
Lack of a strong work ethic. No experience working in teams. Little appreciation for South Florida's diversity. These are some of the concerns — and challenges — recruiters have about South Florida's emerging work force.
CLICK HERE to read more.
Florida jobless rate unchanged in September
Associated Press
October 19 2007, 3:08 PM EDT
TALLAHASSEE -- In September, the unemployment rates in Palm Beach and Broward counties held at the same level as August, 4.8 percent and 3.8 percent, respectively. However, those jobless marks are up sharply from September 2006 when Palm Beach County's rate was 3.9 percent and Broward's was 3.2 percent.
CLICK HERE to read more.
October 19 2007, 3:08 PM EDT
TALLAHASSEE -- In September, the unemployment rates in Palm Beach and Broward counties held at the same level as August, 4.8 percent and 3.8 percent, respectively. However, those jobless marks are up sharply from September 2006 when Palm Beach County's rate was 3.9 percent and Broward's was 3.2 percent.
CLICK HERE to read more.
Monday, October 15, 2007
Prepare for aging workforce
BY DEBBIE KELLEY
If you haven't done much to figure out how the aging workforce will affect your business, you aren't very far behind the norm. In fact, you're in good company, says expert Michael A. Smyer.
Just 12 percent of employers have analyzed demographics that show the workforce is rapidly aging, according to a national study recently conducted by Smyer's academic center, the Sloan Center for Flexible Work Options & Older Workers at Boston College.
About 26 percent of the survey's 600 responding employers indicated they have done nothing to examine the issue, with the majority being mildly aware that at the same time the population is aging, the workforce is shrinking.
Big mistake, Smyer said.
A flat growth rate of under 0.5 percent is projected for the U.S. labor force during the next 60 years, which Smyer said could lead to a severe shortage of skilled workers.
CLICK HERE to read more.
If you haven't done much to figure out how the aging workforce will affect your business, you aren't very far behind the norm. In fact, you're in good company, says expert Michael A. Smyer.
Just 12 percent of employers have analyzed demographics that show the workforce is rapidly aging, according to a national study recently conducted by Smyer's academic center, the Sloan Center for Flexible Work Options & Older Workers at Boston College.
About 26 percent of the survey's 600 responding employers indicated they have done nothing to examine the issue, with the majority being mildly aware that at the same time the population is aging, the workforce is shrinking.
Big mistake, Smyer said.
A flat growth rate of under 0.5 percent is projected for the U.S. labor force during the next 60 years, which Smyer said could lead to a severe shortage of skilled workers.
CLICK HERE to read more.
Monday, October 8, 2007
Upcoming Local Events
Don't forget to check out all of the upcoming HR events. These next couple of months are jam-packed with fantastic opportunities!
CLICK HERE or use the link ------------------->
CLICK HERE or use the link ------------------->
Monday, September 24, 2007
Employers offering perks to attract workers to South Florida
Employers must offer incentives to lure workers to S. Florida
BY MARCIA HEROUX POUNDS
South Florida Sun-Sentinel
September 24, 2007
South Florida employees are reaping the benefits of a tight labor market, as companies offer them referral bonuses and perks.
The costs of housing, insurance and property taxes are prompting bigger relocation packages and sign-on bonuses. Businesses also are asking existing employees to refer new workers, offering thousands of dollars in incentives.
"It's certainly a market out there that causes folks to look at innovative ways of recruiting," said Mason Jackson, president of Broward's employment agency, Workforce One.
To read more, click HERE.
BY MARCIA HEROUX POUNDS
South Florida Sun-Sentinel
September 24, 2007
South Florida employees are reaping the benefits of a tight labor market, as companies offer them referral bonuses and perks.
The costs of housing, insurance and property taxes are prompting bigger relocation packages and sign-on bonuses. Businesses also are asking existing employees to refer new workers, offering thousands of dollars in incentives.
"It's certainly a market out there that causes folks to look at innovative ways of recruiting," said Mason Jackson, president of Broward's employment agency, Workforce One.
To read more, click HERE.
Monday, September 17, 2007
NAS Celebrates 60 Years!
Cleveland, OH (PRWEB) September 10, 2007
NAS Recruitment Communications is pleased to announce that today is the company's 60th year in business. Special celebrations to honor the milestone event are scheduled to happen today in all 38 offices throughout the US and Canada.
Over the past four weeks, NAS has been counting down to the special date by distributing weekly gifts--symbols of the company's beliefs and success--to its employees across North America.
"We hope that working for NAS," said Jim Miller, NAS Co-Chairman, "has changed the lives of our employees in many positive ways. These are the talented individuals who dedicate themselves every day to providing the world class customer service NAS is known for. We're grateful for their enthusiasm, commitment and loyalty as we partner with clients to create demand, deliver talent and change lives."
For 60 years, NAS has been helping clients market the perfect job to exceptional talent.
"We take great pride," said John Stepien, NAS Co-Chairman and Chief Revenue Officer, "in our contributions to making things better for so many companies and so many people. We are constantly evaluating, constantly tweaking, constantly rewarding and celebrating the success of our clients as they recruit the talent to make their companies grow. NAS has also grown and enjoyed continued success over our long history. We look forward to many more years in this exciting industry."
To view our 60th Anniversary video click HERE.
NAS Recruitment Communications is pleased to announce that today is the company's 60th year in business. Special celebrations to honor the milestone event are scheduled to happen today in all 38 offices throughout the US and Canada.
Over the past four weeks, NAS has been counting down to the special date by distributing weekly gifts--symbols of the company's beliefs and success--to its employees across North America.
"We hope that working for NAS," said Jim Miller, NAS Co-Chairman, "has changed the lives of our employees in many positive ways. These are the talented individuals who dedicate themselves every day to providing the world class customer service NAS is known for. We're grateful for their enthusiasm, commitment and loyalty as we partner with clients to create demand, deliver talent and change lives."
For 60 years, NAS has been helping clients market the perfect job to exceptional talent.
"We take great pride," said John Stepien, NAS Co-Chairman and Chief Revenue Officer, "in our contributions to making things better for so many companies and so many people. We are constantly evaluating, constantly tweaking, constantly rewarding and celebrating the success of our clients as they recruit the talent to make their companies grow. NAS has also grown and enjoyed continued success over our long history. We look forward to many more years in this exciting industry."
To view our 60th Anniversary video click HERE.
Thursday, September 6, 2007
Younger workers don't think like the Boomers...
Marcia Heroux Pounds
Business Strategies
September 6, 2007
When Gary Sapir's son took his first job out of college, he told his new employer he couldn't start right away because he had a ski trip planned.Sapir, a veteran human resources expert in South Florida, was aghast.
But his son's new employer was not fazed. The company had a "buy back" program for vacation. Sapir's son was allowed to buy five vacation days even though he was just starting his job.
As a new survey by Fort Lauderdale-based staffing firm Spherion Corp. points out, employees age 18 to 24 who are entering the work force don't think like their Baby Boomer parents and supervisors.
The "emerging work force," which includes workers of any age who have a less traditional view toward work, wants control over their careers and a better work/life balance, according to the survey. Employers need to provide flexible work hours, telecommuting, job-sharing and other arrangements that help them with their personal lives.
Click HERE to read more.
Business Strategies
September 6, 2007
When Gary Sapir's son took his first job out of college, he told his new employer he couldn't start right away because he had a ski trip planned.Sapir, a veteran human resources expert in South Florida, was aghast.
But his son's new employer was not fazed. The company had a "buy back" program for vacation. Sapir's son was allowed to buy five vacation days even though he was just starting his job.
As a new survey by Fort Lauderdale-based staffing firm Spherion Corp. points out, employees age 18 to 24 who are entering the work force don't think like their Baby Boomer parents and supervisors.
The "emerging work force," which includes workers of any age who have a less traditional view toward work, wants control over their careers and a better work/life balance, according to the survey. Employers need to provide flexible work hours, telecommuting, job-sharing and other arrangements that help them with their personal lives.
Click HERE to read more.
Tuesday, September 4, 2007
Still Tracking Vacation Time?
Flexible time off lets employees decide when, where to work
Some firms no longer tracking vacation days
By Ken Belson
The New York Times
September 4, 2007
It's every worker's dream: Take as much vacation time as you want, on short notice, and don't worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody's keeping track.
That is essentially what goes on at IBM, one of the cornerstones of corporate America, where each of the 355,000 workers is entitled to three or more weeks of vacation. The company does not keep track of who takes how much time or when, does not dole out choice vacation times by seniority and does not let people carry over days off from year to year.
Instead, for the past few years, employees at all levels have simply made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.
Click HERE to read more.
Some firms no longer tracking vacation days
By Ken Belson
The New York Times
September 4, 2007
It's every worker's dream: Take as much vacation time as you want, on short notice, and don't worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody's keeping track.
That is essentially what goes on at IBM, one of the cornerstones of corporate America, where each of the 355,000 workers is entitled to three or more weeks of vacation. The company does not keep track of who takes how much time or when, does not dole out choice vacation times by seniority and does not let people carry over days off from year to year.
Instead, for the past few years, employees at all levels have simply made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.
Click HERE to read more.
Wednesday, August 29, 2007
Soaring home prices challenge S. Florida employers
BY MARTHA BRANNIGAN
Recruiting workers and keeping them has become increasingly challenging for South Florida employers, as home prices have soared out of reach even for many two-income households.
So employers are getting increasingly creative -- throwing in bonuses, allowing flexible schedules and, in the case of the University of Miami, even kicking in up to 50 percent of a home's purchase price.
The numbers tell the now-familiar story of how we feel priced out:
Income gains have not kept up with soaring home costs. In fact, the rise in income per person here between 2000 and 2006 -- 28 percent to an estimated $39,900, says the University of Florida's Institute for Economic Competitiveness -- has been all but gobbled up by the rise in property taxes and insurance alone.
To read more CLICK HERE.
Recruiting workers and keeping them has become increasingly challenging for South Florida employers, as home prices have soared out of reach even for many two-income households.
So employers are getting increasingly creative -- throwing in bonuses, allowing flexible schedules and, in the case of the University of Miami, even kicking in up to 50 percent of a home's purchase price.
The numbers tell the now-familiar story of how we feel priced out:
Income gains have not kept up with soaring home costs. In fact, the rise in income per person here between 2000 and 2006 -- 28 percent to an estimated $39,900, says the University of Florida's Institute for Economic Competitiveness -- has been all but gobbled up by the rise in property taxes and insurance alone.
To read more CLICK HERE.
HR Florida 2007
HR Florida 2007, the 29th Annual HR Florida State Conference & Expo
Wednesday, October 3 thru Friday, October 5, 2007
Rosen Shingle Creek, 9939 Universal Blvd., Orlando, Florida
Learn how to more effectively manage the talent in your organization. Register now for this conference to put this useful and practical information to work for you. The speakers include philosopher Tom Morris, author of The Art of Achievement, whose wisdom helps people focus on what matters most. Don't miss the opportunity to network in the exhibit hall with over 150 leading providers of HR-related products and services. Come back to see the concurrent sessions and speakers as well as the other benefits that the conference has to offer as they are added. We look forward to seeing you in Orlando.
CLICK HERE to learn more or to register.
Click here for more information: HR Florida 2007
Wednesday, October 3 thru Friday, October 5, 2007
Rosen Shingle Creek, 9939 Universal Blvd., Orlando, Florida
Learn how to more effectively manage the talent in your organization. Register now for this conference to put this useful and practical information to work for you. The speakers include philosopher Tom Morris, author of The Art of Achievement, whose wisdom helps people focus on what matters most. Don't miss the opportunity to network in the exhibit hall with over 150 leading providers of HR-related products and services. Come back to see the concurrent sessions and speakers as well as the other benefits that the conference has to offer as they are added. We look forward to seeing you in Orlando.
CLICK HERE to learn more or to register.
Click here for more information: HR Florida 2007
FHA Fall Conference
Florida Association of Healthcare Recruiters Fall Conference
"Flying High with Healthcare Recruitment"
Friday, October 26, 2007
Hyatt Regency Orlando International Airport
Please join the Florida Association of Healthcare Recruiters for their third, one-day Fall Education Conference! We are delighted to host this program featuring two excellent sessions, one on "Taking the Jitters out of Metrics" and the other on "Increasing Positivity in the Workplace - Leadership Strategies You Can Take to the Bank." There will also be time to network with other participants, as well as time to share your experiences and lessons learned on day-to-day issues you face as recruiters.
Click HERE for more information.
"Flying High with Healthcare Recruitment"
Friday, October 26, 2007
Hyatt Regency Orlando International Airport
Please join the Florida Association of Healthcare Recruiters for their third, one-day Fall Education Conference! We are delighted to host this program featuring two excellent sessions, one on "Taking the Jitters out of Metrics" and the other on "Increasing Positivity in the Workplace - Leadership Strategies You Can Take to the Bank." There will also be time to network with other participants, as well as time to share your experiences and lessons learned on day-to-day issues you face as recruiters.
Click HERE for more information.
Wednesday, July 25, 2007
Social Networking - A Candidate Goldmine
The Rise of the Social Networks
New goldmines of candidates are popping up on the Web
by Dave Lefkow
After recent announcements by Facebook and the rise of networking platforms like MySpace, LinkedIn, and Ning, social networks are once again gaining momentum. Usage is accelerating, new audiences are being drawn in, and new applications are being developed that can help us all better manage our lives and contacts. Recruiters stand to benefit most from these trends, and here's how.
Click HERE to read more.
New goldmines of candidates are popping up on the Web
by Dave Lefkow
After recent announcements by Facebook and the rise of networking platforms like MySpace, LinkedIn, and Ning, social networks are once again gaining momentum. Usage is accelerating, new audiences are being drawn in, and new applications are being developed that can help us all better manage our lives and contacts. Recruiters stand to benefit most from these trends, and here's how.
Click HERE to read more.
Minimum Wages Up
U.S. ups minimum wage, but Florida's is still 82 cents higher
By Marcia Heroux Pounds
The federal minimum hourly wage bumped up Tuesday for the first time in a decade, but for many Florida employers the new law doesn't mean much.
Florida's minimum wage is $6.67 an hour compared with the new national minimum wage of $5.85 an hour, a 70-cent raise. It's possible the U.S. minimum wage could move higher than Florida's in 2008 or 2009.
Click HERE to read more.
By Marcia Heroux Pounds
The federal minimum hourly wage bumped up Tuesday for the first time in a decade, but for many Florida employers the new law doesn't mean much.
Florida's minimum wage is $6.67 an hour compared with the new national minimum wage of $5.85 an hour, a 70-cent raise. It's possible the U.S. minimum wage could move higher than Florida's in 2008 or 2009.
Click HERE to read more.
Monday, July 23, 2007
Vacation Negotiation?
American workers are vacation-deprived, advocates say
Group proposes law giving at least 3 weeks to everyone
By Doreen Hemlock
As a lobbyist commuting from South Florida to Tallahassee, Yolanda Cash Jackson took almost no vacation last election year.
She often leaves her vacation days unused."I've never taken two weeks' vacation together — never," the 48-year-old Fort Lauderdale lawyer said.
Cash Jackson is among tens of millions of Americans dubbed "vacation deprived."
The growing malady is twofold, according to recent studies by the Center for Economic and Policy Research and travel company Expedia.com. The United States is the only industrial nation in the world that does not mandate paid vacation, leaving about one in four employees without a single day of paid time off; and of U.S. workers offered paid vacation, about one-third don't take it all, often claiming it's too hard to get away from their hefty workloads.
This summer, a grass-roots group called Take Back Your Time is asking presidential candidates to back legislation for a minimum three weeks of paid vacation a year — an amount still less than the 20 days off Europeans get their first year on the job.
Click HERE to read more.
Group proposes law giving at least 3 weeks to everyone
By Doreen Hemlock
As a lobbyist commuting from South Florida to Tallahassee, Yolanda Cash Jackson took almost no vacation last election year.
She often leaves her vacation days unused."I've never taken two weeks' vacation together — never," the 48-year-old Fort Lauderdale lawyer said.
Cash Jackson is among tens of millions of Americans dubbed "vacation deprived."
The growing malady is twofold, according to recent studies by the Center for Economic and Policy Research and travel company Expedia.com. The United States is the only industrial nation in the world that does not mandate paid vacation, leaving about one in four employees without a single day of paid time off; and of U.S. workers offered paid vacation, about one-third don't take it all, often claiming it's too hard to get away from their hefty workloads.
This summer, a grass-roots group called Take Back Your Time is asking presidential candidates to back legislation for a minimum three weeks of paid vacation a year — an amount still less than the 20 days off Europeans get their first year on the job.
Click HERE to read more.
Friday, July 20, 2007
Unemployment Rate Up
Florida jobless rate up due to housing slowdown
The slowdown in the housing market showed up in Florida's June unemployment figures, state officials said Friday.With an increasing number of construction workers out of jobs, the unemployment rate increased to 3.5 percent, up from May's 3.4 percent, the Florida Agency for Workforce Innovation reported.
Click HERE to read more.
The slowdown in the housing market showed up in Florida's June unemployment figures, state officials said Friday.With an increasing number of construction workers out of jobs, the unemployment rate increased to 3.5 percent, up from May's 3.4 percent, the Florida Agency for Workforce Innovation reported.
Click HERE to read more.
Industry Research - Just a Click Away!
NAS provides a number of standard industry research reports. These reports vary in content and include great insights in areas like:
Campus Recruiting
Diversity Recruitment
Employee Referral Programs
Generational Diversity
Recruitment Metrics
Internet Recruiting
Please be sure to check out our NAS Insights page to see what's currently available!
Please be sure to check out our NAS Insights page to see what's currently available!
Thursday, July 19, 2007
Get ready for those raise requests!
South Florida's No.1 -- in cost-of-living increase
The cost of living in South Florida is rising faster than in any other major metropolitan area in the country.
The Consumer Price Index for the Miami-Fort Lauderdale area increased by a hefty 4.4 percent annual rate in May and June over the same two-month period last year. That's a much sharper boost in consumer prices than the national rate, according to the U.S. Bureau of Labor Statistics.
While the rest of the nation recorded a subdued 2.7 percent annual increase in prices in June — the smallest monthly gain in inflation in five months — South Floridians were enduring eye-popping increases for staples such as food, rent, gasoline and even school supplies. The high rental and transportation costs are the biggest reasons prices are rising at a faster clip here than in other regions of the nation.
To read more CLICK HERE.
The cost of living in South Florida is rising faster than in any other major metropolitan area in the country.
The Consumer Price Index for the Miami-Fort Lauderdale area increased by a hefty 4.4 percent annual rate in May and June over the same two-month period last year. That's a much sharper boost in consumer prices than the national rate, according to the U.S. Bureau of Labor Statistics.
While the rest of the nation recorded a subdued 2.7 percent annual increase in prices in June — the smallest monthly gain in inflation in five months — South Floridians were enduring eye-popping increases for staples such as food, rent, gasoline and even school supplies. The high rental and transportation costs are the biggest reasons prices are rising at a faster clip here than in other regions of the nation.
To read more CLICK HERE.
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