Are you FLEXIBLE for the current economy?

Job Search Tip of the Month: Are you FLEXIBLE for the current economy?

Diane Irwin

presented by Dynamic Resumes
www.dynamicresumesofNJ.com
www.twitter.com/ResumesofNJ

The biggest question I get from job seekers right now is “Why am I not getting a job?” Everyone wants to know the “big secret” to landing a position right now. It is a really tough time out there as we all know. And honestly, if you ask recruiters they will tell you that there is not a large quantity of jobs out there right now, so it is highly competitive for each position. I don’t know that there is a “big secret” out there, but I do see some people being more successful than others. How are THEY doing it?

What is the “big secret”? As you know, there are numerous components of a job search including determining your job target, writing a resume and cover letter, networking, electronic job searches, interviewing, and more. While each step should to be examined to determine if it needs fine tuning, there is an underlying component throughout the process that deserves attention and that is FLEXIBILITY. Are you being flexible in your job target? We all have an “ideal” job we’d like to get – along with ideal location, ideal salary, ideal boss, etc. But in tough times, you may need to be open-minded and flexible about the possibilities. You may need to seriously consider a plan B. You may need to re-think what salary range is acceptable. Is it better to take a low-paying position when you really need some income coming in or take a risk and hold out for a higher offer that might not come? Are you being flexible about considering other possibilities, such as part-time or weekend work? These are difficult decisions in a difficult time. Only you can determine what solution will work for you. Secrets? No. But perhaps flexibility is one solution that may help to get through a tough time. Wishing you the best of success!

Do I really need an objective in my resume?

Job Search Tip of the Month: Do I really need an objective in my resume?
presented by Dynamic Resumes

Okay, folks – read this: “Creative, motivated professional with a background in legal, financial, sales, marketing and more importantly management. Effective organization and communication skills developed through extensive client management experience. “ ……..Now, please tell me what this person’s expertise is? Are you able to figure out what their current career goal is? This person looks like a “jack of all trades”. This “Jack” appears misdirected and unfocused.

Recruiters do not know what to do with these people……and they do not have the time or desire to figure it out……especially when there are so many resumes in their pile…… so usually they move on. So, unless you want to be passed over, your resume MUST clearly convey your intended objective. You do not need to use the word “objective” – you can use a more up-to-date synonym, such as “target” or “goal”. You can be even more cutting edge by using more of a headline objective to identify your goal, such as “Accountant” or “Teacher”. Be sure your objective does not focus on what your needs are such as: “a position where I can grow and develop.” And if you are looking for a variety of positions that are very different, like our friend “Jack” above, then you might need to consider having more than one version of your resume, each with it’s own objective (such as one legal, one sales / marketing), different profiles, and careful attention to the responsibilities and accomplishments that you highlight in your resume. I realize that this is a lot to consider. But as a job seeker, I hope you now realize the importance that an objective plays in helping you make it into the pile.

Diane Irwin specializes in “getting results” for job seekers through cutting edge resume writing and proactive job search strategies. She has over 15 yrs in Human Resources, including a background in Recruitment and Career Management.
Contact Diane
www.dynamicresumesofNJ.com
www.twitter.com/ResumesofNJ

 

Temp-Jobs Market Rebounds

By JOSEPH DE AVILA

New York City’s temporary-job market—traditionally a leading indicator for the broader labor market—is growing again.

Hiring of temporary workers declined sharply during the recession but picked up again in the fourth quarter. The city appears poised to add more temp workers this year, particularly in financial services, health care and manufacturing, economists and staffing firms say.

This bodes well for the New York economy because employers tend to add temporary jobs before adding permanent ones.

“It’s a pretty good leading indication of private employment,” said Marisa Di Natale, an economist and director at Moody’s Analytics. “We should start seeing a sustained increase in payroll employment in the city in other industries.” Much of that might not occur until summer, she added.

The city’s labor market went on a roller-coaster ride for much of 2010. Employers added private-sector jobs at a high clip during the spring and summer. But the city lost jobs in both September and November.

Still, New York is doing better than most places. The city’s unemployment rate for November was 9.1% compared with 9.8% for the U.S. December’s job figures for the city won’t be available until later this month.

New York’s temp market peaked in January 2001 with 94,700 jobs, according to Barbara Byrne Denham, chief economist at real-estate services firm Eastern Consolidated. After the tech bubble burst, those numbers fell dramatically. By 2007, there were about 68,000 people working in temp jobs in the city.

During the recession, the number of temp workers hit a low in April 2009 at 54,700.

At the end of November there were 63,800 people employed in temp jobs in New York. That included 6,750 jobs added in 2010, most at the end of the year.

Staffing agencies say the strong fourth-quarter finish is good news for New York jobseekers. “It certainly points to a great confidence out there from employers,” said Andrew Reina, regional director of financial planning and analysis for Ajilon Finance Solutions, a specialty staffing firm.

Lauren Brahimsha of Manhattan recently opted to take a temporary position as an accountant with a branding agency with hopes that it will lead to a full-time position.

Ms. Brahimsha was living in Rhode Island and wanted to quit her job as an auditor to move to New York. She thought her skills would quickly land her a permanent job at a major corporation, but few employers returned her calls. After some initial apprehension, Ms. Brahimsha took the temporary accounting job and moved to New York.

“It’s a different ballgame down here,” said Ms. Brahimsha, 26 years old. “That’s why I had to be a little more open to finding a temp position.”

The severity of the downturn has raised the concern that some jobs may remain temporary for some time. It’s too early to tell if New York’s labor market will head down this road, said Ms. Denham, the economist. After a certain point, it makes sense to hire someone permanently rather than employing them on a temporary basis.

“Remember, keeping temps as temps is still costly because you have to pay the agency in addition to the employee,” Ms. Denham said.

Steve Green worked as a temp for eight years, starting in 2002. “It’s the only way to survive,” said Mr. Green of White Plains, N.Y., who has 30 years’ experience in recruiting and human resources.

Earlier this month, Mr. Green landed in a permanent job as the director for talent acquisition and human resources at a consulting firm on Wall Street.

http://online.wsj.com/article/SB10001424052748703959104576082084035923862.html?mod=googlenews_wsj

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EHR Adoption Crosses 50% Threshold

Government survey finds that a slim majority of physicians are now using electronic health records or electronic medical records systems.

By Nicole Lewis,  InformationWeek

Results from the National Ambulatory Medical Care Survey (NAMCS) show that between 2009 and 2010, the percentage of physicians reporting having an electronic medical record/electronic health record (EMR/EHR) system that meets the criteria of a basic system increased by 14% and a fully functional system increased by 46%.
The survey, published earlier this month and conducted by the Centers for Disease Control and Prevention’s (CDC) National Center for Health Statistics (NCHS), found that preliminary 2010 estimates were that 51% of physicians reported using complete or partial EMR/EHR systems, versus 48% last year. About 25% reported having systems that met the criteria of a basic system, up from 22% last year, and 10% reported having systems that met the criteria of a fully functional system, an improvement from 2009 when 7% said they were using systems that met the requirements of a fully functional EHR/EMR system.

The annual survey of office-based physicians collects information on the adoption and use of EMRs/EHRs. From April through July 2010, the NCHS sent mail surveys and conducted follow-up phone interviews with physicians who provide direct patient care in office-based practices, including clinicians in community health centers. The report noted that radiologists, anesthesiologists, and pathologists were not included in the survey.

Another report, published last week by the President’s Council of Advisors on Science and Technology (PCAST), also examined the adoption of EHRs and concluded that almost 80% of physicians — the majority in small, independent practices — lack even rudimentary digital records.

The report, Realizing the Full Potential of Health Information Technology to Improve Healthcare for Americans: The Path Forward, also noted that most physicians who do use electronic systems don’t make full use of their potential functionality. Further, the sharing of health information electronically remains the exception rather than the rule.

PCAST’s report also outlined several barriers to adopting EHRs including:

– Many healthcare providers do not have the economic incentives and technical expertise to purchase and use EHRs. Physicians who do adopt EHRs often find they are spending extra hours each day to type in orders, notes from patient visits, or measures to be reported to the Centers for Medicare and Medicaid Services (CMS) without receiving commensurate benefits.

– The current structure of health IT systems makes it difficult to extract the full value of the data generated. Most EHRs resemble digital renditions of paper records. This means that physicians can have trouble finding the information they need, and patients often wind up with poor access to their own health data and little ability to use it for their own purpose.

– Standards and infrastructure are lacking that would allow information to be easily shared across organizations. Relevant information does not seamlessly move with patients who receive care from multiple providers.

– Patients are concerned that the storage of their health information in electronic form will make it easier for employers, insurers, government, or malicious electronic intruders to improperly access their records.

InformationWeek Article

Study Shows EHR Costs, Benefits Per Physician

Costs for adopting an electronic health records system in an ambulatory practice could hit $120,000 per physician, with 84 percent of that cost ($101,250) being lost revenue from fewer patient encounters during the transition, according to a recent study.

However, EHRs once fully adopted could increase the number of patients seen by each physician by up to 15 percent, bringing in $151,000 in additional revenue per physician per year, the study projects.

CDW Healthcare, a reseller of information technology products and provider of related services, conducted the study. The Vernon Hills, Ill.-based company surveyed 200 physician group practices not currently using an EHR, and used pricing information from its own retail Web site, cost benchmarks from CDW customer implementations, and information from the University of Virginia, Medical Group Management Association and the American Congress of Healthcare Executives.

The quicker a practice can adapt to new processes and patient workflow, the greater the financial reward can be, according to CDW. A practice trimming a month off the adoption timeline would prevent an average of $8,440 in lost revenue while adding up to $12,660 per physician.

The study also considers hard costs per physician during the first year of EHR implementation covering hardware, software, services, telecommunications, power and cooling. A hosted system, according to the vendor, would save 44 percent.

The study is available at cdw.com/ehrpricetag. Registration is required.

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