Human Resources

The Benefits of Hiring Contract or Interim Talent… Even in Uncertain Times

March 31, 2020

By Frank Myeroff, Managing Partner and Director of Hospital IT 

As companies across the globe adapt to the COVID-19 pandemic and its effect on their business operations, the question of hiring has been a topic of considerationCertain sectors and specific organizations are ramping up hiring to meet demands during COVID-19, while others may have put a pause on hiring. Regardless, business leaders need to be planning ahead for the future, and weighing out the routes to take to be successful. In uncertain times like these when companies want to be flexible and keep their options open, a route to consider in regards to hiring is interim, temp-to-perm, and contract roles 

Whether during a global pandemic or not, below are benefits companies find in hiring interim or contract employees.  

Cost Savings 

In terms of both project-based and budgetary savings, contract/interim work can save employers money for a few reasons.  

  • Employers are able to ramp up or down staffing levels as needed and/or use small quantities when needed 
  • Offloading staff will reduce employers FTE count, which will in turn reduce operational costs and office infrastructure space needs and costs 
  • Defined fixed costs are easier to budget 
  • Organizations are able to reduce operating labor spend 

Shorter Hiring Process and Project Completion 

By hiring contract or interim work, employers are able to bring in experienced workers who do not require training or extensive onboarding, saving time and resources. Temporary workers are able to get to work right away and complete the project at hand since they are only there for a short period of time. This helps to ensure that the work the organization needs done will get done quickly and effectively. 

Industry Experience 

No matter the industry, contract or interim workers have skillsets to accomplish what the organization needs. Whether IT, Robotics, Supply Chain or another industry, contract workers are well-versed and likely are backed by years of experience doing the specific industry project many businesses need. This allows for instant impact and helps businesses thrive.  

Should I Still be Interviewing During the Coronavirus Pandemic?

March 25, 2020

By Leo Golubitsky, Director of Consumer & Professional Technologies

We are no doubt facing an unprecedented time in our history. With so many questions and so many unknowns, we are all taking it day-by-day and figuring things out as we go along. One of the questions I have received from both Candidates and Hiring Managers alike is, “should we still be interviewing?”.

Here are my thoughts:

The quick and simple answer is YES!

Interviewing or filling a position is a process that normally takes 4-6 weeks if all things go well, sometimes longer. Even if you are not ready to hire or change jobs now, there are a lot of steps in the process that can be completed during this time so you can be ready when things begin to normalize. Finding candidates, phone interviews, Video Conferencing interviews, taking references, background checks, etc. All of which can be completed during this period of time.

Furthermore, now might be an even better time as many have more time to spend on this process. Between working from home, canceled meetings, canceled trips, canceled tradeshows, etc. we have more time to schedule interviews, update our resumes, and take calls from recruiters!

Hiring Managers- Questions to ask yourself:

  • How is the current climate affecting our HIRING PLANS?
  • Short-term? Long-term?
  • How critical is it for us to fill these roles?
  • Do we need these roles filled now? Or when things do return to normalcy?
  • How is the current climate affecting our HIRING PROCESS?
  • Can we hire without an in-person interview?
  • Can we substitute an in-person interview with a Video Call?

Many companies and candidates are continuing with their hiring plans and job searches, adjusting their process to adapt to the current situation. Even those who are delaying the actual hiring are still working their process so they are prepared to act quickly when the time is right. If you stop now you will miss out on top candidates or great opportunities.

This too shall pass, and when it does, will you be ready?

Please let me know how I can be of help. I am happy to get on a call to discuss this with you!

Leo Golubitsky
Director of Consumer & Professional Technologies
440-991-1063
lgolubitsky@directrecruiters.com

COVID-19: How Healthcare IT Industry Organizations are Managing

As we experience a global pandemic, COVID-19, Direct Recruiters would like to wish all clients, candidates, and their families health, wellness, and safety during this time. In this unprecedented period of time, we are connecting with successful Healthcare IT companies and individuals to provide helpful information and tips regarding how their business is responding to the pandemic, how to keep employees engaged right now, and more. Thank you to all participants for the helpful insight for the HIT industry and Healthcare Industry as a whole.

Jump to interviews: Miriam Paramore - OptimizeRX, James Hoover - Medarcus,  Lee Shapiro - Livongo Health, Dev Singh - AiRo Digital Labs, Nicole Rogas - Experian Health, Pat Murphy - Interlace Health, Todd Helmink - Qliqsoft, Marc Camm - Careport

Miriam Paramore
Miriam Paramore, President and Chief Strategy Officer
OptimizeRX

https://www.linkedin.com/in/miriamparamore/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to COVID-19? 

OptimizeRx is a digital healthcare platform focusing on digital communication between the life sciences industry, providers and patients.  We’ve worked hard to pivot quickly and turn on our communication capabilities for specific COVID-19 purposes.  For example, we released our direct-to-consumer free text service for COVID-19 alerts. Here’s how it works:  Simply text the word “VIRUS” to 55150 and we will push to you the most recent updates sourced from the Centers for Disease Control and Prevention (CDC). This is a simple solution, but we hope it can help in some way.  We use our CareSpeak automated patient engagement tool to do this. Typically, CareSpeak is used to support patients who are on complex drug therapies. In response to COVID-19, we have expanded CareSpeak to a general-purpose tool to push CDC alerts to the masses.

In addition, we are rolling out a the COVID-19 version of CareSpeak to our EHR partners who do not have patient engagement tools. A lot of smaller EHR systems don’t have texting capability and don’t have a patient portal so CareSpeak can be a useful plug in for them.

Another example is from our RMDY engineering team in Tel Aviv.  We are collaborating with Dr. Shay Faitelzon who leads the digital health lab at Sapir College, and Eshel, Israel’s not for profit think tank focused on the aging population.  The goal is to provide a tool to remotely monitor, guide and support elder people self-isolated in order to avoid COVID-19 infection.

Another Israeli example is our work with Sabar who provide at-home hospitalization, hospice and rehabilitation services. A current client, we are updating RMDY to support at-home hospitalization for patients with mild COVID-19 symptoms.

Overall, our team is grateful for anything we can do to help, and these are just the tangible things we are doing with our solutions but pivoting them to be COVID-19 specific.

How are you keeping your employees and teams engaged and motivated? 

Everybody is under different stress at this time. Here in Nashville, at the beginning of March we just had a huge tornado that leveled three of our neighborhoods, and some people in the OptimizeRx family were affected by that.  The next week, COVID-19 really began to ramp, and HIMSS was cancelled. It was an emotional gut punch for many of our team who had worked so hard to participate in HIMSS and not get to do so at the last minute.  Of course, both of those things have faded completely given the global pandemic, but the layers of stressors are still there.

With all of this going on, we are pivoting to keep employees motivated.  With regards to HIMSS, we quickly changed all of our HIMSS meetings and showcase into webinars, and we now have added a COVID-19 spin. We were able to have our team feel like their work hadn’t gone to waste, and we were able to service the industry with support and a knowledge base at the same time. Another focus is just spending time with our team on the phone and talking with them daily to simply ask how they're doing and to support them as people.  And we use video conferences now more than ever – cameras on!  It really helps with morale and motivation.  

What message would you like to share with the Healthcare IT industry and the Healthcare industry as a whole?

With HIT in particular, I think this is a real tipping point for a couple sectors, especially telehealth. We now will be more accepting and more comfortable with telehealth as an adequate way to deliver and receive care. Now that we are forced to use digital tools, we as the HIT industry can show more value in terms of the telehealth model. Digital health technology tools and platforms like our patient engagement platforms will continue to grow.  It’s a digital world and we have to be connected digitally even in healthcare – and perhaps especially in healthcare as we are seeing now. I’ve spent my career in this space to help us get automated and serve a purpose, so this puts a spotlight on the fact that digital tools need to be normal course; using digital connections for delivery of care, payment of care, patient engagement, treatments, and other parts of the system. I am glad we have the industry groundwork and the technology to do this. 

My message is one of hope and encouragement for the healthcare IT industry.  This is an opportunity to really show value and so many companies are leaning in and doing that. It's hope for adoption, broader use, interoperability and things that are important to those of us who work in HIT. For the healthcare industry my message is it’s ok to take advantage of tech to assist with delivering clinical care, assisting patients, and communicating. Technology is a flexible and innovative tool we need right now to help us fill the gaps. The world will be very different on the other side of this in terms of openness to adoption of tools and changing the rules a little bit. 

 

James Hoover, Co-Founder
Medarcus

https://www.linkedin.com/in/jimhoover/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19?  

Because we can’t travel to customer sites, it’s given me a lot of time to think of our suite of solutions and the growing pandemic. We have a tool; a fault-tolerant search technology that’s able to find medical records no matter how bad or corrupt the data is in hospitals. I have been thinking about how to use that to help healthcare professionals avoid infections from exposure to unknown COVID-19 carriers.  

Loosely based on the social science theory of six degrees of separation, it dawned on me that we could use our technology to give caregivers, registration professionals, clinicians, and staff some type of alert or early warning indicator that a patient presenting has some sort of exposure risk through one or two degrees of separation from known COVID-19 patients or pending cases. We can look into a presenting patient’s medical record and infer who they know, who their family is, who they work with, where they work, where they live - essentially any proximity measurement available - in an effort to locate any possible  COVID-19 exposure. We can then use infection rates, degrees of separation and other known COVID-19 factors to build a risk score for each presenting patient so our healthcare workers can act accordingly. I am calling this a “reverse COVID-19 search”, for brevity. 

Please note, most all medical data quality is very low and EHR or other search tools can't handle this sort of record linkage I am describing - the data is too full of errors to make ALL the necessary links. The idea of linking patients to known COVID-19 patients through several degrees of separation only dawned on me because our search tool can find most any record in any medical database or MPI. So far, no one is looking at the problem this way. And to respond to the pandemic, we have retooled our search product, SurePatient Search, to make these links and created new workflows to help protect our healthcare workers. 

How are you keeping your employees and teams engaged and motivated?  

We use several common tools to stay connected. Zoom is our number is our primary for customer presentations and I've noticed their stock is rising in the market because of how ubiquitous Zoom has become. We also use Slack as an internal communication tool for our sales, marking, implementation and technology teams. And of course, we use the old fashion cell phone for calls and texts. Because most of work remotely, there is not much difference for internal communications. The difference is in direct, face-to-face meetings with prospects and customers. It is much harder to build relationships remotely but everyone is trying extra hard on both sides until the meeting restrictions are lifted. We all just have to soldier through it.   

What message would you like to share with the Healthcare IT industry and the Healthcare industry as a whole?  

First off, we have to continue to flatten the COVID-19 infection curve to prevent healthcare workers and hospitals from being overloaded. Italy shows us what happens if we don’t. We really have to follow the advice of public health professionals, not the politicians. There is a lot of hope - scientists working across the globe are racing to find treatments and vaccines and many healthcare companies like ours adapting their products to do whatever we can as well.  

I also see a wonderful sense of community coming back to America that has been missing for a long time; we aren’t there yet but we are getting there. If there is any silver lining at all, it’s sense of community that may be restored in America as we come together to defeat this pandemic.  

Lee Shapiro

Lee Shapiro, Chief Financial Officer
Livongo Health

https://www.linkedin.com/in/leeshapiro/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19?

Livongo’s mission is to empower people with chronic conditions to live better and healthier lives and we remain dedicated to supporting our Member populations who are at greater risk of serious illness due to COVID-19. Our ability to provide timely and relevant clinical and behavioral health information to our Members through a range of channels can accelerate delivery of helpful guidance when the usual option of an office visit is not available. Members with chronic conditions are not more likely to be infected with COVID-19, but they are more at risk when they get it, given their underlying health conditions. As such, we have been proactive in sharing information with this group on how best to handle illness. In addition, we have our Members’ real-time biometric data and are able to give very specific advice.

We are providing Members with information on the virus and equipping our health coaches with the latest information from the CDC and insights from industry experts including the ADA, AHA, and JDRF. To support our Members and their behavioral health needs, Livongo for Behavioral Health powered by myStrength solution is now offering specific coronavirus and social isolation modules to manage the stress and anxiety during these challenging times.

Our existing offerings also align perfectly with current needs of people with chronic conditions. These include:

  • Free supplies delivered to our Members’ doors.
  • 24x7 telehealth access to our certified diabetes educators, health coaches, and behavioral specialists.
  • Personalized Health Nudges and insights, delivered when it matters most – at the time someone is thinking about their health. Remote population health management through Member monitoring, and without a physician visit, can be shared with their doctors to allow them to monitor progress.
  • Community connection, by allowing Members to share their results, especially in cases where they are ‘at risk’ or need assistance, with their virtual care team including family, friends, co-workers, and professional care givers.

One of Livongo’s greatest strengths is our ability to meet the needs of our Members and deliver health and care in a way that is convenient and remote – especially important during the coronavirus pandemic.

How are you keeping your employees and teams engaged and motivated?

Alongside our Members, Livongo employees are of the utmost priority. We have enacted a work from home policy for the foreseeable future. More than one third of our employees already work from home and are distributed across the country, which made implementing this policy a seamless transition. For our employees who are parents and caregivers, we are supporting flexible work hours. It is more important now than ever before to take care of our Members and our own People. We are well equipped to do both.

To keep our employees informed and motivated, our leadership team has made regular communication a top priority. We are frequently sharing important messages with the company. These include workplace updates, tips and ideas on how to manage these challenging times, business updates, and highlights on we are empowering our Members. We have received fantastic feedback on these regular communications and, despite the fact that our team is distributed across the country, we are maintaining a strong sense of teamwork and pride in our achievements together.

What message would you like to share with the HIT industry and the Healthcare industry as a whole?

We believe that the coronavirus pandemic will prove to be an inflection point for remote monitoring platforms like Livongo that are able to meet people’s health needs outside of the traditional healthcare system. By keeping people healthy, safe, and managing their health at-home, we can support our overburdened healthcare system, and reduce the risk of further spreading COVID-19. It is more important than ever that we work together to create the best possible healthcare experience, keeping people healthy, safe, and supported during these challenging times.

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Dev Singh, Founder & CEO
AiRo Digital Labs

https://www.linkedin.com/in/dev-singh-059334/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19? 

First of all, the pandemic obviously is forcing everyone to adapt and rethink their business strategy and their transformation. This crisis has made all industries, not just healthcare, wake up and realize how important Technology modernization is in ensuring the health of current operations and also adapting to changing scales and dynamics. We as a company, because we focus completely on digital solutions for healthcare, pharma and life sciences are able to adapt quickly. We foresee a situation that once the crisis is under control, then the economy is going to snap back, and it will snap back hard with a lot of pent up demand coming back. We realize that the shape of that demand from healthcare industry will be very digital-oriented and we want to be well positioned to solve that demand and absorb that. Therefore, we are doubling down on some of our investments in people and the Digital platforms we have been creating. All digital programs will accelerate, hospitals will look into remote monitoring, and pharma will have to look into their supply and logistics platforms. AI, Machine Learning and RPA will be top of the mind transformational technologies. Digital is no longer going to be discretionary; it’s going to be essential and will drive momentum to businesses like us.  We believe that when that happens in the course of next few months, then each of these sectors will need partners and companies like us need to be well prepared to help the industry at that time.   

How are you keeping your employees and teams engaged and motivated?  

We are in a people business. We believe if we take good care of our people, they will in turn take care of their clients and the company. In times like these, small things matter. The first thing we have done is that the management teams check on every single employee regularly at a personal level to ensure emotional wellbeing. The second is, although we have also shifted completely to remote work from home, the one thing we want is for everyone to be on video since the human connection should be maintained like it used to be in the physical work space. The third thing we did was in regards to our salary increment cycle. We will be moving forward with our salary increments and promotions internally, quite contrary to some of the other companies in our space that have stalled those plans. Additionally, we also announced we would do a stock option cycle for everyone, and by end of June every employee will own stocks. These things have helped inspire a lot of confidence in our people about AiRo and our employees love the fact that we, in the face of crisis, are doubling down and supporting our people in a way contrary to everyone else.   

What message would you like to share with the Healthcare IT industry and the Healthcare industry as a whole?  

 I have been involved in the US healthcare IT industry for more than 15 years now and continue to see that we are decades behind other industries in terms of adopting modern technology, processes and systems. There are of course exceptions, but most healthcare organizations are just keeping the lights on and have traditionally considered such transformation as secondary to their mission. This crisis has exposed us as very underprepared and everyone is realizing that we should have invested in modernizing our health infrastructure many years back. Therefore, the message to healthcare industry is clear - the time to go Digital! Now is the time to Digitalize your technology, and automate your non-core processes thereby making the system far more agile, transparent and scalable, thus ensuring that your consumer and patients receive the quality of care they deserve, whenever and wherever they may be. 

Nicole Rogas, Senior Vice President
Experian Health

https://www.linkedin.com/in/nicole-rotunno-rogas-6a66141/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19? 

From a client perspective we  have  encouraged  our entire client-facing organizations; sales, relationship management, client success, customer support, to reach out proactively to clients. Every small gesture and extension of support will go a long way right now.  We want to  let  our clients  know we are thinking of them  and thank them for the work they are doing on the front lines of this pandemic.  We also want to be sure they have the support they need as far as  obtaining access to our technology remotely.

With the rise of TeleHealth visits, Experian Health is also uniquely able to assist our provider clients with information we have gathered from the payers on what service type codes are needed to obtain TeleHealth medical benefits by payer.  Each payer today is returning this information differently and requires different information from the provider to return the benefit. This is our area of expertise and our way of helping our providers ensure accurate billing and payment for services at such a critical time.

In addition, we have circulated an open letter to clients letting them know that we understand they’re on the front line, we support their mission and want to help them keep their day-to-day operations going. The letter addresses our robust business continuity protocol; 40% of our employees are already remote with most of the client-facing teams as well as help desk being remote, so we are prepared to provide clients with the access and help they need. We are 100% focused on system stability for our clients and are throttling back non-essential code updates such as new features and new enhancements.

Our priorities for the fiscal end of year have shifted, and we are completely focused on providing clients with whatever it is they need to operate.

 How are you keeping your employees and teams engaged and motivated? 

When it comes to employees, I have spent most of my career leading remote teams. The key is keeping the team engaged and connected through frequent and transparent communication and messaging. Host a town hall, share personal stories of what your own personal new normal is, and ensure the teams know you are there. 

 For those not used to working remotely the secret is routine.  Get up every morning like you are going to work in an office, designate a workspace – and make it feel like a workspace; put a picture frame or vase of flowers on your desk or table. Make sure to get up from your space at the end of the day. Block your calendar for a couple 15-30-minute breaks throughout the day. 

 Our President, Jennifer Schulz sends updates almost every other day. Additionally, we are gathering stories from our employee base and sharing, encouraging virtual happy hours, and making sure that employees know where they can go to find mental health care if needed during this time. On top of keeping our clients operating, our biggest focus is to keep our employees well and in place throughout all of this.  

What message would you like to share with the HIT industry and the Healthcare industry as a whole? 

The time is now; we are all in this together. As a senior leader, there’s no special weapon, we just need to be putting people at the center of every decision. If we can do anything to help the providers, hospitals and physicians continue to operate, then we should do that, whatever that means.  We all yearn to make an impact – and this is one of those unique times when we can. 

 

Patrick Murphy

Pat Murphy, Sr. Vice President of Sales and Strategy
Interlace Health

https://www.linkedin.com/in/patrick-murphy-b8a2694/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19?

Yes, we have moved into a full support capacity for our 1,000+ hospital customers to ensure that they have essential services to cover the management of our patient care applications if any of their key staff are sick or unable to work given the crisis. We are offering those services free of charge. Additionally, we have seen a number of our customers use our platform to provide digital Covid-19 screening forms and therefore we are offering free services to convert customer’s screening forms – again free of charge. We are also deploying a hosted pre-registration solution to enable customers to quickly stand up screening forms that can be completed remotely in advance of their visit to their facilities or as a part of a tele-health encounter. That solution will be offered at no cost until new Covid-19 cases flatten out and our customer’s operations return to more normal levels.

How are you keeping your employees and teams engaged and motivated? 

Our entire company is now 100% dedicated to customer outreach and customer support operations to ensure our customers are aware of the no-cost services currently being offered.

What message would you like to share with the HIT industry and the Healthcare industry as a whole? 

We are encouraged and inspired to see how quickly our customers have shifted their operations to meet the Covid-19 crisis. Many customers have already converted their hospital or clinic administration and support staff to a fully remote-based working environment in a very short amount of time. They have shifted to cancel thousands of elective surgeries and to source critical safety supplies and equipment to provide care at levels never before anticipated. As an organization, we are working to follow their lead and support them in any way that we can as we all work to overcome this challenge.

Todd Helmink

Todd Helmink, Chief Revenue Officer at Qliqsoft
Qliqsoft

https://www.linkedin.com/in/todd-helmink-6b07503/

Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19?

At Qliqsoft, we are taking both proactive and reactive steps in a couple specific areas during this time. As a patient communication software company, we have clients in the acute and post acute spaces. We are proactively communicating with the patient population seeking info on COVID-19 and/or thinking they might need to get tested or present at a hospital. Our product is a conversational, AI-driven chatbot and we just completed a deal with 700 hospital locations with one vendor going to roll out to every one of them. This is a way to alleviate inbound phone calls by putting a chat bot on the hospital website that answers questions about COVID-19, walks them through screening, and eventually escalates them to a nurse or doctor call if needed.

Many of our clients and prospects do not have a simple video chat capability. Our services at Qliqsoft do not require IT involvement, so as large hospitals don’t have the time right now to do anything require an IT project, we are able to get them up and running quickly to help.

How are you keeping your employees and teams engaged and motivated?

We are very virtual to begin with. Being so spread out across the country; Dallas, Chicago, Florida, we are used to teleconference, Webex, video etc., so communication is easy and normal right now. Our motivation is that we see an opportunity to help be a solution for the pandemic and whats going on in our country. Intrinsically we have a morning call at 8 AM everyday and everyone is excited to talk about what use cases we are seeing, what happened the day before, and how we can tweak product to meet demands. We are asking employees to work extra hours, and many are working through the weekend. As a small company, we just roll up our sleeves and get it done. We feel very fortunate to be able to provide customers with what they need during this time.

What message would you like to share with the HIT industry and the Healthcare industry as a whole?

First off, I want to give a thank you to all the medical professionals and caregivers on the front line battling COVID-19.

Second, Qliqsoft is here to help in a time of need. As hospitals are being overrun right now, it is great to see how technology can help streamline communication. The investment into technology will prove to be worthwhile in this situation and in the future. We are giving away software for free, so if you need easily deployed video chat and patient engagement tools, you know where to find us.

Marc Camm, SVP & COO at Careport Health
Careport Health

 https://www.linkedin.com/in/mcamm/ 

 Is your company pivoting at all during this pandemic and is there any initiatives you would like to share about what your firm is doing to assist the healthcare industry specifically to Covid 19? 

https://careporthealth.com/resources/blog/supporting-our-clients-during-covid-19/ 

How are you keeping your employees and teams engaged and motivated? – We provided them some work at home best practices. 

We are a technology company so working remotely should be easy for us! However, here are some best practices to make sure that we can all be productive during this time: 

  • Be highly present! Stay up to date on emails and respond quickly to people. 
  • Be constantly accessible via Slack/Skype/iMessage etc. It’s important that we can all reach each other quickly and easily. 
  • Utilize Webex. Be active and present during meetings. That means focus during the meeting and participate! I know this is challenging as we all like to multi task. Change the default for Webex to turn on your Video camera when you connect to the meeting. This will help keep you focused and more connected with the team and discussion. 
  • Stay in close contact with your team members via txt chat, email and video chat. 
  • Do you best to try and be as productive as possible during the work day. Try and not let other distractions take you off course. 

 What message would you like to share with the HIT industry and the Healthcare industry as a whole? 

Our communities are depending on us to keep our systems up and running so they can do their jobs at this trying time! 

How to be Successful Working from Home

By Kasey Kaiser, Practice Partner – Healthcare Technology & Life Sciences

3/18/2020

Remote work has grown exponentially over the years with statistics showing that 3.6% of the US workforce works from home at least half of the time - prior to the COVID-19 pandemic. As we all focus on stopping the spread of the disease globally, a large amount of businesses are encouraging employees to work from home if possible. For some, this is completely new territory and an unexpected ‘trial run’ for remote work options, and if that’s the case, below are five key objectives to ensure success while working from home.

1. Manage Expectations

The number one priority while working from home is to keep working at the same quality with modifications in place. If there are regular KPIs or timeframes for your work, aim to keep them and redesign how to get there if needed. Ideally, outcomes will remain the same even if the process alters. If you or your team are not accustomed to remote work, create a daily or weekly plan as to what is expected and the timeline for achievement.

2. Create a Routine

If you usually start your day with meditation, coffee and a shower, then still start your day with that! If you’re accustomed to working out during lunch, go for it. If you’re used to working specific hours each day, keep to them. Minor adjustments can be made (for example, find an online workout or get moving outside if you are able). Just because your location has changed does not mean everything has to change. Although you may now have the luxury of not having to be as presentable and polished and can pare down aspects of your regular routine!

3. Plan/Batch Schedule

Working remotely can be more productive with better ability to focus or it can be largely distracting based on your plan. Crafting a plan at the start of each day and batch scheduling tasks will minimize the risk of distraction. Even if they are seemingly small administrative tasks, plan for them so they don’t derail your other planned blocks – (hello, overflowing inbox – wait your scheduled turn!)

4. Control Your Environment

It is tempting to tackle other projects if you are home and they are staring you in the face. While sometimes impossible or difficult at the very least, finding a space that is conducive to focused work is important. If you’re able, carve out a quiet, uncluttered area as your at-home workstation so your attention can turn to your work and tackle other projects outside of working hours.

5. Overly Communicate

Regular check ins must go on. When remote, the ability to pop your head into someone’s office and update them that you’ve taken care of something or vice versa, is a little trickier when remote. Create a touch base plan with team members or managers at the beginning of the day and/or end of the day so you’re relaying your plan and priorities at the start of the work day and then circling back on them at the end of the day to communicate the progress updates. Make sure the technology you’re using supports collaboration (video conferencing, team chat threads, email groups, screen sharing, etc.) and that each team member has the phone numbers to reach everyone.

Common Traits of Successful People

Success doesn't rely on luck. Success begins when developing a successful mindset. This mindset, in turn, builds character and ultimately creates success.

There are 7 things that successful people have in common.  Not to worry if you don’t have all seven. They can be learned from mentors or positive role models who can share tips on their habits and behaviors that brought them success.

  1. They are dreamers. Successful people dream big and don’t put boundaries on how far they can reach. They will do one thing each day that puts them closer to reaching their goals. However, they dream with a plan because without a plan, a dream is just a wish.
  2. They are willing to fail. Success doesn’t come easy and professionals are bound to fail along the way. Rather than staying down, Successful people pick themselves back up and learn from their failures and use them as stepping stones to success.
  3. They invest in themselves. Successful people invest their time and money towards bettering themselves. They strive to learn a new skill or improve their current ones. They realize that without knowledge, they don’t have power and without power, they cannot reach the next level.
  4. They network and connect with others. Successful people network with like-minded individuals. They seek out people with similar goals and who bring out the very best in them. They will join associations and attend events to stay connected.
  5. They take action. Successful people take immediate action and have excellent decision-making skills. They don’t wait for things to happen but make things happen and do it without looking back or having regrets.
  6. They embrace change. Successful people don’t fear or resist change, they embrace it. With the world moving at warp speed and technology rapidly changing, they adapt and realize that change is inevitable.
  7. They see the bigger picture. Successful people never stop moving forward. They knock down any brick walls in their way. They also know that the problems they are facing today probably won’t matter next week or in the long run. They are unstoppable.

#GivingTuesday

#GivingTuesday is known globally as the day of giving fueled by the power of social media and collaboration. It is celebrated each Tuesday after Thanksgiving in the US, and focuses on kicking off the charitable season. As companies are looking to wrap up their end of year and get a jump on their first quarter of hiring, they are also looking for ways to differentiate themselves from their competition. And with today being #GivingTuesday, now is a great time for organizations to take a look at their social responsibility and the ways in which they are giving back to the community.

There are countless ways to give back, build social responsibility, and in turn, boost your company culture in your organization. Whether it is monetary donations, volunteering, or participating in charitable events, companies can make a huge impact in their communities. Here at Direct Recruiters, we do our best to give back in the community and believe it positively impacts our company culture. For example, each year we participate in Race for the Place, a benefit held by the Gathering Place, a Northeast Ohio organization that provides programs and services free of charge for individuals touched by cancer. In addition, we work to fill boxes full of toys to donate to the Leprechaun Foundation, a charity that gives toys to children in Cleveland area hospitals.

When job candidates are looking for a new job, they take into consideration numerous factors. They want to make sure that they are making a move to a reputable company that is respected in the community. Organizations that are socially responsible are more attractive to potential future employees. If a company is building good relationships in the community, that jobseeker is going to hear good things about the company. If employees feel good about their company and enjoy working for a good organization, those feelings are going to show to others in the industry as well.

Another benefit of doing charitable events is bringing your organization together. What makes a company great to work for is employee morale. As a company, you want your employees to feel great about where they work. You build strong connections with your employees when you go beyond your normal work day. Increasing morale increases overall productivity. You want to differentiate yourself in the market and this is one way to achieve that. Being unique keeps employees and customers loyal to your company.

Social responsible companies have a competitive edge over those that are not.
Getting out in the community also helps for networking. You might be standing next to someone at a soup kitchen that could add value to your organization and vice versa. Meeting people in your local area will help get the name of your company known and you can help others that you meet along the way.

So, on #GivingTuesday, take a second to think about what your company can do to get out and lend an extra hand. There is always something to be done and people are always looking for help.

7 Recruiting Trends That Will Continue Into 2019

Last year several new recruiting tactics were introduced. This year, we’ve seen them adopted and implemented. And many of these modern methods will shape the hiring process in 2019.

We’ve analyzed many of these new tactics and technologies. Some are fleeting trends soon to be forgotten. But some of these new methods would be worth implementing. The following 7 recruiting trends are the methods we believe will continue into 2019.

Go mobile

Earlier this year, Google announced they were moving to mobile-first indexing. Search engine optimization may not have been a top priority of recruiters in the past, but this update is worth acknowledging.

Google makes changes for two reasons:

  1. To benefit the searcher’s experience.
  2. To adjust to searcher’s habits

Today more candidates are conducting their job search on a mobile device. But that doesn’t mean the industry is following suit. Although mobile platforms have been around for quite awhile, many recruiters haven’t adopted this change.

In a recent study, 45% of job seekers said they use mobile to hunt for jobs at least once a day. And 89% of job seekers use mobile platforms for job search. Today, 16% of applications are submitted via mobile. To be effective, your recruiting strategy should allow candidates to easily interact on a mobile device.

Say goodbye to paper resumes

Speaking of applications, the future is signaling the end of the paper resume. Organizations are beginning to place more importance on soft skills. Beyond a paper document, social media profiles and video submissions can more accurately demonstrate a first impression.

For the company hiring this means keeping up with trends and being able to accommodate these technologies.

For job seekers, this means this means developing an integrated personal brand through social media profiles, digital portfolios, and even a personal website (if appropriate for the position).

Develop an attractive online profile

If companies want to attract top talent they need to portray an appealing environment. Social media is used to demonstrate corporate culture. Research shows that 79% of candidates review social profiles during their job search.

The reality of working for your company should be accurately portrayed across your social media. Strengthening employer brand was listed as a priority by 60% of organizations. Your website, social media, and online reviews should provide an accurate depiction of the company culture.

Realize the impact of artificial intelligence

It sounds like something out of a sci-fi movie, but artificial Intelligence is impacting the job market. The UK has already experienced the impact. In 2017, 66% of UK office employees requested the assistance of AI to accomplish their daily work.

This technology will impact the roles HR departments need to fill. Working with the assistance of AI will change the skills required of employees. Within the next fifteen years predictions indicate that 50% of employees will rely on the assistance of AI.

Consider flexible working conditions

The Gig Economy has impacted the job market in multiple ways. Not only are more workers moving to freelance positions, this trend is changing their expectations.

Research found that 65% of employees would pursue contract work if given the opportunity. This can be attributed to the many perceived benefits of such roles such as working from home. A 2016 survey reported that the ability to work remotely impacted 68% of candidates decision.

We don’t anticipate the entire workforce to quit their traditional jobs for contract work. But the popularization of these non-traditional roles has changed employee expectations.

Take note of virtual reality

There’s no shortage of video interview software. As we previously mentioned, video is able to demonstrate a more accurate first impression.

Video interview doesn’t seem like it will be going away. Additionally, virtual reality and augmented reality platforms are being used for interactive hiring needs. Rather than answering the usual questions, virtual reality shows how candidates respond in practical settings.

Develop Talent Relationship Management

With an already competitive job market, Talent Relationship Management (TRM) has become an increasingly important recruiting tool. Unfortunately, many HR departments have overlooked the importance of cultivating the existing relationships within the organization in order to attract new talent.

History has shown that 40% of companies’ best hires come from within. One study showed that utilizing TRM resulted in a 4% higher offer acceptance rate. Candidate Relationship Management (CRM) shouldn’t be overlooked. Rather, it should be implemented alongside TRM in order to recruit the best candidate.

Summary

In order to recruit the right candidate, you have to employ modern hiring methods. Simply posting a job and waiting for the resumes to pour in may not work anymore. Today’s job market requires a more proactive approach from both the recruiter and the candidate.

Finding top talent requires staying up-to-date on these trends. Depending upon the size and capabilities of your organization, you may not be able to adopt all these trends. But you should be aware of the expectations. As an organization, identify the weaknesses within your current recruiting methods and be willing to implement needed changes.

7 Ways to Make the Most of LinkedIn in 2018

Managing your LinkedIn profile like a digital Rolodex could lead to countless missed professional opportunities.

 In spite of the many social platforms, LinkedIn remains the ideal social network for business professionals. According to the Society of Human Resource Management, more than 90% of recruiters rely on the platform to find candidates. And today, it’s used in nearly every industry.

 Each year the platform continues to improve its interface to remain an invaluable networking resource for professionals. However, there are a few things you should keep in mind to ensure you’re marketing yourself effectively on LinkedIn. Here are 7 ways to have an effective LinkedIn profile.

 Be active

LinkedIn is a powerful resource. But, to make the most of the social platform, you’ll need to be socially active. Being an active user means engaging with your contacts by liking, sharing, and commenting on their activity.

 However, it can be difficult to interact with your contacts throughout the day. One of the simplest ways to be active is to download the mobile app. The LinkedIn app provides an easy-to-use interface that makes networking a breeze.

 Another part of being active is to ensure your profile remains current. Continually update your profile with projects you’ve worked on or presentations you’ve given. You can share your work by writing articles or posting pictures and videos. The goal is to provide content that will benefit your connections and make them want to interact with you.

 Becoming a member in groups is another way to be effectively active. LinkedIn will allow you to join up to 100 groups. Once you join a group you become connected to the members within the group. This causes your profile to show up in more search results when someone is looking for your skillset.

 Write an effective tagline
Your tagline, also known as your headline, should be optimized and captivating. It will default to your current job title if you don’t change it. But this is what potential connections and hiring managers will use to find you. To ensure it’s optimized, include words that you want to be discovered for. 

 Rather than allowing it to default to your current job title, use the 120 characters to give the reader a snapshot of who you are. Provide a brief description that is both interesting and engaging. A captivating tagline will motivate them to click on your profile link to read further.

Use keywords

In addition to your tagline, use keywords throughout your profile. Include keywords you want to be targeted for within your headline, your position titles, summary, experience descriptions, projects, certifications, publications, and anywhere else they can be placed.

 Currently there are more than 11 million active job listings on LinkedIn. If you want to be considered for a new opportunity, you’ll need to include those words within your profile. Recruiters use keywords to search LinkedIn for the job description they’re trying to fill.

 Look through jobs you’re interested in, and make note of the specific skills and words used within the descriptions. Sprinkling those words throughout your summary and experience sections will help you connect with your desired opportunities.

 But don’t stuff your profile with keywords. Injecting too many keywords is going to be obvious, and demonstrates poor communication skills. It will be obvious to the reader that the profile was created only for LinkedIn’s search engine optimization.

Discover your niche

How are you going to stand out among the millions of people on LinkedIn? At first, this may be overwhelming. But the solution is to select your desired niche. Identify yourself as specifically as possible.

 You’ll be lost in the crowd if you simply market yourself as a manager. To attract the attention of a hiring manager, present yourself as an IT Security Manager with a CISM Certification. Distinction will make you standout and make you a more attractive candidate to the appropriate hiring managers.

 Make sure your profile is complete

Don’t be satisfied with an incomplete profile. Complete all sections, including education, certifications, and interests

 A complete profile will provide better position within search results. Be sure to include your information for all the applicable profile sections. As you complete your profile, contemplate your personal brand and the impact of the information you provide.

 Consider the details that will help you standout among the competition. Include any certifications you have, projects you’ve been a part of, or foreign languages you speak.

 Consider your images

There are two images within your profile you should pay special attention to: your profile image and your background image.

 Your profile image says a lot about the rest of your profile. It’s often someone’s first impression of you. Your photo should be professional and appropriate for your industry.

 The profile picture provides a personal connection for recruiters and hiring managers. An unprofessional or missing photo can seriously impact your job search. The image increases the likeliness of your profile being viewed by 40%.

 In addition to your profile picture, use a background photo for additional personal branding. Use a photo that you have the rights to and communicates what you stand for. The size of this photo is 1400 x 425 pixels and should be a .jpg, .gif or .png file.

Get recommendations and endorsements

Having the recommendation of your peers is one of best ways to improve your profile’s social standing. It may be uncomfortable to request a compliment from a colleague, but offering to reciprocate the favor can make it feel more natural.

 Don’t overlook the importance of endorsements. LinkedIn provides you complete control over your them. You can select the skills users can choose to endorse you for. You can also delete any undesired endorsements.

 Endorsements also provide a unique networking opportunity. Whenever LinkedIn notifies you of an endorsement say “Thank You” to your endorser. This is a great way to naturally start a conversation with someone.

 Final thoughts

Understanding the features of LinkedIn can impact the success of your job search. Knowing what areas to focus on will increases the opportunities of your profile being viewed by the right person.

 Implement these 7 suggestions within your LinkedIn profile to help you connect with the right person in order to obtain the job you’re searching for.

5 Ways to be Effective at a Networking Event

Networking events sometimes feel like speed dating. Talk to as many people as you can until you find a mutually beneficial connection. It can be less than comfortable.

These events are created with the best of intentions, but trying to create organic conversation in a manufactured setting can be difficult.

The thought of networking will cause you to reach for a stack of business cards or hide in the coat closet depending upon your personality. Rather then shuffling through your forced mental script of rehearsed questions, consider the following 5 ways to be effective at your next networking event.

Be memorable

We don’t mean wearing a flashy tie. Be the man or woman who is remembered by what you say.

We’re all used to the standard, “So, what do you do?” line of questioning. Simply being prepared for these standard questions can leave an impression.

Come up with an honest answer that is engaging and makes the other person want to know more.

Donald Miller, best selling author and CEO of StoryBrand, gives the following example of a conversation between two people at networking event.

Other person: “So, what do you do?”

You: “You know how hard it is to make a healthy dinner every weeknight with all the stuff your kids have going on? Well, our company delivers homemade frozen dinners that are actually affordable, so parents can relax and enjoy time with their families at night.”

As Miller explains, this method works because you’re telling a mini-story with this type of answer. This also positions you as the person who can solve a specific problem. If the other person can’t work with you at the present time, they’ll be able to file your name away in their mental Rolodex as the person with a specific solution.

Be genuine

Vanessa Van Edwards, a human behavioral expert, and author of Captivate, tries to provide a “me-too!” moment for the other person in every conversation. “It makes us feel accepted. It makes us feel heard. And most importantly, it makes us feel calm,” she explains.

Genuinely showing you care goes a long way. During most of these events, you’re surrounded by people searching for what they can get out of the other person. But entering a conversation with the desire to solve their needs often results in mutual benefit. Maybe you’ll get their business or maybe you’ll just get the blessing of being able to help someone.

Show the other person you care by asking questions you actually want to know the answer to. Rather than the standard, “What do you do?” or “What brought you here tonight?” try the following:

What are you most excited about with your job right now?

What are you most excited about with your industry right now?

What’s the biggest challenge you’re currently facing?

How did you end up in your line of work?

What are you looking forward to this week?

Know where to stand

It may sound trivial, but the location you choose to stand in a room can make all the difference. Rather than backing yourself up into a corner, choose strategic high-traffic locations within the room.

More specifically, stand where people are walking away from – against the flow. Find a place where there is a natural traffic flow such as a few feet from the bar or hors d'oeuvres table. This will allow you to make eye contact and be in position to naturally engage other attendees.

Check your body language

In a recent interview, Van Edwards explained that you want to maintain open body posture. This shows the other person you are open to conversation and non-threatening.

A simple way to demonstrate open body posture is to show your hands. Van Edwards says this is a primal survival mechanism showing that we are not carrying a weapon. Conversational stature often causes us to place our hands in our pockets or fold our arms. Subconsciously this communicates that we are closed off or even untrustworthy.

It can be hard to avoid folding your arms as this can be a natural tendency for many. However, if you need to, hold a glass or folder to keep yourself from placing your hands in your pockets.

Have a plan of action

You can usually decide early on in the conversation whether you will want to stay connected with the person you’ve been speaking with. If you do, you’ll want to have a practical way to follow up. But if you decide that you won’t want to stay connected, you need to have a natural exit strategy.

If you desire to stay in contact, provide them with your business card and tell them you’ll be following up with them. Depending upon the conversation, you may be able to offer to email them a helpful resource.

However, if you realize you won’t want to stay connected beyond the conversation, you need to have a way to remove yourself from the conversation. Simply asking to be excused in order to attend to needed business before the next session can be a honest, natural method. You can also watch for a natural break in the conversation and cordially thank them for their time and wish them the best of luck with the remainder of the year. While you want to show genuine interest in the other person, you need to value your own time as well.

Summary

Depending upon the length of the event or conference, you may have several conversations, but you’ll only have one or two memorable connections. Once the event is over focus on the conversation that you see providing the most direct benefit.

Today, it’s easy to make connections, but developing relationships can be difficult. Developing these relationships requires you analyze yourself and be proactive. While searching for connections, you need to be the person someone wants to network with. Keep these five tips in mind to make the most of the next networking event you attend.

Resources:

http://buildingastorybrand.com/episode-96/

http://buildingastorybrand.com/network-without-being-annoying/

Effective Ways to Close an Interview

You have made it to the final interview for your dream job and now the conversation is winding down. The interviewer asks you: “Do you have any questions for me?” Now is not the time to say “No”! This is your moment to interject your own personality, comments and leave a favorable impression.

So many candidates fail to take advantage of this opportunity. Some of the best-qualified candidates fall short of the interview finish line and therefore, lose the job. Even if your interview went very well, the way you end the interview can make or break your chances of landing the position.

To help you cross the interview finish line, here are some effective exit statements to close out your interview:

1) Express your enthusiasm and interest. “This is an exciting position and just the kind of challenge I’m looking for. I feel that I’m the right candidate for this opportunity.”

2) Summarize why you’re right for the job. Reiterate your strengths and how they tie into the critical skills the company is seeking. Include several reasons why you should have the job.

3) Ask about any hesitations: “From what you heard today, do you think there are any issues or reasons that would prevent us from moving to the next step?” Address any hesitation.

4) Thank the interviewer for their time. Let the person who interviewed you know how much you appreciate their time, interest and consideration. Also, mention that you appreciated meeting their staff along the way (if others were involved in your interview).

5) Ask the final question: “What is the timeline for filling this position and when can I expect to hear from you?”

Make sure the interviewer’s last impression of you is a good one. Closing out your interview with the right statements will significantly increase your chances of landing the job.