[Histonet] RE:Histonet Vacancies May I add my 2 cents worth?

Joe Nocito jnocito <@t> satx.rr.com
Thu Sep 13 16:25:16 CDT 2007

a few years ago when nursing had a severe shortage, the nursing 
organizations, companies, hospitals and what ever went to other countries to 
recruit. Maybe it time we did too.

----- Original Message ----- 
From: "Pam Barker" <relia1 <@t> earthlink.net>
To: "'Histonet'" <histonet <@t> lists.utsouthwestern.edu>
Sent: Thursday, September 13, 2007 12:21 PM
Subject: [Histonet] RE:Histonet Vacancies May I add my 2 cents worth?

> Hi Histonetters,
> I know this is a problem that has plagued facilities for years and I too
> have noticed a change in the past 2 years.  Yes, the histology programs
> nationwide produce a great albeit small group of talented people every
> year but the pool of available histo techs for permanent positions has
> shrunk even more in recent years.  At the risk of being "flamed" by
> travel companies I have to say that you are losing alot of techs to
> travel positions.  In the past 2 years of all of the histo techs I have
> had contact with over half only want to work in permanent positions the
> rest either want to continue as travelers or become travelers.  Think
> about it... they get a higher rate of pay, benefits and living expenses
> paid for.  For these people it is a "better deal" than committing to one
> facility.  As a matter of fact it is a "better deal" than a temp/travel
> position in any other field outside of healthcare.  Facilities who take
> the "quick solution" of hiring travel techs are contributing to the
> shortage.  May I offer some solutions? Some creative hiring strategies?
> Here are some ideas I would like to share:
> 1. If you are using travel techs do it with a temp to perm clause - but
> be firm.  If a tech works for you as a temp make sure they are at least
> considering converting to a permanent employee at the end of the
> contract.  If not don't extend, have your travel company send someone
> else who would consider converting to a permanent position.  And make
> questions about their intentions part of your interview process the same
> as you would if you were interviewing a candidate from out of state for
> a permanent position.
> 2. Human Resources - Many of your allied health recruiters don't seem to
> realize that histo techs don't grow on trees.  So many times I see
> facilities lose great techs because the hiring process has dragged out
> and the candidate ends up taking a position with a facility that can
> move faster.  Stay on top of your hr people especially once you know
> they have a histology candidate.
> 3. How about techs from Canada?  There are alot of talented techs in
> Canada that are interested in moving to the states and the process is
> relatively easy due to NAFTA and the F1 visa.
> 4. How about techs that need sponsorship on an H-1 visa?  I know alot of
> companies shy away from this alternative because of the length of time
> it can take to process a visa application but I think that if you take a
> look at the time it takes to find a tech at all against the time it
> would take to process an H-1 visa it is quickly becoming 6 of one vs.
> half dozen of another.  I mean what difference does it make if it takes
> up to 8 weeks to process an H-1 visa vs. 2-3 months to identify a
> histology candidate?
> Your best bet is to get with your Human Resources department and
> strategize, educate them on the challenges and shortages you are facing.
> Discuss some of these options or others you might come up with.
> I hope this helps!!
> Thank You!
> Pam Barker
> President
> Specialists in Allied Healthcare Recruiting
> 5703 Red Bug Lake Road #330
> Winter Springs, FL 32708-4969
> Phone: (407)657-2027
> Cell:     (407)353-5070
> FAX:     (407)678-2788
> E-mail: relia1 <@t> earthlink.net
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