[Histonet] RE: Recruiting Techs at work
joelleweaver <@t> hotmail.com
Mon Dec 15 12:29:42 CST 2008
I appreciated your post. I think all histotechs know that jobs are plentiful ( at least in the current market), and most of us get lots of postings- But, I really don't even take notice unless there is something that is making me think and wonder if the grass is greener- this only very rarely has to do with $ for me. And, I really couldn't speak for everyone out there, but above a certain dollar amount (needed to buy food and provide shelter) I have personally not been tempted to move to another lab unless other important aspects that I consider important, were missing from my work environment. I do understand that aggressive recruiters could be annoying to management trying to get and retain good techs. I know that managers struggle to get a decent wage for their best employees- I think that is admirable.
However, maybe this will make some feel better? The main reasons that I have considered changing employers had to do with work schedule( unreasonable number of hours, all weekends/ no vacation etc), and not feeling valued as an employee-(a big one). Just to give an example of a moral killer- a lab policy states that ALL histotechs, regardless of training, education, or experience, are disqualified for any type of promotion within Histology-or anywhere in the lab. I think that is pretty crappy- and I think that kind of stuff really makes you feel de-valued-as a histotech, even if you are not seeking advancement at the present time. It is just an opinion, but I think that if managers value their techs,and let them see that, they will keep the ones worth keeping!
> Date: Mon, 15 Dec 2008 11:00:37 -0500> From: tbraud <@t> holyredeemer.com> To: histonet <@t> lists.utsouthwestern.edu> Subject: [Histonet] RE: Recruiting Techs at work> > I agree that if you have a great work environment with competitive pay your staff will stay put, but how many of us at the department supervisory/manager level can actually make the final decision concerning salary and pay scales for a position. I suspect that most of us, including myself, can only make well documented pleas for salary increases. > When it comes to spending money, most institutions are reactive rather than proactive. If salaries are low, then you may have to lose a valuable tech before you can make the point that salaries need to be increased. > It may be a tough pill to swallow, but I am more than willing to let my folk listen to any pitchman that is trying to get their ear. Any tech worth his/her salt, knows that these calls are out there, so why try to hide it. If a tech can better themselves by a job change, then who am I to stand in their way. We generally discuss these in departmental meetings and I tell techs that I get frequent calls from recruiters and if they would like to correspond with them, may I give the recruiter their personal contact info. I ask in return, that if they do go elsewhere for a better salary, that they please give me the info, so I can use it to help increase the salary of those who remain. This keeps communication up front, honest, and open and I think in the long run, helps to quell murmuring about low salaries which are beyond my control as a supervisor.> Just another viewpoint. Terri> > Terri L. Braud, HT(ASCP)> Anatomic Pathology Supervisor> Laboratory> Holy Redeemer Hospital and Medical Center> 1648 Huntingdon Pike> Meadowbrook, PA 19046> (215) 938-3676 phone> (215) 938-3689 fax> > Message: 18> Date: Sat, 13 Dec 2008 13:46:57 +0000 (UTC)> From: lee2323 <@t> comcast.net> Subject: Re: [Histonet] Offended> > I think if you have a great work environment with competitve pay then you have nothing to worry about. Your staff will stay put. > > > ---------------------------------------------------------------------------------> > > > CONFIDENTIALITY NOTICE:> > This E-Mail is intended only for the use of the individual or entity to which> it was sent. It may contain information that is privileged and/or confidential,> and the use or disclosure of such information may also be restricted under applicable> federal and state law. If you received this communication in error, please do not> distribute any part of it or retain any copies, and delete the original E-Mail.> Please notify the sender of any error by E-Mail.> > Thank you for your cooperation.> > _______________________________________________> Histonet mailing list> Histonet <@t> lists.utsouthwestern.edu> http://lists.utsouthwestern.edu/mailman/listinfo/histonet
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