Today's
Electronic
Recruiting
News
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| Author:
D
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interbiznet presents the Bugler |
| August 31, 2005 |
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If I Were A Rich Man
Read Electronic Recruiting News by John Sumser for industry insight and analysis.
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Survey Sez
The "looming" U.S. physician shortage is here already, if a recent survey of in-house physician recruiters across the country is any indication. More than three-fourths (77%) of the 106 members responding to a recent LocumTenens.com survey of the 700-plus-member Association of Staff Physician Recruiters (ASPR)
reported having recruited five or more staff physicians in the last year. This included:
* Close to half (48%) of respondents who said they'd recruited more than 10 staff physicians during the same period.
* More than a quarter (27%) of respondents who reported having recruited 20 or more physicians in the last year.
Only 23% of respondents said they'd recruited four or fewer physicians for their employers' staffs in the last 12 months, including four who recruited no physicians in the last year. (For more information on physician recruiting, visit
http://www.locumtenens.com/services/agency.asp.)
"It was clear at ASPR's recent national conference that physician recruiters generally believe there's a shortage—and they're looking for new resources for recruiting and retaining physicians," said Pamela McKemie, senior vice president of LocumTenens.com. "This reinforces projections we've been hearing of a
physician shortfall that could reach 50,000 by the year 2010."
Hiring Window Widening
The LocumTenens.com survey also validates the average amount of time required to hire a staff physician: More than two-thirds (68%) of respondents said the process takes more than seven months and 22% pegged it at 12 to 18 months. Still, 30% of ASPR-member respondents indicated they generally spend six months
or less hiring a staff physician, and only three percent said it takes 18 months or more.
McKemie notes, "We didn't analyze our survey geographically, but physician recruiters in more rural areas generally face a more daunting task than their urban or suburban counterparts. That's why we do roughly sixty-five percent of our business in Rural America."
Orthopedics and cardiology are the most difficult-to-recruit specialties, according to at least half (52% and 50%, respectively) of the 106 physician recruiters responding to the LocumTenens.com survey. Respondents ranked the specialties listed on the survey in order of recruiting difficulty as follows:
Orthopedics 52%
Cardiology 50%
Neurology 37%
Psychiatry 29%
Radiology 26%
Primary care 24%
Surgery 20%
Obstetrics 15%
Anesthesiology 10%
Pediatrics 4%
Physicians Filling In
More than two-thirds (68%) of respondents reported using locum tenens ("temporary") physicians, and more than half (55%) said they'd hired at least one through an agency in the past year. Related to locum tenens physicians:
* While close to a third said they don't use locum tenens physicians, more than a third of respondents (35%) reported using one to four per year.
* Almost the same number (34%) said they use more than five locum tenens physicians per year, but only 19% use more than 10 per year, and only seven percent use more than 20.
Almost half (49%) of the survey respondents said they'd been in their physician recruiting roles for four or more years. Almost two-thirds (65%) said they spend 80% or more of their time recruiting physicians.
Founded in 1995, LocumTenens.com is a full-service physician recruiting firm specializing in supplemental placement of anesthesiologists, radiologists, psychiatrists, surgeons and CRNAs (certified registered nurse anesthetists) with U.S. hospitals, medical groups and community health centers. LocumTenens.com
is part of the Jackson Healthcare Solutions family of companies. To learn more, visit the company's web sites at http://www.locumtenens.com/ and http://www.crnajobs.com/.
You Should Know
Global:
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In an attempt to maintain readership of its classified advertising in the face of competition from growing Web sites, The San Diego Union-Tribune will begin offering free classified ads to individuals. Beginning tomorrow, the newspaper will offer three free lines of advertising
for seven days on its classified pages and Web site to any individuals wanting to sell a car or other merchandise worth $5,000 or less. The offer does not apply to commercial advertisers. Other observers, including some newspaper advertising executives, said the Union-Tribune is on the leading edge
of a trend.
"I think every newspaper will have to seriously consider that move," said Pete Casillas, the classified advertising manager for The Miami Herald, which this year began offering free ads for merchandise valued at $500 or less. "I would not be surprised to see other newspapers follow
suit very quickly." Analysts said that if this becomes the norm, newspapers may be able to "one-up" Craigslist.
"I can't imagine that it is a mistake. There just too many pluses to it," said George Whalin, president of Retail Management Consultants in San Marcos. "Auto Trader and small newspapers can't do it – it's their livelihood. It gives (the newspaper) a competitive advantage." (SignonSanDiego)
(see commentary)
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Reforms create business opportunity for executive recruiters: For decades, boards of directors for public companies were practically good-old-boy networks, with company executives and directors appointing friends and family members to serve. (Business
Journal)
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On an ordinary workday, a father mowed his lawn with his sons. A mother belted out Billy Joel tunes on a grand piano. A daughter cared for her elderly mother. All of them were top executives who walked away from high-paying jobs at an age when many are just getting
going--in their mid- to late 40s--to make new lives that suit them better. Members of a privileged minority who can afford to stop working for pay, their motivations for jumping off the fast track are as varied as their personalities. What they share is a conviction that their worth extends beyond
their roles as corporate strivers. (Chicago Tribune)
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IDC found that the market for business process outsourcing (BPO) services in Asia-Pacific Excluding Japan (APEJ) region was $5.4 bln in 2004. IDC forecasts this market will achieve a compound
annual growth rate (CAGR) of 15% from 2005-2009 and generate more than $12 bln in revenues by 2009. This growth will occur despite the challenges presented by the size and complexity of the region's BPO services market. (ZDNet)..includes useful
graph.
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Beware the virtual bouncer. This social-networking Web site for the international jet set will expel you for trying to meet people you don't already know. "We are not about being snobby - we just want everyone to be compatible," said Erik Wachtmeister, founder of the site,
www.aSmallWorld.net. "Our members are people with large personal networks, frequent travel and highly active socially." (IHT)
India:
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India's outsourcing sector needs power and the demand will quadruple in coming years. If India cannot provide power, the outsourcing sector can just collapse. India plans to tap the nuclear power sector for guaranteed energy supply in coming years.
Will India import natural uranium in the coming years? "Yes, provided a continuous life-time supply is assured by the suppliers," according to Chairman of India's Atomic Energy Commission Anil Kakodkar. "India is willing to buy natural uranium from other countries provided the
life-time supply is guaranteed by the suppliers," Kakodkar said. (IndiaDaily)
Massachusetts:
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Since December, the state Board of Higher Education has approved three universities headquartered hundreds of miles away to open in Massachusetts and offer primarily business degrees to recent graduates or working adults within months or a few years. They join the University of Phoenix, perhaps the nation's
best-known institution aimed at this market, in luring students who have no time for the traditional trappings of higher education: four-year degrees, professors who conduct extensive research, and classes that meet for weeks at a time. (Globe)
UK
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Outsourcing adviser TPI estimated that major outsourcing deals - those worth more than $40 million (£22m) - totalled $58 billion last year, while adding in smaller deals and related consultancy would multiply that figure several times. The UK spent £2.5bn on outsourcing advice alone
in 2004, much of it in the public sector. BA itself has more than 2,000 outsourcing relationships in place.As with much in management, however, outsourcing has a less obvious agenda. To find out what is really driving its exponential increase you have to look at the incentives. The major impetus is
not what it does to operational but to financial performance.
Taking assets off the balance sheet increases reported return on assets at a stroke, just as the reduction in headcount boosts revenues per employee. Moreover, it is far easier for the firm that is outsourcing to use market pressure to cut costs - by threatening to switch suppliers -
than it would be to do so internally. In effect, it offloads the difficult task of operational improvement to the supplier. (The Observer)
USA:
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Mexicans long for U.S. -- and a future: Mexico is becoming a country of people who don't want to live there anymore. It is a place where four of every 10 adults say they would migrate to the United States if they had the means and the opportunity. More and more Mexicans are
dreaming in English, longing for a better life, hoping that a trek across the border would provide them with what they can't get south of it: economic opportunity, social mobility, effective citizenship and the rights it entails. While Mexico stagnates, its people don't want to. (Merc)
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Companies kept hiring this month and manufacturing grew at the fastest pace of the year, evidence that record fuel costs aren't derailing U.S. economic growth, economists said in advance of reports this week. Employers probably added 190,000 workers in August, after creating 207,000
jobs the previous month, according to the median forecast in a Bloomberg News survey. It would be the first time this year that job gains were above last year's average for two consecutive months. A manufacturing index probably rose for a third month to the highest since December. (Bloomberg)
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Fringe benefits are no longer "fringe" in the minds of employees, the Employment Policy Foundation says in a new report. Benefits have replaced salary as the prime consideration of workers when deciding to change jobs, the research organization said in "The
American Workplace 2005: The Changing Nature of Employee Benefits." (SeattlePI)
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"Strategic hiring refers to hiring practices by companies that are extremely focused on specific characteristics and backgrounds of job candidates," explained Susan Reyman, president of Reyman Associates, an executive search firm based in Chicago. "It also includes how candidates
will fit into the corporate culture, their style, their personality," said the recruiter. "And even though we don't do searches for anything below the director level, I would imagine that today this strategic approach is going on at all levels of employment." (SunHerald)
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College students are addicted to networking like no one else. The Facebook, www.theface book.com, started off in February 2004 as an Internet-based social network for students at Harvard University, where the Web site's inventors were
undergraduates. It now links about 3.5 million college students and alumni at more than 800 universities and colleges, says Facebook spokesman Chris Hughes, making it a lucrative medium for advertisers. Within the next month, 1,100 more colleges will be added to the network. (Democrat
and Chronicle)
Coming Soon
AIRS/Yahoo!HotJobs
Minneapolis Sourcing Summit,
8:30 a.m. to 1 p.m., networking after,
Marriott Minneapolis City Center,
30 S. Seventh St.
More Info |
Baby Boomer Career Conference
September 17, 2005
Occidental College
Los Angeles, CA
$150
More Info
Register
|
8th Annual Recruiting & Staffing Summit
September 19-21, 2005
Intercontinental Buckhead
Atlanta GA
$1,999 to $4,573
More Info
Brochure |
IFRA 4-day Adplexing Seminar
IfraNewsplex Center
Columbia, South Carolina
$2500 for non-members. For more information, 1.847.382-9968 |
Staffing.org's
Philadelphia Performance Summit
September 21 - 23, 2005
Radisson Plaza - Warwick Hotel
Philadelphia, PA
$725
Register |
Employers of Excellence Conference 2005
September 25-27
Pointe South Mountain Resort
Phoenix, Ariz.
More Info |
Leadership Summit
Network of Executive Women
Success Strategies
September 26-27 , 2005
Renaissance Concourse Hotel,
Atlanta, GA.
Contact Executive Director Joan Toth at
(312) 373-5682
www.newonline.org
|
Webinar:
How to Select a Search Marketing Partner
September 29, 2005
2:00pm EDT, 11:00am PDT
Free
Register
Speaker:
Chris Sherman, Associate Editor, SearchEngineWatch.com and
President, Searchwise |
OnRec Online Recruitment Conference
October 6, 2005
Brussels Marriott Brussels, Belgium
£265.00 +VAT (370.00 Euros)
More Info
Register: +44 (1702) 382330, or
email wendy@OnRec.com
|
Talent Management, Leadership Development & Succession Planning in the 21st Century
October
5-7 2005
Phoenix Marriott Mesa, Phoenix, AZ, USA
$2418
Learn More
Register |
International Association for
Human Resource Information Management (IHRIM) Global Forum
Oct. 6-7, 2005
Boston, MA
$710
More Information
Register |
8th Annual
HR Technology Conference & Exposition
October 19 - 21, 2005
Chicago's McCormick Place
Learn More
Request Brochure |
HRO World Europe
November14-16, 2005
Conrad Hotel Brussels, Belgium
EUR1,700
Register
More Info |
VirtualEdge sponsors:
CareerXroads Seminar:
Job Seeker Experience-Why Care
September 19, 2005 ::
4:30pm - 7:00pm PST
Grand Hyatt, San Francisco, CA
October 06, 2005 ::
4:30pm - 7:00pm EST
Nassau Inn, Princeton, NJ
November 10, 2005 ::
4:30pm - 7:00pm CST
Hyatt Regency, Chicago, IL |
Got News?
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