President’s Address

IMAGE… is it all that it’s made out to be? Well I think so, as well as many others. It’s hard to believe that IM-AGE 2017 will be my ninth consecu-tive! What’s amazing is that there are numerous others who have attended many more. What brings me and all the others back each year?

I was hooked from my very first IM-AGE conference in Seattle, Washing-ton, in 2009. I traveled across the Unit-ed States with one purpose. I found the exact service I was seeking and so much more. It is that unexpected “much more” that continues to keep me engaged and involved. So what is it? It’s a combination of the people, the purpose, and the products.

The products are the numerous tools, services, and resources pro-vided by exhibitors and institutional members attending IMAGE. You can reconnect with those you have already established relationships with and learn about any new service updates and product enhancements. You can also investigate first-time exhibitors to learn about new possibilities that can help provide needed health care re-cruitment solutions.

The purpose represents the edu-cational offerings of IMAGE. To be the pre-eminent provider of health

care recruitment education is not just words that are part of the NAHCR mission, vision, and strategic plan. It’s what comes together each year at IMAGE and continues throughout the year. IMAGE provides health care recruitment best practices and strate-gies to tackle today’s recruitment chal-lenges.

The people—our attendees and ex-hibitors—are the heart of NACHR and every IMAGE conference. Networking with peers across the United States is one of the strongest value points of IMAGE. Old friends reconnect year after year and numerous new friend-ships are formed each year. The col-laboration of colleagues isn’t just for a few days while attending IMAGE, but something that lasts throughout the year. The bonds of friendship formed last a life time.

IMAGE 2017 will be no different: dynamic speakers, learning and net-working opportunities, and a collec-tion of dedicated institutional mem-bers and exhibitor experts that will fill the exhibit hall. The Education Team has developed an outstanding con-ference that is sure to please. Join us in Savannah, Georgia, in July and ex-perience something remarkable and energizing.

By Julie Hill, BSN, RN, CHCR, RACR

Volume 40, Issue #2

4: 43rd Annual IMAGE Conference Speaker Highlights

12: Things to Do in Savannah

16: NAHCR Directions Toolkit: Job Fair Tips

Special Thanks to

Medical Group

Management Association

(MGMA), the sponsor

of this issue of Directions.

2 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

NAHCR Leadership& Management

PRESIDENTJulie Hill, BSN, RN, CHCR, RACR

PRESIDENT-ELECTMichele Snider, BSN, RN, CHCR

COMMUNICATIONS DIRECTORTheresa Mazzaro, RN, BA, CHCR, RACR

EDUCATION DIRECTORJessica Quezada Jackson, CHCR

FINANCE DIRECTORClaudia Cotarelo, CHCR

REGIONAL DIRECTORJosh Cosby, BSN, CHCR

INSTITUTIONAL MEMBER AT LARGEOpen

NAHCR EXECUTIVE STAFF

EXECUTIVE DIRECTORDave Wenhold

DEPUTY DIRECTORTonya Wade

MEETING PLANNER

Briana Melnick

MEMBERSHIP MANAGERAndrea Ribera

Copyright © 2017 by NAHCR

All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, write to the publisher, addressed “Attention: Permissions Coordinator,” at the address below.

National Association for Health Care Recruitment 222 S. Westmonte Drive, Suite 101Altamonte Springs, Florida 32714

www.nahcr.com

For reprints, advertising, or general inquires, please contact the association office at the

above address or call (407) 774-7880.

30%

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To keep your practice running smoothly, you must first ensure that you are appropriately staffed. The un-expected loss of key personnel can be challenging. Not only do you need to bear the workload of the vacant job position until a replacement is hired, you’re also tasked with recruiting, in-terviewing and onboarding their re-placement.

Employee turnover is inevitable; in fact, the typical annual turnover rate for a receptionist or a medical records clerk is about 25% for multispecialty practices*. That number jumps even higher, to 40% turnover for a recep-tionist in a nonsurgical, single special-ty practice. It’s not a matter of if you need to hire a new employee this year, but when will you need to hire a new employee.

There’s never a good time to ex-perience employee turnover, which makes it even more critical to plan for it ahead of time. Are you prepared to backfill positions when your next em-ployee leaves?

Visit the MGMA Career Center and we’ll help you:

Save time and money when it’s time to fill your next opening with our discounted job posting pack-ages that never expire.

Make sure your candidate has the right qualifications to be a top performer with our prewritten job descriptions.

Be prepared for salary negotia-tions with our compensation cal-culator – based on MGMA indus-try leading data.

Visit mgma.org/backfill to get started.

*MGMA 2016 Practice Operations Report.

ADVERTORIAL

How to Recover from Sudden Employee Turnover

Directions: National Association for Health Care Recruitment | 3

Volume 40 | Issue #2

You, Inc. - You Work for Yourself When You Work for Someone ElseBy Lee Silber

Nearly everyone wants to be their own boss. Guess what? Even when you work for some-

one else, you still work for yourself. Maybe you don’t have the title, the salary, or the freedom of an actual en-trepreneur, but the truth is, you are the Chief Executive Officer of You, Inc.

You have the freedom to run your career how you want. You can give yourself whatever title you want. You can pay yourself whatever you want. Okay, that last one wasn’t true, but other than determining your own sal-ary, you (and your career) are the busi-ness, and your employer is the client.

So let’s look at ways to think and act like an entrepreneur. The benefits of thinking like the boss include feel-ing better about going to work, and being better at work.

Since you are a budding and busy entrepreneur, I won’t waste any more of your time. What follows are sev-eral suggestions to put yourself on the path to “Empowership” (a term I coined for those people who want to get the most from their jobs by think-ing like an entrepreneur).

CHECKLISTQuick and Easy Things To Do

1. Focus on Solutions.People pay for solutions, which

is what the best businesses provide. Seeing problems as opportunities to shine and focusing on finding solu-tions changes how we think about our jobs. A solution-oriented mindset not only makes the day go by faster, one of our ideas could lead to build-ing our own business someday. When Betty Nesmith worked as a secretary in the 1950s she was tired of having to retype entire pages when she made a mistake so she used white nail polish

to cover up her typos and Liquid Pa-per was launched—making her a multi-millionaire.

ACTION ITEM: Start an idea jour-nal—a place to store all of our wild ideas. It doesn’t matter how crazy our idea may be, or if it will ever be imple-mented, it’s the act of getting good ideas that matters most. We can also brand ourselves by creating our own business cards with whatever title we want. (Nobody has to see them, but creating our own logo, slogan, and title is empowering.)

2. Focus on Win/Win.There is a saying that goes some-

thing like this, “If we don’t have goals of our own, we end up working to help others reach their goals.” Hav-ing our own goals and seeing where they intersect with our employer’s goals helps us understand that our hard work is not just benefitting the company we work for, but us as well. Take training for example. If the com-pany we work for is willing to pay for additional training, that’s a win/win for both us and our employer.

ACTION ITEM: Creating a busi-ness plan for our career could be as simple as a choosing a person or company we admire and aspire to and writing down the steps they took to get ahead. We can then ask ourselves, what would Steve Jobs do (or whom-ever we choose as a role model) if he were me? A business plan doesn’t have be on paper, either. If we think up words that describe what we want and then use those key words to search for photos that represent our ambitions, we can put the words and images to-gether and create a slide show we can watch when we need a boost or are unsure what to do next.

3. Own It.If we were the owner, what would

we do? When we start thinking like an owner we not only have a better un-derstanding of the business, we have a better feel for what it takes to run a company. Changing our perspective also changes how we think and feel about our job. Maybe we can’t be the boss, but we can think like one and if possible, take ownership of our job, a project, or an area. For example, at eBay, several employees decided they would start a “Green Team” and look for ways the company could be better for the environment. Over piz-za these employees decided that all copiers would all be set to print only double-sided. The green team then grew from a handful of people and a couple of projects, to an important part of the company.

ACTION ITEM: When we treat the company’s customers like our own clients and our coworkers like fellow CEO’s, it improves how well we work. Also, by thinking like an owner we will likely look for ways to make money, save money, or come up with ideas to improve the image and brand of the business. We should start a success log and write down any high-profile projects we worked on, include the ideas we implemented, and note the ways we won a client over or helped improve the morale at work. (Also, keep your resume updated with your latest and greatest accomplishments.)

43rd Annual IMAGE Conference Speaker Highlights

4 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #1

43rd Annual IMAGE Conference Speaker Highlights

Employee engagement is not an option for your hospital. With service expectations continually

going up, an engaged workforce may very well make the difference between you being a profitable, well thought of health care service provider—or not.

As it is the front-line employee that has the most contact with the patient, it is their interaction that provides the successful, meaningful relationship that creates return visits and referrals.

The quality of the interaction starts with the degree of engagement your employee shows each patient every time they come into contact with them. Another way of looking at it is: “knowl-edge translation.” Your customer can tell when the employee is disengaged by the lack of communication, empa-thy, understanding of their needs, ex-pectations, and experience.

The Bad News of Engagement: Surveys regularly show that only

slightly more than 30% of employ-ees are fully engaged. That means the majority of employees are either unhappy, disengaged or fully dis-engaged; doing all they can to drag down your reputation, or at best, just biding their time until something bet-ter comes along. So how well and of-ten do you measure your employees’ commitment to you, the company, and the customer?

The Good News of Engagement: A highly engaged workforce un-

derstands what it takes to create and maintain trust in the hospital and re-lated services. They will, on average, improve your bottom line by: gener-ating 20% higher revenue, creating a better reputation for you, going above and beyond the expectations of the patient and the job, having bet-ter soft skills (communication, listen-ing, empathy, responsiveness, time to consult), taking fewer sick days, being more creative and having higher mo-

Total Employee Engagement is Not an OptionBy Brian Lee, CSP

rale. There is a greater commitment to your mission and fellow workers, personal growth is championed, and there are fewer complaints to deal with, meaning your strategic goals are achieved quicker and customer / pa-tient / resident satisfaction scores and retention levels go up!

Creating a Culture of Engagement Takes 3 Key Ideas:1. Total management engagement

and accountability. Everyone iscommitted to providing the re-sources, support, and training toall employees, regardless of theirrole and responsibility.

2. Empowered, enthusiastic front-lineemployees that understand just how important they are to the suc-cess of their organization by how well they perform their job, re-gardless of the circumstances that make it less than ideal for them. A 1% change in an employee’s atti-tude translates to a 2% change in patient satisfaction scores. When employees understand the role and impact they have (and get ac-knowledged and supported for it), personal productivity can jump up 40%.

3. The execution of the cornerstoneof engagement is referred to as“K.E.E.P.”, which is paying attentionto the details.

The Magic of Engagement Is “K.E.E.P.”K: Keep the good people you al-

ready have by supporting, educating, and promoting them. De-staff your negative performers by corrective ac-tion planning. Track complaints, mea-sure productivity, set up accountabil-ity agreements so that when goals are not met, you can validate their termi-nation. If you do nothing to eliminate the negative people in your work-place, you consent to that attitude and performance level.

E: Empower your people. Em-powerment means seeing the best in others, helping them see it in them-selves, and then holding them ac-countable to bring that every day. Remember the acronym “S.A.M.” “S” stands for setting high expectations for the work day, performance lev-els, quality of work, customer contact touch points and attitude. “A” stands for providing lots of acknowledge-ments and appreciation. We thrive on knowing we did a good job. When someone does great, exceeds work expectations, goes out of their way to get the job done or help a patient or family member, let them know how much you appreciate it. Rude, nega-tive, or indifferent employees are not acceptable and should not be tolerat-ed by anyone. Make your people feel important by what you say to them and how you say it—and the return will be immediate. “M” stands for make a difference by believing in them more than they believe in themselves. Help them step up and take on new duties and activities, showing them a better future awaits.

E: Education makes the differ-ence. Apart from the required ongo-ing professional education require-ments your people may need, the best way to educate and inspire con-sistently better service is to provide regular additional education opportu-nities. When your people are learning, they are not leaving.

P: Play. Make your workplace time together fun by regularly playing to-gether. Loyalty at work is crucial and the impact one employee can have on another is significant. ‘Sticky relation-ships,’ or friendships, ensure you want to stay because you know that you matter, that you make a difference in the lives of others. In an environment where no one cares about the culture or their co-workers, it is easy to de-

Continued on page 7

Directions: National Association for Health Care Recruitment | 5

Volume 40 | Issue #2

43rd Annual IMAGE Conference Speaker Highlights

Blissfully Ignorant: Is Reality Based on Others Perceptions?By Marsha Petrie Sue, MBA

It really doesn’t matter what you think about how you look or what you say. The issue is what other

people think about how you appear, and how your communication is per-ceived. You may disagree, but envi-ronment, job, expectation and more dictate how we choose to present ourselves to the particular environ-ment. For example, how are tattoos perceived in the healthcare industry?

A 2015 article titled Tattoos in the Workplace: How Appearance Policies Affect Healthcare Jobs. Here is what I found pertinent:

“. . .The percentage of tattooed adults in the US is 42% and rising. Con-sidering they’re a form of personal ex-pression which should technically  be protected by  the First Amendment, proponents of tattoos find it odd that they’re not federally protected in the workplace.

According to the Equal Em-ployment Opportunity Commission (EEOC), an employer can establish  a dress code and appearance poli-cies as long as they don’t discriminate against a person on the basis of their race, color, religion, sex, national ori-gin, age, disability, or genetic informa-tion.

You may be denied a healthcare job opportunity if the employer be-lieves your tattoo violates their  inter-nal appearance policies. Yet,  a large portion of hospital personnel have ink, which indicates  that appearance rules are usually flexible.

Statistics about tattoos in the workplace revealed:• 76% of employees feel tattoos

and piercings hurt job interviewchances

• 73% of people say they would hirestaff that had visible tattoos

• 6% of tattooed people say theywouldn’t hire someone with vis-ible ink

• Only 4% of tattooed or piercedpeople say they’ve actually faceddiscrimination at their current jobAs the popularity of tattoos in-

creases, most organizations are re-sponding by implementing flexible policies and less restrictions regard-ing tattooed individuals. Furthermore, healthcare professionals don’t face as  much scrutiny regarding their ap-pearance compared to members of the corporate world.”

This isn’t about fairness—it’s about perception. Are the people either for or against these decisions blissfully ig-norant, uninformed or right on?

On average, it takes approxi-mately three seconds for people to judge. There are many different facets of judgment. How you look, speech pattern, body language, gesturing, choice of topic, and so much more are all part of the package. The question is how are you perceived?

Have you ever asked anyone? Some people choose to stay delu-sional and arrogant while others will turn a blind eye. Yes, there are some people who will never like anything you do for whatever reason. What do you do if the input is not what you want to hear? Keeping an open mind, weighing the information and choos-ing to do something about will maxi-mize your success. Ask questions, get detail and keep an open mind.

Create awareness on how you may be being perceived by others. For example, do you:• Grandstand? It is all about you

and how cool you are.• Not support teammates? Give lit-

tle or no consideration as to how

your information may affect them.• Snipe? You don’t even realize you

are not giving credit where cred-it is due. (I know this is a doublenegative!)

• Clam up? Even though your infor-mation will help the team.

• Not listen? And turn the agendato a sidebar that isn’t pertinent tothe topic at hand but is all aboutyou.

• Distract? By using your Smart-phone while others are speaking.

It is our job, especially for health-care recruiters, to find out from others if we are perceived in the fashion nec-essary for the position in life assumed, both professionally and personally. If you have children or others that see you as a role model, remember that they will parrot and make your style become their own.

Here are some considerations:1. Videotape yourself and watch

carefully to determine the good, the bad, and perhaps the ugly. Have someone videotape you randomly. Watch it once with the volume on, then a second time with the volume turned off. Would you listen to you? Have you picked up some words or gestures that are distractions?

2. Confide in one or two peo-ple who you trust and tell them you are working on the perception oth-ers have of you and continually ask for their feedback. Request that they share what they liked and then what you can change next time. You can then use this input as a consideration for change. Ask that they not use “You could have” and “You should have” because you can’t change the past

Continued on page 7

6 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

43rd Annual IMAGE Conference Speaker Highlights

Your “explanatory style” – the way you internally explain success and failure – plays a role in

whether you get hired, get promoted, and get noticed at work.

What does the little voice in your head tell you when something in life goes wrong? Does the voice criticize you for your failure? Or does it encourage you to dust yourself off and start over again?

The way you explain the reason for failure is part of your “explanatory style.” Studies have shown that your explanatory style plays a huge role in understanding how you respond to challenge and stress.

Someone with a positive explana-tory style knows that bad things can sometimes happen, and realizes that he doesn’t deserve all the blame for that fact. A person who explains things with positive attribution is less likely to feel personally responsible for things going wrong, and should be able to pick themselves back up and move on with a new plan.

On the flip side, a person with a negative explanatory style has an inner monologue saying that everything that goes wrong in life is due to his or her own personal failings. Scientists describe the three explanations of negative explanatory style as personal, permanent, and pervasive.

An example of a personal explanation might be: “Laurie isn’t returning my phone calls, so she must be taking her work to another firm because she doesn’t like working with me.” In this case, the speaker has attributed a personal underlying cause to the problem. He is making the issue personal, where it may not be necessary to do so. It’s easy to see—when you aren’t taking it personally—that Laurie might just be busy or on vacation!

Three Red Flags of Negative

Attributional Style

1. Everything is Personal.

“The things that go wrong are

all because of me.”

2. Everything is Permanent.

“The things that go wrong will

always go wrong.”

3. Everything is Pervasive.

“The things that go wrong in

my personal life will go wrong

at work, too.”

Do You Know Your “Explanatory Style” and How It Helps You Succeed?By Courtney Clark

A permanent explanation for an unwanted event might be: “I will never get a job in this industry, because I’m just not smart enough.” With a permanent explanation, the person tells herself that the cause of this problem (her lack of intelligence) can’t be changed under any circumstances. Someone with a positive attributional style would instead say: “I haven’t been in this industry long enough to be a good candidate, but if I work hard and apply again in a few years, I’ll have a shot.”

A pervasive explanation means that whatever is going wrong now is going to go equally wrong in all aspects of life. “Of COURSE I didn’t get chosen to work on that project. No one wants to be around me anyway. Even my friends don’t call me very much.”

Having a negative explanatory style at work hinders your ability to respond to on-the-job pressures with flexibility and a good attitude. That pessimistic outlook doesn’t make it easy to problem-solve or come up with creative possibilities. Teamwork can be more difficult when someone with an overly-negative explanatory style is involved. Finally, people who explain things in a consistently negative way are less likely to be looked upon as leadership material.

If you’re attending the NAHCR IMAGE Conference this year, I’m going to be there to talk about perspective and resilience, and how things like your explanatory style help you achieve success in the workplace. Studies show that resilience is a key indicator of being able to adapt to change and stress.

One important caveat about positive explanatory style: having positive explanations for things is

mostly a good trait, but it can be taken too far. No one wants to work with a colleague who thinks nothing is his fault. Positive explanatory style isn’t about deflecting blame. Sometimes, you have to take the blame when warranted. But if your explanatory style is positive, your brain should respond, ”How do I keep that from happening ever again?” The challenge isn’t personal, permanent, or pervasive; you can fix it.

Your explanatory style, whether positive or negative, plays a role in how successful you will be in the workplace. By describing the things that happen to you in a more positive way, and silencing the negative personal, permanent, and pervasive explanations in your brain, you can make yourself a more resilient colleague at work. I look forward to seeing you at the IMAGE Conference in July with even more information on how you can use skills like this to be successful at work and at home!

Directions: National Association for Health Care Recruitment | 7

Volume 40 | Issue #2

but you can change the future. Rather have them share what they ‘liked best’ and what you can change for ‘next time.’

3. Find two people you admire.What can you do that they do to im-prove how you are perceived and your professionalism? How about word choice, body positioning, com-munication style, gestures and all of the other components that make up perception?

4. If you get a negative review,the first thing to do is consider the source. Are they on your side are they looking to drag you down? Only you can determine that and remember to stay flexible and keep an open mind.

Every office, group and business should have a set of appearance poli-cies. If you are interested, please email me at Marsha@MarshaPetrieSue.com and I will send you some information on a dress code we designed for one of my healthcare clients. Feel free to use it, whether or not you embrace tat-toos!

cide to leave as you know you won’t be missed. Plan quarterly (or more) department-wide events where every-one turns up and has fun. Have time set aside to acknowledge the stories and great performance by individuals or departments since the last quarter-ly get together. Get creative on what

43rd Annual IMAGE Conference Speaker Highlights

the event theme will be and where it should be held. Do not scrimp on the cost as the return will be immea-surable in attitude, appreciation, and increased teamwork.

Conclusion. Done properly, a “K.E.E.P.” culture of engagement will ensure you grow, sustain, and main-

tain motivated, patient/customer driven employees that improve on the care they provide to create a better experience, improve communication, reduce stress, empower all other em-ployees, and effectively deal with the non-performers. Engagement means better individual performance, higher

Total Employee Engagement is Not an Option

Blissfully Ignorant: Is Reality Based on Others Perceptions?Continued from page 5

Continued from page 4

COURTNEY CLARK, MACourtney Clark is the luckiest unlucky person in the world. At age 26, Courtney beat melanoma, but five years post-cancer, routine follow-up scans detected an aneurysm in her brain that was close to hemorrhaging. Courtney builds resilience in teams and individuals who need to handle change and succeed despite any struggle. Her pre-sentations are designed to help you adapt when the stakes are high and life doesn’t go according to plan.

BRIAN LEEBrian Lee has been assisting hospitals, hospital systems, and long-term care organi-zations for over 25 years in quality and process improvement by providing leading edge, practical solutions to employee engagement and patient satisfaction – the total patient experience continuum. The author of 8 books, including “Keep Your Nurses and Healthcare Professionals For Life,” and “Satisfaction Guaranteed - How to Satisfy Every Customer Every Time” Brian is recognized as one of North America’s leading experts in

the field of customer, employee, and physician loyalty.

MARSHA PETRIE SUE, MBAMarsha Petrie Sue is original, unique, and a one-of-a-kind professional speaker and author. The “Mohammed Ali” of conflict-free communications, leadership excellence, and managing change, she can dance and look pretty, and she uses the entire ring, but she knows how and when to land a knockout punch. Marsha works with companies and associations that want to create a stimulating environment for leaders and employees through personal accountability, challenged thinking and acceptance of change. Her

profound solutions guide groups to make significant changes with the ability to take risk, be more flexible, make better choices, and focus on important targets.

LEE SILBERLee Silber is a surf shop owner who became the best-selling author of 21 books (includ-ing two novels and 15 business books). He started his first small business at the age of eleven (painting neighborhood mailboxes) and has since founded five others including a chain of retail stores and a corporate training company with clients that include Major League Baseball teams and Fortune 500 Companies. An award-winning speaker, Lee has given over 1,480 speeches to nearly 992,000 people around the world.

KEYNOTE SPEAKERS

8 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

Directions: National Association for Health Care Recruitment | 9

Volume 40 | Issue #2

The 2017 IMAGE Conference promises to provide attendees with a wealth of information on a

wide range of topics. Among others, we will be discussing legal issues that arise in the context of hiring decisions. This article serves as a preview of the specific subjects we will be address-ing in Savannah.

As an initial matter, sometimes we hear about questions that may not be asked in an interview, as if there is a law on the books that contains such a list and provides an easy reference tool for recruiters and managers. It’s not quite that simple. Rather, certain questions or topics of discussion in an interview can raise issues under anti-discrimination statutes and potentially provide evidence of discriminatory intent. Perhaps more common, such questions can inadvertently provide what appears to be evidence of dis-criminatory intent where no such in-tent exists.

One approach to evaluating legal issues in hiring is to simply think about the various federal employment laws and their impact on recruiting. With-out providing an exhaustive list, the primary federal employment laws we all deal with that impact hiring would include Title VII of the Civil Rights Act of 1964 (prohibiting discrimination based on race, color, religion, sex, or national origin), the Americans With Disabilities Act, the Age Discrimina-tion in Employment Act, the Pregnan-cy Discrimination Act, the National La-bor Relations Act, and the Uniformed Services Employment and Reemploy-ment Rights Act (USERRA). We can begin to construct our legal roadmap to hiring by considering the implica-tions of these and other laws in hiring decisions.

Title VII of the Civil Rights Act of 1964

Clearly, Title VII prohibits discrimi-nation in hiring based on race, color,

religion, sex or national origin and we all know that these traits may not be considered in denying employment to an applicant. However, if we dig a lit-tle deeper, we can begin to see other issues that can arise under Title VII in hiring. For example, is it acceptable to engage in discussion of an applicant’s religious beliefs during an interview? What if the discussion grows out of shared beliefs between interviewer and interviewee that become appar-ent in the course of the interview (i.e., “Hey, you’re from the same parish as me!”)? Similarly, what are the implica-tions of discussing an applicant’s an-cestry, even in a light-hearted fashion (i.e., “I’m really looking forward to St. Patrick’s Day this week. Do you have any Irish ancestors?”)? Is it possible that your standard letter informing an applicant that another candidate has been selected serves as evidence in support of a discrimination claim?

Americans With Disabilities Act (ADA)

Experienced recruiters and HR professionals know the ADA prohib-its pre-offer medical examinations (post-offer exams are permitted) and pre-offer medical inquiries. Pre-offer medical inquiries can include ques-tions seemingly off-topic, such as, “What is your workers’ compensation history?” Of course, an employer can make pre-offer inquiries into the abil-ity of an applicant to perform job-re-lated functions, as well as other non-medical inquiries into certain traits of the applicant. However, there is often a fine line between proper and im-proper inquiries under the ADA. We will discuss these distinctions further in Savannah, including the EEOC’s guidance on this topic.

Legal Roadmap to HiringAge Discrimination

in Employment Act (ADEA)

Most employers no longer re-quest a date of birth on an employ-ment application. Nonetheless, we still occasionally end up in hot water under the ADEA due to seemingly in-nocuous—but arguably age-related—questions and topics of discussion in employment interviews. “If you’re anything like me, you’re probably be-hind the times on developments in computer technology. Tell me about your experiences using the latest busi-ness software.”

Pregnancy Discrimination Act (PDA)

A visibly pregnant applicant en-ters the interview room. Should you make note of her pregnancy in your notes? Hopefully that’s an easy one to field, but other situations can be closer calls. For example, a review of the em-ployer’s benefit package can lead into discussions related to pregnancy and the applicant’s family planning. These circumstances require an understand-ing of the PDA and its limitations.

National Labor Relations Act (NLRA)

As an initial matter, it is important to note that the NLRA applies to near-ly all private-sector employers. Too often it is viewed as a law that only ap-plies to union shops. While it is true that many of the NLRA’s provisions address a union work setting, it also provides protections for non-union employees and applicants. Specifi-cally, the NLRA prohibits discrimina-tion against an applicant or employee for supporting unionization. As a re-sult, interview questions or discus-sions about unions and their place in the economy or workplace can be deemed to be coercive or otherwise

43rd Annual IMAGE Conference Speaker Highlights

By Mike Padgett, JD, Jackson Lewis

Continued on page 10

10 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

While demand for healthcare tal-ent surges, other factors, such as the talent exodus of baby boomers and unexpected competition from urgent care, freestanding ERs, retail clinics, and outpatient surgery centers, are exerting downward pressure on the talent supply.

The Bureau of Labor Statistics projects the U.S. will have 1.05 million fewer nurses in 2022 than the country will need; and according to the Asso-ciation of American Medical Colleges, by 2025, physician demand will out-pace supply by up to 90,000 doctors.

Over the past eight years, Lean Human Capital has conducted an annual survey of more than 850 healthcare organizations to develop a detailed, validated benchmark of recruiting practices, staffing models, and technology investments.

Our benchmark data has consis-tently shown that healthcare recruit-ers are inadequately prepared to meet the challenges that lie ahead. In fact, based on our 2016 survey, most healthcare recruiting organizations are struggling even in the current tal-ent environment.

These challenges, if not ad-dressed, have the potential to de-

crease the quality of patient care, increase expenses, and introduce rev-enue risk. Our data has found that:

• Ineffective sourcing increasestime-to-fill and negatively impactsclinical outcomes, expense man-agement, and revenue

• Poor candidate experiences neg-atively impact an organization’semployer brand, and in turn, itsability to attract talent

• Insufficient data inhibits the abilityto develop critical insights, makeinformed decisions, and improveROI

• Lack of headcount and skillsetsare often key contributing factorsto recruitment challenges

Join me as I share real-world ex-amples and some of our latest insights at the NAHCR 2017 IMAGE Confer-ence for my session, “Results Are In! The 2017 Healthcare Recruitment Metrics Benchmark Study.”

Lean Human Capital is the re-search and advisory services division of HealthcareSource, the leading pro-vider of talent management software and solutions for the healthcare indus-try.

43rd Annual IMAGE Conference Speaker Highlights

A Healthcare Talent Storm Gains MomentumBy Dana Cates, SPHR, SWP, RACR, Consultant, Lean Human Capital by HealthcareSource

Legal Roadmap to HiringContinued from page 9

interfere with the applicant’s rights under the NLRA. On the other hand, we need to be prepared to deal with the applicant who makes a point to tell the employer about his previous union activity or em-ployment. This applicant may be a “salt,” a union staff member seek-ing employment in order to orga-nize the employer. We will consid-er this and other issues under the NLRA at the IMAGE Conference.

Uniformed Services Employment and Reemployment Rights Act

(USERRA)

We know that USERRA pro-vides protections to employees called into military service or en-gaged in military training. The statute’s protections also extend to applicants for employment. As a result, making a hiring decision based on an applicant’s expected military service can run afoul of USERRA. Moreover, an employer may be required to make certain accommodations to an applicant in order to facilitate his or her ap-plication for employment. We will lay out the parameters of USERRA’s protections and discuss handling of hiring issues under the statute.

The Legal Roadmap to Hiring session at the 2017 IMAGE Confer-ence will also address additional hiring topics such as use of back-ground checks and criminal histo-ries, drug testing, and compensa-tion issues. Please let me know if you have other topics you would like to hear about by sending an e-mail to padgettm@jacksonlewis.com. Otherwise, I look forward toseeing you in Savannah this sum-mer.

Demonstrate your knowledge and competence in the specialized field of health care recruitment by earning the Certified Health Care

Recruiter (CHCR) credential. Take the exam Tuesday, July 11, from 4:00 p.m. to 6:00 p.m. at

IMAGE in Savannah, Georgia.

4

July 11-14, 2017 | Westin Savannah Harbor Golf Resort & Spa | Savannah, GAJuly 11-14, 2017 | Westin Savannah Harbor Golf Resort & Spa | Savannah, GA

Monday, July 10, 2017

3:00 p.m. - 8:00 p.m. Board of Directors Meeting

Tuesday, July 11, 2017

1:30 a.m. - 5:00 p.m. Registration Desk Open12:30 p.m. - 4:00 p.m. Workshop One: The What, Why and

How of Employment Branding12:30 p.m. - 4:00 p.m. Workshop Two: Perfecting the Candidate

Experience: Emerging Trends in Health Care Recruitment

1:30 p.m. - 3:30 p.m. Workshop Three: Recruiter 101 Recruitment Review Course

4:00 p.m. - 5:00 p.m. Open Afternoon4:00 p.m. - 6:00 p.m. CHCR Credentialing Exam6:00 p.m. - 8:00 p.m. Kick-Off to IMAGE Reception

Wednesday, July 12, 2017

8:00 a.m. - 5:15 p.m. Registration Desk Open8:00 a.m. - 9:00 a.m. Continental Breakfast9:00 a.m. - 10:00 a.m. Keynote Session

Empowership10:00 a.m. - 10:15 a.m. Refreshment Break10:15 a.m. - 11:15 a.m. Regional Meetings11:15 a.m. - 11:30 a.m. Stretch Break11:30 a.m. – 12:30 p.m. Concurrent Sessions

Successful Recruitment for Hard to FillPositions in a Digital and Multi-Generational Market

Recruit, Rinse, Repeat: How PassiveCandidates Could Shake Up the System

Eight Sourcing Trends to Transform Health Care Recruitment

12:30 p.m. - 12:45 p.m. Stretch Break12:45 p.m. – 1:45 p.m. Annual Business Meeting & Luncheon1:45 p.m. - 2:00 p.m. Stretch Break2:00 p.m. – 3:00 p.m. Concurrent Sessions

Cultivating Candidate Relationships

Increase Quality of Hire Through Reference Checking

Case Study: Transgender Candidate

3:00 p.m. - 3:15 p.m. Refreshment Break3:15 p.m. - 4:15 p.m. Concurrent Sessions

Zero to Sensational

How Investment in Recruitment MarketingHelps Deliver Quality Patient Care

The Importance of a Strong Brand From a Recruiter’s Standpoint

4:30 p.m. - 5:30 p.m. Keynote SessionThe Magic of Engagement

5:30 p.m. - 7:30 p.m. President’s Welcome & Exhibit Hall Opening Reception

8:00 a.m. – 5:15 p.m. Registration Desk Open8:00 a.m. - 9:00 a.m. Vendor Demo Breakfast9:15 a.m. - 10:15 a.m. Keynote Session

Optimize People Power: How to Hire, Train, and Motivate New Employees Intoa Healthcare Environment

10:15 a.m. - 10:45 a.m. Refreshment Break with Exhibitors10:45 a.m. - 11:45 a.m. Concurrent Sessions

Recruit like a Demographer

Prioritizing Jobs in Health Care to Reduce Time to Fill, Increase HiringManager Satisfaction & Add StrategicValue to Your Organization

Redefining How Recruits and Candidates Connect

11:45 a.m. – 1:30 p.m. Lunch with Exhibitors1:30 p.m. - 2:30 p.m. Concurrent Sessions

Unexplored Channels in Health Care Recruitment

Optimizing Your Recruitment Process

Grow Your Impact as Strategic Business Partner with Data-Driven Hiring Processess

2:30 p.m. - 3:00 p.m. Refreshment Break with Exhibitors3:00 p.m. - 4:00 p.m. General Session

Results Are In! The 2017 Healthcare Recruitment Benchmark Study

4:00 p.m. – 5:30 p.m. Extended Exhibit Hall Hours4:15 p.m. – 5:15 p.m. Committee Meetings7:00 p.m. – 9:00 p.m. Gala Reception

8:00 a.m. – 12:30 p.m. Registration Desk Open8:00 a.m. – 9:00 a.m. Vendor Demo Breakfast 9:00 a.m. - 10:00 a.m. Keynote Session

Winning When Life Doesn’t Go According to Plan

10:00 a.m. – 10:15 a.m. Stretch Break10:15 a.m. - 11:15 a.m. Concurrent Sessions

Let Me Hear Your Body Talk

Solve Your Workforce Shortange and Humanize Your Hiriing Experience

11:15 a.m. – 11:30 p.m. Refreshment Break11:30 a.m. - 12:30 p.m. General Session

Roadmap to Hiring12:30 p.m. Closing Remarks – Conference Adjourns

Chatham Ballroom B/C

Thursday, July 13, 2017

Friday, July 14, 2017

12 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

43rd Annual IMAGE Conference

Southern Living magazine recently named Savannah one of the best cit-ies in the South. “Like a time capsule of historic architecture and city planning, Savannah’s old-school exterior belies its status as a progressive art, design, and culinary hub,” the article said. It isn’t just the city itself that receives accolades. Its restaurants, shops and attractions are also among the best in the South.

Get Out & About for ArtSavannah’s cobblestone streets and Spanish moss have inspired artists for years. Explore the vibrant art gal-leries around Savannah’s City Market,

on and around River Street and in the Starland District, the city’s newest arts quarter.

Make Time for MusicWhether you’re a fan of rock, alterna-tive, jazz, country or show tunes, you’re guaranteed to have an entertaining evening checking out the Historic Dis-trict’s live music scene. Grab a drink in one of Savannah’s infamous  to-go cups and dance the night away. 

Search for Spirits on a Ghost TourSee what spirits you can find on one of our many eerie ghost tours. You can rest your feet while hearing tales of

ghosts and ghouls on Old Town Trol-ley’s Ghosts and Gravestones,  Old Savannah Tours’ Grave Encounters, or even an out-of-service hearse on a Hearse Ghost Tour. If you would rath-er walk among the dead, check out The Best Savannah Tour Co.’s audio-enhanced walking tour.

Take a Trip to Tybee IslandTybee Island is just a beautiful 30-min-ute drive away. Search  for seashells along the shoreline of the beach or tour Georgia’s oldest and tallest light-house. The historic black-and-white lighthouse stands 145 feet tall and is a sight you won’t want to—and can’t—miss! If you can’t get to out to Tybee, take a Dolphin Magic tour that sets sail right from River Street!

Stop and Smell the FlowersTake a trip to the Coastal Georgia Bo-tanical Garden and Savannah Botani-cal Garden to admire the most beauti-ful flower gardens in town. Or hang in the Historic District by filling a basket with your favorite treats and relaxing on the lawn in Forsyth Park for a picnic among the flowers.

Top Things to Do in Savannah

Continued on page 13

Directions: National Association for Health Care Recruitment | 13

Volume 40 | Issue #2

43rd Annual IMAGE Conference

Relax on a Riverboat CruiseFind your sea legs on the river with one of Savannah’s  riverboat cruises. Enjoy fresh seafood and southern staples for brunch with friends or din-ner with a loved one on the Georgia Queen and Savannah River Queen.

Reconnect with NatureStep away from technology and into nature  on one of Savannah’s many walking trails. With nearly 30,000 acres of freshwater marshes and bot-tomland forests, the Savannah Nation-al Wildlife Refuge is home to all sorts of wildlife. From alligators to bobcats, the drive and trails promise incredible animal and landscape sightings.

Treasure Hunt for AntiquesSavannah’s many  antique shops are like walking back through time. Find

rooms full of gorgeous furniture and home decor dating from the 1700s to the 1900s at Raskin Antiques while shuffling through the historic No-ble Hardee Mansion or visit  Golden Realm on Bay Street to find unique an-tique and estate jewelry in the Historic District. Or venture out into the Vic-torian District to Picker Joe’s Antique Mall where treasure is waiting around every corner!

Excerpted from Nichols, Erica. “Top 10 Things to Do in Savannah this Spring.” Blog. Savannah.com. Island Commu-nications, April 12, 2017. http://www.savannah.com/top-10-things-savan-nah-spring/. May 2017.

Top Things to Do in SavannahContinued from page 12

14 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

NAHCR Chapter Presidents joined members of the NAHCR Board of Directors for a call

on April 18, 2017, to discuss annual chapter reporting requirements and deadlines as well as volunteer engagement opportunities at IMAGE and the results of a recent needs assessment.

The deadline for reporting chapter activities was April 20, 2017, with about half of the chapters reporting by the deadline. NAHCR Headquarters will be working with Board members to follow up with chapters who have yet to submit their reports.

The Education Team is counting on Chapter Presidents to not only attend IMAGE but also serve as session moderators and in a variety of other roles. Chapter Presidents are asked to email Jessica Jackson (recruiter2recruiternetwork@gmail.com) or Claudia Cotarelo (Claudia.Cotarelo@atlantichealth.org) for more information and to volunteer.

Chapter Presidents attending the IMAGE Conference will meet in Savannah on Wednesday, July 12, 2017 during breakfast. Details to come!

Can’t attend IMAGE? Participation on a NAHCR Team is an excellent way to collaborate with colleagues on membership recruitment and retention strategies as well as find topics and speakers for meetings and educational events. This opportunity is available to not only Chapter Presidents but any chapter member who is also a member of NAHCR.

The recent chapter needs assessment identified a desire to have available resources to promote NAHCR membership and events to the chapters:

• Copies of the IMAGE “Save theDate” postcard were providedto all Chapter Presidents to bedistributed to chapter members

to drive interest in attending the IMAGE Conference in Savannah.

• Copies of the new membershipbrochure will also be provided,once they are available.

• NAHCR Leadership is updatingthe video resources currentlyavailable on NAHCR.com, whichcan be provided to chaptermembers as an overview on thebenefits of joining NAHCR.

• Beginning in August, NAHCRHeadquarters will provide quarterly updates to ChapterPresidents, summarizing the actions of the Board and NAHCRCommunications, Education andMembership Teams as well as

alerting chapters to any upcoming events, etc.

• Headquarters is also exploringwhether an online forum canbe made available to allowChapter Presidents to networkand brainstorm with each otherbetween the quarterly calls.

The next quarterly NAHCRChapter Presidents’ call will be held on August 15, 2017, at 2 pm ET. Mark your calendar now!

Looking to showcase your chapter’s events and achievements? Email chapter news to Tonya Wade (twade@kmgnet.com) to be included in the next issue of Directions.

Chapter UpdateBy Julie Hill, NAHCR President, and Josh Cosby, NAHCR Membership Director

Happy National Healthcare Recruiter Recognition Day

We set out to commemorate National Healthcare Recruiter Recognition Day in

this issue of Directions by sharing how health care recruiters around the country

are marking the day. Instead, we found that few are celebrating. Don’t miss this

opportunity to promote your successes.

• Toot your own horn

• Pat each other on the back

• Include a note in your signature box and let everyone know you’re proud

to be a health care recruiter

We’re Proud of You!

Directions: National Association for Health Care Recruitment | 15

Volume 40 | Issue #2

NAHCR Education Team members  are in the thick of IMAGE preparation as

this issue of Directions arrives in your Inbox. Since August, over 20 team members have been meeting monthly, drafting and distributing a Call for Presentations, securing exhibitors and sponsors, vetting speakers and panelists . . . whatever is needed to ensure the success of 2017 IMAGE, the NAHCR 43rd Annual Conference. Special thanks to IMAGE subcommittee lead volunteers:

Kick off the Image - Michael Tierney and Ellen Williams

Exhibitor Engagement - Ann Bures and Judi Russell

Moderator Schedule - Rick Madison

Concurrent Session Review – Lisa Sinnott

But IMAGE isn’t the only program that the team is working on. The NAH-CR Education Team is responsible for oversight of all educational products and services of NAHCR. That means not only the annual IMAGE confer-ence program, but also webinars and the Certified Health Care Recruiter credentials.

Thanks to the hard work of the Webinar Planning Subcommittee, led by Katey Nichols, a two-part marketing series was presented in April and May, with Joe Shaker, Jr. speaking on the evolution of recruitment marketing and Mike Ciavolino of Shore Creative Group previewing his pre-conference workshop on Employer Branding. The next webinar is scheduled for June 28 at 4 pm ET: “How Penn State Her-shey Automated its Reference Checks (Health Care Acquisition Best Prac-tices)” with Yves Lermusi, CEO Check-ster, Inc., and Richard Welsh, Director, Talent Acquisition at Penn State Health Milton S. Hershey Medical Center.

Additional webinars are planned for August, September, October and No-vember.

Next up for the NAHCR Educa-tion Team is to review and update of the Certified Health Care Recruiter credential, an effort by the CHCR Subcommittee, led by Jill Lopez, an-ticipated to be complete by the 2018 IMAGE Conference.

None of this work would be pos-sible without the enthusiasm and gen-erosity of all our team members—many thanks to them! Interested in join-ing your health care recruitment col-leagues in their pursuit of education excellence? Email info@nahcr.com for more information.

Committee Corner - EducationBy Claudia Cotarelo, NAHCR Finance Director, and Jessica Jackson, NAHCR Education Director

“It has been an honor and extreme pleasure to be part of the education committee for many years. I have worked with dif-ferent chair leaders and each one is very professional and on point with accomplishing our objectives. Great experience!!” -- Judith Russell, RN, BSN

“My first year as Education Chair, and I may add that, although it was a challenging experience, it was a rewarding one as well. I’ve learned so much about what goes into planning our confer-ence, our webinars, etc.  I’ve learned that we are all creative, we all have the same passion when it comes to NAHCR and IMAGE . . . Thank you to all our members!  We could not have done it without you. See you in Savannah!” – Claudia Cotarelo, CHCR

It is always a pleasure to work with enthusiastic, and knowledge-able individuals, but I have to say that the NAHCR Education Committee is comprised of absolutely amazing and talented folks who contribute time and energy to making our education-al offerings truly beneficial to our NAHCR membership! It is an honor to be one of them! - Ann Bures

16 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

NAHCR Directions Toolkit: One of the best parts of recruiting is being on the road. We often go

to some very nice cities and are able to represent our organizations. It can be very enjoyable and it takes advanced planning to make it a smooth trip.

Exhibiting tips:• Register early to take advantage

of early bird discounts for boothspace and shipping.

• Review the exhibitor prospectusand eliminate the extra formsyou do not need to be sure youcomplete all the important forms.

• Make a note on your calendar withkey dates such as: final paymentsdates and shipping deadlines

• Take note of items included withyour booth fee. For some events,it’s just the booth space itself.For many national events youmust order the tables, the chairs,and even the trashcan. Considerordering carpet, if the exhibit hallis not carpeted. Being on yourfeet, on a concrete floor surface, isvery tiring.

Travel tips: • Book any airfare as soon as

possible to save $$. It is also worthconsidering whether you take anon-stop flight to minimize delaysand arrive in plenty of time to setup or track any shipped supplies.

• Book your hotel as early aspossible. Many of the nationalconferences fill the conferencehotel very quickly.

• Pack only small bottles of lotionand shampoo, if in your carry-on luggage, to comply with TSAregulations. Consider packing allsuch liquids in a sealable bag toprevent leakage.

• Keep all your travel information(itinerary, hotel info, boothnumber, etc.) in your carry-on luggage to prevent loss orinaccessibility.

• Check on ground transportationwhen you arrive. Hotel or cityshuttles are the least expensivetransportation option. Otheroptions include taxi, Uber orrental car.

• Consider your personal safetywhen in the host city and checkwith hotel staff on which areas aresafe to walk/run and which areasare not. Be aware of your safety inthe hotel as well. Keep your doorlocked. Know where the exitsand stairwells are in case of anemergency.

Booth tips:• Set up your booth with your table

to the back of the booth or to theside, so you save space to ‘invite’attendees in to talk. If you put thetable up front and block the entry,you are saying “don’t come in.”

• Stand near the front of yourbooth to interact with theattendees. It is much easier toengage in discussion if you lookapproachable and welcoming. SMILE.

• Set up a pleasing array of printmaterials. Too much ‘stuff’ looksmessy and it’s an overload to theattendees. Keep extra materials

available under or behind the table and re-stock as needed.

• Ration your giveaways. The give-away shoppers breeze throughduring the first exhibitor sessionsand can deplete your suppliesbefore you get to talk to seriouscandidates. These are the folksyou really want to leave with atake-away, so they rememberyour discussions.

• Stay at your booth as much aspossible and until the end of theconference. It is very disappointing to attendees and conferencesponsors to see exhibitors breakdown early. You also may missyour best candidate(s) by leavingearly.

• Network with fellow recruitersduring exhibit hall breaks tolearn about their programs andinitiatives. Also tell them aboutNAHCR.

Remember you are representing your organization and the recruitment profession, so please be professional and act responsibly. Also, have FUN and be safe.

NAHCR Directions Toolkit : Job Fair TipsBy Terry Bennett, Director of Nurse Recruitment, Johns Hopkins Bayview Medical Center

Directions: National Association for Health Care Recruitment | 17

Volume 40 | Issue #2

The Atlanta Association of Health Care Recruiters (AAHCR) provides leadership and support to more than 20 greater Atlanta health care organi-zations, through advocacy, education, networking and professional develop-ment.

Our members include health sys-tems of all sizes that provide compre-hensive care and support for each other, despite an increasingly com-plex and competitive labor market. Institutional members bring their ex-pertise and share best practices, and provide opportunities to enhance and supplement internal resources.

Our mission is simple: to promote and maintain health care recruiting as a profession by exchanging ideas, promoting communication between recruiters within the area, and build-ing a foundation of sound ethical health care recruiting practices.

The 29-county greater Atlanta MSA is the ninth largest market in the US with an almost 6 million popula-tion. The BLS reports that Atlanta had the fastest rate of job growth of the top 12 US metro markets at 3.6%. The Atlanta-Sandy Springs-Roswell metro is home to approximately 39,460 Reg-istered Nurses. With accessible higher education, we graduate future health care professionals, and can accom-modate ongoing continuing educa-tion requirements.

In addition to educational pro-gramming, AAHCR also recognizes members and gives back to the com-munity we serve. Part of our annual holiday celebration includes dona-tions to organizations like Stand Up for Kids, which serves homeless teens and young adults.

The AAHCR June meeting is held on National Healthcare Recruiter Day, where outstanding recruiters and re-cruiting teams are recognized during the celebration of their profession.

We’re proud to help shape the fu-ture of health care in the Atlanta area and beyond.

Chapter Spotlight: Atlanta Association of Health Care

Recruiters (AAHCR)By Tina Davis, Vice President, Account Services, SCG Advertising and Public RelationsWe’d like to thank our Institutional Members for their continued support! For

more information visit NAHCR’S online list of Institutional Members.

Aya Healthcare

Checkster, Inc.

CKR Interactive

DoubleStar Inc.

experiencedRN

Fusion Marketing Group

Health eCareers

HealthcareSource

HospitalRecruiting.com

Katon Direct

Millenia Medical Staffing

NAS Recruitment Innovation

Nurse.com

Pacific Search Partners

PreCheck, Inc.

Shaker Recruitment Advertising & Communications

SkillSurvey, Inc.

Symphony Talent

Universal Background Screening, Inc.

Wolters Kluwer Health

WorldWide HealthStaff Solutions Ltd

Thank You to the NAHCR Institutional Members

18 | Directions: National Association for Health Care Recruitment

Volume 40 | Issue #2

Sixty Seconds with the IMAGE Team

Want to know a little bit more about the meeting professionals at NAHCR

Headquarters who have been working tirelessly since August to plan and execute the 2017 IMAGE Conference? Spend a minute with them now—spend a few days with them in Savannah.

Briana Melnick, Meeting Planner

What three traits define you?  Hard working, passionate, witty

What is your personal philosophy?

If you can’t reach it, find someone tall(er)

What is your greatest fear? Frogs (seriously!) or failure

What is your favorite thing to do? Explore a new place

Where is the best place you’ve traveled to and why? Alaska, because it is a place I never thought I would be

What does true leadership mean to you?  Inspiring others to do their best

What has been the most important innovation you have witnessed in your lifetime? iPhone 

If you could do another job for just one day, what would it be? I would plan the opening ceremonies of the Olympics

How do you define success? Getting up every morning and being excited about what you do

Tell us something that might surprise us about you.  I know how to do Fire Baton Twirling

Lindsey Leahy, Trade Show Manager

What three traits define you? Caring, hard-working, passion-ate

What’s one thing you couldn’t live

without? My dog, BellaWhere is your favorite place

to be? Anywhere as long as I’m surrounded by my friends and family

What is your favorite thing to do? I love going to the beach

What’s the weirdest job you’ve ever had? I was the planner of a parade for Springtime Tallahassee

What does true leadership mean to you? Always being willing to jump in and help. It is one thing to ask for something to be done, but it is another to be ready and willing to help make that something a success.

Which one would you want most – flying cars, robot housekeepers,or moon cities?  Flying car, no moretraffic!

What would you do (for a career) if you weren’t doing this? I would love to be the person who gets to travel all around testing out restaurants and spas

Tell us something that might surprise us about you.  I played four sports in high school (cheerleading, track and field, basketball, and golf) and broke two school records

Amy Witt, Registrar What three traits

define you? Ambitious, humorous, empathetic 

What is your personal philosophy? Your thoughts become reality

What’s one thing you couldn’t live without? Typical millennial answer: my cell phone! Between my email, Pinterest and GPS, I would be lost without it...LITERALLY!

What is the one thing you cannot resist? Bath & Body Works candle sales

Where is your favorite place to be? The Smoky Mountains in the winter

What would you do (for a career) if you weren’t doing this? Interior design or home staging

How do you define success? I of-ten sit down and set goals for the year. I make sure they’re attainable and I set a time that I need to achieve it. When I can look back and see that each of those goals were accomplished, I feel successful.

What is your most overused word/phrase? ABSOLUTELY

Call for AuthorsSeeking authors for the next issue: Directions Needs YOU! NAHCR members are the best resource for information on current events, innovations and concerns that affect health care recruitment. Share your expertise! Contribute to Directions.

Directions Newsletter Advertising & SponsorshipDirections is published four times per year and distributed electronically to all Active/Federal, Associate and Institutional members. For more information on advertising or sponsorship, email info@nahcr.com.

President’s Address: Honoring the Past,

Treasuring the Present, Shaping the Future of

Health Care Recruitment

As we move forward into 2017,

what better time to reflect on the past,

focus on the present, and look for-

ward to the future. NAHCR’s past is

strong, the present exhilarating, and

the future promising.

In 1974, NAHCR’s founding mem-

bers began the journey forming the

only association dedicated to health

care recruitment. Since that time, our

association has endured for 43 years.

There have been unimaginable tri-

als, tribulations, and changes. Yet,

through the years, NAHCR has sus-

tained and strengthened. It is the

dedication, passion, and determina-

tion of membership and prior lead-

ership that has guided NAHCR into

2017. The profession itself has seen

many changes. From land lines and

push button phones to cell towers

and smart phones. Who would have

imagined that most recruitment today

would be done on the internet or with

a smart phone? The how, what, and

who of the past is dramatically differ-

ent from the present state of today. As

health care recruitment professionals,

we are faced daily with unique chal-

lenges. One thing has not changed,

NAHCR remains the only associa-

tion dedicated solely to health care

recruitment professionals and best

practices. What a great tribute to our

profession, as well as a testament to

the adaptability and proactive nature

of health care recruiters.

My history with NAHCR is much

shorter than some, but my personal

and professional reward has been

nothing short of amazing. As we enter

2017, I anticipate nothing different.

Recent years have been exciting while

filled with many changes and chal-

lenges. Yet, as history repeats itself,

NAHCR has sustained. There is great

enthusiasm as we approach the 43rd

IMAGE Conference, “Honoring the

Past, Treasuring the Present, Shaping

the future of Health Care Recruitment.”

NAHCR, will, for the first time in his-

tory, visit historic Savannah, Georgia,

“the bell of the South.” What a great

location to revisit our past, revel in the

By Julie Hill, BSN, RN, CHCR, RACR

Volume 40Issue #1

4: “Healthcare

Recruitment Then

and Now”

7: IMAGE 2017

Highlights

Continued on page 2

8: Committee

Chair Membership