Onward Search Career Cast #4

OS CareerCast #4: A Job Seeker’s Guide to Internet Marketing Conferences

Peter Clayton: Welcome to an exciting new episode of the Onward Search Career Cast.  I’m here with Josh Gampel, Vice President of Onward Search and Tim Dineen who is Vice President of Internet Marketing for Onward Search. as we head into the week here, it marks the start of the interactive marketing tradeshow season and we thought it would be a great time to sit down and discuss a few of the different ways to maximize your experience at conferences across the country. Josh, why don’t you kind of just give us a little overview of some of the events that are coming up in the spring? DOWNLOAD MP3

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Josh: Thanks Peter and thanks for having us.  One of the most recent events is SMX, it stands for Search Marketing Expo.  That’s going to be out in California.  Ad:tech is coming up pretty soon.  PubCon, which is typically in Las Vegas every year is actually going to be doing PubCon Dallas in April, and there’s also SES or Search Engine Strategies which comes to New York City.  A lot of shows, those are some of the major ones.  There are some smaller venues that are a little bit more on the advanced topics but those are some of the main ones that we’re going to be at at least over the next few months.

Peter: I know a lot of these shows like SES, have multiple shows throughout the year in major markets.  So, it’s not just the show in New York but it shows across the country, is that right?

Josh: Yeah.  SMX is going to be out in California, Ad:tech is out in San Francisco, PubCon is in Dallas.  It has been in Austin.  It’s always in Las Vegas every year and then SES, they’re all over the place.  They’re in Chicago, they’re in New York, they’re out in the West Coast, they’re overseas.  If you’re in the search engine marketing industry, there’s s conference coming to you real soon.

Peter: And I know you’re going to be speaking at SMX out on the West Coast.  Does Onward Search have a booth as well?

Josh: Yes, we have a booth.  I’m going to be actually speaking a few times.  There’s going to be theater presentation on Tuesday about how to find “SEO Rock Stars” and I’m also going to be speaking on Thursday, really talking about how to build an in-house PPC team. We’re excited to be presenting and sharing some ideas that we have in the industry and we’ll also have a booth, so if you’re there, come on up, ask us any questions and we’d love to get to know you.

Peter:  Josh, this is a really great opportunity because of the number of shows that you have participated in over the last couple of years.  From a job seeker’s perspective, is this a good investment of time and money to attend these shows?

Josh: Absolutely.  Coincidently, as we sit here and I’m here with Tim, that’s how I met him.  I have been attending shows for years as Tim has and he and I met each other several years ago at a networking function at PubCon Las Vegas probably three, four years ago, didn’t really get to know each other then but we had met, shook hands, and last year, we met again at PubCon again in Austin.  I was speaking on a panel and Tim came up to me and asked me a few questions afterwards and we got to know each other and we are able to build up a good rapport and I didn’t ever think of the ability to hire Tim for Onward Search at that point.  It wasn’t until he called me several months later that he was going to be out into the active job market and we happened to have an opportunity at that time.

Just by building up that relationship with Tim, we were able to hire him… A great success for Onward Search on our corporate side.

Peter: That’s a really great story.  Tim, can you share with us from your perspective — how did this all happen and how did you connect with Josh to get this job offer?

Tim: Sure.  I’ve attended a number of conferences over the years, probably about two a year, maybe three.  I met Josh, I’d seen the Onward Search booth, and I’ve used conferences as a learning experience – in that go out and attend as many sessions as I could and meet as many people as I could. I never really looked at it from a job seeking perspective but I did meet a whole lot of people, different people at every show, and when the time came to look for a job myself, I had a network that I could rely on and one of those happened to be Josh, so I gave him a call first.

Peter: Let’s talk about the kinds of things you should prepare to do before going to one of these conferences to really maximize your time and what you’re able to accomplish at a show.

Josh, can you give us some tips on things that specifically a job seeker should consider and plan ahead of time?

Josh: The best thing I would recommend if you are an active job seeker, you’re going to one of these conferences, you need to have a plan.  The plan has to be around understanding what your goals are and executing them, like all plans are.  Understand who you want to meet based on the speaker roster.  Every website has a list of speakers, you can see the companies that they work for.  If you’re  willing to relocate, you can talk to a lot of people.  If you’re not willing to relocate, understand which speakers work at companies that are located near you so you can really target those people.

Bring your resume with you; that’s important.  Have it ready to go or at least be ready to send it to somebody very quickly from your iPhone or whatever mobile device you’re using so they get that right in front of them.  Have your 30-second commercial of yourself down pat.

What do I mean by that?  It’s your elevator pitch.  Be prepared in 30 seconds or less to tell somebody what you do, what you’re looking for, what your strengths are, and keep in mind to include a little bit of that wow factor.  You want a hiring manager – a potential hiring manager – to think about your background, maybe not have an opportunity for you at that moment, but be very excited that he/she met you and that you know what, I might just have something for them and I almost want to create role because this person’s really good and they’re available now.

The other thing I would do is leverage social media tools.  Twitter for example, every show is using Twitter.  If you’re not at a show or if you want to follow all of the events, let’s use PubCon as an example as we’ve talked about that one, follow HashTag #PubCon and you’re going to see everything going on in every conference for the networking events, you’re going to really be able to know where you need to be to maximize your exposure.

Another idea is to find a sponsor.  What I mean by that is get to know somebody that’s connected and very well networked and if they trust you, if they can vouch for your and know your skills, they’re going to introduce you to a lot of people that you normally might not have had the chance to.  At networking events, if you can have a sponsor, you know, really walk you around, introduce you to some key people, that’s all you need.

Actually just last year, I remember I was at one of the conferences, there was somebody that actually came up to our booth with their resume in hand and was doing a great job, actually probably followed all of those tips that I mentioned and I went to call her up about a week after the show because we have a few opportunities that I wanted to introduce her to and she had three job offers.  Three job offers, one week after spending her own money to go to a tradeshow and that was really impressive.  The ROI in the show has paid off because she got a great job.  It was a great success story for the networking piece.

Peter: I think that’s some great advice and you know, people joke a lot about Twitter but I’ll tell you that, talk about a stealth application,  especially at a conference and as you mentioned, using a Hashtag and putting in #PubCon or #SESNYC, you’re going to see real time, and be able to follow all of these people and all of these activities that are going on at these events and really do a better job of planning what you’re going to be doing there.

Tim, talk to us about how you recommend someone go about figuring out which of the conference events to attend.  As you know, a lot of these shows are really big, they have multiple tracks, so how do you decide which speaker you go see and….

Tim: Do them all!  It’s so hard to pick because these shows are so big now.  There are five different tracks, SEM, SEO, pay-per-click, social media, affiliate marketing, there’s so many different tracks now that they – it’s incredibly hard to pick but obviously you have to.

The way that I look at it is I try to go by the speakers.  There could be a topic that I really feel I need to learn, obviously, I’d choose that one first.  Secondly, I’d look at the speaker list.  If there are speakers from a search engine for example, you get the opportunity to hear information right from the source that are usually very useful and then  if there’s somebody who’s speaking who’s in your industry, in your particular niche, that’s always a good idea to attend that.  And then having gone for a few years, you get to learn who the good speakers are and who gives away information.

Peter: We’re talking about a number of really high profile, very valuable conferences here.  So how do you go about picking and choosing which events to attend?

Tim: It’s really a good idea to just mix them up.  Personally, I don’t go to the same show every year, year after year but I like to pick a couple of different shows one year and then go to different two or three shows the following year.  After a few years of doing that, you get to learn that sometimes you’ll learn a certain subset of information at a PubCon that you wouldn’t learn at an SES New York.

One way to look at it is from your own skill set.  SES may be a good show, a good starter show if you’ve never been to a show before.  New York is also pretty commonly targeted to advertising whereas SMX, SMX Advanced, some of the West Coast shows including PubCon would be more SEO focused and more technical.

Josh: If I can add on that Peter, budget obviously if you’re a job seeker and you’re very cost-conscious, budget is going to be important for you, so you want to look at the hotel prices in the area.  Also, from a job seeker’s perspective, networking events.  Every conference has a list of networking events.  Sometimes you can find a blog, talking about the different events.  If you really want to maximize your exposure to different people, make sure you go to one that has a lot of organized, open networking events.  You also want to look at local shows coming to you and if you’re not going really to be able to afford the pass to go to the whole show, at least get the Expo Hall pass or buy the $50 networking pass that allows you to go to the cocktail hour with the cheese and crackers and the really long lines but at least you get to talk to people.  So, look at the networking events, look at the ability to get in front of the most amount of people and really maximize your time.

Peter: That’s great.  Josh, let’s talk about some of the hot jobs that Onward Search is working on right now.

Josh: We’re busy.  Across the board on our temp staffing and our executive search space, we have more and more jobs coming in every day.  A simple quick solution, go to Onward Search, go to our jobs page, you can see the most up-to-date jobs for some of our hot jobs that we have.

Right now for instance, we’re working with a major digital marketing agency.  Actually the job is going to be headquartered in Chicago.  It’s going to be a VP of Search Engine Marketing that’s going to really spearhead a major financial services account.  We have iPhone developer jobs all over the place.  We have some that are for agencies that are you know, going to really do fun, cool iPhone apps.  We also have another financial service iPhone application that we’re looking to develop that requires somebody to have significant, enterprise-wide iPhone application development experience.

We’re looking for SEO copywriters, Flash developers, interactive designers.  We have several e-commerce companies right now that are going to be redesigning their website.

The latest thing in 2010 is internet retailers are going to redesign their website and the biggest thing is to increase conversions.  So, if you’re a web designer out there that has had experience redesigning a website for landing page optimization, increasing conversions, anything that’s going to help an ROI, CEOs want to know who you are and they want to hire you so give us a call and we’ll help you out.

Peter: That’s great news.  On our last show, we talked a lot about the new iPad; are you getting some calls and some inquiries about that at this point?

Josh: We’re getting a lot of inquiries.  Not everybody knows what it’s going to turn into.  iPhone developers have been all the rage and you have to get your hands on one because you need to develop an iPhone app, just because you do.

iPad is the next big thing.  It’s just a matter of time before we’re going to do a lot more on Android application development because they are really growing.  We really try to stay focused in everything that’s cutting edge and emerging technology.  So, take a look at our website, follow us on Twitter at Onward Search, follow some of our list, you really get to see some of the things that we recommend and there’s a lot of industry news out there that we try to share with everyone to keep you up to date on what’s going on in the growth of the job market across everything internet marketing and creative.

Peter: Josh and Tim, thanks so much for taking time to speak with us again on Onward Search Career Cast and we really recommend and encourage all of the listeners to check out some of these tradeshows we’ve been talking about today; I’m sure you’ll find some really valuable information to help you in your job search.

Thank you for tuning in to Onward Search Career Cast.  For more information on the career opportunities available through Onward Search, you should visit us online at OnwardSearch.com or call 1-800-829-0072, and speak with an experienced recruiter.  And you should follow Onward Search on Twitter at Twitter.com/onwardsearch.

Travel Nursing Insider, Episode #5

This episode: Travel Nursing Pay & Benefits

Welcome to an all new episode of Travel Nursing Insider brought to you by Onward Healthcare. Joining us again today are resident experts Deb Shea, Vice President of Travel Nursing with Onward Healthcare and Sera Cullen, Director of Travel Nursing. DOWNLOAD MP3.

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In our first four episodes here on Travel Nursing Insider, Deb and Sera have walked us through the process of why nurses choose to travel, what the benefits are, and how to best work with a staffing agency to find the job you want. Today, we’re going to close the loop and let you know what happens once you accept a travel nursing job.

Sera what about pay and benefits, how do I go about getting those things in line?

Sera: When you have an offer from the facility, you’re going to work with your recruiter to customize a package for exactly what you’re looking for. The first thing that you guys are going to talk about is the pay that you’re looking for. There is tax advantage which is a program where you can take part of your pay as per diem, a daily allowance, and you’re giving it on a weekly stipend amount. There is also travel allowance to and from the hospital. This is tax free and follows the IRS guidelines for the amount of travel allowance given to a particular individual traveling. There’s also insurance. The insurance is amazing. It’s through United Healthcare and in fact, I have my whole family on it as well, so I have to say it is fantastic.

There are also license assistants so when you have to get your licenses for the different locations that you’re going, Onward Healthcare is going to be able to help you out and then there’s the housing piece and housing is either going to set you up with housing or you can also take a stipend amount which is a tax-free housing allowance so you can use that to either stay with friends or find your own housing and use it anyway that you need to. The great thing I said about the packages is the fact that you can customize it. So say you don’t need all of these benefits that we offer, you don’t necessarily lose out on that benefit. What we’re going to do is you’re going to decline that one and will be able to put the dollars that we would have used for that into another part of something that you’re looking for.

It is truly a great system and nurses can come out getting exactly what they need and we can help them accomplish what they’re trying to do financially.

Peter: Do you guys keep track of all these stuff as far as once the package is put together and all the different pieces and elements and the healthcare – do you track all of this?

Sera: The way we track is as soon as you and your recruiter have discussed all the different options and exactly what you’re looking for, your recruiter is going to then draw up a contract. We’re going to fax or email it to you and then you’ll be able to read it, sign off on it and fax it back to us so then we have the full commitment.

Peter: Deb, why don’t we talk a little bit about the contract and the different parts of that and the process of going through and making sure that the person is on board with this and understands all the different pieces of this, okay?

Deb: Sure. Once a nurse signs a contract, what happens is it gets entered into our system which is a priority system, and every department is alerted. Housing is alerted that the nurse is going to be in housing and the housing coordinator immediately starts partnering with the nurse to get them their housing. Payroll is alerted, our compliance team is alerted and so is our insurance department. We absolutely have experts in each one of these areas to make sure that we can give you these benefits and support you during your assignment.

Peter: How about getting the licensing and all of that kind of stuff that’s necessary to go to one of the states and go to one of these hospitals.

Deb: What’s great about the process at Onward Healthcare is you have two points of contact. You have your recruiter, which you work with day in and day out and then once you’re booked on an assignment, you’re assigned a nurse service coordinator and he or she is your right hand person and they basically are experts in all of the paperwork and help you get compliance. If you were to need assistance in getting a license, your nurse service coordinator would kind of hold your hand and walk you through that process.

Peter: Is it generally the case that people drive their own cars to these assignments or how does that work?

Deb: We do recommend that our nurses take cars to the assignment because they end up having a better experience. So we do recommend that you take your car because you can have flexibility to enjoy what sites that might be in the location. We do have some nurses, although we don’t suggest it, that do not bring cars and at that case we do get them housing close to the hospital and make sure they’re on a bus line, what have you. Again, if you’re in New York City, we’d probably recommend you don’t have a car but most of the times we prefer if our nurses take a car.

Peter: Deb, now that we’ve gone through this whole process, how do I get my file ready to go and what are some tips you can share with us so you are really organized so when you arrive at your new assignment, you really feel that you’re organized and everything is pretty well buttoned up.

Deb: We’re experts at this too, thank God. We’re JCAHO certified so it’s important that when a nurse arrives at a facility, the hospital has a complete file on the nurse so that if the hospital ever got audited, their file is tight. Again, like I just said earlier, we partner you with a nurse service coordinator and she’ll walk you through all the paperwork. There’s basically three buckets I say.

There’s a medical file, so you have to get a physical, have a drug screen, need some titers, etc. and again, we’ll walk you through exactly what you need and talk to you about this prior to locking to this on the assignment to make sure you have all this. So you need your medical file.

Then we need your certifications and kind of some basic JCAHO testing done, so we need copies of your license, your BLS, your ACLS if needed and then of course, copies of your license. That’s a second bucket. We have your medical and your certs and JCAHO paperwork.

And then we need your payroll documents, which we never have problems getting from nurses. Everybody wants to get paid. So we make sure that we have a couple forms of ID and all the right paperwork in place.

One thing that we are proud of is that we do do direct deposit on the first paycheck. The nurses love that.

Peter: It seems direct deposit is just so much more convenient and the money is there, you’ve got it, you don’t have to worry about it, and you don’t have to go open up a checking account in a different place.

Deb: That’s correct. I’d say 99.9% of the nurses are in direct deposit. If you wanted us to mail a check, we would of course accommodate, but it’s always easier to do direct deposit.

Peter: Okay, so once my paperwork is in order and I’ve made a decision I’m going to drive or I’m going to fly, let’s talk a little bit about what the travel reimbursement really involves.

Sera: The travel reimbursement couldn’t be easier. All you have to do is fill out a form, which is already emailed to you with the original documents when you were starting to fill them out and get prepared for this assignment and so it’s actually a form that has your beginning odometer reading, your ending odometer reading, and that’s it. You fax it in to us, we’ll process it, we’ll do all the legwork for you and then it will be direct deposited into your account.

Another great thing about what we do is we pay weekly. So, you don’t have to wait two weeks to get a check or anything like that. Once a week, you’re getting a check from us for the hours that you work so you can go have a great time whatever city you’re in.

Peter: Talk to us a little bit about housing. We did touch on this a little bit about the different options you have, you can stay with friends if you’re going to a city that you’re familiar with. What is the typical housing stipend like and what is the typical apartment like that you guys would provide to a travel nurse?

Sera: Our housing department is fantastic. One thing that we haven’t mentioned here is we have departments for everything, so no matter what you need or how we’re customizing your package, there is a department working on everything for you. Your recruiters have lots of backup, they have the nurse service coordinators but then we also have a housing department who exclusively works on the nurse’s housing.

What they do is they check with the chamber of commerce, the police department and with the local hospitals to make sure that you are in A-rated housing. The housing is going to be completely safe because a lot of the nurses traveling are single and of course, we want to make sure that they feel secure no matter where they go. So then with the housing, what’s going to happen is they’re going to go into a one-bedroom, one-bathroom private apartment. It’s going to be furnished and utilities are going to be covered.

The other great thing about the housing is that there’s deposits and stuff like that. That department handles everything. The nurse isn’t going to get there, have to write a check out of her checking account just to, you know, walk through the door. Housing is going to talk with them multiple times before they even get on the assignment.

We do a survey with the nurses when we first closed this deal and write up the contract where we find out, does the nurse not want to climb stairs? Does she want a first floor apartment because she’s traveling with pets? Does she need extra parking spaces because she’s bringing multiple cars? Whatever the nurse needs, we are going to accommodate as much as we possibly can.

And also the other thing is we want to make sure that we put the nurse as close to the hospital as possible. Nurses don’t want to spend an hour in traffic everyday, their days are long enough, and then also, we want to make sure they have the most amenities possible. If there is a fitness center, if there is a pool, if there is a gated community, we are going to put you in there. Again, we want to make sure this is a pleasant and safe experience for you. Inside the apartment, there’s going to be a queen size bed. There’s going to be your bedside tables, couches, flat screen TV, everything that we can possibly offer.

The other thing that we do is housing as I said will actually contact the nurse several times. So they’ll discuss what you guys talk about in the survey. We can offer these amenities but it’s going to be 15 minutes from the facility or if you want to be right next door to the facility, these are the other things. So we give the nurse choices, which is the biggest thing that I think is important to someone going to a new area is to really choose where you want to be and what’s the most important and so then they work with the housing department to find out exactly where they’re going to be as soon as they have all their compliance material in which Deb was talking about. They will then be given a call and given their address. They will be told how to check in, where they’re going, how to pick up their key, all the information they need. In fact, the recruiters are so sweet, they will even MapQuest it and help the nurse get directions there if she needs it.

Then the other great thing about the housing department is they follow up. They’ll give then a call the first week to find out how the housing is. Is there anything wrong with it, is there anything that needs to be changed. They are so focused on customer service that they’re going to do whatever they can. The housing department will call them the first week to see how everything is, how the move in was just to get some feedback.

They also call about the third or the fourth week just to follow up to make sure everything is going well and they also do another phone call about seven or eight weeks in, again, to follow up to make sure everything’s well.

I cannot say enough amazing things about the housing department and all the other departments because they also are so concerned with customer service and do whatever they can.

Peter: Speaking about amenities, do most of these apartments have high speed internet access?

Sera: Yes, when available. Let me preface with that. We, as I said, try and give you the most amenities possible. So, if high speed internet, if fitness centers, if pools, whatever is available for the nurse, we are absolutely going to try and get within reason.

Peter: Alright, so Deb, let’s talk about some hot jobs that exist out there today for travel nurses. Where are some real cool opportunities that you guys are seeing coming in to your offices here?

Deb: Great. We actually have a plethora of positions coming in in California. We’ve got assignments down in southern California and San Diego for all specialties. We have assignments in San Francisco, the Monterey Bay Peninsula. Right now, we’ve got a lot of hot jobs in California and we have a lot of nurses that are real interested in California, so we’re spending a lot of our client development time and effort in that market and it’s really paying off. So, if you’re looking to go to California, give us a call.

Peter: That will end this episode of Travel Nursing Insider. I’d like to thank both Deb and Sera for joining us again today.

Deb: Thanks.

Sera: Thank you.

Thank you for tuning in to Travel Nursing Insider. For more information on the exciting world of travel nursing, you should visit Onward Healthcare on the web at onwardhealthcare.com or call 1-800-278-0332 to speak to a travel nursing recruiter.

You should also follow Onward Healthcare on Twitter at Twitter.com/onwardhealth, fan them on Facebook at Facebook.com/travelnursing, and subscribe to our podcast on iTunes. Just do a keyword search for Travel Nursing Insider.

Onward Search Career Cast #2

Episode 2 – The Staffing Process

Josh and Ken talk to Peter about how the staffing process works for Internet marketing and creative professionals. Onward Search places people in temporary and permanent, executive and specialist jobs and positions.

Hello and welcome to the second episode of Onward Search Career Cast. We’re in Wilton, Connecticut with Ken Clark, the Co-Founder and Executive Vice President of Onward Search and Josh Gampel, Vice President of Onward Search.

In our inaugural episode, Ken told us how Onward Search came to be and we learned a little bit about the professionals that Josh’s team staffs. Today, we’re going to talk about how a typical assignment works for the candidate and give you some more background on how this whole process comes about. (download mp3)

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Ken, for someone who didn’t have a chance to listen to the first episode of the Onward Search Career Cast, can you just give us a brief overview of the staffing model for Onward Search, the types of assignments, and assignment lengths.

KEN: Sure. Thanks Peter. What Onward Search does is we are the nation’s leading provider of internet marketing and creative talent, and what that means is we provide everyone from internet marketing, search marketing, social media experts to flash developers, usability experts, iPhone developers on both temporary and permanent assignments across the country.

The way our model works is we have regional hubs in all the major metro regions across the country such as Chicago, New York, Boston, Atlanta, Dallas to name a few of them, and we also have an executive search team which specializes in placing C-level, SVP, and director level candidates on a permanent basis.

PETER: Ken, can you walk me through how a candidate would go about getting started with a career with your organization Onward Search?

KEN: Sure. As you could imagine, our recruiters are talking to our clients and our candidates in our marketplaces throughout the day, networking and developing a database of great talent. We kind of eat our own dog food, so to speak. We’re very active using social media, channels like LinkedIn, Twitter, Facebook, other sites that are specific to our niche, and what we’re doing is we’re working in finding candidates all over the internet and, frankly, just through kind of traditional hard work on the phone and things like that.
What we ask our candidates to do is typically either give us a call or fill out an online application on our website and once you do that, you’re going to sit with a recruiter, so to speak, speak with a recruiter who is going to walkthrough what you’re looking for in your career and help you really get started so we can find the right career for you.

PETER: Josh, can you kind of expand on that process for us?

JOSH: Yeah, thanks. Just to elaborate, once you’ve identified Onward Search and you give us a call or you fill out an online application, you speak to one of our recruiters and they’re really going to be looking at your background, your skill sets. If you’re a web designer, we’re going to want to look at your portfolio and we’re going to look at the look and feel and all the different aspects of the portfolio and really get to know why you did what you did and how you did it and make sure that you are the one responsible for all the work.

A lot of times, our recruiters are going to be interviewing you really to get a feel for your background and what your career goals, and what type of compensation you’re looking for and all those fun details and then when we present you to a client, a lot of it is subjective. Our client on the web design aspect may be looking for somebody that has a little bit more creativity in their background from their perspective, or a little bit more cut and dry in their portfolio. Web design, just to name that example, is very subjective based on what the client is looking for.

On the search engine marketing side, it’s black and white – how many keywords have you managed, what’s your budget, what type of responsibility have you had, and what have your results been. So a little bit more black and white on the search engine marketing side. But our recruiters are very skilled in asking you direct questions, knowing what your background is all about; most importantly, trying to understand what you’re looking for so we can match you up with the right career opportunity.

If you go on our website, you can see dozens upon dozens of job postings. They’re updated every day. There are feature jobs. They change all the time, and what a client’s looking for today may not be a fit for you, but it may be a fit for you two weeks down the road. So it’s good to get in touch with our recruiters, keep posted on what’s going on, on our job boards, and really keep tabs with us so we can present you the right opportunity.

On the executive search side, when you call in, we’re going to present a few jobs to you based on your geographic preference and your skill set. The interview process on the executive search side is a little more detailed, it goes more in depth. We present full write ups on our candidates to our clients that are behavioral based, and what I mean by that is we want to know what decisions you made, why you made them, and what the impact was and how it helped drive revenue for the top line and help increase the bottom line for your organization. So it depends on what your skill set is, whether you’re a Flash developer, a search engine marketer, or a VP of marketing, each kind of interview process is a little bit, but we try to cover all the bases.

PETER: So, when I call in, and I talk to a recruiter, let’s say I’m based in New York, and let’s say I’m an iPhone developer – using an example that Ken brought up – how do you decide which recruiter is best for me to work with? Is it geographically based? Is it based on skills?

KEN: We have recruitment teams that focus on both actually. We have recruitment teams as I mentioned all our metro areas, so if you’re a New York candidate, you are almost always can be speaking to a New York recruiter. The case where you may not be is on executive search.

Executive search, as Josh has mentioned, is a totally separate business from the temp business. It’s a different service to our customers and our clients. It’s a different service to our talent. So we have a dedicated team for executive search.

So if you were in New York, iPhone developer, and there was theoretically a perm position available for you, you may not be speaking to someone in New York.

PETER: Back to the temp side for a second Josh, if I am interested in working with you, do I have to come in for an interview or is this done over the phone?

JOSH: Great question. That’s all depends, depending on where you’re located. If you’re in New York, and the position happens to be located in New York, we’re going to speak to you on the phone first, qualify it, make sure that you’re a good fit and then depending on the situation, we’re going to ask you to come in and meet with one of the recruiters. Most of the time though, you don’t have to meet the recruiter. It depends on the assignment, it depends on what our client’s requirements are. It really varies from assignment to assignment. However, most of the time, we can at least evaluate you and have the initial conversation over the phone and discuss whether it makes sense to move forward.

KEN: Something that we also do with increasing frequency is we actually leverage Skype to have video interviews with our talent. Oftentimes, that’s easier for them but it still gives us the opportunity to meet face-to-face, so to speak.

PETER: I’d like to return to what you were talking about earlier as far as your employment of social media sites, such as LinkedIn, Twitter and Facebook; I know you have a Twitter feed, which is online search. Do you have a LinkedIn group, or do you have a Facebook fan pages?

KEN: We actually have the largest Twitter presence of any staffing company that kind of even remotely operates in our space. In addition to our main feed, Onward Search, which provides a lot of good news contents, promotes a lot of the jobs that we have, we have several segmented Twitter feeds. One example is SEO jobs, another is social media jobs, another is PPC jobs, that really focus on giving a stream of targeted jobs to the professionals that we work with. We also managed a number of LinkedIn groups that are designed really as discussion areas for our talent, whether we’re working with them or not and our clients, to discuss issues related to career topics and training and hiring within our segment.
Long answer but the short is we’re doing all of the above.

PETER: And I imagine those candidates who are very active on these sites, such as LinkedIn, really get your attention.

KEN: Yeah, and I’d actually like Josh to probably comment on this but if I could give one tip to anyone out there that’s looking for a job is make sure that you’re on LinkedIn , because it’s a great resource for the job seeker. There are a lot of great tips that actually we provide to our candidates and our talent about how you can optimize your LinkedIn profile.

Josh, maybe if you can talk about how our recruiters use LinkedIn to help source talent.

JOSH: Sure. LinkedIn is a great tool and as Ken mentioned, if you’re not on it, get on it right away, because when you look at ability to access information on the web all across the spectrum, our recruiters use LinkedIn first, and the reason being is we can really go into a company, understand who all the players are, what their roles are, you can look at recommendations of their work and really know what their career path has been before you even talk to them.

In regards to LinkedIn, I would recommend making sure you have a complete profile, adding multiple jobs that you have had on there, include your Twitter name, which Twitter and LinkedIn have recently merged so you can kind of sync the two together, and get references and recommendations for the work that you’ve done.
When I look at the candidate, and I’m looking through their background, I look at the companies that they worked for, I look at the descriptions of what they’ve done at those companies, and then I also get recommendations of their work right off the bat.

If this is what your intent is and you want to get a lot of calls from recruiters, and you’re good at what you do, update your LinkedIn profile and you’ll have your next job coming to you.

PETER: LinkedIn groups really, even over the past year, have become much, much more visible and important and powerful in help building your personal brand.

JOSH: Yeah. Each one of our recruiters has a few different groups that they manage. Just to name a few, search marketing careers; that’s one group that we manage. There are hundreds and hundreds of people in there that on a daily basis are commenting on different aspects in the search marketing world. E-commerce careers is another one, and then we have subgroups within these e-commerce careers that are on digital analytics. So anybody that is an e-commerce and really looks at the analytics, and they ROI on a daily basis, you’ll love that group because there’s a lot of topics going back and forth.

PETER: On your temp side, just out of curiosity, is there any fee for the candidate signing up on Onward Search?

JOSH: If you want to pay, sure. J No there’s no fee. The fees are on the client side. It’s absolutely free. All we ask is for your time and partnership with us and we’re going to give the same back to you.

PETER: And what happens when an assignment is over, Josh, do I remain under contract with Onward Search? Are you going to help me find a new position?

JOSH: Another great question. You are never obligated to work with us for any period of time. The employment is at-will employment. What happens is typically we’re going to put you on a project based assignment. Let’s say it’s three months, we’re going to expect you’re going to work on that project for the three months. At the completion of the project, we’re hopefully going to have another job for you based on a client’s needs and your skill sets. If we don’t have that, we’re going to actively work with you to help you find a new position especially if the employer beforehand has given you two thumbs up. However, you’re never contractually obligated to work just with Onward Search.

PETER: Ken.

KEN: You know, one other thing I’d like to add is in that process typically, what we do is when we have an expected end date of your assignment, usually about halfway through the assignment, your recruiter is going to start talking to you about what you want to do next and the reason that’s so important is because if you are on that six-month assignment, that conversation about where you see your career is headed, it’s happening somewhere in that three to four month time period. That way, you get to work with your recruiter and if you want to make a very large shift, or you want to stay doing the same type of work, we have enough time to help you find that right job.

PETER: One last question, Josh, let’s talk about some hot jobs or opportunities that you currently have at Onward Search.

JOSH: As I look at our job board and if you are by a computer onwardsearch.com, you can see all of our hottest jobs for internet marketing and creative. Right now, we’re looking for interactive copywriters, SEO analysts, SEO superstar is one of our job descriptions, so you better be good. We’re looking for a VP of Analytics for a digital marketing agency, A J2EE developer, social media specialists – you name it. I mean, all across the board – and iPhone application developers, as we’ve talked about before, are some of the hottest jobs that we have.

PETER: One last comment, you know, what I find really remarkable is three years ago, half of these jobs didn’t even exist.

JOSH: Me too. It’s a great point. I mean, if you look at the way the industry has changed, as Ken mentioned, it’s all about being able to really track your marketing span and if anybody hasn’t heard of Google, I don’t know, they’ve been hibernating under a rock. Google has really changed the way the world markets and the ability to track your marketing span down to the penny has really created a lot of the search marketing and acquisition jobs. And on the web design side, people being creative, have really been able to change jobs from back five years ago when it was just getting a website up and running, to now making sure the user experience is there, the website loads quickly, the images are fresh and keeping up with the competition because there’s always somebody trying to make their site look better than yours.

PETER: Ken and Josh, thank you so much for your taking time to speak with us again today on Onward Search Career Cast. This has been really informative.
Be sure to tune in next time for the next episode of Onward Search Career Cast.

Thank you for tuning in to Onward Search Career Cast. For more information on the career opportunities available through Onward Search, you should visit us online at OnwardSearch.com or call 1-800-829-0072, and speak with an experienced recruiter. And you should also follow Onward Search on Twitter at Twitter.com/onwardsearch.

Jobsearch for grads, part 2

Mackey & Guasco Staffing Radio Show for Winter 2010. Maureen Mackey & Lu Guasco talk about job hunting for grads. This is part 2. Visit them online at www.mackeyandguasco.com.

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Jobsearch for grads, part 1

Mackey & Guasco Staffing Radio Show for Winter 2010. Maureen Mackey & Lu Guasco talk about job hunting for grads. This is part 1. Visit them online at www.mackeyandguasco.com.

download mp3 or play live

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Travel Nursing Insider, Episode #4

Welcome to our fourth episode of Travel Nursing Insider. We’re back in Wilton, Connecticut with Deb Shea, the Vice President of Travel Nursing at Onward Healthcare and Sera Cullen, the Director of Travel Nursing. (download mp3)

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TRANSCRIPT

In our last episode, we discussed the application process and what happens once you’ve submitted your online CV or resume into the Onward Healthcare database. and this week we’re going to talk about some interview tips, some expert advice on the kinds of things that you need to do, and the preparation that will really help you ace that interview.

First of all, I think, it’s important for our listeners to understand that the interview process is always going to be a phone interview, is that correct Deb?

Deb: That’s correct. It’s always a phone interview, which I think is nice.

Sera: The reason that it’s a phone interview is because a nurse in Florida could be interviewing for position up in Alaska and we’re not going to make her go all the way up to Alaska just to do an in-person interview for a position that she may or may not want. So that’s why everything is done over the phone and that’s why the online applications and the profiles are sent over to the hospital beforehand so the nurse managers can review it to make sure everyone’s a good fit.

Peter: In the world today out there, most interview processes, even for a full-time job, the first thing is a phone screen. Is this first interview a phone screen or is this a real interview with a hiring manager?

Deb: That’s a great question. It’s actually a real interview. Nurse managers, as all the nurses know, are extremely busy so when you get the nurse manager on the line, that’s your time to have that interview.

Basically, when you get the nurse manager on the line, it’s your time to really find out a lot about the unit and the expectations that the manager has of you. So what we do is we recommend that you specifically ask about the patient population, what types of patients are at the unit, and what expectations the nurse manager has for her nurses on the unit. If you feel that your fit, your skill set is equal to what the manager is talking to you about, then I’d suggest you get into more kind of the nitty-gritty, asking about the scheduling – does the nurse need you to work for the holidays, what’s the weekend requirements, how many days a week are you going to work, what shift is available, are you going to be floating to other units – kind of getting again a little more granular. If you feel comfortable with that, then I’d suggest going more into a little bit about the orientation, how the manager is going to get you orientated to the floor.

Peter: Sera, is this similar to taking a full-time position where you really want to check that’s it’s a good cultural fit for you and that you’re going to feel really comfortable working in this environment?

Sera: You want to be able to make sure that you hit the ground running. That’s one of the biggest things. They’re not there to train you. You are coming in because they have a staffing shortage and they need your help. Unfortunately, no one is going take you aside and teach you all new skills, they want someone that’s already experienced that has the background to make a smooth transition onto the floor and really them out. That’s the purpose of the interview too; you want to make sure that it’s going to be a good fit for you. That’s why the nurse manager is going to explain about the unit, the types of patients they have, the cases that they see, the ratio, the charting that they use so you have a really good idea of whether this is something that is a good fit for you.

Peter: I want to back up just a little bit in something you mentioned Deb in calling in; is this something that is scheduled or do you send them the phone number and say, this is the person you want to talk to, call.

Deb: We work at about 2000 hospitals. So I’d love to say every hospital is the same in cookie cutter but unfortunately, it’s not. We have intimate relationships with each hospital. So depending on what hospital you go to, some are going to be set up because the nurse manager prefers it that way and some are going to be just kind of like a warm call to the nurse manager trying to catch them live when they are free. So it depends hospital to hospital.

Peter: Sera, what are some of the things that you should do in preparing for this interview?

Sera: Your recruiter is going to help you by sending you an email of the list of questions that you can possibly ask. They’re also going to give you a description of the hospital so you’re prepared going in there, knowing how many beds in a unit, what the nurse-to-patient ratio is, and kind of what the hospital is all about, whether it’s a large teaching hospital, whether it’s a small hospital, you will be prepared going into this interview.

One of the biggest things I want to stress is that these interviews are not intimidating. It is not going to be a nurse manager saying, what are your strengths, what are your weaknesses, that type of interview, more traditional interview that some people have in mind. It is more going to be casual conversation between you and the manager can last about 10 minutes and you’re going to see whether you’re a fit for the floor and whether she thinks that you’ve got the skill set to make it work.

Peter: Deb, can you give us some tips on just getting prepared to do an interview? What kinds of environment or things should you try to establish before you even make that phone call?

Deb: The first thing we suggest is that our nurses make sure that the message that they have on their message machine is professional and appropriate. Because when you have a nurse manager call, if you’re unable to answer the machine, you want to make sure your voice message is very appropriate, a little bit more professional than you might have on a day-to-day basis. So, first thing is we make sure that your voice message is appropriate. If you’re going to be calling in to the manager, you want to make sure that you’re in a quiet place, and you have at least anywhere from 10 minutes to 15 minutes to talk to the manager. So you’re sort of putting yourself in an environment that’s quiet and professional.

Peter: So, you don’t want a couple of toddlers running around in the room while you’re trying to do this.

Deb: Well, sometimes that happens and if you have that, I think you should the set expectation at the manager upfront and let them know that you have a toddler bouncing around. Nurse managers are real people just like our nurses so if you have a situation like that, upfront let them know that you might have a little bump in the road during the interview and usually that cuts the ice and makes the conversation actually go a little better, but that wouldn’t be plan A, but if that’s what happens… if they happen to dial you in when you have two toddlers running around, just let them know upfront what your obstacles might be and see if you can work around it.

Peter: Obviously, it’s best to try to be in a quiet environment; you don’t want to be driving your car somewhere on your cell phone while you’re trying to do this interview, right, Sera?

Sera: You want to definitely put your best foot forward. This nurse manager is going to make a decision on who she chooses for this assignment based on this 10-minute interview so you always want to be as professional as possible and also be as courteous and understanding because again, she’s in a busy unit so be thankful for the time that she gives you and be professional and polite and follow up.

Peter: How much time do these interviews usually last?

Deb: The interview are anywhere from 10 minutes to about 25 minutes just depending on the nurse manager, how much time he or she may have. I wouldn’t say it’s anymore than 20 to 25 minutes.

Peter: But it’s always a good idea and this is something that Sera brought up to have a list of questions because you do want to ask questions during this interview, is that correct?

Sera: Onward has a great list of interview questions, maybe not all of them will apply for every nurse applying for a job, but you can definitely pick and choose the ones that you are most interested in and make sure that you bring them up in the interview. One of the big things is time off request, what shifts, my weekend requirements, everything that Deb went through before, those are things that you want to bring up upfront because if the nurse manager knows where you’re coming from, then she’s going to be able to make the best decision as well.

Peter: Are there any standard questions that you should expect hearing from the nurse manager?

Deb: I don’t think there’s anything standard. Again, we work at over 2000 hospitals, so it can vary from hospital to hospital but every single interview, they’re going to be asking what shifts you’re going to be comfortable working with so if you should go in to the interview as flexible as possible but again, you should know what shift you want to work, whether it’s a night shift or a day shift. They’re going to be asking what kind of computerized charting that you’ve worked with in the past. They’re going to ask about some of you’re credentials, whether you have BCLS, ACLS, what skills set that you have and they’re going to be asking you about what type of patients you worked with in the past, and tell you about the patient load at that particular unit to see if you guys are a good fit.

Other than that, I think what Sera mentioned, a lot would be due to the scheduling – can you work every other weekend, are you available to work the holidays? S, you’re really going to be able to kind of – you and the nurse manager – peel back the layers of the onion to find out exactly what they need and if it matches what you can do. That’s really the purpose of the interview.

One thing that’s nice is as a company, we’ve been in business a long time and we have awesome relationships with these hospitals, so once we send your file over for interview, you’re going to be able kind of from a clinical standpoint fit in on the unit, it really then comes down to kind of the nitty-gritty. Can you do this shift, can you start where the nurse manager wants and does you personality fit in with that floor.

Sera: That’s huge, Deb. One of the biggest things, a lot of times the interviews are started out with the nurse manager describing what the unit is like. Just because the nurse does have to hit the ground running as we said before, and so the nurse needs to find out what kind of environment they have on the unit just to make sure that it’s a good fit. So that nurse manager is going to try and give the nurse the most accurate description possible because she wants to have no surprises. That nurse manager doesn’t want you to get on the floor and then realize that something was different than what you guys discussed during the interview because then it’s not going to be a good fit and you know, then we’re going to have to make some changes. So she really is going to give you the most accurate picture of what the unit is like.

Peter: How many applicants are typically looked at for each position that’s available within a unit or within a hospital?

Deb: I’d say anywhere from 5 to 10 nurses are being sent for every one open position. It’s extremely important that you understand that because timing is of the essence. Once your recruiter submits your file and then gives you interview information, it’s extremely important that in real time your following up and setting up that interview because if you’re not, the other 9 or 10 people are, and then you’re not going to get the job.

Peter: And Sera, once that phone call is over, what’s the next step that you should take if you really want to have that particular job?

Sera: Well, you’re always going to thank the nurse manager for her time and then as soon as you hang up that phone, you’re going to call your recruiter back and tell your recruiter that you’ve just interviewed. You’re then going to tell the recruiter if it was a fit or not. You’re gong to say I love the position, go confirm that I’ve got the offer, I’m so excited or they may come back to me and say you know what, I interviewed, it just doesn’t sound like it’s the right fit for me. It was too small, it was too busy, whatever didn’t fit for the nurse and then I would simply write a thank you note to the hospital for giving us the time to interview and we’d move on to the next one.

The biggest thing is that the nurse call the recruiter back right away so we can jump on it and get the ball rolling.

Deb: But if you do want the position, at that point what would happen is you’d let the recruiter know and the recruiter would totally hold your hand through the process, work through the pay rate package, work through the start date, and work on telling you the items that you need in order to be compliant to start the assignment. So once you want that job and the hospital wants you, we would kind of hold your hand through that process to get you started into the position.

Peter: During the interview, if I decide that Wow! This is just really a perfect fit for me and I’m really excited about this and I really want this job, should I express that interest and that enthusiasm to the individual who is interviewing me, Sera?

Sera: You definitely want to tell the nurse manager that you think that you’re a perfect fit for the job, that you can do the required tasks that they’re asking, that you’ve been on a unit similar to that and you think that you would fit in right away. So, yes that is something nurse managers definitely want to hear.

Peter: What haven’t we discussed about acing the interview that you’d like to share with the audience today, Deb?

Deb: I think we covered quite a bit. The one thing I’d like to say on the last point that you made is if you are on the line with a nurse manager and you really feel you’re a good fit and you’re excited about the job and want the job, ask for the position. Let the nurse manager know I really want this job, I know I’d be an excellent fit, can you offer me the position? That’s showing confidence and will generally get you the job. So if you think you’ve got a good fit in that and when you talk to that manager, ask for the job for sure.

Peter: Does Onward Healthcare do the negotiating as far as the pay, or if I’m saying to this individual offer me the job, are they going to negotiate directly with me or are they going to go back to the recruiter at Onward Healthcare, Sera?

Sera: They’re going to come to us. They don’t need to discuss pay or anything like that with the nurse manager. The nurse manager is there to interview the nurse, to see if it’s a good fit. Anything beyond that comes directly to us.

Deb: You’re an Onward Healthcare employee and we would manage the whole pay package; the hospital really doesn’t have anything to do with that.

Peter: This is really a fun and informative interview. Thank you so much for joining us again today on Travel Nursing Insider.

Thank you for tuning in to Travel Nursing Insider.

For more information on the exciting world of travel nursing, you should visit Onward Healthcare on the web at onwardhealthcare.com or call 1-800-278-0332 to speak to a travel nursing recruiter.

You should also follow Onward Healthcare on Twitter at Twitter.com/onwardhealth, fan them on Facebook at facebook.com/travelnursing, and subscribe to our podcast on iTunes. Just do a keyword search for Travel Nursing Insider.

Onward Search Career Cast #1

Welcome to the inaugural episode of Onward Search Career Cast, the podcast that brings you the latest insight and career advice from experts within the internet marketing and creative space. Onward Search is a leading, nationwide provider of web-based talent. Onward Search offers a full range of recruitment and staffing solutions. (download mp3) or play live:

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We’re at the corporate headquarters of Onward Search in Wilton, CT with Ken Clark, co-founder and executive vice president of Onward Search, and Josh Gampel, vice president for Onward Search.

Onward Search Career Cast Episode #1 – Transcript

Welcome to Onward Search Career Cast, the podcast that brings you the latest insight and career advice from experts within the internet marketing and creative space. Onward Search is a leading nationwide provider of web-based talent and offers a full range of recruitment and staffing solutions.
If you’re looking for a career in search engine optimization, interactive design, or emerging technologies, you should apply online at OnwardSearch.com or call 1800-829-0072 and speak with an experienced recruiter today.

Hello, and welcome to the inaugural episode of Onward Search Career Cast. We’re in Wilton, Connecticut with Ken Clark who’s the Co-Founder and Executive Vice President of Onward Search and Josh Gampel, Vice President for Onward Search.
I’d like to start with you Ken, can you give us some of the background of Onward Search, a little bit of the back story how this whole company started, what your vision was?
Ken: Onward Search is a company that my brother and I actually founded several years ago and it came really as a result of a kind of complementary background that we’ve had in both the marketing, and technology, and staffing industries. A couple of years ago, we were looking at the search engine optimization space, and it’s pretty amazing even with kind of the economy we’ve had over the last or so, the online marketing industry is forecasted to literally double over the next five years, and one of the big challenges that companies have right now is finding the talent that can power their online marketing initiatives.

Both Kevin and I, as I’ve mentioned, have had experience founding other staffing businesses, and we started Onward Search with the goal of becoming the number one provider of internet marketing and creative talent in the country. So what that really means is we have a temporary staffing company with actually an executive search division as well, that provides everything from search engine optimization experts, to social media consultants, to Flash developers, graphic designers, usability experts, really anyone that helps a company market their company on the web.

Peter: To your point, there’s been a lot of publicity recently about Pepsi’s decision not to sponsor the Super Bowl this year and to put their money into all of the social media.

Ken: Yeah, and that’s indicative of what all companies are doing right now. You know, if you look at the trends, print and traditional marketing, advertising budgets are literally being slashed and marketing dollars are being spent online and these answers are pretty simple; (1) it’s because that’s where people are going and (2) it’s such a quantifiable and measurable form of marketing. You know, I can look at for my company a number of reports online right now and I can tell you exactly how much every lead is costing us and that’s what companies are doing all across the country.

Peter: Josh, can you give us an idea of what kind of professionals Onward Search looks for, for staffing?

Josh: Sure. As Ken mentioned, on the broad level, internet marketing and creative talent. We do this all across the country and invasively what does that mean? That means anybody that is involved with acquisition of customers via the web; so whether it’s search engine marketing professionals that are working on a pay-per-click basis, search engine optimization professionals that are doing organic search, social media professionals – I’m sure everybody out there is familiar with Twitter, it’s the most popular form of marketing right now – we deal with acquisition of customers to their website. But once they get to the website, we also deal with the creative aspect, the information architecture, the user experience, the web design, the graphic design, you know the total look and feel, the site is all part of the internet marketing and creative buckets that we consider that we recruit for.

Peter: As Ken mentioned, these are all temporary assignments, so how long is a typical temporary assignment with one of your clients?
Josh: Sure. Great question. I can’t give you 13 weeks as a finite number because every assignment varies. It depends on what the projects are for the company. We have several assignments that are three months in length. We have others that are two years in length. It all depends on exactly what the client is looking to execute. We have a certain client right now that’s doing a complete website redesign. Once that design is done, the project is over, it’s slotted to be a four month project but it’s most likely going to take about six months.

On the other end, we do temporary staffing. We also have an executive search division. The executive search division is permanent only so those assignments are indefinite in length.
Peter: Is there a chance for a temp position becoming a permanent position?
Josh: Yeah, absolutely. Most of our clients, that’s one way they like to evaluate talent, to make sure that the culture fit is right on both ends, the skill set is right. It’s also a way to just try before you buy on the client end. So temp to perm is a very popular model that we have. It also allows the candidate to determine if they like the company. I mean, in the search engine marketing world, the demand is very high, the supply is constrained, and that’s still the case today in even the economy that we’re in. So it allows both parties to make sure it’s the right fit before you jump right in and commit to each other.

Peter: Are most of your assignments onsite or are there opportunities for remote employment?

Josh: There are opportunities for remote, it depends on the client. I would say 90% of our assignments are onsite. It gives you a chance to go in, meet face to face. If you do remote work, most likely you have the ability to get to the office one or two times a week for meetings.
On the social media front where you can really, it’s a virtual world out there, we tend to have some more remote work but all of our needs are dictated by what the client wants and we really produce the candidates to match up with what their projects are.

Peter: Ken, what kind of clients do you normally work with?
Ken: The majority of our clients are actually what I generally categorize as Fortune 1000, Fortune 2000 clients. We certainly actually do a decent amount of work with internet marketing and advertising agencies out there as well but if you look at the bulk of our clients, they’re the big names in the industry that you’d read in Fortune magazine, frankly.

Peter: And what makes your staffing company unique or different from the other staffing companies out there?

Ken: I think it really gets back to what we started with when we talked about the premise of how we started Onward Search. There is not a single other company in the country right now that focuses on the niche that we specialize in. We have the DNA from the minute we started this company that internet marketing and creative staffing is what we do. When you look at the way, again, that the global trend line is going to online, we have the experts in that industry, that have been recruiting in that industry for years. Literally, everyone that’s on our team has unbelievable amounts of experience recruiting in this niche. We’re at the trade shows, we’re participating in the online communities. We really understand the space, frankly, better than any other company out there.

Peter: I think one thing would be very helpful is for you to deconstruct what the difference is between a staffing company, an executive search company, a retained search, a contingency search – this is very confusing to a lot of different people.

Ken: What I can do is let me just start with how the temporary side of the business works and then Josh, why don’t you talk about the executive search side.

The core of our business is temporary staffing and in essence, when you work with a temporary staffing business, what we’re doing is we’re speaking with customers usually in major metro markets that we operate in and they’re coming to us saying they need the best talent to get their products completed. So what we do is we keep a database of the most talented folks, nationally and within our regions, and we help you find a job that best meets your talents. As Josh mentioned, most of our work is project-based in some nature on the temp side and what we do is we then become your employer. You get benefits from us, healthcare benefits. We offer 401K plan, we offer health, life insurance, kind of all the benefits that you expect to get from any employer, but the benefit on the career side is you have the flexibility of moving from assignment to assignment and in this segment, that’s critical because the key to driving your career path forward is to advance your career, get a diversity of assignments and always be on the cutting edge of technology. So, working with Onward Search is actually a great way to do that.
Peter: And Josh, can you tell us a little bit about the executive search business?
Josh: Sure. On the executive search side, the way it differs from what Ken mentioned in regard to the temporary staffing is that it’s permanent assignments. What we do is partner with our clients typically on 100,000 or above positions and we really search for the right fit on a cultural and skill set basis for the person. We work with very large clients, typically Fortune 500 or the Internet Retailer’s top 500 and we really look for the best of the best.

Most often our assignments are all across the country. We’re looking for senior VPs of customer acquisition, senior VPs of SEO, VP of marketing, anybody that would run a marketing or acquisition strategy for the company is typically where search for and we do a lot of work and really headhunting as opposed to temporary staffing.

On the temporary staffing, it’s all about projects executed right away and for the talent that’s out there that’s listening, it’s typically those that are in the market available for work or looking for long-term projects.
On the executive search side, most likely you’re working right now. You’re going to get a call from us, listen to what we have to say, if it’s not a fit for you right now, we establish a relationship for the future and kind of go from there.

Peter: So what kind of trends are you seeing for 2010 going forward in the staffing industry and executive search, Ken?

Ken: Well, probably the biggest trend that we’re seeing which will come as no surprise to the folks out there is the rise of what I call mobile application development, mobile marketing. That is absolutely within our wheelhouse, so to speak, in the sense of what we do.
We have a number of projects ongoing right now where we’re helping companies develop iPhone applications, Android applications for the new Google operating system, as well as Blackberry applications.

It’s kind of interesting, CES, which is a big trade show, one of the keynote speakers made a quote and I’m paraphrasing him that said, “Not having a iPhone app is like not having a website,” and that is so true in what we’re seeing in the marketplace. Mobile is moving very quickly and in light of that or in the background of that, as I mentioned before, the whole online space, social media, email marketing, SEO, SEM, per Forrester’s research report that they released this year around the state of the industry, as I mentioned, is scheduled to double over the next five years. So all of these jobs are moving fast, growing and companies need talent and they are looking very hard for it right now.

Peter: Speaking about that Josh, can you give us an idea of some of the hot jobs or the hot professions that you are currently looking for temp help for?

Josh: Sure. Ken nailed it right on the head – iPhone application developers right now are as hot as they come. What clients are looking for, especially the larger ones are those that have experience doing enterprise-wide iPhone applications. What I mean by that is for instance, a financial services company that we’re working with wants to build out an iPhone application that can leverage accounts across multiple areas and multiple divisions, tie them all into one so a user such as myself or you that are out there listening can easily go to their iPhone, log in to whatever their account portfolios are, look at their 401K statements, look at the stock market and know in real time what their portfolios are doing. It involves a certain skill to be able to build the application but also to understand what’s going in the database in the backend and is as hot as can be right now.

Other areas that are very hot are Flash developers, anything that has to do with the look and feel of the website and the usability. If you’re really good, you’re going to find great work in clients that are looking for you. The other aspect as we mentioned in the beginning is search engine marketing; it’s one of the fastest growing markets out there, the talent is very high in demand and if you’re good and you have proven results, then we want to talk to you.

Ken: Just one thing I wanted to add to what Josh was saying on the iPhone side; we talked about our client mix and how we really work with enterprise clients, I meant that niche of an enterprise level iPhone developer as opposed to not that iPhone developer that creates games or utility apps isn’t needed or wanted in the marketplace, but that niche of an enterprise iPhone developer is in hot demand.
My tip to the talent out there is get your Cocoa and objective C books out and really focus on that because that’s a hot industry right now.

Peter: Well, thank you so much for your taking time to speak with us in the very first episode of the Onward Search Career cast, and be sure to tune in next time when we will be describing how a typical assignment with Onward Search works and joining us again will be Ken Clark who is the Co-Founder and Executive Vice President of Onward Search and Josh Gampel, the Vice President of Onward Search.
Thank you for tuning in to Onward Search Career Cast. For more information on the career opportunities available through Onward Search, you should visit us online at OnwardSearch.com or call 1800-829-0072, and speak with an experienced recruiter. And you should also follow Onward Search on Twitter at Twitter.com/onwardsearch.

Travel Nursing Insider, Episode #3

Pursuing a Travel Nursing Job

Welcome to our third episode of Travel Nursing Insider. We’re back in Wilton, Connecticut with Deb Shea, Vice President of Travel Nursing at Onward Healthcare and Sera Cullen, the Director of Travel Nursing. In the first two episodes of travel nursing insider, we discussed what is travel nursing and what does a travel nurse need to do to get started in a travel nursing career. Today, we are going to focus on the hiring processes.
…. (download mp3)

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SHOW TRANSCRIPT

Travel Nursing Insider: Episode #3

Welcome to Travel Nursing Insider, the podcast that brings you the latest insight and advice from experts within the travel nursing industry. Travel Nursing Insider is brought to you by Onward Healthcare, a leading nationwide provider of travel nursing jobs with offices across the country. If you’re looking to get started in a travel nursing assignment, you should apply online at onwardhealthcare.com or call 1-800-278-0332 and talk with an experienced Onward Healthcare recruiter today.

Welcome to our third episode of Travel Nursing Insider. We’re back in Wilton, Connecticut with Deb Shea, Vice President of Travel Nursing at Onward Healthcare and Sera Cullen, the Director of Travel Nursing.

In the first two episodes of travel nursing insider, we discussed what is travel nursing and what does a travel nurse need to do to get started in a travel nursing career. Today, we are going to focus on the hiring processes.

Deb, let’s say I’ve decided I really want to pursue this idea of doing a travel nursing assignment. I’ve gone online, filled in my application, I’ve sent it in, what happens next?

Deb: The next step is within the same day, a nurse recruiter from Onward Healthcare will give you a jingle. Basically if you have about half an hour to spend with us because it’s a time for us to kind of bond, get to know one another, find out the type of nurse that you are, the type of facilities that you like to work at, really get to know you and perhaps your family and pets if you’re traveling with pets, and at that point, you talk about when you’re available to start to travel, and then we start talking about potential opportunities.

Peter: And Sera, how do you decide which recruiter calls me up?

Sera: Actually you are assigned to a recruiter and that recruiter’s responsibility is to, as Deb said, call you right away and build a relationship with you. They really want to get to know you, what motivates you, and why you’re interested in travel. So they’re going to ask you some personal questions about your work history, but also what you’re looking for out of this travel experience.

Peter: So, I do about a half an hour interview with my recruiter and then my recruiter goes away and then…

Sarah: Okay I’m going to jump in here. Basically, what happens is when you have that recruiter on the phone, and you and the nurse are talking, you guys are going to go through everything all at once. This is a really smooth process where you’re not going back and forth with 10 phone calls trying to connect; this is something that we can do in one swift motion. Basically, you’re going to talk about what you’re looking for, your recruiter is then going to guide you because really they are expert, and they want to help you get what you’re looking for. So, they’re going to talk to you about what positions are available for you, how that’s going to fit in with what you’re looking for, with your start date. They know the licenses, like how long it takes to go to a particular location. So, if you had someone that wanted to go to Florida, that recruiter would be able to guide that nurse and say Florida actually takes six to eight weeks to get a license, but you’re looking to start next week, why don’t we look at one of these other states that is a walkthrough state that you actually could.

So, in that conversation, not only are they going to be able to guide you on where you want to head, but they’re also going to be the expert to help you get there.

Peter: And Deb, I’m assuming that during this conversation, that recruiter pulls up your database and is able to do a scan of the kinds of the assignments that are available in the locations that that individual may be interested in, in pursuing an assignment.

Deb: Absolutely. We have an extraordinary database both on the nursing side, but also on the client side, so as soon as we find out what specialty you are, what we would do is we pull up all our open positions and then the expert recruiter would match you to those open positions. One thing that’s nice about our database is we have anywhere from 2000 to 3000 open positions and it’s changing in real time. Minute to minute the system is getting updated so your recruiter can see the hot jobs and really help you get the job you want, that’s correct.

Peter: So this is sort of like the Twitter of nursing jobs?

Sera: Absolutely, and then what happens is when you and the nurse are talking about jobs, anything that you’re interested in, the recruiter will actually be able to send your profile or your application straight over to the hospital. The recruiter represents the nurse and then on the flipside, there are account managers that represent the hospital. So the recruiter has your best interest in mind, and you can apply to multiple positions at once. You don’t want to put all your eggs in one basket; you want to apply to four or five different locations and you’re going to interview with all of those to see which one is the best fit for you.

Peter: What’s the next process? Let’s say, in this initial phone call that you have submitted my CV to what, 10 different positions and 10 different locations, how long does it take then to get back in touch with me with some times and scheduling of those interviews?

Deb: Great question. We actually probably don’t recommend that you send your file out to more than about five locations. We do have awesome relationships with our facilities and sometimes if it’s more than five, it gets confusing. We’d recommend at the most, you send to five, and then what would happen is we would go ahead and set up in person a telephone interview information with each nurse manager. So you’d actually be able to talk to the nurse manager, find out a lot about the floor, the nurse/patient ratio, the type of equipments used on the floor, the charting system that’s used, a lot of charting nowadays, as we all know, is through the computer, to make sure you’re comfortable with that, and really get a chance to find out if your style of nursing and your background is going to be a good fit for the hospital. Of those five positions that we send you to, because you know we’re pretty good at what we do and we’re great recruiters, you’re probably going to say yeah, I feel good about four, but one just isn’t a right fit, it just isn’t a right fit, and we really want you to spend the time in the interview, and listen to your heart to make sure that you go to the right assignment because at the end of the day, nurses and our best interest is always to give the best patient care, and if you’re happy at your unit and comfortable, that’s when you’re going to be able to perform the best patient care.

Peter: Speaking about background Sera, what happens when I… let’s back up just a little bit, I’ve submitted my application what do you do on your end to check my references to go through and make sure I have the certifications and the licenses that I put in, in my resume?

Sera: Well, I don’t expect that you’re lying to me so I’ll take you at your word for 99% of the stuff you give me. We do check references before we send your file over. We do background checks and then all your certifications are kind of like credit card-type certifications that you would fax in to me but a lot of times I don’t need information pre sending you out to get you out for a position.

My motivation is again to work with you and be your representative and get you out to these hospitals. I take your application and again, I don’t use a resume because hospitals like it in a particular format; that’s why I encourage everyone listening to get online and fill out an application because that’s how the hospitals like to receive it.

Once I send it over to the hospital, the hospital reviews it, the nurse manager reviews it, and then I as a recruiter get an email or call from the hospital saying, “Yes we are interested in Nancy nurse, please have her call in to this number.” And I receive the information directly from the hospital. As recruiter, I then call the nurse and let the nurse know that this was the information I was given, and I will give her tips on how to interview and how to interview successfully.

With this process, I can get interview information in a little as an hour or it may take a day or two. It really depends on the hospital’s process and how quickly that nurse manager is reviewing files and reading through the ones that she likes and the ones that she doesn’t like.

Deb: One part of our online application is actually what we call the skills checklist. So, if you’re an ER nurse, we have a specific ER skills checklist. So if you’re an ICU nurse, we have a specific ICU checklist. So that checklist really is a way for the unit manager to see your level of proficiency. Checking #1 means you cannot do the duty and checking #5 means you can teach and supervise. That really is a guidepost for the hospitals to see if you’re a good fit. Checklists take about four minutes to fill out, they’re really easy to do.

Peter: And Deb, once I’ve gone through this process, let’s say that there is a position that the hiring hospital really wants me for, but I’m really not that cool about it, do I have to take that position?

Deb: Absolutely not. You know, the ball is always in the nurse’s court. We would definitely never make you take a job that you didn’t feel comfortable with. As a matter of fact, we don’t encourage it because, again, our job here Onward Healthcare is to get you a great job and provide excellent patient care, and if you’re not feeling great about the job, it’s probably not something you should do.

Peter: Well, Sera, let’s say I am feeling great about the job and I really, really want this job, what happens next?

Sera: Well, I go Woo Hoo! on the phone to you, and the next step is we start talking about numbers, making sure we get you the right contract, we confirm everything with the hospital to make sure that it’s a good one on their end is well. The great thing about the over-the-phone interview is a nurse manager isn’t going to corner you on the interview and say, “Do you want this position?” They’re basically going to get off the phone with you, say “Thank you very much for the interview.” As a nurse, if I love this position, and I think it’s a good fit for me, I’m going to drop a couple of hints, like “When are you going to make a decision?” And, “I’m really interested in this” or if they are not sure if it’s a good fit, they are just going to say, “Thank you very much” and then the good thing about it is the nurse manager will contact the client service manager and tell them what she thought, and then the nurse will actually contact the recruiter and say, “Sera, I just interviewed. It sounds fantastic. I want this position. You know, go get it for me” or “Sera, I interviewed and eh, you know, just not sure, don’t like paper-charting” or – nurses have been nurses long enough that they know what they like and they know what they don’t like. So, even within a five-minute interview with the nurse manager, they can already tell whether it’s going to be a fit for them.

Peter: What’s different between this kind of an interview process and a process where you would be interviewing for a full-time job?

Deb: I’d say it’s not much different except it’s a lot more streamlined. Hospitals tend to move through the hiring process for a traveler a heck of a lot quicker than they would a permanent position. You talk to a recruiter on a Monday, on a Monday afternoon you’re going to get interview information. Hopefully, Monday night or Tuesday morning, you’re going to interview, and then the offer will come that next day. So it moves through really quickly, which is actually great because the nurses want to know what position they’re going to be at next. So, it moves really quickly, so I’d say similar but faster.

Peter: And it seems like that with these interviews, you’re really talking to either the supervisor or someone who is a decision-maker; you’re not going through like an RPO (recruitment process outsourcer), or going through a whole series of interviews before you get to that hiring manager, is that correct, Sera?

Sarah: You are talking directly with the nurse manager that is working on the floor, which is why the interviews are so great, because they are able to give you real life examples of what they’re seeing on a day-to-day basis. You’re not interviewing with someone who is sitting in HR, who isn’t on the floor, and can’t give you accurate information.

Peter: What have we missed here in this segment about the whole initial interview process, Deb anything?

Deb: I think the one thing that I’d like to add is once you’ve been offered the position and you want to accept it, it’s really important at that point that you work with your recruiter on the best package for you. You know, nurses are obviously money-motivated but there are benefits that we offer like we talked about in our last sequence. There’s insurance, there is travel, there is Onward Healthcare housing, 401K. So if you want those benefits, that’s great and we will be more than happy to provide them for you, but if not, we will give you more in the base salary. So, a big part of this is working with us to make sure you get a package that fits your needs.

Peter: Sera, is there anything that you would like to add to this?

Sera: The last thing I do want to add is we have talked about applying to five positions or more, and I want to tell everyone that just because you have applied to all five positions doesn’t mean you need to interview at all of them. If you interview at the first location and love it, you can say I love this one; I got this offer, and we can politely decline the other opportunities, and give them to other nurses.

I want them to know that just because you’ve applied to five, doesn’t mean you need to interview at all five and as soon as you find the one that you love, go for it.

Peter: Well, thanks again for taking time to speak with us today on Travel Nursing Insider and be sure to tune in to our next episode, because we’re going to be talking about acing the interviews, and these two ladies are going to give us some real insider tips on the kinds of things that you need to do to prepare for an interview.

Thank you for tuning in to Travel Nursing Insider. For more information on the exciting world of travel nursing, you should visit Onward Healthcare on the web at onwardhealthcare.com or call 1-800-278-0332 to speak to a travel nursing recruiter.

You should also follow Onward Healthcare on Twitter at Twitter.com/onwardhealth, fan them on Facebook at facebook.com/travelnursing, and subscribe to our podcast on iTunes. Just do a keyword search for Travel Nursing Insider.

Travel Nursing Insider, Episode #2

Returning to our second Travel Nursing Insider are Deb Shea, VP of Travel Nursing, and Sera Cullin, Director of Travel Nursing at Onward Healthcare. Deb gives a point-by-point description of benefits OH offers to their travel nurses, including insurance, housing, relocation and license applications. Sera describes, step-by-step, the process for becoming a “traveler,” creating a relationship with a recruiter, selecting opportunities, the interview and contract process. Deb closes the show with some cool assignments in need of immediate qualified candidates. (download mp3)

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Welcome to our second Travel Nursing Insider show. We’re back in Wilton, Connecticut with Deb Shea who is the Vice President of Travel Nursing for Onward Healthcare and Sera Cullen, Director of Travel Nursing at Onward Healthcare.

Deb, in our first segment, we talked a lot about what travel nursing is all about and several reasons why someone would want to get in to the travel nursing profession, and I’d like to follow up on that with you and have you talk about what some of the benefits of being a travel nurse, particularly with Onward Healthcare.

Deb: Great, my pleasure. Basically, our benefits are similar to a menu. We have about seven benefits that we offer the nurses. A nurse may choose to accept all seven (and I’ll explain that in a minute). If she chooses to accept all seven, that’s great. We love to offer them all to her or him. If a nurse, for instance, decides to decline a benefit, what we would do is we take that resource or those allocated funds and increase their base salary. So once again, we like to treat each nurse like they’re our only nurse and give them the package that works for them, and our goal always is to give a nurse the highest weekly pay that we can give them. So, keep that in mind, I’ll kind of review the benefits and maybe you can ask some questions about that after.

Again, the seven benefits that we offer are highly competitive pay rates and we pay the nurses weekly.
We offer them health insurance benefits, so they get our health insurance.

We offer them obviously like we talked about in the first segment, free housing, or if a nurse is a local nurse, we give them a subsidy in lieu of the housing so it’s a dollar amount that we actually pay to the nurse weekly.

We offer them travel reimbursement to and from the assignment.

We offer them license reimbursement to help them pay for the licensure in the state.
We offer 401K plan and we do reimburse for CEUs for nurses to take classes, etc.

That’s pretty much what our basic benefits are.

Peter: Do you find that your nurses oftentimes are able to get overtime?

Deb: Absolutely. The hospitals are bringing in travelers and it’s actually causing them more to hire travelers than it is their permanent staff, which is great for the travelers because they make more money and on most assignment, there is an availability of overtime, either in the same unit that they work in or perhaps a unit that might be a sister unit that they feel comfortable working in their area of expertise.

Peter: Is it possible to bring a friend, including a dog or a cat along with me?

Deb: Our nurses come with husbands, children, pets, sometimes two pets, sometimes three pets. We do our best to accommodate the nurses and make sure that they’re comfortable in the assignment because if they’re comfortable in their home life, then they’re, again, going to provide good patient care to the patients in the hospital and that’s really what the goal of Onward Healthcare is.

Peter: Sera, let’s talk about how you can get started becoming a travel nurse. I mean, we did touch on in the first episode a little bit about what travel nursing is all about, but if I am a registered nurse and I really find this an attractive alternative, what are some of the steps that I need to take to get started doing this?

Sera: Okay, so the first thing you’re going to want to do is fill out an application. Applications are online and you’re going to fill it out and as soon as you do that, you’re going to be contacted by a recruiter and she’s then going to be able to work with you to get the ball rolling.
Peter: If I start working with Onward Healthcare, will I keep the same recruiter or do I, how does this whole thing with your recruiters because you have offices all over the country.

Sera: You’re going to keep the same recruiter. Basically, when you are a traveler, you want to make sure you make a connection with your recruiter because that is the person that is going to be there with you through thick and thin. So, they are going to go through the application process with you, they’re going to work with you on possible jobs, they are going to prepare you for your interview, they are going to be there for you through housing, through payroll, they’re going through compliance, they’re going to walk you through all the steps so you have to have a great trust level with your recruiter and in fact, that’s how a lot nurses decide on which company to go with is the recruiter that they connect with the most because that is going to be your counselor, your guide, your social director while you’re on assignment; they’re going to tell you the amazing things you can do in the different locations, so that connection is very critical to deciding which company you’re going with.

Peter: Do I have to fill out an application or can I just send you my CV or resume?

Sera: You want to fill out an application with us just because that application was designed in a way that the hospitals appreciate and receive better. So, always fill out that application; it’s going to make the process easier for you.

Peter: Once I filled out an application, how long can I expect to wait before I’m able to take in an assignment or hear from one of your recruiters?

Sera: A recruiter will get a hold of you in less than 24 hours and they will call you, they will email you, they will do everything they can to make sure that you guys connect because they are anxious to help you and get you started.

Peter: As we mentioned in the first episode that we did, these assignments usually go for around 13 weeks. Is my recruiter working on finding me the next assignment while I’m in an assignment?

Sera: Yes, absolutely. The recruiter’s job is to be there with you every step of the way. They’re going to know everything about you, what time you need off, what locations you want to go to, how you want to get there, all of the details about your life the recruiter is going to know. So, halfway through your first assignment, they’re already working on your second assignment. That recruiter is going to make sure that if you want to work assignments back to back, that they help you line all of those up or if you need a couple of weeks off in between to go home to visit family, anything like that, they’re going to arrange that for you and they can still line that assignment up months before the end date of your current assignment. It’s completely up to the nurse of how she wants everything to transpire.

Peter: What happens, Sera, if I take in an assignment and I get to this facility and, for me, it turns out to be The Shining and I’ve got to get out of there?

Sera: A great recruiter and a great company will support you no matter what and that’s what we do here at Onward; we back our nurses up 110%. We work with the nurses. We have people on-call 24 hours a day, so even though that nurse may be on the floor alone in the middle of the night, she is never alone. Onward is always supporting her and so if you get to an assignment and it turns out to be the worst…

Peter: Jack Nicholson.
Sera: Yes, thank you very much okay so…

Deb: Round peg, square hole.

Sera: Yes. If it is not a good fit at all, your recruiter is going to first of all, be the mediator between you and the facility because we want to make sure our nurses feel comfortable. So we don’t want you to be in an awkward position so the recruiter will take up and run with it, work with the hospital, find out what’s going on and if there’s anything that can be done to resolve the situation, maybe there was just a personality conflict, there could have been some miscommunication. If it is something that cannot be mended then we will get you out of that assignment and get you on to something else that appeals to you. So, there is always a way out and your recruiter, and a great recruiter will always back the nurse up to help them out.

Peter: And I’m assuming this does not happen very often but you are taking these assignments sight unseen, correct? So, I think having that leverage where if for some reason you get there and you find that it’s just not the place for you that you’re not stuck there for the next 13 weeks.

Sera: We back our nurses up 110%.

Deb: The one thing that’s great and like I said in the first segment is we have a lot of industry experience in our management team, so the reason that we don’t have it happen a lot is because we do prep the candidate, the nurse, and prep the hospital for the interview process so when the nurse interviews, you know we encourage the hospital to be very transparent as what the environment is going to be and so we can avoid situations like. Again, like Sera said, if it happens we work through it but fortunately, you know we have a system and our interview process really helps us get that perfect match.

Peter: Now, does that interview process include a one-to-one with the candidate and the hospital or someone within the hospital?

Deb: Great question. What plan A would be is that the nurse would actually interview with the nurse manager that he or she would directly be reporting with. So, you’re able to talk to the nurse manager, find out exactly the type of equipment they’re using on the floor, you know what sort of documentation system that they have and kind of ask questions about the personality of the unit. Every unit has a personality.
Am I forgetting anything Sera?

Sera: The best thing is the fact that nurses have been nurses long enough that they know what they like and they know what they don’t like. So, when they are interviewing, even though you may be a New York and you’re interviewing for something in California, the nurse manager can, within like three minutes, give the nurse a description of the unit and nurse will know whether she’s going to be a fit or not.

The great thing about the interview is it is one on one. They do go through everything that’s going on in the unit, the ratios, the equipment, and everything else but also the nurse manager isn’t going to put the nurse on the spot and say do you want this position? They both get off the phone after they interview and the nurse will call you up and say, “Hey, Sera I just interviewed, it sounds fantastic, I love it. Go get me the offer.” Or they may call me up and say, “Sera, uck, they still do paper charting. I can’t do that; let’s look for something else.”

So even though we are working through all this step, just because the nurse interviewed doesn’t mean that she is stuck to take that position.

One of the things that a great recruiter will do is that she will have them out to multiple positions. We’re not putting all of our eggs in one basket. We are trying for multiple jobs at the same time so we can find the best fit so the nurse has the best experience.

Peter: What if there is a facility that I have always wanted to work in? Is it possible for me to come to you as a recruiter and say you know, I have always wanted to work at XYZ hospital. Is there an opportunity for possibly placing me within facility that I’ve always wanted to be associated with?

Sera: When I talk with a nurse, I’m going through all the different states and all the different hospitals that have openings and as Deb mentioned earlier, 87% of hospitals in the US use travel nurses. So, getting you to a specific location and a specific hospital is completely an option.

Peter: Do you work outside of hospitals or any kind of facilities you work in other than hospitals?

Deb: Most of our assignments are in acute care facilities, but we do have some long-term care facilities but again, most of them are acute care facilities. We find that the nurses are happiest in acute care facilities.

Peter: And I would imagine those are the kinds of facilities that they’re used to working in.

Deb: That’s correct.

Peter: We are at the segment of the show now where we’re talking about what some of the hot jobs and hot geographies are currently in the travel nursing industry. So, Deb can you give us some insider tips on where some really hot opportunities are today.

Deb: We have a lot of travelers that like to ski and like to be out in the hiking and kind of some rugged weather. Not everybody likes to be in 80- and 90-degree weather, so we have tons of assignment right now in Colorado, up in ski country, in Maine, in Vermont, in Nevada and Reno has some great ski slopes. So if you guys like to ski, give us a call. We can definitely help you out. A lot of great assignments are coming in.

Peter: That’s great. That will end this segment of Travel Nursing Insider. I’d like to thank both Deb and Sera for joining us today and be sure to tune in for the next Travel Nursing Insider.

Thank you for tuning in to Travel Nursing Insider. For more information on the exciting world of travel nursing, you should visit Onward Healthcare on the web at onwardhealthcare.com or call 1-800-278-0332 to speak to a travel nursing recruiter.

You should also follow Onward Healthcare on Twitter at Twitter.com/onwardhealth, fan them on Facebook at facebook.com/travelnursing, and subscribe to our podcast on iTunes. Just do a keyword search for Travel Nursing Insider.

Travel Nursing Insider, Episode #1

Travel Nursing 101

Our first episode on Travel Nursing Insider features Deb Shea, VP of Travel Nursing, and Sera Cullin, Director of Travel Nursing at Onward Healthcare. Deb gives us a Travel Nursing 101 – reviewing the basics of the profession, qualifications needed, and an overview of typical travel nursing assignments and opportunities. Sera describes many of the advantages of becoming a “traveler,” and ends the show with insider information on hot locations and opportunities for travel nurses.

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TRANSCRIPTION

Welcome to our inaugural show here on Travel Nursing Insider. We’re in beautiful Wilton, Connecticut at the headquarters of the Onward Healthcare who is the sponsor of this show and joining us is Deb Shea who is the Vice President of Travel Nursing for Onward Healthcare and Sera Cullen, the Director of Travel Nursing.

Deb, why don’t we start by having you give us a little bit of background on what Onward Healthcare is all about?

Deb: Great. Onward Healthcare has been in business eight years. All the senior management team has extensive industry experience. Kevin Clark founded the company, again eight years ago. Because we have extensive industry experiences, the nurses reap the benefit and enjoy the travel experience. That’s a little summary of the company.

Peter: Deb, so why don’t you tell us a little bit about what travel nursing is all about and who gets involved in this?

Deb: Travel Nursing started about 25 years ago. Hospitals all throughout the country had peaks in census for various reasons. It could be something like a maternity leave, perhaps a new unit was opening and they have to hire enough nurses to fill 25 new beds or it could be seasonal fluctuations. Census peaks in Florida and in Arizona during the winter months as the snowbirds come into the market, so instead of hospitals hiring full-time staff for the whole entire year and not using them 100%, they hire supplemental staff or travelers to come in and work 13-week clips of time.
What’s great about it is from the patient’s standpoint, there is excellent consistency of care because it’s not like you have a nurse coming in one day and a different nurse coming in the next day. It’s for that three-month period so the quality of healthcare that’s provided to the patient is not interrupted at all.

Peter: So, this isn’t like a substitute teacher.

Deb: That’s exactly it. Bingo, you got it.

Peter: How many hospitals utilize travel nursing?

Deb: There are about 5500 acute care hospitals in the country and 87% of hospitals across the country have used travelers or use travelers. You can pretty much go wherever you want as a traveler.

Peter: I’m assuming that nurses then can pretty much have a choice of the geography, where they want to work and parts of the country they want to work and basically, follow the snowbirds if that’s what they choose to do.
Deb: Absolutely. We have opportunities all across the country, including Hawaii. We have assignments in every single state, so we can pretty much offer the nurse the exact location that they want to go to.
Peter: What are some of the minimum requirements for being a travel nurse?
Deb: Travelers obviously have to have a degree as an RN. They have to have a current licensure in the state that they’re going to be traveling in which is easy-breezy; we’ll help the nurse figure that all out, our staff can help them with that, and they do have to have one year acute care experience. They have to have worked in a hospital in a specialty that they’re going to be placing them in. Again, that’s so that the hospitals can continue to provide that awesome patient care.
Peter: Do you work at all outside of the United States for instance, in Canada?
Deb: At this time, we don’t. We do bring some Canadian nurses into the country but we don’t staff Canadian hospitals at this point in time.

Peter: Okay, so if I have an accreditation from Canada, then I could work with Onward Healthcare.
Deb: Canadian nurses are awesome. We’d love to have some come down here and help us out.
Peter: What is the typical assignment for a travel nurse?

Deb: The typical assignment is 13 weeks so it’s a three-month period. We do have some assignments that could be 26 weeks or six months and some that could be short as four weeks but most of them are 13-week periods of time. Again, that’s going to help ensure that the hospital’s providing good care to their patients. It takes a week or two for the nurses to get up and running and then they have that 12 weeks to sort of service the patients and do a good job for the hospital.

Peter: I know that you have a program that’s called the Rapid Response Program and I’m assuming that’s when a hospital, all of sudden gets an emergency need for someone, can you explain that to us?

Deb: Sure, that’s a great opportunity for nurses. It’s nurses that can start an assignment in anywhere from one to two-week periods so they’re quick starts. Generally, the nurses make about 30% more in the hourly rate and you know again, they’re going to be needing to report to the hospital in anywhere from a one- to two-week period of time, so it has to be that quick turnaround time but again in reward for that, the hospital is going to get the nurse that they want and the nurse gets paid 30% more.

Peter: If I get placed at a hospital and I really like the assignment, is there a possibility to extend it?

Deb: A lot of our nurses do go ahead and extend. If you are on the assignment for three months and you like the assignment and the hospital likes you, you can go ahead and extend at that facility. We have some nurses that have been in facilities up to three years. So, it’s almost like a permanent job but yet, you get the benefits of traveling. If for whatever reason you aren’t happy with the facility or just want a change of climate, you know we can go ahead and get you a new assignment at a different facility but the option to stay at the facility on multiple assignments is there for the nurses if they’re interested.
Peter: I really like this idea of Hawaii as a travel nurse. What are some of the geographies that you intend to have most of your placements with?
Deb: We’ve got a lot of assignments in Florida in the winter months which a lot of the nurses like. The nurses like it because they’re generally in areas close to the oceans. That’s means that their apartments are walking distance hopefully to the beaches and have pools, etc. We’ve got assignments in the winter months, a lot of assignments in ski slope areas of Vermont, Maine, Colorado, Nevada; a lot of skiing up there too in Reno. In the summer months, we had a lot of California assignments. Like I said earlier in the conversation, we have assignments across the country so generally speaking, if you have a choice of location, we’re going to be able to accommodate that.
Peter: If I am interested in becoming part of the Onward Healthcare Nursing Program, do I have to sign a long term contract with you?

Deb: Absolutely not. Basically, it’s you just sign up for one contract whether that be 13 weeks or 6 weeks, so the commitment to the company is only one assignment at a time. Having said that, our job and we do track this because we want to make sure that our nurses are as happy as possible and we do want to make sure that they’re renewing with the company and staying with the company and we do a really great job of that. Nurses don’t like to jump companies.

Peter: Sera, let’s get you involved in this conversation. Tell us why someone would want to choose travel nursing over working in a full-time permanent position?
Sera: Well, there are great opportunities as being a traveler. First of all, you get to go to many different parts of the country and experience different types of hospitals from small community hospitals to large teaching hospitals. You also get paid more for being a traveler and there are better opportunities for you to beef up your resume to add hospitals to it so in the future you’ll have more opportunities.

Also as being a traveler, you don’t get involved in any of the hospital politics. So therefore you walk in there, you do your shifts, they cannot mandate you to stay, you don’t have to do staff meetings, all that crazy stressful stuff that the rest of us have to do, walk in there, do your shifts, get out and it’s easy-breezy. So, as a young nurse, it would be very attractive because you would be able to go skiing in the winter, go to New York for the summer, go anywhere you want to so, get to meet a lot of new people and have new experiences that they may not be able to have later on in life. It’s also attractive to people who have retired. I’ve got a bunch of nurses that have RVs and they just go from assignment to assignment making their way across the US and doing and seeing all those things that they haven’t been able to see so far in life.

Peter: That seems like a really great way of taking advantage of this program. How about for people who want to stay put?

Sera: For people who want to stay put, we actually do have local offices that will help them in the areas that they currently live plus as a traveler, I know traditionally you may think, I need to travel cross country, that is not the case. You can be a traveler and still stay close to home, maybe travel to an hour to a hospital and still be able to be considered a traveler.
There’s also another option which is some of the hospitals will accommodate nurses by letting them stack their shifts together so they can go off, do the assignment, work 3 days a week and then come home for a week in between and that’s how they make that work as well.

Peter: So tell me a little bit about how this works, Sera from the standpoint, you place me in a job in a hospital, do I pay you a referral fee or how does this work?
Sera: You don’t have to pay us anything. It is actually taken care of from the hospital’s side because the hospital is the one who has the need and is looking for the nurses and has the shortage and so you as a nurse have no financial requirement to meet at all.

Peter: Once you have accepted an assignment, how do you really have before you have to start that particular assignment?

Sera: It varies completely. There are some hospitals that have need right away. There are some of the rapid responses that we touched on before that want a nurse in the hospital within a week. There are other hospitals that don’t anyone until January or three months out so the nurse is really going to work with their recruiter to figure out what their requirements are, what they need, and what assignment is going to suit them best. So, there is a lot of flexibility.

Peter: How about housing and the things like that, where am I going to live when I get to this? Is that something that you take care of as well?

Sera: The amazing thing about being a traveler is that, the travel company takes care of all the little details for you. You’re going to work with your recruiter, you’re going to find a job that fits what you’re looking for and then what’s going to happen is you are then going to show up to the assignment where we have set up housing for you, your utilities are set up, it is furnished, it is going to be in a aerated area with the most amenities possible. So, our company is going to take care of your housing, your insurance, and all the nitty-gritty details to make your transition very smooth.

Peter: Well, Sera I think we pretty much wrapped up our first segment here on Travel Nursing Insider, why don’t you tell us about one location that you know about where there are just a lot of jobs happening right now?
Sera: I would say the best location to focus on right now would be Florida. The snowbirds are starting to come down from the north. It’s getting colder up here and so Florida hospitals are going through a transition right now where their census is going up and they need lots and lots of help. Florida would be my hot job and my recommendation for this time.
Peter: Thank you so much and be sure to tune in for our next segment of Travel Nursing Insider. We’ll have both Deb and Sera back with us and we’re going to be talking about some of the benefits of being a travel nurse and also how you get started in the travel nursing profession.

Thank you for tuning in to Travel Nursing Insider. For more information on the exciting world of travel nursing, you should visit Onward Healthcare on the web at onwardhealthcare.com or call 1-800-278-0332 to speak to a travel nursing recruiter.

You should also follow Onward Healthcare on Twitter at Twitter.com/onwardhealth, fan them on Facebook at Facebook.com/travelnursing, and subscribe to our podcast on iTunes. Just do a keyword search for Travel Nursing Insider.