Monster.com Survey Reveals Good Prognosis for Healthcare Employment Outlook
The survey also indicates these workers are healthily optimistic, with 81% of Healthcare workers confident about finding a job within the next 12 months. Registered nurses, physical therapists and occupational therapists are currently the top three occupations in demand, by volume of available jobs within the healthcare industry along with nursing, medical and home health assistants in supporting roles. Interestingly, the top markets with opportunities for these professions include some of the most sought after and most saturated job markets in the nation such as New York, Los Angeles, Chicago, Dallas and Houston2. More than one-third of respondents (34%) agree that there are more related job openings now than there were a year ago.
One area of dissatisfaction for healthcare employees is compensation. The survey found that few (20%) healthcare professionals believe their employers are willing to provide higher compensation compared to the previous year.
“This latest survey indicates stagnant compensation levels have left healthcare professionals dissatisfied, “said Jeffrey Quinn, Vice President of Monster’s Global Insights. “On a more positive note, about half (45%) of the surveyed participants agreed that their employers are willing to provide the time and training needed to support a job or job function. In addition, a majority (57%) believes hiring managers understand their skills and abilities. These survey results, in combination with current levels of demand for these skills, indicate Healthcare-related professionals have reason to be cautiously optimistic about their employment prospects.”
Completing this picture of Healthcare employment, it is important to note that every minute approximately 190 medical or health-related jobs are viewed on Monster, demonstrating high levels of activity across both job seekers and employers.
7 predictions for the future of health care technology
This is a guest post by health entrepreneur Sean Mehra
I’ve got an awesome job. Every day, I envision the future of healthcare and strategize how innovative technologies can transform how we give and receive care and, ultimately, make the world a happier and healthier place.
Here are my seven predictions about where healthcare is headed:
We will see a democratization of medical knowledge
For thousands of years, the science and art of medicine has been passed down from generation to generation under an apprenticeship model (it’s called “a practice” after all). Today, we have an opportunity to leverage technology to make doctors’ wisdom accessible to all. To date, we’ve published entire encyclopedias of medical knowledge, but they remain largely impenetrable by the mass audience. What’s missing is useful, user-friendly information that guides healthy behavior.
The technology already exists for health information to be published, catalogued, and searched by anybody online. As this trend spreads, this democratization of medical knowledge will offer clinicians worldwide a chance to learn from each other and improve the quality of care. What’s more, platforms that unlock the crowd-sourced wisdom of the medical community will offer patients immediate access to doctors’ guidance.
A transparent meritocracy amongst doctors
Patients typically choose their doctor by either word-of-mouth referral, or online consumer reviews of a doctor’s bedside manner, waiting room decor, or office staff’s disposition — not by the quality of care they provide. That’s because most consumers aren’t qualified to assess how a doctor’s care affects health outcomes.
But imagine a world where doctors rate each other on the characteristic that matters most: competence. Taken further, imagine if consumers had access to a single score that captured a doctor’s professional reputation as determined by other doctors — a score that combines meaningful indicators such as the impact of their clinical research and academic publications, the number of patients referred to them, and the caliber of their medical training.
A system with this kind of transparency will reward doctors who actually deserve esteem from peers and patients, not just those with access to big marketing budgets, large employers, degrees from elite schools, or extensive social networks.
What Successful Medical Sales Job Seekers Do Differently
MR: What is the best way to ensure a qualified medical sales job candidate gets noticed by you?
LM: Really what makes me take notice of a candidate is a professional resume that shows results, achievements and numbers. So many job seekers use a resume to just list their past positions and it just reads like a laundry list of responsibilities, almost like a job description. I want to see a person’s accomplishments.
MR: Approximately how much time do you spend reviewing each medical sales resume and what is it that you’re looking for?
LM: I will first do a quick scan of a candidate’s most recent job to see if it is relevant. Then I’ll scan the person’s overall work history – I want to make sure there is a pattern of success based on results and achievements. Red flags for me include job hopping and a lack of numbers or awards. In the medical device sales industry, I want to make sure that a candidate’s past sales experience, even if from outside the industry, is relevant and will translate to success the field. I would say it only takes about 15 seconds to decide if pursuing them is worth it.
MR: Should candidates prepare a 30-60-90 day plan for their ConMed interview? (If so, what should it contain?)
LM: I kind of look at the 30-60-90 as a working document. Interviews at ConMed have several stages, often including a ride-along. Throughout the process, we want to learn more about the candidate, and I want to make sure that the candidate is learning more about the company and products. For the 30-60-90 to work, it really needs to come at the end of the interview process and reflect what the candidate has learned, because otherwise, it’s just too generic and doesn’t have real value. A great alternative in early stages is for a candidate to show us their business plan for their current position so we can better understand how they are managing their current business and if it is similar to the expectations for ConMed’s salesforce.
MR: Do you ever consider candidates without medical sales experience? Under which circumstances?
LM: We do, and in some cases, some managers may even prefer it if they believe the person has what it takes to be successful – B2B experience, passion, commitment and good fundamental sales training. However, for some divisions, it may be more difficult to hire someone without medical sales experience because it could mean a 12 to 18 month learning curve. This is especially true in orthopedics, where candidates with prior industry experience are preferred. Someone who is not familiar with the hospital environment will be harder to train and be more of a risk. We will, however, also consider someone with limited experience for an associate’s position under the right circumstances. I believe people who are achievers, even when given a different role, can be driven to success.
Originally posted 2013-06-26 16:00:00. Republished by Blog Post Promoter