751101 Emergency Department Technician/SW/7:00p-7:30a/rotating wkends/holidays/(04) Emergency Services - SW Ft.Myers, Florida Full Time Rotating weekend/holidays
751102 Emergency Room Patient Registration Counselor/Nights/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Full Time Every other weekend, 11p-7:30a
751103 Emergency Room Patient Registration Counselor/HPMC/3:00pm-11:30pm/workdays vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Full Time Varies. Includes Weekends and Holidays.
751104 Emergency Room Patient Registration Counselor/HPMC/3:00pm-11:30pm/work days vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Part Time Varies. Includes weekends and holidays.
751105 Emergency Room Patient Registration Counselor/HPMC/10:30pm-7:00am/work days vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Part Time Varies. Includes weekends and holidays.
751106 Emergency Room Patient Registration Counselor/HPMC/10:30pm-7:00am/work days vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Full Time Varies. Includes Weekends and Holidays.
751107 Emergency Room Patient Registration Counselor/PT/CCH/7:00a-3:30p/40 hrs/per pay rotating wkends Registration Services - CCH - 924.25 Ft.Myers, Florida Part Time 40 hrs per pay rotating weekends
751108 Emergency Room Patient Registration Counselor/PRN/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Per Diem As Needed
751109 Emergency Room Patient Registration Counselor/Evenings/PT/HP (003) Registration Services - HP - 924.20 Ft.Myers, Florida Part Time Varies, 3:00p-11:30p
751110 Emergency Room Patient Registration Counselor/LMH/Part Time/9:00a-5:30p/wk days vary, alt. wkends Registration Services - LMH - 924.10 Ft.Myers, Florida Part Time Varies / Alternate weekends
751111 Emergency Room Patient Registration Counselor/HPMC/6:30am-3:00pm/work days vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Part Time Varies. Includes weekends and holidays.
751112 Emergency Room Patient Registration Counselor/HPMC/6:30am-3:00pm/work days vary/(03) Registration Services - HP - 924.20 Ft.Myers, Florida Full Time Varies. Includes Weekends and Holidays.
751113 Emergency Room Patient Registration Counselor/PT/Nights/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Part Time every other weekend, TU and every other TH, 11p-7:30a
751114 Emergency Room Patient Registration Counselor/PT/LMH/Nights (003) Registration Services - LMH - 924.10 Ft.Myers, Florida Part Time Varies / 10p-6:30a
751115 Emergency Room Patient Registration Counselor/PT/Evenings/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Part Time every other weekend working TU and ev. other TH, 2:30p-11p
751116 Emergency Room Patient Registration Counselor/PT/Nigths/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Part Time Varies, 10:30p-7a
751117 Emergency Room Patient Registration Counselor/PT/LMH/Nights (003) Registration Services - LMH - 924.10 Ft.Myers, Florida Part Time Varies,10p-6:30a
751118 Emergency Room Patient Registration Counselor/PT/LMH/Evenings (003) Registration Services - LMH - 924.10 Ft.Myers, Florida Part Time Varies, 3p-11:30p
751119 Emergency Room Patient Registration Counselor/PT/LMH (003) Registration Services - LMH - 924.10 Ft.Myers, Florida Part Time Varies, 10a-6p
751120 Emergency Room Patient Registration Counselor/PT/Evenings/CCH (003) Registration Services - CCH - 924.25 Ft.Myers, Florida Part Time every other weekend, 5p-9p
751121 Emergency Room Patient Registration Counselor/HP (003) Registration Services - HP - 924.20 Ft.Myers, Florida Full Time Vary, 6:30a-3:00p
751122 Emergency Department Unit Coordinator/CCH/7:00pm-7:00am/varies/(03) Emergency Department - CCH Ft.Myers, Florida Full Time Varies
751123 Emergency Department Technician/HPMC/11:00am-11:00pm/(04) Emergency Department - HP Ft.Myers, Florida Full Time variable
751124 Emergency Department Technician/HPMC/11:00am-11:00pm/(04) Emergency Department - HP Ft.Myers, Florida Full Time variable
Sunday, June 24, 2007
Thursday, June 21, 2007
Wednesday, June 20, 2007
Tuesday, June 19, 2007
No Cost Relocation Candidates The concept of offering a relocation package is inconceivable to many hiring managers. However, the best candidate for your open position probably lives more than 100 miles away, outside of your local area. Did you know that many people will fund their own relocation, or will accept a job offer containing a small relocation bonus? Many hiring managers and recruiters think is not feasible to expect a candidate to pay for their own relocation. Some believe that it is too cumbersome to interview remote candidates. Other people simply insist on hiring locally. Do not be fooled into thinking that relocation is unpractical or expensive. It is very likely that some of your best candidates are outside of your local boundaries. On a recent late-night trip from Atlanta to Chicago, I experienced one of the most pleasing introductions in recent memory. Upon talking with a fellow passenger for a few minutes, our conversation revealed that I am employed by CareerBuilder.com. The gentleman extended his hand and said, "Thank you for the work you do. I have an interview tomorrow morning in Chicago for a job I found on your website." I asked a few questions about the job opportunity and made a key discovery - he was willing to pay his own relocation. - Michael DeHaven, CareerBuilder.com Financial Limits and Cost Savings Any time you are hiring you need to set a salary/expense range. Include the potential for relocation expenses in your salary range calculations. Once you have established your first year salary range, you can approach compensation from various angles: Salary with No Relocation Allowance This seems to be most common because it is simple and easy. However, most "no relocation" messages push away strong, remote candidates. Remember that many job seekers (like the one noted above) are willing to pay their own relocation for the right job and salary. However, consider some of the below alternatives as they may be more desirable to both the new hire and employer. Salary plus Small Relocation Allowance Reducing the offered salary by a few thousand dollars, and offering a small relocation expense account often works well. Using this approach can decrease the employee's taxable income, which is typically desirable from the employee's perspective; and decreases the starting salary, which may be good for the employer as well. Salary plus Delayed Relocation Bonus If a candidate performs extremely well in the first six months, you will probably not care about a few thousand dollars of relocation expense. Consider offering a delayed relocation bonus. If a candidate performs extremely well in the first six months, you will probably not care about a few thousand dollars of relocation expense. Consider offering a delayed relocation bonus. For example, if a candidate meets clearly defined goals in the first 6 months, he/she is eligible for a bonus that will help cover the cost of relocation. This approach provides a strong motivational tool, which encourages quick growth and learning, and reduces the risk of your new hire prematurely hunting for another job. Salary plus Full Relocation The traditional way of fully funding relocation may be necessary if you are trying to steal a happily employed person away from another company. This type of package will often cover travel expenses, movers, and sometimes will even include a provision for a house buy-out if the new employee has trouble selling their old house. Be Candid and Give Options Every person has a different situation, and looks at their finances from a different angle. If you are not prepared to offer Full Relocation, it is best to have open discussions about relocation expenses with your potential candidates. When making a job offer, choose two of the above options that will have about the same cost, and let your candidate decide which is better. Limited Radius Resume Database Searches Using a 100-mile, limited resume search is most likely not good for your business. It is surprising, but many people are willing to accept a daily commute distance of 150 miles or more for a great job. The increased availability of books on tape, satellite radio, and lower-cost of cell phone usage make longer commutes a more desirable option than ever before. If your perfect candidate lives 110 miles away from your office, you will not find them with a 100-mile limited radius search. It is not bad to start your search with smaller radius, but always search nationally to make sure that all your options are "on the table." Limited Relocation vs. No Relocation When posting your job opening and communicating with potential candidates, it is best to not rule out relocation entirely. Use phases like "limited relocation is negotiable" to keep your options open. When posting your job opening and communicating with potential candidates, it is best to not rule out relocation entirely. Use phases like "limited relocation is negotiable" to keep your options open. This will increase the number of applicants, and keep the lines of communication open so you can evaluate the candidate's need for relocation assistance, and gives you the flexibility work with the numbers when you finally decide to make an offer. Remote Interviewing Although it is always good to have a face-to-face interview before making an offer, it is possible to go through the interview process by phone. The writer of this article has a better record of making the hiring decision remotely, over the phone, than in person. In-person interviews increase the potential for factors like appearance, mannerisms, and body language to impact the hiring decision. Remember, the best candidate for your open position is probably a relocation candidate. It is also very possible that he/she is willing to pay for relocation if you make a good salary offer. Keep your options open and be willing to give your candidate options when you make an offer. These techniques will yield better new hires.
Monday, June 18, 2007
Top Job Trends for 2007
Link to Top Job Trends for 2007
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Top Job Trends for 2007
Remy Piazza, Managing Director of CareerBuilder.ca
The new year will bring strong hiring and more incentives for Canadian workers, according to a new survey by online job site CareerBuilder.ca.
After recovering from slow hiring in the summer months, Canada posted its 14th year of consecutive job gains in 2006, adding more than 308,000 jobs, according to Statistics Canada estimates. Meanwhile, the national unemployment rate dipped to 6.3 percent -- the lowest level in nearly 30 years.
Taking advantage of a stable economy, 42 percent of hiring managers expect to increase their number of full-time, permanent employees in 2007, while just 4 percent plan to cut their staffs, the CareerBuilder.ca survey found.
Although 44 percent of employers expect to add 10 or fewer employees in 2007, other companies have much larger recruitment plans. More than one-in-five hiring managers expect to add more than 50 workers, and more than one-in-ten plan to hire more than 100 employees.
The next three months will be especially strong for hiring. Forty-two percent of hiring managers expect to add new employees in the first quarter, while just 5 percent anticipate staff cuts.
But this favourable climate for job seekers could be troublesome for employers already coping with a shrinking labour pool as the Baby Boomer generation retires. Currently, 45 percent of employers say they have job openings for which they can't find qualified workers, and 16 percent report it typically takes them two months or longer to fill their open positions.
Seven Major Hiring Trends for 2007
As employers struggle to stay competitive, Canadian workers will see higher salaries, more flexible work schedules and better career advancement opportunities in 2007.
1. Bigger Paychecks -- Eighty-three percent of hiring managers plan to increase compensation for existing employees in 2007. Fifty-five percent will increase salaries by 3 percent or more, and one-in-five will boost pay by 5 percent or more.
2. Diversity Recruitment -- Recognizing the impact of workplace diversity on the bottom line, more hiring managers plan to aggressively recruit women and disabled workers in the coming year.
3. Rehiring Retirees -- Nearly one-in-four employers said they will hire retirees from other companies or provide incentives to entice workers approaching retirement age to prolong their careers at their organizations.
4. Flexible Work Arrangements -- Twenty-seven percent of hiring managers said they are very or extremely willing to provide flexible work arrangements for employees such as job sharing or alternate schedules in 2007. Sixteen percent are likely to allow workers to telecommute.
5. Career Advancement -- Thirty-seven percent of employers will be providing more promotions and career advancement opportunities for existing staff this year.
6. Training -- Nearly nine out of 10 employers are willing to recruit workers who lack experience in their industry but have transferable skills. Seventy-eight percent said they were willing to provide the necessary training and certifications to such candidates.
7. Expanding Overseas -- Eight percent of Canadian employers expect to expand operations and hire employees overseas in 2007.
Employees' Job Satisfaction
Programs aimed at preventing turnover have contributed to strong overall job satisfaction. Sixty-three percent of workers report they are satisfied with their jobs, and 19 percent describe themselves as dissatisfied.
Still, a favourable job market is enticing candidates to search for more lucrative opportunities in 2007. Thirty-three percent of workers plan to leave their current positions within one year, and 48 percent expect to seek a new position within two years.
When asked about typical job factors that influence continued job satisfaction and retention, respondents conveyed the following:
When considering new positions, workers said the most important attributes in a potential employer include:
CareerBuilder Canada - For Sales Inquiries, Call 877 456 4130 Customer Support: Ask CareerBuilder 
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State Rankings by Unadjusted and COLI Adjusted RN Average Salaries
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Tables for:
Which Pasture is Really Greener? A Research Note on Salary Studies
[Nurs Econ. 2006;24(3):131-134. ©2006 Jannetti Publications, Inc.]
Table 1. State Rankings by Unadjusted and COLI Adjusted RN Average Salaries
State Average Annual Salary State Ranking Before Adjustment Average Salary Adjusted for COLI MERIC COLI Value State Ranking After Adjustment California $69,140 1 $45,849 150.8 44 Maryland $65,750 2 $52,266 125.8 23 Hawaii $64,320 3 $39,802 161.6 49 Massachusetts $64,120 4 $50,970 125.8 34 New York $62,140 5 $50,316 123.5 37 New Jersey $61,790 6 $46,043 134.2 43 Connecticut $61,450 7 $48,577 126.5 39 Alaska $60,420 8 $46,946 128.7 41 Washington $59,650 9 $57,633 103.5 3 Minnesota $58,980 10 $58,745 100.4 2 Nevada $58,630 11 $52,442 111.8 21 Oregon $58,380 12 $54,765 106.6 11 District of Columbia $58,330 13 $40,367 144.5 48 Delaware $57,470 14 $55,850 102.9 6 Rhode Island $56,910 15 $44,531 127.8 46 Michigan $55,380 16 $54,832 101 10 Colorado $55,010 17 $54,304 101.3 14 Arizona $54,940 18 $53,600 102.5 16 Texas $53,940 19 $60,539 89.1 1 Wisconsin $53,700 20 $56,646 94.8 4 Pennsylvania $53,670 21 $53,403 100.5 18 Virginia $53,330 22 $51,676 103.2 31 New Mexico $52,620 23 $51,945 101.3 30 Florida $52,150 24 $51,994 100.3 29 Ohio $51,840 25 $54,340 95.4 13 Illinois $51,600 26 $52,069 99.1 26 Utah $51,590 27 $55,954 92.2 5 South Carolina $50,950 28 $53,407 95.4 17 Louisiana $50,560 29 $52,178 96.9 25 North Carolina $50,450 30 $52,827 95.5 20 Georgia $50,330 31 $55,126 91.3 9 Tennessee $49,890 32 $55,619 89.7 7 Missouri $49,690 33 $54,544 91.1 12 Nebraska $49,350 34 $52,894 93.3 19 Indiana $49,100 35 $52,013 94.4 27 Kentucky $48,980 36 $53,706 91.2 15 Vermont $48,770 37 $42,706 114.2 47 Idaho $48,000 38 $51,118 93.9 33 Arkansas $47,990 39 $55,224 86.9 8 West Virginia $47,780 40 $52,219 91.5 24 Mississippi $47,220 41 $52,004 90.8 28 Alabama $47,170 42 $50,830 92.8 35 Montana $47,040 43 $47,805 98.4 40 Kansas $46,910 44 $51,268 91.5 32 South Dakota $46,830 45 $49,243 95.1 38 Oklahoma $46,660 46 $52,368 89.1 22 North Dakota $46,480 47 $50,742 91.6 36 Wyoming $46,200 48 $45,517 101.5 45 Iowa $44,000 49 $46,908 93.8 42
