Archive for March, 2010|Monthly archive page

Healthcare Reform – 3 reasons “not yet”

In Human Capital Trends, Personal on March 19, 2010 at 1:01 pm

Letter to Suzanne Kosmas March 19, 2010 – Healthcare Reform Just as our country is in an economic crisis we will soon be in a healthcare HUMAN CAPITAL crisis that has never seen before. Healthcare reform will happen – it just cannot occur in the bill proposed as it will create a perfect storm just as Fannie and Freddie did to the economy. Just as no one could have predicted the economic collapse – the healthcare collapse, if this bill is passed, could also drag down the economy even worse, as healthcare grows from 17% of our GDP to well over 22%. I urge you to differentiate yourself and have given you some facts from the Institute of Medicine. I also would like to invite you to speak at the ACHE American College of Healthcare Executives Central Florida meeting in September at Medical City in Orlando. Here are the facts from the IOM report 2008.

1. Between now and 2030 the number of adults aged 65 or over will double. This dramatic shift will place unseen and accelerating demands on the US healthcare system. The sheer number of older patients will overwhelm the number of physicians and other healthcare professionals unless something is done. 2. Beginning in 2011 – the 1st wave of the baby boom generation will begin to turn 65 – the 78 million baby boomers will tip the population scale growing from 12 to 20% by 2030. The Orlando Sentinel actually ran an article this past Sunday speaking to the lack of geriatric physicians that is already a major concern.

 3. Older Americans will consume much more healthcare and this is not built into the $900B estimate. The current 12% of older Americans currently accounts for 26% of all physician visits – by growing to 20% – older Americans will account for more than 50% of healthcare utilization just as these reforms start to take affect.

Healthcare reform is certainly needed – just not in the form of the current bill.


Megan on a beach in Jacksonville – UNF rocks!

In Personal on March 18, 2010 at 7:55 pm

Where do you think they found Megan this summer – at the beach! Cool part of going to college at UNF and living a few blocks from the Atlantic Ocean…Here is an excerpt from …

At Jacksonville Beach, Ashton Norris and Megan Hudson, both 19, were taking in some day-before-school rays.Both will be sophomores at the University of North Florida, both were in bikinis and both had tattoos on their rib cages with pithy sayings. (“May your joys be as deep as the ocean”, and “May the waves free your soul,” respectively.)

In addition to it being the first day of class at many schools across the area, today is also the first day of classes at UNF.

For the first time in recent memory, both sophomores admit to being summered out. Norris and Hudson worked their way through summer as waitresses. “I’m ready,” Norris said. “I can’t believe I’m saying that, but I am.”

Josh 4 straight FHSAA final fours ends with All Central Florida Honors

In Personal on March 18, 2010 at 7:42 pm

Josh ended his high school soccer career with a 4th straight appearance in the FHSAA final four and also earning All-Central Florida honors! The Orange County vs. Seminole County boys senior soccer game on March 6, 2010 in Winter Park featured six All-Central Florida First Team selections. The Seminole roster was led by Orangewood Christian midfielder Josh Hudson, forward Aaron Gendreau, and defender Justin Green of Lake Mary.

Josh had an amzing soccer career and one day I hope he looks back and understands how blessed he has been to be part of a very special streak. I certainly have enjoyed watching him and will miss watching him play on a regular basis.

Emily “drops the ball” for professional lacrosse team

In Personal on March 18, 2010 at 7:31 pm

Emily Hudson and Christina Schloot, a volleyball player and cheerleader from Orangewood Christian High School, have been selected to drop the ceremonial first ball for the game…Hudson and Schloot created a program called “Children Everywhere,” an outreach program dedicated to helping poverty stricken children in Africa and Haiti…the ball drop is part of the Orlando Titans “High School Heroes” program, which salutes local high school athletes for achievements off the playing field…

Event Marketing – article from Advance Magazine March 2010

In Human Capital Trends, Published articles or white papers on March 17, 2010 at 5:53 pm
By Nicole Benkert   Preparing for Your Event – Understanding What to Bring to Your Event  March 17, 2010
Marketing Materials
Providing promotional materials for live and virtual events isn’t all that different, shared Johanna Guldan, Advertising Lead for Genesis Healthcare. Handouts can be converted into PDFs to share in a virtual forum. Virtual events can also be a great way to provide more information to a candidate. “I love the internet as a resource. You can share links to your web site or share a search query immediately.”

For your marketing handouts, brochures are a great way to highlight your facility–focus on what makes you unique. Try to limit photocopies as candidates are less likely to view them later. Again, be sure to include contact information!

Lund-Zeiger shared what she takes with her. When it comes to handouts, there are two she doesn’t go without. “One is a tri-fold recruitment brochure that shows applicants why they would want to work for Crescent Healthcare.  It includes our company vision, mission and values.  The other is a quick reference sheet that shows our locations and contact information.  I also use a third handout sometimes–it lists our open positions.”   

Make sure your hand-outs succinctly illustrate your “why us” points of differentiation, shared Brian Hudson, senior vice president for Avant Healthcare. “Often at events you don’t have time to do a full presentation to a candidate, so be prepared with a brief handout that gives three to five reasons why they should consider you and point them to your web site for more detailed info. Also try to create a call to action, he said. Most activity surrounding an event is completed within the first 48 hours.

The materials you hand out represent your “brand image”. Often companies that proclaim to have an upscale or distinctive culture hand out gifts or have booths that do not reflect their brand. Hudson gave the example of a well-respected company giving away poorly-done items. “It did not reflect the image they wanted to project.”

Finally, Hudson focused on the importance of business cards. Ensure you have ordered enough and that the contact info on the cards is appropriate. For example, if you don’t want people personally calling you–have generic cards made up with only your web site and your jobs hotline. “Give your personal card to only those individuals/candidates that YOU really are serious about recruiting and follow up with them within 24 hours–this shows you are aggressively recruiting them.”

Your Look
For your booth, have a banner or a banner up-stand, with your company name/logo on it. If you’re using a banner, make sure it has grommets so you can hang it. Don’t rely on the ID sign as your identifier either. That white cardboard sign is only there so YOU can find your booth.

While most events provide a skirted table, a branded table cloth can add a polished look. Plus, if you use corporate colors you can really stand out. Booth signs and table clothes are both longer term investments so make sure they are somewhat generic and are truly representative of your facility. If you have the budget, attack the job fair as a full-scale marketing opportunity. Sponsorship gets you prime locations and recognition and helps drive traffic to your booth. Running ads before the event in publications and newspapers lets attendees know that your facility will be there. Ads in the on-site program guide, a glossy booklet that attendees may keep up to 30 days after the event, give you a presence even after the event has concluded. Most places have a discount structure in place, so instead of an a la carte approach you can have a personalized marketing plan drawn up for your facility. Much like your recruitment advertising sales rep, organizers of most events can take your budget and work backward to get you the most exposure for your money.

The most important thing to bring to an event is a positive attitude. Smile, say hello and answer questions from people who stop by your booth. Along with this, bring an envelope, briefcase or tote bag to store resumes. While everybody has lead organizing programs, you are at a face-to-face event. Having a stack of resumes is a concrete way to help calculate the event’s ROI and means you don’t have to rely on applicants remembering your Web site or how to contact you.

Candidates love giveaways and having the right items can attract more candidates to your booth. Rondi Lund-Zeiger, Clinical Recruiter for Crescent Healthcare in Anaheim, Calif., stressed that a giveaway with your contact information on it that ends up in a drawer is no use to you or your applicant. “I look for items that are different from what everyone else gives out.” 

Ashley M. Eckard, Event Coordinator for Genesis HealthCare discussed how they pick their giveaways. “Generally speaking, we try to make all of our giveaways something people will keep and reuse, so the Genesis brand is in front of them all the time.” For instance, she shared, OTs might get branded hand lotions whereas speech language pathologists recently received otoscopes. And to keep things fresh, Genesis tries to refresh these items every year or so.

Pens will always be a popular giveaway. While you may think they are done to death, everyone can use them and everyone wants them. People come looking for them. Other popular items are tote bags–attendees love them, even if the event provides one–and hand sanitizers.

Be sure anything you give away has contact information on it. An 800 number or at least your web address is a must. Be sure it’s as easy as possible for candidates to contact you after the event!

Why this Blog? – Why now?

In Personal, Uncategorized on March 17, 2010 at 3:51 pm

For years I have been contributing to publications and company Blogs but never capturing this info in a format that I could create a compulated list of blogs and industry expertise from experiences gained in executive leadership roles and from personal self development.  I have created this blog to keep all of my previous blogs on file to share future blogs that can be used as a resource for others.

With extensive Leadership experience in organizations over $10B and entreprenurial start up experience in both retail and healthcare industries. Feel free to use me as a resource in the future.

Pharmacist Retention

In Healthcare, Human Capital Trends on March 16, 2010 at 6:16 pm

By Brian Hudson – Originally Written 2007

According to the U.S. Department of Labor, employment of pharmacists is expected to grow by 22% between 2006 and 2016. Why is this employment increasing? As the population ages, the use of prescription drugs is constantly on the rise as well as the number of facilities such as mail order and home care organizations needed to house and provide to the elderly. It also seems as though a new retail facility is going up on every corner in the United States, further limiting the supply of quality licensed professionals for Hospital and healthcare organizations focused on patient care and revenue growth.

This shortage of pharmacists has led to an interesting dilemma for Directors and Human Resource professionals. The average length of stay for a pharmacist in a single organization, according to Dr. David A. Mott, is about 32 months. Dr. Mott states that the number one reason that most pharmacists are leaving their current organization is due to stress associated with understaffing or the wrong staff surrounding them. A pharmacist working in this environment feels underappreciated and overworked. To fill open positions, many facilities are utilizing temporary and PRN pharmacists to fill their openings. This may be a necessary “short term” fix but can have long term implications that will negatively affect the work environment. Having worked as a Pharmacy Tech for several years, I understand the negative fallout from a dysfunctional or understaffed pharmacy team.

Director and HR professionals should have a long term recruitment strategy that includes an investment in acquiring a full time professional who can be an “echo” of the organizations culture, core values, patient care and commitment to the community. The overuse of temp and PRN pharmacists inhibits the pharmacy from developing a strong team environment which ultimately will deliver the best patient care and retain your staff longer. There is no number one solution to retaining your pharmacists; there needs to be a holistic approach to attracting talent and ensuring that the pharmacy team understands that they are appreciated members of the organization.

Value Based Competition

In Executive Leadership, Healthcare, Human Capital Trends on March 16, 2010 at 6:12 pm

 By Brian Hudson after reading the book Redefining Healthcare by Michael Porter

In the introduction to the online home page for Redefining Health Care, there is a simple introduction that reads. “Health care is on a collision course with patient needs and economic reality. In today’s dysfunctional health care competition, players strive not to create value for patients but to capture more revenue, shift costs, and restrict services. To reform health care, we must reform the nature of competition itself.”

This is especially true in the competition for quality licensed healthcare professionals who drive the revenue and deliver the highest in patient care. The reality is that the demand for healthcare is going up and the supply of available licensed professionals is going down. This demand cycle will be good for professionals who will see significant growth in salaries and perks, but will be a challenge for healthcare organizations to attract and retain their people.

Healthcare will need to make fundamental changes and hopefully move to Value-based competition as suggested by the authors in Redefining Health Care. The challenge for healthcare organizations is not to treat people as a commodity as the industry moves to Vendor management systems for people procurement, which were popular in the 1990’s in manufacturing. Progressive organizations understand the value of people, and that each individual is a valued revenue driver and contributor to the profit center – especially licensed healthcare professionals.

Upgrading Talent in a Downturn Economy

In Executive Leadership, Human Capital Trends on March 16, 2010 at 6:11 pm

By Brian Hudson | Originally written December 19, 2008

2009 is forecast to be a challenging year for Healthcare organizations as pressures from the economy ripple through the industry. The amount of free hospital care provided to needy patients continues to skyrocket, illuminating further, the need for improvements in efficiencies and progressive ideas from the professionals within the industry. The need for talent upgrades, at critical revenue positions, has never been so evident.
A recent report by the ‘McKinsey Quarterly’ points out significant opportunity for organizations to improve efficiencies and invest in Talent acquisition. According to McKinsey, “Cost cutting during a downturn is often necessary to ensure a company’s current profitability and future competitiveness. Rather than freezing all hiring and employee-development programs, companies should use this period as an opportunity to upgrade talent and better engage existing staff. This means reinvesting a percentage of the capital liberated from cost cutting into, for example, selective recruiting and development programs.”

The State of Nursing Salaries

In Healthcare, Human Capital Trends on March 16, 2010 at 6:10 pm

 Written by Brian Hudson 2008

The most recent issue of Advance for Nurses, Sandy Keefe, MSN, RN and Karin Lillis dissect the State of Nursing Salaries with some very important points that both clients and candidates should be aware of.
1. As demand continues to remain high, nurses can expect higher salaries – especially those with specialty skills.
2. Education and experience pays – over 50% of nurse managers and case managers made between $60k and $90k annually.
3. The economic issues’ affecting the country does not mean that the demand for nurses will diminish. According to Mary Lou Brunnel, MSN, RN executive director of the Florida Center for Nursing; “Economic changes are “blips” that have no lasting impact on nursing needs. Employers might freeze hiring or delay growth until the economy recovers – so there could be a false impression the shortage is resolving, if people think that us a valid situation, they could cut funds or lose interests in implementating resolutions – big mistake.” Progressive organizations are taking proactive measures to ensure that they are upgrading talent in a down economy. According to the article, the new pay for performance and CMS regulations will see “highly skilled nurses” moving to organizations that “value their contributions.”