If you submitted a job application, and you have not heard back from us yet, please do not worry. Unlike other companies, we don't use an automated tracking system. We read all applications, one by one, to ensure we learn about our candidates. Of course, this process takes time. But rest assured it's for the best. At Health Pals, you're more than just a number. you're a human being, and we value your experience.
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I help companies struggling with Applicant Flow to build the RECRUITING ENGINE they need for their Business to Succeed! | Recruitment Marketing Strategist │ Hiring Guru
Are you asking for too much in your application? Some job applications in the health care industry can be so exhausting. There is so much information being asked of us and it’s just the same thing over and over again. Ryan Kohler gives a great breakdown of how to reduce all that information in the health care applications and transform the process into smaller stages. Tune in and let me know what you think. https://lnkd.in/gqcA9m3Y
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Hiring Consultant, Software Sales, Applicant Tracking Software, Journalism, International Relations
Are you asking for too much in your application? Some job applications in the health care industry can be so exhausting. There is so much information being asked of us and it’s just the same thing over and over again. Ryan Kohler gives a great breakdown of how to reduce all that information in the health care applications and transform the process into smaller stages. Tune in and let me know what you think. https://lnkd.in/gF4tAb34
Are you asking for too much in your application?
healthcare-applicantpro.com
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Founder & CEO of TPRG Talent Solutions | A Better Hire - A Better Value - A Leading Guarantee - TPRG
If you aren't sure how much to pay for a given position, I'd recommend getting advice. If you do and they tell you to lowball or start low, they should stop giving you advice. You don't want to overpay either... (Thats a different post though.) If you post a role below market, you've just turned off potential candidates. Then the role sits open. Then potential candidates are telling their friends/colleagues you don't pay well... Don't forget about the employer ranking sites. Of course, you are also losing productivity each day that role sits idle. If you are not... You don't need to have the position at all... Talk with a talent expert. Someone who talks to candidates all day, most days. Get the role filled. If you bring on an outside recruiter that gets you someone that stays with you 5+ years, it's worth every single cent you just paid. When you find a recruiter that makes your life easier and sets realistic expectations, you are less stressed and more productive. Plus, after you just hired a great addition to the org, now you look better! Then you get promoted and are happier because you are making more money. See what I did here? www.TPRGrecruiting.com 😊 Shameless plug included.
Landing Page | TPRG
davepell7.wixsite.com
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🍃 NEW NEW NEW RELEASES! We've been heads down busy building out the job search platform clinicians deserve. Here's the highlight reel of new features we've added the past couple of weeks: 💾 Saving Jobs & Saved Jobs Folder - Found a job you liked but don't have the time to apply immediately? In the save folder it goes! 💌 Jobs For You - Handpicked jobs delivered straight to your inbox every week. Simple and personal. 📈 New Companies and New Jobs - We're adding 30+ of the coolest companies in healthcare and health tech and 100s of fresh jobs every week! Not on our Early Access program yet? Join our waitlist to get your sneak peak on everything we've been building so far. Link in comments 👇
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Director of Social & Community | Community Builder | Digital Storyteller | 11+ years in sports & entertainment social
Should be the bare minimum.
I want to apologize to everyone who’s taken the time to submit a job application to us and never heard anything back. Starting Monday every time we close a role, we'll email everyone that applied to give them data and context on what happened with that specific role. We'll share things like: How many people applied How many people we spoke with What it was that made resumes stand out Stats on any numeric data we collected in our application If you applied to a role with us on or after March 1st, you will get one of these emails in the next two weeks. Please message Forward directly via our company page if you were expecting but didn't receive one of these emails by June 14th. Employers, including us, need to do better. --- Edit: Thank you to everyone who is amplifying this post, your response speaks volumes. To everyone out there who’s looking and whose time and emotional well-being has been taken for granted by employers: I'm sorry. The community here sees you and you deserve better. To everyone fortunate enough to be hiring: I know it can be overwhelming but I hope this makes you want to create a better experience for the folks applying to your roles. What’s good for candidates is ultimately good for you. Here's to a better tomorrow.
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Get More, High Quality CDL & Diesel Mechanic Leads & Hires Through Our Program. Over 10,000 Hires! Stories, Tips & Insights On How We Do It Every Day.
Lowering costs to hire drivers can be achieved through a combination of strategic planning, leveraging technology, and optimizing processes. Here are seven ways to reduce hiring costs: 1. Streamline the Hiring Process: Implement an efficient using automated applicant tracking systems (ATS) 2. Leverage Technology: Utilize online platforms and mobile apps to reach more candidates quickly. 3. Employee Referrals: Offer referral bonuses to encourage current employees to refer potential candidates. This also can create camaraderie. 4. Optimize Job Advertisements: Use data analytics to determine ROI and best times to post jobs. 5. Training and Development: Invest in training programs that can quickly get new hires up to speed, 6. Improve Retention: Focus on retaining current drivers by offering competitive benefits, good working conditions, and career advancement opportunities. 7. Utilize Social Media: Promote job openings on social media platforms (Facebook in particular as it’s where drivers live practically) By combining these strategies, companies can significantly reduce the costs of hiring drivers while still attracting and retaining qualified individuals. If you have anything to add, leave a comment below or dm me.
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“We need to make sure our recruiting process is giving credit” for other traits “and harnessing that and helping them appreciate those skills.” Ask about our tools at Guardian Background Services that help you understand your applicants traits and aptitudes. https://buff.ly/3WrmGN5 To learn more about the services and resources we offer to protect your business, visit us at -buff.ly/3MCdcaR- #humanresources #backgroundcheck #hiring #drugtesting #tenantscreening #propertymanagment #tenant
Offer Training Opportunities to Find Workers with Skills You Seek
shrm.org
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This is what we need all companies to adopt. This is absolutely worthy of celebration, but it is bittersweet that such an occasion should be so noteworthy. My deep respect to all who work to not only make the job search more dignified for the applicant, but give valuable insight to help them become better for the future. Let's shift the rudder of business culture and make this the norm!
I want to apologize to everyone who’s taken the time to submit a job application to us and never heard anything back. Starting Monday every time we close a role, we'll email everyone that applied to give them data and context on what happened with that specific role. We'll share things like: How many people applied How many people we spoke with What it was that made resumes stand out Stats on any numeric data we collected in our application If you applied to a role with us on or after March 1st, you will get one of these emails in the next two weeks. Please message Forward directly via our company page if you were expecting but didn't receive one of these emails by June 14th. Employers, including us, need to do better. --- Edit: Thank you to everyone who is amplifying this post, your response speaks volumes. To everyone out there who’s looking and whose time and emotional well-being has been taken for granted by employers: I'm sorry. The community here sees you and you deserve better. To everyone fortunate enough to be hiring: I know it can be overwhelming but I hope this makes you want to create a better experience for the folks applying to your roles. What’s good for candidates is ultimately good for you. Here's to a better tomorrow.
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Helping recruitment agencies measure and improve the relationships they have with their candidates, clients and employees.
Poll Results from a question I asked here on LI last week. Question - How many case studies does your agency currently have? The majority of agencies (71%) have less than 10 case studies to go to market with. Given all of the roles and work that agencies do, this feels super low. Less than 5 - 45% 5 - 10 - 26% 10+ - 18% Never enough - 11% Case studies are not often seen as high value by consultants to seek out and it's often left to marketing to beg and plead to consultants for ideas of who to contact to explore the potential of a case study. Well we are going to fix that with a new feature we are going to build and release next month on Recruiter Insider. I've spoken to a few people about this new feature and all have been super positive about it and it's value and ease to use. If you want to learn more then just book a demo with us and see all that the platform does (which is more than you can imagine!) - https://lnkd.in/gVw35i4t
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Background Screening | Drug Testing | Aptitude & Integrity Assessments | Providing you the “knowledge to protect what matters”
“We need to make sure our recruiting process is giving credit” for other traits “and harnessing that and helping them appreciate those skills.” Ask about our tools at Guardian Background Services that help you understand your applicants traits and aptitudes. https://buff.ly/3WrmGN5 To learn more about the services and resources we offer to protect your business, visit us at -buff.ly/3MCdcaR- #humanresources #backgroundcheck #hiring #drugtesting #tenantscreening #propertymanagment #tenant
Offer Training Opportunities to Find Workers with Skills You Seek
shrm.org
