NAHCR Directions Fall 2014

DIRECTIONS National Association for Health Care Recruitment

Volume 38 Number 3

Presidential Perspectives

Fall 2014

PR E SID E NTI A L PE RS PEC TIV E S Derek Cunningham, PHR, CHCR This is the first edition of Directions since the 2014 IMAGE Conference has come to a close. It’s time to take a moment and reflect on the fact that the conference has been an annual event for 40 years!

I would like to thank all those who helped make the conference a roaring success. These would especially include the Education Committee members, sponsors, management staff, and the hotel crew. I would also like to take this time to thank the NAHCR Board of Directors for their time, effort, and hard work over the last year. In addition, it is important to recognize the incoming Board and the work that still lies ahead. I have been blessed to work alongside such smart, talented, and driven colleagues. For those that attended the conference, it was an exciting time of education, networking, and having fun along the way. We certainly hope you will attend next year’s IMAGE Conference in New Orleans.

The educational component of the conference should not be understated. It is a powerful tool to help advance our careers and the profession. Knowledge is power and every effort should be made to get that information to the recruitment and staffing professionals that will continue to be our future leaders. NAHCR is working to promote this education via a plethora of marketing avenues. Another component to promote the profession is the CHCR certification. The NAHCR Board is reviewing options to make the certification a source of pride and recognition in the industry, and something professionals would feel is a “must have” to show to their leadership. In some organizations, the education component is one of the first things to go when cuts are being made.

However, it is important to have a well-informed, knowledgeable, and engaged workforce. The education benefits are a big piece of NAHCR membership.

The Board realizes that it’s not just a matter of providing education, but also the most pertinent and timely information. It should also fit the needs of the membership. This is why we have called upon an educational needs task force, which held its first meeting at the IMAGE continued on page 3

Presidential Perspectives . . . . . . . . . . . . . . . . . 1 Presidential Perspectives . . . . . . . . . . . . . . . . . 1 Board of Directors. . . . . . . . . . . . . . . . . . . . . . .

Directors. . . . . . . . . . . . . . . . . . . . . 3 Board of 3 NAHCR Transitions to a Highlights of IMAGE 2014 – NAHCR’s New Management Company. . . . . . . . . . . . . 4 40th Annual Education Conference . . . . . . . . . 4 NAHCR Board of Directors Update. . . . . . . . 5 Attracting Talent & Not. .Plaintiffs’ Letter fromDiverse the Past President . . . . . . . . . . 5 Bringing Science & Technology to Lawyers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

9 Hospital HR. . . . . . . . . . . . . . . . . . . . . . . . . . 6 Healthcare in the Headlines: The Affordable RNs at Risk. . . . . . . . . . . . . . . . . . . . . . . . . . 7 Care Act and Making the Most of Media Congratulations to 2011 CHCRs....................9 Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 The 2011 Healthcare HR Initiatives Survey...10 Save the Date for IMAGE 2015. . . . . . . . . . . . 13 Image 2011 Conference Recap..................12 The Healthcare Landscape is Changing: A Graduate Student’s Perspective..............13 Are You Ready to Follow?. . . . . . . . . . . . . . . . 14 Award Recipients.........................................14 NAHCR Regional Updates.........................1616 Legal Update. . . . . . . . . . . . . . . . . . . . . . . . . .

• Northeastern Regional Update...............16 NAHCR Announces the 2014 Award • Southern Regional Update.....................18 Winners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 • Western Regional Update......................19 fromRegional the Immediate Past •Reflections North Central Update............20 President. . . . . . . . . . . . . . . . . . . . . . . . . . . . .

20 NAHCR Chapter Web Sites.........................22 NAHCR Institutional Members.....................23 2014 Career Fairs and Job Fairs. . . . . . . . . . . 21 2011 Career Fairs and Job Fairs..................24

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NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

Board of Directors Fall 2014

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For advertising information, contact: Sheila O’Neal, NAHCR@goAMP.com 913.895.4627

2014-2015 NAHCR BOARD OF DIRECTORS Officers PRESIDENT Derek Cunningham, BA, PHR, CHCR PRESIDENT-ELECT Julie Hill, BSN, RN, CHCR, RACR FINANCE DIRECTOR Claudia Cotarelo EDUCATIONAL DIRECTOR Michele Snider, BSN, RN, CHCR REGIONAL DIRECTOR Lori Faber, MSN/MBA, RN COMMUNICATIONS DIRECTOR Theresa Mazzaro, RN, CHCR INSTITUTIONAL MEMBER AT LARGE Jennifer Henley, PHR

NAHCR Staff EXECUTIVE DIRECTOR Sheila O’Neal, BA EDUCATION PROGRAM COORDINATOR Christie Ross, BA, CAE MEETING PLANNER Debbie Jennings ADMINISTRATIVE ASSISTANT Candice Miller

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PR E S ID E NTI A L PE RS PEC TI V E S

continued from page 1

conference. This group will be working diligently to find out what our membership most needs/desires with the educational component and how best to deliver that to everyone. NAHCR has partnered with LEAN Human Capital in order to bring forth standardized metrics for showing efficiency and best practices throughout the industry.

NAHCR seeks to be the “go to” place for such information. It is also recommended to check out the LEAN site for additional information on the Recruiter Academy.

Recently, you may have noticed some of the marketing collateral surrounding the MVP (Membership Value Proposition). This has been labeled the “for me” campaign. It shows how NAHCR is valuable to each person, though it can manifest itself in different ways. Quotes used are from our members and make this more personal. It is something that may also be used to show your leadership the added value. If anyone asks “what is the point of joining NAHCR,” they may be directed to our website and look under Membership Services. This information provides excellent talking points to build a case for membership. Now, the association is only as good as what is put into it. If you have not already done so, I implore you to consider being a part of a NAHCR Committee (Education, Membership, or Communications). The projects they implement constitute the backbone for much of what is accomplished throughout the year.

New partnerships and programs are part of change. For many people change does not come easy. However, it is important for the association to keep making forward progress and not only keep pace, but be a leader in a complex environment. We as recruitment professionals can be change agents in our organization. Look for new ideas and don’t be afraid to bring them up. Zappos has a new creative approach to eliminating the use of job postings. While we can’t all do that, it has produced a lot of publicity for the company for trying something different. Sometimes we can become complacent with the status quo and get into a rut. I see the importance of regularly reviewing our strategic plan to ensure we’re anticipating these changes. Perhaps the same could be said in our careers. Make the necessary changes, stay out of a rut (or falling into repetitive patterns), and review your personal/ career strategic plan.

Many thanks are due to the past Presidents of the association for their leadership and setting the course for where we are today. Over time they have had to make changes that were difficult decisions, but all made in the best interest of bringing value to the membership. They have served the association well, and I too strive to be included in that mix. Please don’t hesitate to let us know if you have questions by contacting the NAHCR office. 

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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Highlights of IMAGE 2014 – NAHCR’s 40th Annual Education Conference Julie M. Hill, BSN, RN, CHCR, RACR NAHCR President Elect The Hyatt Regency Grand Cypress in Orlando was the place to be July 22-25, 2014. NAHCR’s IMAGE 2014 Conference was in full swing and Vision of Excellence in Health Care Recruitment became a reality for hundreds. The Hyatt Regency Grand Cypress was host to the IMAGE 2014 Conference and was buzzing with energy and excitement as health care professionals from across the nation convened to acquire and share knowledge.

IMAGE 2014 did not disappoint delivering quality speakers, quality networking, and several new components. Preconference day began early with a wide variety of one half day sessions covering topics such as negligent hiring practices, employee engagement, developing employer brand ambassadors, social media, and mobile recruiting.

The Education Committee and NAHCR Board realize the importance of the local chapters to our association. New this year was the Chapter Leadership Workshop providing education, information, and tools to help our local chapters manage the business aspects of small associations. Another first was the “Thought Leadership Coffee Chat” with LEAN Human Capital and a panel of NAHCR members and health care recruitment experts. The pre-con day ended on a high note with the first ever Kick-Off to IMAGE Reception. It was a fun time of networking, making new NAHCR friends, and rekindling old NAHCR friendships.

The conference began on Wednesday with our Opening Keynote session, “Do It Well, Make it Fun”, with Ron

Culberson. This presentation set the tone for the entire conference. It was an entertaining and energizing start for the conference and fit nicely with the Education Committee’s plan for a fun filled, upbeat atmosphere for the week.

The opening session was followed with a slate of general and concurrent session speakers which were selected based on member feedback. Sessions targeted employer brand advocacy, the future of health care, collaborative partnerships, taking HR social, building a culture to recruit/ retain, and lean transformations. All of this before 2 p.m., as day #1 was packed full of best practices, expert knowledge, the annual business meeting, board officer installation, vendor demos, and the ever popular, highly participatory Regional Meetings. Day #1 was drawing to a close as the highly sought after Jonathan Segal spoke on “Attracting and Promoting Diverse Talent.” The Education Committee had tried for several years to secure Jonathan as a presenter and we were always just a little too late. This year we made a concerted effort to start early and were successful. We were honored to have Jonathan Segal present for IMAGE 2014.

Day #1 with all its energy and excitement contained several NAHCR “firsts.” We installed the first Institutional Member at Large to the NAHCR Board. We look forward to strengthening partnerships and business relations with the institutional members of NAHCR. The Exhibit Hall opened in a celebratory fashion with the President’s Welcome and a Ribbon Cutting Ceremony. The next few hours were

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

Fall 2014

lively and interactive during an evening reception with our vendor partners. Attendees interacted with the vendor and institutional members to learn about their unique products and services all while working to complete their bingo cards for chances to win some great prizes.

On day #2, the energy level was still high as we started off with vendor demos followed by “Creative Ways to Give People What They Are Starving For,” presented by renowned author Lee Silber. Attendees learned about quick and easy praise tactics along with key things people want and how to use them. The day was again filled with a plethora of knowledge discussing alternate recruitment strategies, the Affordable Care Act, “Increasing the Power Behind the Hire”, and Facebook recruiting. Day #2 ended early to allow attendees some time on their own to either enjoy the magnificent amenities of the Hyatt Regency Grand Cypress or visit the world renowned local attractions. However, we could not just let conference day #2 end without something “magical.” “The Magic of Selecting Right-Fit Talent” was presented by Hugh Kincaid of the Disney Institute. Hugh shared a glimpse of what makes Disney “magical,” setting it apart and how that same spirit can be brought to each organization by choosing the right talent.

Sadly, the last day of the conference came way too fast, but it was another engaging day starting out with the first ever Committee Networking Breakfast. The committees are such a vital part of NAHCR’s past, present, and future.

This session allowed interested members to learn about the different committees, how they can actively participate and contribute, and, of course, sign up for a committee. The opening session for the last day of the conference started out full of energy and on a “happy” note with members

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of the Education Committee showcasing their dance moves. Needless to say, the opening presenter, Richard Hadden, kicked things into high gear with a highly engaging presentation, “Work is Contractual…Effort is Personal.” The focus here was on recruiting health care professionals in a way that promotes employee engagement. Concurrent session topics for the day addressed employment screening, candidate assessments, contingent workers, and virtual, video, and digital experiences.

Again, the final day of the conference also had some “firsts.”

A major change this year, based on member feedback, involved holding a Gala Awards Luncheon. I must say this seemed to be quite the hit as the luncheon was very well attended without a vacant seat. It was a “sell out” and then some, so it may be a keeper for years to come. Of course, IMAGE would not be the same without the “five-timer” Tracey Kennedy and her always popular legal update. This was Tracey’s first time as closing keynote speaker but we could not have asked for a more engaging session to end the conference. Tracey closed IMAGE 2014 with her entertaining and ever-so-helpful “free” legal advice.

Well, IMAGE 2014 is in the record books and was a smashing, entertaining, upbeat, and engaging success. If you missed IMAGE 2014, start making plans now to attend IMAGE 2015, July 21-24, 2015. Health Care Recruitment – Make it the “Big Easy,” where else but New Orleans, Louisiana. You do not want to miss it. The Education Committee’s work is well under way with big plans for another successful annual conference.

“Laissez les bons temps rouler” and continue touching lives through health care recruitment. See you in “the big easy.” 

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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Attracting Diverse Talent & Not Plaintiffs’ Lawyers Jonathan A. Segal

Mission Benefits of Diversity We all know that there are substantial mission benefits when it comes to diversity, such as: First, every employer wants to hire the best and the brightest. This mandates that employers reach out and develop a diverse applicant pool. No employer can afford to exclude any community from its search for talent.

Second, even though we all live in an increasingly diverse world, having a diverse workforce results in greater diversity in contacts, and therefore, greater potential for business.

Finally, with differences in backgrounds come differences in perspective which results in new ideas and greater innovations.

But the fact that diversity is invaluable does not mean that employers can consider “protected groups” in decision making. In fact, employers probably cannot.

The Law The Supreme Court has held that, in order for an employer to engage in voluntary affirmative action, two requirements must be met: (a) there must be remedial purpose (to be discussed); and (b) the affirmative action must be narrowly tailored (to be discussed).

What may be a legitimate remedial purpose? Two possibilities: 1. Admission to prior discrimination; 2. “Manifest imbalance” in traditionally segregated job categories.

It is important to note that voluntary affirmative action is even more restrictive when it comes to public employers.

A public employer cannot rely on manifest imbalance; only an admission of prior discrimination will justify voluntary affirmative action.

The Supreme Court has not specifically addressed whether an employer can consider diversity in the absence of a remedial purpose. However, the courts that have done so have universally said “no.”

For example, in Taxman v. Board of Education of Township of Piscataway, 91 F.3d 1547 (3d Cir. 1996), while the court found the employer’s purpose of having a “culturally-diverse workforce” laudable, it still found it unlawful. The Appellant Court held there is “no congressional recognition of diversity

as a Title VII objective requiring accommodation” in the absence of a remedial purpose.

In a case involving a public employer, the Fifth Circuit, in Messer v. Meno, 130 F.3d 130 (5th Cir. 1997) held “diversity programs, no matter how well-meaning, are not constitutionally permissible absent showing of prior discrimination” by a public employer.

What does this mean for employers in their effort to increase diversity?

1. An employer cannot set aside or reserve a position for a woman or minority; and 2. An employer most probably cannot consider race, gender and national origin as a “plus” in decision-making (unless for a remedial purpose).

What can an employer do? Plenty: 1. Increase the diversity applicant pool.

2. Minimize unconscious bias in the screening and selection process.

3. Value in decision-making the non-EEO aspects of diversity, to the extent job-related (for example, experience, perspective and contacts).

Defining Diversity The first step is to define diversity broadly. They should include EEO factors, such as age, gender and race, as well as non-EEO factors, such as diversity in experience, skills and perspective. There are two reasons why it is important to define diversity broadly.

First, a broad definition of diversity is consistent with the business imperative. We seek diversity in experience and perspective, for example.

Second, it is important for legal reasons. Having non-EEO aspects in a definition of diversity is important so we can make decisions based on them as opposed to the EEO factors.

Setting the Criteria The first step in any hiring decision is setting the criteria. Be careful of setting too high the number of years “traditional” experience. This may have an adverse impact on women and people of color, who previously have been deprived of the experience. continued on page 10

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Attracting Diverse Talent

Interview Questions

continued from page 9

Make sure in the interview process that you do not ask any questions about EEO status, family status or personal status. This is important not only for legal reasons but also because of the business risk of pushing away talent by asking inappropriate questions. The business imperative aligns with legal imperative of asking only what is job-related and avoiding that which is not.

Be careful of caps, too. Caps have a potential adverse impact on older workers. Plus, remember, in terms of the meta message, we are talking about inclusion and not exclusion.

Posting Posting is important in the search for the best candidate.

It sends a message of inclusion. More specifically, it helps demonstrate that decisions are made based on qualifications, not connections.

One caution to the general rule, that is, don’t post if you effectively have made a decision. The posting makes the process appear fraudulent and actually increases your legal risk by inviting individuals to participate in the process who have no chance of ultimately getting the job.

External Recruiting Internal posting is great, but often insufficient. Therefore, external recruiting, in most cases, becomes necessary.

One option is word of mouth. There is nothing wrong with word-of-mouth recruiting. It can save money and the referrals tend to be strong because the employee knows that whom he or she refers is a reflection on him or her.

However, word-of-mouth recruiting is not without limitations.

Although obviously subject to exceptions, we tend to know people who are more like us (in terms of EEO demographics) so that word-of-mouth recruiting tends to perpetuate the current composition of the workforce.

Consider general recruiting beyond word of mouth, diversifying the sources that you use. This can be done at the same time as internal posting.

Also consider target recruiting. This should supplement, not supplant, general recruiting. To avoid any inference of discrimination, this should be done at the same time as general recruiting.

Screening Candidates The process by which applications and/or resumes are screened may impact the diversity of the applicant pool.

There are studies that show, as a result of unconscious bias, when decision makers see names and addresses, they are less likely to interview women and/or people who seem more likely to be other than white.

Consider covering the names and addresses on resumes before giving them to the decision makers. Our conscious gives us the opportunity to block unconscious bias which can result in excluding the most qualified candidate.

Employers can ask about prior experience, current skills and job requirements, by way of example. However, there are studies that show that certain individuals are more likely to be asked certain questions.

For example, younger women are more likely to be asked about flexibility, ability to travel, etc. Older individuals are more likely to be asked about technical skills, ability to change, etc.

Again, the problem is often unconscious. There is a conscious response to minimize the unconscious risk.

Consider starting each interview with a uniform list of questions. This not only avoids unconscious bias in the selection of questions asked, but also demonstrates to potential candidates your commitment to consistency so a candidate does not feel targeted when asked the appropriate tough questions.

Decision-Making In the decision-making process, do not make decisions based on EEO factors. As noted at the outset, considering gender, race and national origin, for example, is fraught with legal risk. However, you can value in decision-making the non-EEO aspects of diversity, such as experience, perspective and content, to the extent job-related.

That it is why it is important that the definition of diversity not be limited to EEO factors. It is important that you include non-EEO factors so that managers focus on them in their decision-making.

For example, you would never hire someone because they are Hispanic. But you could look for a nurse who is fluent in reading, writing and speaking Spanish because she or he will serve a large Hispanic population.

Diversity Danger Zones The two most common problems which, in my experience, result in the exclusion of diverse talent are: like me bias and bad cultural fit. So I will describe them both briefly.

The first is hiring someone because you think they will be a “good fit.” It is often what the EEOC calls “like me” bias.

Your comfort level with a candidate is important. But equally important is that we should not be hiring our mirror images.

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There are a number of steps an employer can take to minimize the risk of “like me” bias, such as: 1. Having a diverse team interview candidates. A diverse team cannot hire its mirror image.

2. Ask questions that get at differences, at perspective, contacts and experience. Valuing those differences which benefit the organization makes you less likely to have an unconscious “like me” bias.

The flip side of “like me” bias is denying a candidate a job because you think they would be a bad cultural fit. Cultural fit has been the subject of substantial litigation.

Cultural fit is neither legal nor illegal per se. However, the middle word, cultural, does suggest that the employer may be excluding those who are different from them, if you will, “not like me” bias.

An example would be a group of white women interviewing an Asian man and excluding him because “they feel in their gut,” he won’t fit in. If all you have to rely upon is a gut feeling, my gut feeling is you will lose if sued.

That does not mean that cultural fit can never be legit. It can be legitimate if you can demonstrate specific things that the applicant said, or do not say, did, or did not do.

Assume, for example, that an applicant complains that in his prior job he did not have adequate support. When you look at what he had versus what you would offer, you realize that he had more there than he would here. In these circumstances, you don’t have what he is looking.

The tendency may be to say bad fit. Instead, document the reason why, focusing on his needs, and on the fact that you don’t offer what would satisfy those perceived needs.

Finally, be careful of the term “diverse candidate.” The term is problematic for two reasons.

First, it may suggest that you hired a person for reasons according to their EEO diversity. This creates legal risk.

Equally important, focusing on the diversity of the candidate can undermine his or her skills and experience. There is a bring difference between a diverse candidate and a candidate of excellence who happens to be diverse. It is not just the words but the feeling which they provoke. 

Thank You!

This year’s IMAGE Conference was packed with pre-conference workshops, excellent speakers and educational breakout sessions!

We thank the Education Conference Committee and Board of Directors for their commitment and efforts, which resulted in a wonderful event Conference Committee: Josh Cosby Julie Hill Terry Bennett Janice Buehler Derek Cunningham

David Good Novonda Lilly Andree Mulia Debbie Rowe Judy Russell

Jennifer Scully Michele Snider Dennis Yee

We also would like to thank our host chapter, West Central Florida Association for Health Care Recruitment for their excellent help at the registration desk and throughout the conference.

Thank you to our colleagues and staff at the Executive Office for their partnership in putting together a terrific conference Sheila O’Neal, Executive Director Raven Hardin, Association Manager Jody Shelton, Continuing Education Coordinator Beth Crowley, Continuing Education Assistant Debbie Jennings, Meeting Manager Candice Miller, Administrative Assistant

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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Healthcare in the Headlines: The Affordable Care Act and Making the Most of Media Coverage Barbara Shahinian, Executive Vice President of Content and Creative, Editor-in-chief, Nurse.com

Before it was passed into law in March 2010 — and certainly since then — the Affordable Care Act (ACA) has muscled its way to the top of news headlines. There’s good reason for the attention: not since Medicare became law in 1965 has the healthcare industry seen such sweeping changes.

To the news media, the ACA has all the makings of a big, bold story, complete with a complex plot, a mix of characters and heaps of conflict. With its broad political, economic and social consequences, the law is a story with “legs.” We’ll likely be hearing and reading as much about it in a year’s time as we are today.

Beneath the twists and turns of the storyline, however, lies a fundamental reason for the telling of this tale. The ACA affects the everyday lives of everyday people like you and me. The law prompts us to make decisions — in our personal lives and sometimes in our jobs. To make the best decisions, we need reliable information from the news.

The news media act as the public’s watchdog. They keep an eye on a development like the ACA on our behalf. They bring us facts, inform debates surrounding the law and offer a diverse range of political, economic and social perspectives for our consideration. The media also helps us to understand the issues involved and make the best choices for our families, our communities and ourselves. Business and government rely on the news to make decisions, too; and those decisions impact their employees, partners and constituents — in other words, people like you and me.

We invest our trust in the news and view it as an authority, but the media sit on only one side of the information equation. As news consumers, we balance that equation by forming our own opinions on the information presented to us. Credible news organizations follow longstanding principles of journalism and report facts in an objective, fair, accurate and reliable manner. It’s up to us to decide what to do with that information.

Sometimes the media do not get the story right. Erroneous or misleading reporting can impact our decisions and have lasting consequences in our personal and professional lives. To get the most of news coverage, particularly in a high-stakes story like the ACA, we can serve as our own watchdogs.

The news is a complex industry; and as with any business, it has its own, behind-the-scenes stories. Even so, we can find

ways to ensure the information we seek from the media is the most helpful to us. Here are a few details to consider as you sort out the best news you can use.

Accuracy Alert!

Today’s 24/7 news cycle allows information to be distributed quickly — sometimes too quickly. Remember 2013’s up-to-the-second, although inaccurate, reporting on the U.S. Supreme Court’s decision on the constitutionality of the ACA? Breaking news can, of course, be vital (in an emergency, for example) but some facts are painstakingly discovered over time.

Even when reporters dig deeply into news stories, mistakes happen. Journalists and the organizations for which they work are not perfect, and their errors can range from typographical mistakes to missing the big picture entirely.

Research demonstrates that between 40% and 60% of newspaper news stories include some form of error, large or small. In his 2005 study, “Accuracy Matters: A Cross-Market Assessment of Newspaper Error and Credibility,” journalism professor and author Scott R. Maier found that while the public doesn’t expect perfection from news sources, 60% of news readers afford a higher level of credibility to organizations that recognize their mistakes.

Yet Maier also found that fewer than 2% of factual errors are corrected by news organizations as a whole. Often those mistakes are repeated by other media and make their way into press releases, research, blogs and other reports on which we rely. The public, however, doesn’t rate well in terms of getting errors corrected, either. According to Maier, only one in 10 sources used in news stories report errors to the media organizations that covered them.

Takeaway: Be your own fact checker on issues that are important to you. Compare facts between news reports and seek out an original source, such as a study, if you find a discrepancy. Web searches make this task relatively quick and easy.

Beware of Bias Understanding ways to detect bias in the media can help to ensure your choice of news is fair and dependable.

Government, media owners, advertisers and even audience preferences can influence how, why and where news is

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reported. Economists Mathew Gentzkow and Jesse Shapiro of the University of Chicago studied various words and phrases used by newspapers, such as “the estate tax” (a liberal term) and “death tax” (a conservative term), to determine the papers’ respective slants. Their findings: Newspapers with a majority of Republican readers tend to publish more stories with conservative perspectives while papers in left-leaning areas tend to print stories with liberal appeal. In other words, newspapers give their audiences what they want.

Bias can reveal itself in a number of ways besides the loaded language that Gentzkow and Shapiro examined.

Placement bias turns up as stories either brought to the forefront or buried in the back of a newspaper or magazine or at the end of a broadcast. Story bias relies more on emotional anecdotes than hard facts. Stories in which single sources are published might be suspect, as well. Credible, balanced news reports offer full and fair accounts of the news by citing numerous sources that represent different viewpoints.

Takeaways: Test for bias in news reports by asking several questions: Are the words used fair and supported by facts?

Is only a single source reported? If there are multiple sources in a news story, do they represent both sides of an issue? Do sources offer expert opinion or does a story use an overabundance of personal, emotional viewpoints? Does a story lack context that puts facts in perspective?

Consider the Source Access to news has never been easier. A news platform exists to suit virtually every lifestyle, from traditional newspapers, magazines, radio and television to websites and social media. All this variety is good for information sharing, and it helps ensure many voices are heard in the important news of the day. Still, news consumers should be mindful of the shortfalls of each reporting mechanism, particularly with a complicated and hotly debated topic such as the ACA. The lay press may lack depth in reporting healthcare stories, for example, while the industry press, or those organizations that solely cover healthcare topics, may lack sufficient resources for thorough reporting. Blogs can voice opinion rather than facts, and social media’s instant reporting mechanism makes it prone to error.

Takeaways: Become a byline watcher. Reliable news outlets clearly identify the author of a story, typically listing him or her beneath the story’s headline and often along with the organization for which the report was made (such as “ABC News,” The Wall Street Journal or The Associated Press).

When the story’s author is a columnist or political pundit, the story should be labeled “Opinion” near the headline. Be alert to the possibility that a blog expresses opinion rather than news, and follow up news that’s reported in quick bites on social media with a look or listen to a full story.  Barbara Shahinian is executive vice president of content and creative and editor-in-chief for Nurse.com.

Save the Date for IMAGE 2015

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

Fall 2014

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The Healthcare Landscape is Changing: Are You Ready to Follow?

Bryan Bassett, Managing Director, HEALTHeCAREERS Network From expanding insurance coverage to shifting demographics, numerous forces are altering the health care industry landscape. Some are increasing the demand for health care providers; others are decreasing their supply.

A few—such as baby boomer retirement—are actually achieving both simultaneously, making the job of America’s health care recruiters more challenging in the process.

Fortunately, this challenge is surmountable—provided you’re prepared to evolve your recruiting methods to address the changes at hand.

According to the Bureau of Labor Statistics (BLS), the U.S. Health Care and Social Assistance sector employs more than 18 million professionals—and the sector is expanding.

Between 2012 and 2022, they expect employment within it to grow at an annual rate of 2.6 percent. This will account for nearly one-third of the total national increase in jobs over that period—or 5 million new positions between 2012 and 2022. They attribute much of this growth to expanded insurance coverage and the nation’s aging population.

According to the RAND American Life Panel, the first enrollment period of the Affordable Care Act (ACA), President Obama’s signature health care law, resulted in a net gain of 9.3 million insured. The uninsured U.S. population decreased from 20.5 percent to 15.8 percent as a result. Because health care is more affordable and accessible under the new ACA-compliant plans, these new patients are increasing the demand for both preventative and elective health care services and it’s likely to continue.

The Congressional Budget Office expects the number of newly insured Americans to grow to 24 million by 2023.

With its focus on preventative care and essential health benefits, analysts predict that the ACA will increase the need for primary care practitioners including family medicine physicians, general medicine physicians, pediatricians, physician assistants and nurse practitioners to perform annual wellness exams as well as frontline support staff (from nurses to health aides) to assist them. We’ve already seen this trend taking shape at HEALTHeCAREERS Network, where our analysis of first and second quarter recruiting found physicians and surgeons, nurses, NPs, PAs, therapy professionals and allied health professionals accounted for the greatest number of job postings.

An impending national shortage of providers within some of these occupations has been highly publicized. For example, the AAMC Center for Workforce Studies estimates the primary care physician shortage will increase to 45,000 by

2020, accompanied by a shortfall of 46,100 surgeons and medical specialists. And in 2013, the American Academy of Physician Assistants stated that 95 percent of the PAs who wanted employment had jobs, indicating supply had nearly reached capacity. The American Association of Nurse Practitioners expressed similar views regarding NPs. While their numbers grow each year, the organization is skeptical that there will be enough to fill rapidly increasing primary care needs.

One of the demographics most in need of primary care is America’s baby boomers. This generation—comprised of individuals born between 1946 and 1964—began turning 65 in 2011. According to the Federal Interagency Forum on Aging-Related Statistics, the number of Americans over the age of 65 will increase to 72 million in 2030, accounting for 20 percent of the total U.S. population. This group is more likely to develop chronic conditions that require continued management—such as type 2 diabetes, heart disease and dementia—increasing the demand for health care services.

Naturally, some of these baby boomers are also in-demand health care providers such as physicians and registered nurses. According to the Federation of State Medical Boards, the average age of actively licensed physicians was 51 years old in 2012. Twenty-six percent of actively licensed physicians were 60 years of age or older. And per the BLS, our nation will need to replace 525,000 retiring nurses between 2012 and 2022.

Recruiting or retaining a variety of jobseekers—from millennials and near-retirees to those already in retirement— requires a targeted approach. Millennials—those born between 1980 and 2001 and also known as Generation Y—often have different career expectations than the generations before them. For example, they highly value continuing education opportunities and work-life balance.

They will account for 40 percent of the U.S. workforce by 2020, according to the BLS, so it’s essential to find ways to attract them.

Baby boomers, on the other hand, put the most value on meaningful work and employee benefits, according to Millennial Branding, a Gen-Y research and managementconsulting firm. They currently account for 31 percent of the workforce according to research conducted by Gallup, an analytics company. Benefits that Boomers find particularly appealing include reduced-time schedules and job sharing, retirement planning, eldercare assistance, fitness

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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reimbursements and wellness programs. Some health care organizations have had success luring retired professionals back to the workplace with flexible schedules and part-time hours that allow them to continue to receive Social Security.

Whatever generation you’re targeting, social recruiting is a must if you want to keep up with competitor health care organizations. According to a recent social recruiting survey conducted by Jobvite, a recruiting technology company, 94 percent of recruiters use or plan to use social media in their recruitment efforts. The most popular social media site for recruiters is currently LinkedIn, with 94 percent utilizing it to search for and vet potential candidates. Sixty-five percent use Facebook and 55 percent use Twitter, primarily to showcase their employer brand and generate referrals.

Of course, integrating social media into your recruiting strategy takes time. Fortunately, there are new tools in the marketplace to make doing so simpler and the benefits greater. For example, organizations including Amazon. com, Cisco and Adobe are using Open Web, an online software platform from Dice®, to gain a 360-degree view of job candidates. This innovative product aggregates a jobseeker’s social media profiles, allowing a recruiter to assess background, interests and community involvement for cultural fit without visiting multiple websites. It also contains a feature that instantly integrates links to your online job postings within your Tweets, making it easy to broadcast opportunities and drive jobseeker traffic where you want it to go.

Mobile recruiting is as important a tool for today’s health care recruiters as social media is. Smartphone adoption has grown faster than any other consumer technology in history, and more jobseekers are conducting their job search online.

In fact, 35 percent of the traffic on HEALTHeCAREERS Network is from mobile users. It’s a common trend. A survey conducted by LinkedIn found that 72 percent of active jobseekers had used their mobile devices to view a company’s career site. Forty-five percent had applied for a job on a mobile device, while 43 percent had used their device to upload their resume for a job application.

Unfortunately, only 20 percent of the talent acquisition leaders surveyed had mobile-optimized career sites. And only 18 percent had optimized their job posts for mobile viewing. Failing to do so greatly reduces your candidate pool. According to The Hiring Site, 50 percent of mobile jobseekers think less of employers who don’t have a mobileoptimized website. Forty percent of mobile candidates abandon the application process if they find it non-mobile friendly.

Health care recruiting is always going to have its challenges; that’s a given in any industry where demand is likely to outpace supply. Fortunately, adapting your approach to address the changing industry landscape—with targeted benefits, social media and a mobile-friendly interface—can have a significant impact on your recruiting success. 

NAHCR Congratulates CHCR Exam Passers List includes exam passers from July 1, 2012 — June 30, 2013 Vickie Bigelow Adam Clark Bolin Jennee Davis Laurie Farrell Anita Ferguson

Lisa M. George Clover Hamilton-Pusey Bobby R. Kimmons, Jr. Rick A. Madison Candace McNulty

Deborah Meliti Kara A. Morgan Adrienne K. Ohle-Rodriguez tephanie A. Payton Erik G. Swanson

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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Legal Update

What You Should Think About Before Using Social Media as Part of Your Hiring Process

Tracey Kennedy, JD, Partner, Labor and Employment Practice Group, Sheppard Mullin Richter and Hampton, LLP

The first rule of interviewing is to make sure you know the job requirements of the positon you are looking to fill so you know what questions to ask and what experience, education, and qualifications you are looking for to find the best candidate for that position.

The second rule of interviewing to make sure you do not ask illegal questions or do not ask questions that directly or indirectly seek protected, prohibited information, such as sexual orientation, marital status, age, physical or mental disabilities, prior workers’ compensation claims, and the like. Most recruiters know not to ask direct questions about protected characteristics: Are you pregnant? Are you looking to have children? Where were your born? Do you speak Spanish at home? Where do you go to church?

Are you married? If you are not married, why not, are you gay? However, by going on social media sites that are not job related or are not business related, you are indirectly obtaining information that will not be job related.

Social media is a part of most of our lives. Everyone uses the Internet for something, whether to keep in contact with friends through Facebook or Instagram, to shop, to watch TV, or get news. On the Internet, our lives are open to the public – pictures posted on social media, letters to the editor, blog posting, resumes posted on job boards, education and professional experience posted on networking websites, and Yelp reviews. Once someone’s image or information enters the cyber world that information is there forever.

Just because it is available does not mean that it should be accessed as part of the hiring process.

Someone’s life events or personal information may be available on the Internet because their family and friends have posted such information. For example, photos of family vacations, bachelorette party in Las Vegas, son’s bar mitzvah, high school prom pictures, collegiate cheating scandal, gay pride parade, etc. posted on social media for the entire world to see ripe with non-job related information that touches upon every legal protected characteristic. All of that information is open to the world, including the world of requiring, hiring and retaining employees. If any of that nonjob related information is used to deny employment benefits, and that information is protected, you may have violated the law.

Employers should access and use information found on the Internet with extreme caution. If Internet searches are used, the information accessed should only be job related – such as professional networking sites...

Below are some areas for concern and caution for individuals who are responsible for hiring and recruiting:

1. Have a Written Policy about the Use of Social Media User profiles on social media sites are saturated with information that could form the basis of discriminatory hiring decisions. Federal and state statutes prohibit employers from making employment decisions based on race, religion, sexual orientation, sex, gender identify, age, and national origin, just to name a few. This kind of information is readily available on most users’ profiles and could form the basis of a failure to hire action if an employer cannot provide a legitimate business reason for rejecting an applicant.

To avoid any missteps, recruiters and employers should institute a policy prohibiting the use of unlawful information in the hiring and employment process. Likewise the policy should prohibit the request of employees for personal passwords to social media sites. As part of this policy, employers should also require that searches be performed in a consistent manner for every applicant in order to avoid disparate treatment liability.

The policy should prohibit the accessing of social media sites that are not job related (such as Facebook, Instagram).

2. Access to Information That Cannot Be Used in Hiring Decisions Can Form the Basis of a Lawsuit There are a number of protected characteristics that can form the basis of a discrimination claim if a recruiter accesses information that discloses protected characteristics (such as disabilities, sexual orientation).

Federal laws prohibit discrimination against employees who take leaves of absence for health reasons or to care for family members (the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.), qualified individuals with disabilities (the Americans With Disabilities Act, 42 U.S.C. § 12101 et seq.), and members of the military (the Uniformed Services Employment and Reemployment Rights Act, 38

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

Fall 2014 U.S.C. § 4301 et seq.). Something as innocent as a picture of an applicant sitting in a wheelchair, a picture of a male applicant kissing another adult male, a photo from a party congratulating the applicant for one year of sobriety, or an applicant’s blog about her political views can serve as the basis for a legal claim that the employer knew about the applicant’s protected characteristic in making hiring decisions, and that was the reason for the failure to hire.

3. Do Not Request Passwords for Social Media Sites Sometimes employers go too far, such as when the Maryland Division of Correction demanded that job applicants provide the government with passwords to their social media accounts. As explained, employers should have a written policy prohibiting such conduct.

Employers should never request such information. Even if the applicant offers to allow the recruiter access to his or her Facebook account, the recruiter should not access – even with the password. Lawmakers in Illinois, Maryland, and California have proposed legislation that would prohibit employers from requiring that current or prospective employees provide or disclose any usernames, passwords, or other ways of accessing a personal online account.

4. EEOC Guidance – Background Checks The United States’ administrative agency, the Equal Employment Opportunity Commission (EEOC), issued guidance explaining how employers may violate Title VII of the Civil Rights Act of 1964 by screening out and rejecting job applicants that have a criminal history. The EEOC guidelines recommend that employers not ask about convictions on job applications and that, if and when they do make such inquiries, the inquiries be limited to convictions for which exclusion would be job related for the position in question and consistent with business necessity. In some states, employers cannot ask about arrests that did not result in a conviction. This is important in the social media world because some Internet searches or background checks include the scouring of social media sites which could reveal arrests and convictions.

5. What if Social Media Postings Indicate the Applicant May Pose a Threat For the same reasons discussed above about obtaining information that is prohibited, if a recruiter does an Internet search and obtains information that is not job related, but may indicate that the applicant may pose a threat to others, and that information is ignored and the applicant is hired, that employer could be held liable for negligent hiring. The same is true if an employer obtains information about an

page 17 employee who may pose a threat to others and retains that employee. A negligent hiring cause of action occurs when a plaintiff can prove that (1) the employer hired an incompetent or unfit employee whom the employer knew or should have known by the exercise of reasonable care was unfit, and (2) hiring that person created an unreasonable risk of harm to others. An example would be if a social networking site or blog has a post from an applicant about his love of assault weapons, and the fact that he would have no problem “blowing away” any supervisor who disrespected him. There is no requirement that an employer perform a social media check, but if an recruiter does such a check, or routinely makes such checks, that employer will be responsible for how they use that information, or as in this example, fails to act reasonably when they learned of this information.

However, before making any decision about an applicant or employee about a possible threat, please consult legal counsel.

6. What if Social Media Reflects Concerted Activities or Union Activities An employer violated the National Labor Relations Act (NLRA) by engaging in any employment practice that would “reasonably tend to chill employees in the exercise of their Section 7 rights.” This applies to employers who have a unionized workforce or do not have such a workforce.

Concerted activities include activities taken by at least two employees who are making an effort to improve the terms and conditions of employment or to otherwise improve “their lot as employees through channels outside the immediate employee-employer relationship.” So if an applicant or employee initiates a discussion with other employees on Facebook during nonworking hours to complain about working conditions, and that information is used to deny employment, that would be a violation of Section 8(a) (1) of the NLRA. Recently, the National Labor Relations Board held that disqualifying an applicant because of that applicant’s potential future concerted activities would likely be seen as having a chilling effect on the applicant’s as well as the employees’ exercise of their NLRA rights. **************** Social media can provide useful and relevant information about candidates and employees. However, recruiters and employers must use extreme caution when accessing such information and then relying upon such information. The employer will have the burden of proving that any illegal information that may have been accessed was not used to deny employment. If hiring or employment decisions are based, even in part, on such information, legal counsel must be consulted. 

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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NAHCR Announces the 2014 Award Winners The National Association for Health Care Recruitment (NAHCR) Board of Directors distributed its annual awards on July 25 at IMAGE 2014 Annual Conference in Orlando, Fla. The Gala Lunch on July 25 celebrated NAHCR’s successes over the course of 2013-2014. The Board of Directors congratulates all of the nominees and winners.

Cindy Fife Scholarship Each year NAHCR sponsors an individual who portrays what attendance at the IMAGE Conference will do to advance his or her career, as well as why he or she is employed in the health care recruitment field. The award is named in remembrance of NAHCR member Cindy Fife, whose contributions to NAHCR over her lifetime embodied the epitome of a professional health care recruiter.

We would like to share with you a portion from our winner’s essay: Being in a previous recruitment role I was able to bring some fundamentals of recruiting to Phoenix Children’s Hospital.

It has been an amazing eye opener to not only see but feel the difference between the two recruitment environments of administrative and healthcare staffing. There is a bit more that goes into healthcare recruitment, you hear true passion in what brought them to want to join our organization, and warm, heartfelt stories of what made them want be in a healthcare role. Being a mother, setting a positive example for my children has always been a priority to me, and when I hear my children tell their friends and teachers in excitement where I work and what I do “help kids get better” it fills my heart knowing they are proud of their mommy.

And although I do not hold a clinical role, we as an organization are a team and we all play a role in our patients care.

This selection of her essay demonstrates that our winner personifies the ideals and ethics we strive for as health care recruiters.

Congratulation to this year’s winner Andrea Holtzlander.

Distinguished Member NAHCR recognizes one individual member each year for outstanding service to NAHCR and/or exceptional contributions to health care recruitment.

Nominees included: Julie Brooks, Andrea Holm, Jessica Quezada Jackson and Dennis Yee. Here’s an excerpt from the winner’s nomination form: This individual has been an integral and invaluable part of NAHCR for over a decade. No one is a stranger to him and he will in fact go out of his way to make certain new members and first time attendees to the conferences feel welcome, as though they already have a new friend. His jolly personality is contagious and yet also portends a humble leader.

He has served in multiple capacities on the NAHCR Board of Directors including President. He has been active on multiple committees and has provided vital input for the organization for our annual conferences over the years including this year, making this the unique experience it is as well as the most pertinent to our roles. Among his many achievements on behalf of NAHCR includes being instrumental in the launching of the CHCR examination as well as ongoing support.

Not only has he been critical to NAHCR’s success, he has been a major factor in his local chapter (including the board) and regionally as well. He has volunteered his time to speak at various engagements, meetings, and events. When exhibiting at various conferences and job fairs, he is always one of the first people fellow recruiters seek out to strike up a conversation and also to get the temperature of the industry climate. He has left a lasting legacy and I can consider him both a mentor and friend, whom by the way is an expert at seeking out local restaurants anywhere he goes. The association is indebted to him for all the time, energy, and accomplishments we’ve been fortunate to witness.

Congratulations to this year’s winner Dennis Yee.

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

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Media Award

Chapter Achievement Award

The Media Award, originally known as the Jane Pauley Media Award, is meant to recognize members of the media that positively portray to the general public contributions made by health care professionals. Entries can be from print, video, web, film or photojournalism and must be written or developed by a member of the media.

We launched a new Chapter Recognition program last year at the conference. This year we reported on the first year’s results. This program is a work in progress and we hope to continue to work with the chapters to achieve one of these levels and be recognized at the conference next year.

We had quite a number of great entries for the Media award but our winner really stood out as did the subject of the article. This was a wonderful story that epitomizes the spirit of this award. Here’s an excerpt from the article’s introductory paragraph: While coverage of the conflict in Afghanistan saturates the senses with information about victims of the war or billions of dollars spent fighting it, Lt. Commander Deborah Lynn Redman, RN, FNP, was drawn to a different story. “I thought about the Afghan women, and I knew that medical care for women there was very limited,” said Redman, 52, a family nurse practitioner in the cardiology department at San Antonio, Texas Military Medical Center. “I wanted to do what I could to help.” Redman, a Navy reservist, volunteered to serve in Afghanistan, specifically in Asadabad, a remote area in East Afghanistan lacking basic medical technology available in the more populated cities.

Congratulations to Heather Stringer, November 11, 2013 edition of Nurse.com’s South Region magazine.

Barbara Shahinian accepted the media award on Heather’s behalf.

Our recognition levels are Silver, Gold and Platinum and the chapters must participate and complete various different activities in order to be recognized.

Our Silver chapters are: Indiana North Carolina New Jersey Oregon Philadelphia Southern California South Carolina Virginia Our Gold chapter is: Maryland We added an honorable mention category at the conference this year because we had a number of chapters that did meet the mark at the Silver level, but just not across the board. We wanted to recognize their efforts and encourage them to keep working and striving to meet the Silver level or higher next year!

Honorable Mention chapters: Chicago Central California Denver Hudson Valley, N.Y. St. Louis. Mo. West Central Florida

Congratulations to all of our Award and Recognition Recipients! 

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

Reflections from the Immediate Past President Fall 2014

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Ref lections from the Immediate Past President Terry Bennett, RN, MS, CHCR

What an honor it has been to serve as President of NAHCR this past year! Thank you for putting your trust in me and for supporting the NAHCR Board as we managed the needs of the association.

I have been fortunate to have worked with a talented and dedicated group of Board Members. I appreciated their open, honest discussions and the thoughtful analysis that transpired with each key decision. NAHCR will be in good hands under the leadership of your new President, Derek Cunningham and the 2014-2015 NAHCR Board Members.

I was also very fortunate to have support from the Executive Director, Sheila O’Neal. She is extremely knowledgeable in all aspects of association management and helped me navigate this year with reliable and timely responses. Along with Sheila, there is a great team of staff to help NAHCR members and to support our programs and services.

This past year we have continued our efforts, as outlined in the NAHCR strategic plan, to enhance membership, review programs and services, as well as control costs. One of the key changes already implemented was the change to the NAHCR board structure, which will help NAHCR streamline processes, decision making, and save costs. The new

structure also broadens the talent on the board by adding a voice for our Institutional Members who have supported NAHCR year after year. We have strengthened the board member job descriptions to ensure the best talent is elected each year to fill these vital roles. We have also refined the committee roles and responsibilities to ensure their efforts support NAHCR’s strategic priorities.

In addition to the structural changes mentioned above, we have also been exploring ways to better serve NAHCR members. We are very excited about a few new services for our members, which include: the new e-newsletter, NAHCR News, which provides access to industry articles and news each month, the e-communities, which gives you a forum to discuss recruitment related topics and practices, and we have just agreed on a partnership with LEAN Human Capital to obtain and provide recruitment metrics for our members.

These new programs, along with our continued support of NAHCR’s Directions (newsletter), webinars, CHCR certification and the annual IMAGE conference allows us to provide a wide range of resources for our members.

For those of you who attended IMAGE 2014 in Orlando, I am sure you will agree it was a wonderful event. The speakers were knowledgeable and informative, the hotel was beautiful and easily accessible to parks and shopping, and the food was healthy and tasty. For those of you who were unable to attend, I hope to see you next July in “the big easy” – New Orleans.

Again, I would like to thank my colleagues from the board, the Executive Office staff, and most importantly YOU the NAHCR members for allowing me the opportunity to serve as President. It was truly my honor and pleasure. 

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com

2014 Career Fairs and Job Fairs

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2014 NURSE.COM/NURSE WEEK/ NURSING SPECTRUM CAREER FAIRS SEPTEMBER Sept. 23, Oakbrook Terrace, Ill., Chicago, Ill. Career Fair Sept. 30, Baltimore, Md., Baltimore, Md. Career Fair OCTOBER Oct. 22, Fort Lauderdale, Fla., Ft. Lauderdale, Fla. Career Fair Oct. 28, Jamaica, N.Y., New York, N.Y. Career Fair NOVEMBER Nov. 18, Pasadena, Calif., Pasadena, Calif. Career Fair

2014 ADVANCE JOB FAIRS REGIONAL VIRTUAL JOB FAIRS No events scheduled at this time.

IN-PERSON JOB FAIRS No events scheduled at this time.

NAHCR Mission NAHCR provides health care recruitment professionals education, networking and resources to become strategic business partners within a dynamic health care environment.

NAHCR Vision NAHCR will be the preeminent organization for health care recruitment professionals.

Follow NAHCR on:

NAHCR • P.O. Box 14365 • Lenexa, KS 66285-4365 • Phone: 913.895.4627 • Fax: 913.895.4652 • Email: nahcr@goAMP.com