Brian Torchin’s Great Input in Healthcare Staff Recruitment
Staffing agencies in the healthcare field play a critical role of merging qualified staff with job opportunities. The Philadelphia based Health Care Recruitment Counselors (HCRC) staffing is one such agency that specializes in medical employment both nationally and internationally. HCRC Staffing uses a detailed-oriented approach that emphasizes the importance of medical and staffing knowledge in the hiring process. Employers can tap into the large HCRC database of workers to find active physicians, podiatrists, dentist opportunities, nurses, chiropractic jobs and other medical staff. Brian Torchin is the current president of HCRC Staffing. Over the years, Torchin has spent a lot of
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time staffing, expanding and managing HCRC offices in Pennsylvania, Florida and Delaware and in other states in the US and internationally to ensure a steady stream of qualified workers. Torchin is one of the most experienced professional, who have greatly contributed to the growth of Healthcare Recruitment Counselors. He has worked for many years as a chiropractor. Torchin’s interest in the medical profession began when he first graduated with a degree in Sports Science.
Many organizations credit Torchin for consistently providing qualified staffing personnel as well as practical solutions to organizations that need help. His various solutions have helped hospitals integrate their services in order to streamline service delivery; align highly skilled physicians of all specialties with employers and reduced the cost of healthcare. Torchin’s solutions have helped in the creation of patient care solutions, which have led to the reduction in the number of patient seeking readmission. Some of the factors that have made Torchin forays in the healthcare sector recruitment a big success include his positive outlook in business and strong desire to develop lasting relationships with his clients. To inform, educate and update the members of the public, Torchin regularly posts tips on various topics on the HCRC staffing site. His topics cover all the critical healthcare challenges and recruitment topics. For example, tips for successful staff recruitment; the top interview questions; making online marketing easier and the pitfalls to watch when hiring a chiropractor among other interesting
topics. The demand for medical practitioners and workers will continue to grow due to a number of reasons including the endemic weight problem and the aging of the baby boomer generation. Qualified healthcare staffs are also in huge demand in government agencies, prisons, schools and other organizations. Industry analyst predicts that the demand for healthcare workers will grow in spite of the technological advances being made in the healthcare industry. The rise in the number of healthcare opportunities has propelled medical staffing agency such as HCRC to play a critical role in staff recruitment and training. Staffing agencies offer numerous time saving benefits because they help assign quality staff to various positions in the shortest notice. Healthcare practitioners who work for medical staffing agencies also make more money on average compared to in-house employees. Besides attractive pay package, employees also receive medical and dental insurance, 401(K), paid holidays, appreciation bonus, and short term disability among other benefits. The most critical part in recruiting a medical staff is usually the screening process. A typical screening process involves: • Evaluating the applicants work experience • Performing interview and skills testing • Performing licensure and background checks • Determining the applicants fit assessment
Quint Studer’s Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference is a Business Week National Bestseller and is highly regarded by healthcare professionals across the country. The following document describes Studer’s key points, including the Five Pillars and Nine Principles that motivate and direct transformation in an organization. It also provides a critique of Studer’s text and analyzes appropriate applications for summer residency positions.
In this assignment I will be discussing the follow up questions following Chapter Ten in the assigned reading. The assigned reading is called “University Hospital,” The questions I will be answering are; Do you think the scenario in this case is unique to University Hospital, or do other academic medical centers approach HRM and HIT in a similar piecemeal, ad hoc fashion. What suggestions would you provide to the senior management at University Hospital to improve HRM and HIT functions? I will also be providing my research to back up my findings to the assigned reading.
What that means, “there is shortage of effective demand relative to what it should be” (Feldstein, 2012, p. 365). In another way, it can be explained as the complex situations and new emerging innovations create a shortage of skilled manpower. Thus, the provider need the high reliable team to deliver excellent care for patient and take strong action to prevent serious error from occurring. The cultural & system barriers are obstacles for achieving high reliability performance within healthcare, consequently, to master these skills team training is a better option. To operate according to societal norms, organization need highly qualified, competent, & efficient workforce, which ultimately attract the customers & lower the internal maintenance cost (Perrini et al., 2011, p.
If I was to become the CEO of a large health care organization, I would investigate and analyze all the information to determine what needs to be improved within the organization in order to make the best decision for the company. There are three major elements of quality: structure, process, and outcome”(Burns, Bradley, & Weiner, 2011, pg 251). One way to improve the quality of care in my organization is to be passionate and excited about the engagement of consumers. The patients need to be able to have access to the right information to educate themselves about their health care decisions. If they are active working with the physicians it can reduce emergency hospital visits and improve treatment and quality of life that is associated with different chronic diseases (Aulbach, 2015). As for my staff, I would ensure that they have all the equipment as well as the
...mplications that allow for opportunities of change. One of the presumptions is for training and staffing (Shi & Singh, 2012). With the utilization of health care improvements, the staff will need additional instructions on the performance of equipment and how to efficiently achieve the desired results. Managers or supervisors recognize the need for supplemental staffing and training to optimize patient satisfaction and quality of care. The health care administrator must also focus on changes in insurance policies and rules governing the provision of medical assistance (Shi & Singh, 2012).
Despite the challenges I will be faced with as an Operating Department Practitioner, and the difficulties I may face on the journey to qualification, I have learned from my research that a lot the experiences I have gained in other sectors outside of the health profession will only serve to benefit me. I have vast experiences with working people, in a variety of environments, not to mention the capability to work in different areas as when I am needed; something I believe can be transferred to the role of the Operating Department Practitioner.
Places advertisements, attends job fairs, however in this instance they will lead the in-house recruitment efforts. Interviews candidates and refers them to the appropriate clinical service. They are familiar with a variety of the field 's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Reports to the
After a 60 minute interview with Dr. Rob Geis, Director of Procurement at BayCare Health System, I was ready to take on the world. Dr. Geis completed his Masters and Doctoral degree at State University while working at BayCare. After completing the two advanced degrees he was promoted to Director. Currently he teaches two online classes at The University of Phoenix on Health Care management and procurement. As a director at BayCare Health System he has to hold trainings for potential vendors and current vendors along with the training sessions for employees that will directly intervene with the vendors of the behalf of the Health System. It was inspiring to see someone who has successfully blended three different adult learner experiences together; a student, corporate trainer, and adjunct professor.
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett publishers.
When new technology was being implemented, he knew how to use it, as a result his newly acquired skills earned him a promotion. Another significant technological change in the healthcare industry is that clients will no longer require long hospital stays. Consequently, the hospital management will not require the services of the personnel since it has integrated automated systems (Saver, 2006). Burrows, a male nurse, knew that he could best exercise his profession within the confines of his client’s home.
In today's business and health care environment, a platform has been reached which can competently complement one another in one effective platform. As such, Health Care Recruitment Counselors (HCRC) and its amazing founder and leader, Mr. Brian Torchin, have been setting up a new trajectory for health care-related businesses and services.
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
The recruitment and retention department in the health care department aims to increase the supply of needed health professionals and revitalize he current and future healthcare workforce. The recruitment and retention department is responsible for increasing interest in healthcare careers, both generally and specific areas of shortage. The recruitment and retention department aims to reduce many barriers they may have in the healthcare professionals. And finally they can make everyone’s work environment healthier.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174