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Green Key Unlocked: Meeting the Rising Demand for Telehealth Professionals
The healthcare industry has witnessed a significant shift towards telehealth in recent years driven by advancements in technology and the need for accessible healthcare solutions. Furthermore, the COVID-19 pandemic accelerated this trend, highlighting the importance of remote medical services. As a result, the demand for telehealth professionals has surged, creating both opportunities and challenges for the healthcare sector.
We connected with Victoria Ceballos, Senior Recruiter on our Healthcare team to explore the growing demand for telehealth services and the challenges in meeting the demand. We also discussed strategies to address the shortage and the future of telehealth recruitment.
The Growing Need for Telehealth Services
Telehealth encompasses a wide range of services, including virtual consultations, remote monitoring, and digital health education. This approach not only improves patients’ access to care but also enhances the efficiency of healthcare delivery. With an increasing number of patients seeking remote medical assistance, the need for skilled telehealth professionals has never been greater. According to Statista, “In 2024, there were over 116 million users of online doctor consultations worldwide, up from around 57 million in 2019.”
Victoria Ceballos, Senior Recruiter on our Healthcare team highlighted telehealth has revolutionized the industry saying, “Telehealth has revolutionized our industry. Traditionally, case management roles, particularly utilization review and management, were conducted in person. However, telehealth now enables professionals to handle these tasks more efficiently from home. This setup minimizes the distractions typically encountered in an office environment, allowing workers to use their time more effectively and process more cases in a single day than they could in person.”
Challenges in Meeting the Demand
Despite the growing demand, the healthcare industry faces several challenges in meeting the need for telehealth professionals. One of the primary issues is the shortage of trained personnel. Many healthcare providers are still adapting to the technological requirements of telehealth, and there is a pressing need for specialized training programs to equip professionals with the necessary skills.
A survey by the American Medical Association found that, “…70.3% of physicians worked in practices that used videoconferencing to provide patient visits but only 59.1% had personally conducted a videoconferencing visit.”
Strategies to Address the Shortage
To address the shortage of telehealth professionals, several strategies can be implemented:
- Enhanced Training Programs: Developing comprehensive training programs that focus on telehealth technologies and best practices can help bridge the skills gap. These programs should be integrated into medical and nursing curricula to prepare future healthcare providers.
- Continuing Education: Offering continuing education opportunities for current healthcare professionals can ensure they stay updated with the latest telehealth advancements. Online courses, workshops, and certifications can be valuable resources.
- Collaboration with Tech Companies: Partnering with technology companies can provide healthcare institutions with the tools and expertise needed to implement effective telehealth solutions. These collaborations can also facilitate the development of user-friendly platforms for both providers and patients.
- Policy Support: Government policies and regulations play a crucial role in promoting telehealth. Supportive policies can encourage the adoption of telehealth services and provide funding for training programs and infrastructure development.
The Future of Telehealth Recruitment
As telehealth continues to grow, so will the need for specialized talent. Collaboration between recruiters, educators, and healthcare providers will be key to ensuring a robust pipeline of skilled professionals ready to shape the future of care.
Victoria added, “Many people take breaks from their daily routines to raise families or find a better work-life balance. Telehealth allows workers to achieve both, resulting in happier employees. It also enables individuals to extend their careers, with some professionals even delaying retirement. Telework offers the flexibility to continue working without the physical demands they may no longer manage. Understanding where your candidate is in their life and building a relationship with them allows the recruiter to not only match them with the right job but also to act as a career coach.”
Telehealth isn’t just a trend—it’s the future of healthcare. By addressing the growing demand for talented professionals, the industry can continue to deliver innovative and accessible care to patients everywhere.
Green Key Unlocked: Recruiting Nurses in 2024: Salary and Workforce Insights
Recruiting nurses in 2024 presents unique challenges and opportunities. With the healthcare industry evolving rapidly, understanding salary trends and workforce dynamics is crucial for effective recruitment strategies. We connected with Liam Donovan, Director on our Healthcare team to discuss current salary trends, the factors influencing salary increases, work dynamics, and recruitment strategies.
Current Salary Trends
In 2024, the average salary for nurses has seen a significant increase due to heightened demand and the critical role nurses play in healthcare. According to the Nurse.com 2024 Nurse Salary and Work-Life Report:
- “The median LPN/LVN salary saw a significant 21% increase to $58,000.”
- “40% of nurses who earned certification reported a salary increase.”
- “The gender pay gap for RNs has narrowed, but male APRNs/ARNPs earned a median salary $14,500 higher than their female counterparts.”
Factors Influencing Salary Increases
Several factors contribute to the rising salaries:
- Increased Demand: The aging population and the ongoing impact of global health crises have amplified the need for skilled nursing professionals.
- Workforce Shortages: Persistent shortages in the nursing workforce have led to competitive salaries as healthcare facilities strive to attract and retain talent.
- Geographic Variations: Salaries vary significantly by region, with urban areas typically offering higher wages compared to rural settings.
Liam also highlighted the shifts the team has noticed, “Since the COVID-19 pandemic, we’ve observed a significant shift in the nursing workforce, with many nurses expressing a strong preference for remote work opportunities. This trend presents a unique challenge in recruitment, as not all nurses possess the qualifications required for our remote roles. Despite the growing demand for remote positions, there remains a critical need for field and onsite nurses.”
Workforce Dynamics
The dynamics of the nursing workforce are shifting, influenced by several key trends:
- Technological Advancements: The integration of technology in healthcare, such as telehealth and electronic health records, is reshaping the roles and responsibilities of nurses.
- Diversity and Inclusion: There is a growing emphasis on creating a diverse and inclusive workforce, which is essential for providing culturally competent care.
- Education and Training: Continuous professional development and advanced education are becoming increasingly important, with many nurses pursuing higher degrees and certifications to enhance their skills and career prospects.
Recruitment Strategies
To effectively recruit nurses in 2024, healthcare organizations should consider the following strategies:
Competitive Compensation Packages: Offering attractive salaries and benefits is crucial to stand out in a competitive job market. In fact, RecruitingDaily.com highlighted that:
- “The most desired benefits included bonuses (35%), malpractice insurance (18%), flexible scheduling (18%), and reimbursed continuing education (15%).”
- “59% of nurses wanted fitness stipends, and 41% desired free or reduced-cost mental health counseling services.”
- Flexible Work Arrangements: Providing options for flexible schedules, remote work, and part-time positions can appeal to a broader range of candidates.
- Professional Development Opportunities: Investing in ongoing education and career advancement programs can help attract ambitious and dedicated nursing professionals.
- Positive Work Environment: Fostering a supportive and collaborative workplace culture is key to retaining staff and reducing turnover rates.
“At Green Key Resources, we strive to balance these dynamics by offering competitive pay packages and promoting a healthy work-life balance, making in-person roles more attractive and rewarding,” noted Liam.
Recruiting nurses in 2024 requires a comprehensive understanding of salary trends and workforce dynamics. By staying informed and adapting to these changes, healthcare organizations can successfully attract and retain the skilled nursing professionals needed to deliver high-quality care.
#WeAreGreenKey: Spotlight on Jessie Fleishman
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
Recently, we had the opportunity to meet with Jessie Fleishman, Payroll Supervisor on the Corporate Accounting team at Green Key. Jessie has made significant strides in her career at Green Key over the past 3 1/2 years. Starting as a payroll coordinator, she quickly demonstrated her skills and dedication, leading to her promotion to payroll supervisor.
Can you tell us about your career journey and how you became a payroll supervisor?
I graduated with a bachelor’s degree in sociology in 2020 during an unusual remote period. My background was mainly in retail, where I held team lead roles. After graduation, I explored career options and discovered my interest in customer service through my retail experience. This led me to HR, and with a recruiter’s help, I joined Green Key’s internal payroll team. Now I’ve been with Green Key for 3 1/2 years and have advanced from payroll coordinator to payroll supervisor.
What do you find most rewarding about your job?
Expanding on the customer service aspect of the job, the most rewarding part is the appreciation from candidates and the ability to resolve any issues. It makes the hard work pay off at the end of the day.
What skills do you think are essential for a successful payroll supervisor?
Essential skills for a successful payroll supervisor include problem-solving and attention to detail, as there are many moving parts that require careful attention. It is also important to be organized and good at time management. Additionally, strong leadership skills are crucial to delegate tasks and ensure the team meets deadlines.
How do you ensure accuracy and compliance in payroll processing?
Ensuring accuracy and compliance in payroll processing involves a strong attention to detail and staying organized. There are frequent updates to regulations, so it’s crucial to stay on top of accurate record-keeping as well. Teamwork also plays a significant role, as collaborating with the team helps manage the complexities of the payroll process and ensures everything runs smoothly.
How do you stay updated with changes in payroll laws and regulations?
Our team stays updated on laws and regulations by attending crucial webinars, particularly on taxes and minimum wage. We also keep informed on payroll regulations by collaborating with HR on any updates that impact payroll processes. Accurate record-keeping, policy implementation, and strong team communication are essential for compliance and accurate payroll processing, as changes and updates are constant.
What impact do you think remote work has had on payroll management?
Remote work has its pros and cons for payroll management. While it can be done smoothly and doesn’t slow down processes, in-person communication and teamwork are more beneficial. Being together in the office allows for instant communication and effective team building, which are important for managing the many small details in payroll. Currently, we work in a hybrid model, with two days in the office and three days remote.
The Gig Economy: Transforming Hiring and Jobs
The gig economy has surged into prominence over the past decade, altering the landscape of traditional employment and recruitment. With professionals increasingly opting for freelance, contract, and project-based work over full-time positions, businesses have adapted by rethinking their recruitment and workforce management strategies. The appeal of flexibility, autonomy, and remote opportunities has drawn many to gig roles, and companies across industries are following suit, eager to leverage this agile workforce to meet dynamic market demands.
The Growth of the Gig Economy
The gig economy’s rise has been dramatic. According to Statistica, in the United States alone, an estimated 57.3 million people now participate in some form of gig work. Factors driving this growth include advances in technology, the increasing prevalence of remote work, and a societal shift toward valuing flexibility and work-life balance. In particular, sectors such as technology, creative industries, transportation, and delivery services have embraced gig work, turning temporary roles into essential components of their operations.
The COVID-19 pandemic accelerated this trend, pushing many companies and individuals toward freelance arrangements as businesses restructured to stay nimble. Today, companies of all sizes see value in the on-demand nature of gig work, which allows them to meet short-term needs, reduce overhead, and gain access to specialized skills without long-term commitments.
Impact on Recruitment Practices
The gig economy has transformed traditional recruitment, emphasizing speed and adaptability.
This shift has led to the development of more dynamic and flexible recruitment strategies, including:
- On-Demand Hiring: Employers can now hire freelancers for specific projects or tasks, reducing the need for long-term commitments and allowing for more efficient use of resources.
- Global Talent Pool: The gig economy enables companies to access a global pool of talent through digital platforms like Upwork, Fiverr, and LinkedIn, breaking down geographical barriers and fostering a more diverse workforce.
- Data-Driven Recruitment: Advanced algorithms and data analytics are being used to match freelancers with suitable gigs, enhancing the efficiency and effectiveness of the hiring process.
Challenges in Managing Gig Workers
Alongside the benefits of a gig-based workforce come unique challenges. One significant issue is legal and regulatory compliance. Agile.com notes, “Companies must navigate a more diverse and flexible workforce while ensuring compliance with labor laws.” This is important as misclassification of gig workers can result in legal ramifications and fines. Many governments are also beginning to implement regulations to protect gig workers, making it essential for businesses to stay updated on these changes.
Communication and management practices must also evolve to accommodate remote and freelance teams. Traditional management approaches may not work in a gig environment, where clear goals, deadlines, and feedback systems are critical. Companies are increasingly turning to project management software, such as Asana and Slack, to keep remote teams connected and on track. Another key is to maintain a balance, ensuring that gig workers feel valued while focusing on the organization’s long-term goals.
The gig economy has fundamentally reshaped recruitment and employment practices, presenting both opportunities and challenges for businesses and job seekers. As organizations continue to embrace flexibility, they unlock the potential to tap into a vast, diverse, and highly skilled pool of talent. By staying agile and responsive, companies can harness the strengths of the gig workforce to drive growth, innovation, and resilience in an ever-evolving job market.
#WeAreGreenKey: Spotlight on Larry Greenbaum
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
Recently, we had the opportunity to meet with Larry Greenbaum, Executive Director on the Accounting Finance team at Green Key. Larry has been with Green Key since 2014, bringing 20+ years of experience to the accounting, finance, and temp staffing team. Known for his collaborative and supportive approach, Larry excels in mentoring his team, helping candidates advance their careers, and clients identifying qualified candidates in a competitive labor market.
His dedication to professional development and realistic job expectations underscores his passion for the industry and his role at Green Key.
Can you share your career path and how you got started in the financial services industry?
I started in accounting at MTV and then HBO. When I looked to make a job change the staffing firm that interviewed me thought I would be a good fit as an accounting & financial recruiter, so I decided to take a chance and pursue a new career. For over 30 years, I’ve been in accounting and financial staffing, as well as business development for multiple business verticals.
What has been the most rewarding moment in your career?
It’s hard to pinpoint a specific moment, but generally, it’s about helping candidates who are down on their luck, or ready to make a change and finding them a job that sets them on a new path and boosts their career. I’ve been fortunate to have a lot of success in doing that.
The best thanks I receive is through referrals. After many years in this field, I’m not actively recruiting as much anymore. Most of the candidates I work with now are either repeat candidates & clients or people they have referred to me.
So, while it’s difficult to highlight one moment, it’s really about the overall journey of helping people’s careers and seeing them progress.
What keeps you coming back to this business every day?
It’s similar to my previous response, helping people find new jobs and advancing their careers is incredibly rewarding. I really enjoy interacting with clients and, at this point, being a mentor for my team. Sharing my experiences and being a voice of reason when they’re having a frustrating day is something I value. It’s about helping them navigate obstacles so they can learn and grow.
What sets Green Key apart from other recruiting firms?
The overall culture at Green Key is very collaborative, with a lot of support from senior management. They can track and see everything we do, but you never feel micromanaged, which is really important.
The hybrid balance we have right now, with two days in the office, works out very nicely. It’s great to be in the office for collaboration and in-person mentoring, but also have the flexibility to work from home. This allows us to manage our time effectively, whether it’s putting in long hours or taking a break to handle something at home, and then working into the evening if needed.
Having that flexibility is a key part of Green Key’s culture.
What advice would you give to candidates looking to stand out in the current job market?
To be flexible and realistic, candidates often tell us they want a 100% remote position while also looking for growth. Those two don’t typically go together.
Candidates need to present themselves professionally and be realistic. Timely feedback is crucial when we send them for interviews because we’re here to help them. They should also take our constructive feedback seriously. We conduct video interviews not just to meet them face-to-face, but to provide feedback on their presentation.
Attracting Talent Through Sustainability and CSR Initiatives
As the job market becomes progressively more competitive, companies are acknowledging the importance of sustainability and Corporate Social Responsibility (CSR) initiatives in attracting high-caliber talent. As the workforce evolves, so do the values and expectations of potential employees. Here’s how sustainability and CSR can become powerful tools in your talent acquisition strategy.
Aligning with Employee Values
Modern job seekers, particularly Millennials and Gen Z, prioritize working for companies that reflect their personal values. Sustainability and CSR initiatives demonstrate a company’s commitment to making a positive impact on society and the environment. By showcasing these efforts, companies can attract candidates who are passionate about contributing to a greater cause.
Enhancing Employer Brand
A strong commitment to sustainability and CSR can significantly enhance a company’s employer brand. When a company is known for its ethical practices and social responsibility, it becomes more attractive to job seekers. This positive reputation not only helps in attracting talent but also in retaining employees who take pride in their workplace.
According to Forbes, “Meld your CSR to your brand. Your CSR program needs to be touted not as addendum to your overall corporate culture but as an integral component of your organization. This will serve to both attract talent now and enhance impressions of your brand going forward.”
Creating a Positive Work Environment
Sustainability and CSR initiatives often lead to a more engaged and motivated workforce. Employees who feel that their work contributes to meaningful causes are generally more satisfied and productive. This positive work environment can be a key selling point for potential hires.
Additionally, Deloitte Insights highlights that, “Social initiatives can improve talent development and thereby increase employees’ bottom-line impact.”
Differentiating from Competitors
In industries where competition for talent is fierce, sustainability and CSR initiatives can set a company apart. By highlighting unique programs and achievements in these areas, companies can differentiate themselves from competitors who may not prioritize these values.
Building Long-Term Relationships
Investing in sustainability and CSR is not just about immediate gains; it’s about building long-term relationships with employees. Companies that are seen as leaders in these areas are more likely to attract loyal employees who are committed to the company’s mission and vision.
Incorporating sustainability and CSR initiatives into your talent acquisition strategy is not just a trend; it’s a necessity in today’s job market. By aligning with the values of modern job seekers, enhancing your employer brand, creating a positive work environment, differentiating yourself from competitors, and building long-term relationships, you can attract and retain the best talent in the industry.