CREATING  ACCESS
FOR  PEOPLE
THROUGH  PERFORMANCE
AND  HUMANITY

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The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
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Neither The Delta Companies nor any of its affiliates are affiliated, associated, or connected in any way with Delta Dallas, Inc. or any of its affiliates.

Creating  uniquely  positive  experiences 

cre•ate: (verb)

1. to cause to come into being, as something unique that would not naturally evolve or that is not made by ordinary processes
2. to be the cause or occasion of; give rise to

Create is an action people choose to take each day. We create outcomes directly resulting from our interactions with others, and we have the ability to shape whether or not these outcomes are beneficial to those involved. The Delta Companies holds the opportunity, and the responsibility, of ensuring that both customers and members receive the best experience possible. It is our duty to enrich the lives of all whom we connect, and to create uniquely positive experiences during even the most typical of interactions.

Established in 1997, The Delta Companies is an award-winning enterprise in healthcare staffing. Our passionate and creative staff members ensure customers are given the best experience possible through one of our search-specific teams. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens, and all other allied staffing services are represented by Delta Healthcare Providers.

The Delta Companies is a wholly owned subsidiary of Mitsui & Co. Ltd. For more information, visit their website at http://www.mitsui.com/jp/en/index.html.

ACCESS

Ac•cess (noun): freedom or ability to maintain or make use of something

The Delta Companies create access for hospitals looking for surgeons, rural communities searching for a family practitioner, our families hoping to create a comfortable home, patients praying for a proper diagnosis, and everything in between. We give access to people, talent, partnership and lifestyle; and we absolutely love what we do.

Reel Experiences

See what customers really have to say about their experience with The Delta Companies!

The Standard

Click here to learn about physician and healthcare specialist compensation, placement data, and market trends in recruitment.

Our Business Units

CONFERENCES

Event Photos

Conference Calendar

  • American Physical Therapy Association Combined Sections Meeting
    February 3 - 6, 2014 | Las Vegas, NV
  • Carolina Association of Physician Services
    March 16 - 18, 2014 | Charleston, SC
  • Society of Hospital Medicine
    March 23 - 27, 2014 | Las Vegas, NV
  • Alaska Medical Group Management Association
    April 2 - 3, 2014 | Anchorage, AK
  • The American Occupational Therapy Association Annual Conference
    April 3 - 6, 2014 | Baltimore, MD
  • Texas Organization of Rural & Community Hospitals Annual Conference
    April 09 - 11, 2014 | Dallas, TX
  • American Physical Therapy Association
    May 3 - 7, 2014 | New York, NY
  • Georgia Society for Healthcare Physician Services & Recruitment
    June 11 - 13, 2014 | Greensboro, GA
  • Missouri Hospital Association Leadership Forum
    June 11 - 13, 2014 | Branson, MO
  • Association of Staff Physician Recruiters Annual Conference
    August 23 - 27, 2014 | Minneapolis, MN
  • Iowa Hospital Association Annual Meeting
    October 7- 9, 2014 | Des Moines, IA
  • American Academy of Family Physicians
    October 21 - 25, 2014 | Washington, DC
  • American College of Emergency Physicians Scientific Assembly
    October 27 - 30, 2014 | Seattle, WA
  • Illinois Staff Physician Recruiters Annual Conference
    November 12 - 14, 2014 | Chicago, IL

THE STANDARD

Be in the know with latest trends in recruiting

The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment. Click a link below to view or download the latest issue, or subscribe!

The Standard - Q2 2014

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The Standard - Q1 2014

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The Standard - Q4 2013

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The Standard - Q3 2013

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The Standard - Q2 2013

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The Standard - Q1 2013

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The Standard - Q4 2012

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The Standard - Q3 2012

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The Standard - Q2 2012

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The Standard - Q1 2012

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The Standard - Q4 2011

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The Standard - Q3 2011

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The Standard - Q2 2011

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The Standard - Q1 2011

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PEOPLE

We hire cool people who get it done.

“Freak” is a term of endearment used at The Delta Companies. The word describes an eccentric or nonconformist person, wildly enthusiastic about pursing their passion. These are all terms the company looks for in growing our exceptionally talented team. For every one individual hired, we screen at least 30 applicants. Although rigorous, this process helps us to find the one member that will click with our team, and engage in our energized and productive culture. 

School is in Session

From “Freak” to "Principal," the Infusion Institute is in place to support all stages of member evolution at The Delta Companies. The program provides resources to help members succeed, as well as develop new skills that will put us ahead of competitors. The smarter, more driven members we have, the better service we can provide to our customers. Therefore, we put no limitations on our member’s development, or on their success.

CORE BEHAVIORS

At The Delta Companies, things are done a little differently. A communal spirt of fellowship helps drive continued top performance. This ensures that we work with the best in the business. Each of the core behaviors have been embraced by all members at The Delta Companies, and the commitment to these behaviors allows the company to thrive in both performance and humanity.


Self-discipline differentiates great from good. Self-discipline is our ultimate degree of separation from the competition. Our clear plans provide a compass to finishing. Yet no plan survives its encounter with reality, so we make adjustments and remain convicted to the goal, no matter the environment or the punches. At The Delta Companies, we persevere, achieving today’s goals today, in order to hit tomorrow’s goals tomorrow.

Achieving clarity is to identify and address the heart of a matter. Our candid questions expose and disinfect ambiguity like sunlight kills germs. We are relentless in our pursuit of the truth and never succumb to faux work. We approach wimp junction by confronting reality and developing a viable solution for all. At The Delta Companies, we demonstrate perspicacity.

Passion is cultivated, not taught, and makes risk-taking easier. We have burned our ships and are “all in,” virally influencing others. We direct this wild passion with respect, creating a uniquely positive experience for everyone. We are all freakishly different with our unique life experiences yielding us varying and genuine lenses. Even when we don’t approve, we do accept. Manners are the price of entry here. At The Delta Companies, we regard all people when we express our passions.


In life, there are no excuses, only outcomes. No try, we do. Even valid excuses lead to failure. Success requires initiative and purposeful steering (not drifting). Responsible people are rewarded in our meritocracy. Owning our current location allows for desired future positions. We complete lulu’s to improve, even after we succeed. At The Delta Companies, we hope for what we cannot control; we hunt for everything else. 

We are hired to compress time. This means sprinting outside of our comfort zone and leading others outside of theirs. Creating a sense of urgency is simply a part of our role. Speed is a catalyst to focus. Speed requires the confidence to take action without all of the information. At The Delta Companies, we create intense forward movement, not just motion.


Expecting to win is an attitude. We have a desire to be the best. We demonstrate a spirit of excellence in all endeavors. We never put limitations on dreams, never fear the words “why not;” and always embrace the notion of “go big, don’t suck.” owning this attitude is a catalyst to successful behavior-- playing to win.

Playing to win is about action. We are competition junkies. We recognize our fears as reptilian anxiety, and never play scared. Most times, winning requires simply out-working the competition. Playing to win is also about being creative and innovative. And, we will never adopt the policy of winning at all costs. We are hump movers. At The Delta Companies, we step up, take action, and win frequently and honestly.

Focus is zoning in on HPA’s. We are neither distracted by the busyness and noise beside us, nor diverted by regrets in our rearview mirror. We are engrossed with virtual blinders towards the root issue, recognizing that anything less is a waste of energy. We believe in “single tasking.” We plan our day by objective, not time. Attention management ensures the outcomes we desire. Since engagement requires relaxation, we also embrace a home/ office balance. At The Delta Companies, we are effective. 

  • APPLY  THE  DISCIPLINE
    TO  FINISH
  • ACHIEVE  ABSOLUTE  CLARITY
  • BALANCE  PASSION  WITH
    RESPECT
  • DEMONSTRATE  OWNERSHIP
    AND  SPEED
  • EXPECT  TO  WIN,  PLAY  TO  WIN
  • FOCUS  ON  THE  IMPORTANT

EXECUTIVE TEAM



Jeff Bowling

President and Chief Executive Officer

It started with a love for the game. 

Jeff Bowling, chief executive officer of The Delta Companies, first entered the world of healthcare staffing after spending 25 years exploring his love of baseball. Jeff’s highly competitive spirit enabled him to thrive in the playing and coaching environment. He discovered his drive and conviction were extreme advantages in the staffing industry, and his passion for winning drove him to early successes in his new career.

Jeff’s coaching talents were missed, however, and after only a year off of the field, Jeff received an intriguing proposition from the father of a former player: to fund Jeff in the startup of new staffing company, as long as he would come back and continue to coach his son’s select team. With this opportunity to support two of his passions, on Halloween of 1997 The Delta Companies was born. 

The Delta Companies has continued to remain a unique entity in healthcare staffing. Jeff has led the company through record-breaking successes, and promoted an extraordinary culture that transcends each aspect of business. The skills developed by Jeff’s coaching background continue to come into play in his leadership as he provides motivation, clarity, and a plan for performance to everyone in the Delta family. Since foundation, Jeff has helped to find, create and foster extremely talented individuals and leaders, growing The Delta Companies from a three-employee startup, to a multimillion-dollar enterprise that fulfills customer expectations—all the while adamantly treating people like people, and not pieces on a chess board. 

Although the name of the game has changed, Jeff’s passion and drive have not faltered. He continues to drive home the notion of constantly moving forward, but never forgetting to have fun along the way. Under Jeff’s leadership, The Delta Companies continues to thrive, and Jeff is just getting started.

Outside of The Delta Companies, Jeff’s passion extends to the love for his wife Daniella and their three children Reagan, Cash and Jett. He also enjoys saltwater fishing, traveling with his wife, and of course all things relating to baseball (mostly the winning part).

My greatest influence: Has been the Chattanooga State College baseball coach Greg Dennis.  I had the opportunity to coach next to him for three years and he  taught me how to compete with integrity, contribute to a cause, add value to collective goals and to be prepared. Greg taught me that it doesn’t matter how good or how bad you think you are, you are what your record says you are. He taught me all of these things without a lecture or sermon; only through his actions. 

What makes me laugh: Rum drinks.



Jeff Schroeder

Chief Financial Officer

Chief Financial Officer Jeff Schroeder is a results-driven financial executive offering years of experience and success in driving profit enhancements, leading business growth, establishing initiatives around structure and capitalization, and providing motivation for his team. Jeff is responsible for daily financial, legal, and human resource operations, and oversees the overall financial strategy at The Delta Companies. 

Jeff’s financial and strategic expertise is a vital component to operations within the enterprise, and Jeff is easily able to draw on his tenured background. Prior to joining The Delta Companies, Jeff served as Chief Financial Officer of a middle market private equity-backed company, where he was instrumental in the growth and sale of the business. Additionally, Jeff has acquired over a decade of consulting experience with Arthur Andersen, KPMG, and HS Advisory, where he has provided audit and transaction advisory services to large and middle market private equity groups.

An avid hunter and fisherman, Jeff loves to partake in outdoor activities. Jeff and wife, Liz, enjoy spending as much time as possible with their two daughters, Lilly and Isabelle. 



Ty Chambers

Executive Vice President of Delta Locum Tenens

Ty Chambers joined The Delta Companies in January 2003 and is currently the Executive Vice President of Delta Locum Tenens. As the EVP, Ty is responsible for the operational and financial results, as well as the strategic initiatives, of the company's locum tenens business unit. Ty started with The Delta Companies as a recruiter and has since held numerous leadership positions.

Preceding The Delta Companies, Ty led a finance and accounting recruiting team with Kforce Professional Staffing. Prior to entering the staffing industry, Ty held positions as a SEC reporting analyst for a hospitality company and an auditor with Ernst &Young’s audit and assurance business services. Ty is a certified public accountant and graduated Magna Cum Laude from Texas A&M University in College Station, Texas with a BS in Accounting and MS in Accounting. Ty also currently serves on the Board of Directors of the National Association of Locum Tenens Organizations. 

As a golf enthusiast and all around sports fan, Ty enjoys all forms of competition. Other hobbies include working out, hanging out with his wife, Nicci, and coaching/parenting events for his sons Witt, Nash, and Knox.

I cheat life when: I am able to sit outside on a patio and drink a cocktail with the sun still out. 

Alternative passion: Playing golf with my closest friends thirty minutes past sunset with money on every shot and music blaring from the golf cart.



Bill Tracewell

Executive Vice President of Delta Healthcare Providers and Delta Physician Placement

As Executive Vice President, Bill Tracewell is responsible for the overall vision and strategy of The Delta Companies' healthcare group, Delta Healthcare Placement; and the company's permanent physician staffing group, Delta Physician Placement. Bill coordinates strategic initiatives toward sales, marketing, and recruitment growth, while fostering an environment of support and training for his internal employees. Bill’s mission is to lead his team in filling all open healthcare positions within the United States. Their job is not complete until every medical facility in the country is properly staffed. 

As part of his role, Bill oversees training and development of his teams. He ensures that his representatives are prepared to overcome any obstacles that may hinder their success, so that customers are guaranteed the outcome they deserve. 

Prior to his role as Executive Vice President, Bill thrived as a record-setting Search Representative within Delta Physician Placement. Bill joined The Delta Companies in April 2001, where he was the first employee to generate $1 million in gross margin. In addition to his success within Delta, Bill is a Certified Personnel Consultant with the National Association of Personnel Services. 

When out of the office, Bill can be found working on his golf game. At home, he is an active patron at his children’s sporting events, attending the baseball and soccer games of Grace, Bohan, and Megan. Bill also enjoys the chance to kick back on the porch with a cold drink to catch up with his wife, Jenny. 

Favorite quote: “We cannot predict the future; we can create it." –Jim Collins



Wes Willard

Executive Vice President of Legal and Risk

In many ways, Wes Willard not only functions as Executive Vice President of Legal and Risk, but as a company advisor in areas of legal affairs or various other projects that would benefit from his guidance. Wes directs strategy and logistics regarding legal matters, contract negotiations, and treasury, and often, Wes  “plays defense” for The Delta Companies, ensuring the organization avoids unnecessary risks points of liability.

Wes joined The Delta Companies in June 1998.

Wes works with team members to maintain sound compliance programs to ensure good standing with federal and state statues and to guide customers through legalities that occur with job placements. Wes’ guidance is crucial in many aspects of operations, vendor relations and administrative roles; particularly those relating to liability prevention. 

In his spare time, Wes likes to spend the day on the lake with wife, Sinead, and sons Logan and Blake, wakeboarding and enjoying a day in the sun. Contrary to his laidback personality, Wes is quite the thrill seeker outside of the office. Wes loves adrenaline flaring activities that give him a better appreciation for life.

You never would have guessed that I… have gone skydiving, raced NASCAR and road course Corvettes, enjoyed flights in stunt planes, and want to compete in offshore powerboat racing. 




Ryan Tipton

Executive Vice President of Customer Experience

For clients, Ryan “Rhino” Tipton often serves as the face of The Delta Companies in his role as Executive Vice President of Customer Experience. Currently, Ryan oversees day-to-day client interaction and continues to drive business growth by making sure clients are aware of each service line The Delta Companies has to offer. Ryan works closely with marketing directors across the company to advocate and achieve clients’ goals. His top priority at The Delta Companies is to ensure client experience is unmatched in the industry. 

Prior to his current position, Ryan has held several responsibilities within The Delta Companies, which developed his skills for the industry in both internal practices and external representation. After joining the company in 2000 as a search manager for Delta Physician Placement, Ryan spent five years working as the Chief Talent Officer of the company, before moving into the role of Executive Vice President of Delta Physician Placement. 

Currently, Ryan participates in the American College of Healthcare Executives, and is a member of the Human Capital Institute. He continues expand his client-centered approach toward strategy by attending and speaking at national conferences on human capital management strategies, recruiting processes, and global trends in the healthcare industry.

Outside of The Delta Companies, Ryan enjoys a wide range of outdoor activities. Born and raised in North Texas, Ryan lives for saltwater fishing, deer hunting and golf. His absolute favorite pastime, however, is spending time with his wife, Jennifer, and daughter Aubrey. 

 

Life philosophy: Don’t take yourself too seriously, and be thankful for that which God has blessed you.

You never would have guessed that I... was a childhood model!



Marc Bowles

Chief Operating Officer

Responsible for internal strategy at The Delta Companies, Marc spearheads initiatives within internal recruitment, employee performance, marketing, advertising, public relations and information technology services. Marc works to support each of these departments in their continued growth and improvement to processes, while ensuring day-to-day achievements are on track with future goals of the organization. 

Marc joined The Delta Companies in March 2000, and has since become a vital component to customer engagement. In addition to overseeing internal operational improvements, Marc sponsors the Customer Experience Program, which helps The Delta Companies to identify areas of strength or improvement in services according to direct feedback from our customers. Using a Net Promoter Score™, the Customer Experience Program acts as a voice of our customers, and Marc works to ensure that strategies developed from customer feedback are integrated into daily operations. 

Currently, Marc serves as chair of the American Staffing Association’s health care section policy committee and has presented nationally on various healthcare topics at conferences in the industry, including ASA Staffing World and the Staffing Industry Analyst Healthcare Staffing Summit. He also serves on the board of directors for the National Associate of Physician Recruiters and as a committee member to the National Association of Locum Tenens Organization. 

When given the chance, Marc loves to travel with his wife, Sherri, and three daughters Paisley, Leighton and Blaine, to anywhere warm—preferably near a beach. 

Favorite quote: “Be the change you want to see in the world.” -Mahatma Ganhdi

APPLY   NOW

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If yes, provide the nature of the offense and your age at the time of the offense:
Note: A criminal record will not necessarily disqualify an applicant from consideration for employment.
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Release of Information

By typing my name in the field below, I certify that answers given in this Employment Application are true, accurate and complete to the best of my knowledge. I authorize investigation into all statements I have made on this application as may be necessary for reaching an employment decision.

In the event I am employed, I understand that any false or misleading information I knowingly provided in my Employment Application or interview(s) may result in discharge and/or legal action. I understand also that if employed, I am required to abide by all rules and regulations of the employer and any special agreements reached between the employer and me.

I authorize The Delta Companies by its agents or representatives to consult with all individuals and organizations who may have information bearing on my current competence, character, and ethical qualifications.

I release from liability all representatives of The Delta Companies, and its employees, for their acts performed in good faith and without malice in connection with the evaluating of my credentials and qualifications.

I release from liability any and all individuals and organizations who provide information to The Delta Companies, and its physicians or employees, in good faith and without malice concerning my professional competence, specific training, experience, ethics, character, health and other qualifications and I consent to the release of such information.

 
Your Acknowledgment:

 

MEET   THE   PEOPLE

WORKING   AT   DELTA

To be, or not to be... a freak!

Interested in becoming a freak like us? The Delta Companies employees dedicated and driven talent that bring a creative perspective to our work family. This creates a culture that radiates energy, and like the disco ball that hangs at the entry of every floor in the office, we are one entity made of a hundred pieces.

The disco culture

Our members love working here, and it shows. Bells, music, air-horns, and applause resonate through the halls as members celebrate each other’s success. There are no heroes here, only freaks—freaks who embody the company core behaviors and are anything other than typical. The office serves as a nucleus of engagement for members, and we are constantly looking for ways to propel kinship and continue to make The Delta Companies a fun place to work. 

Ready to join our story? Check out what our members have to say about their experience working here!

The benefits of being awesome

Medical, Dental and Vision Benefits

  • Two Blue Cross Blue Shield PPO plans to choose from
  • Blue Cross Blue Shield Dental and Superior Vision
  • Domestic Partner Benefits

Income Protection

  • Life Insurance
  • Accidental Death & Dismemberment Insurance
  • Long and Short Term Disability with Lincoln Financial
  • Corporate rates for Home/Auto through Liberty Mutual

Savings Benefits

  • Traditional and Roth 401(k) Plans
  • Self Directed Brokerage Account
  • 529 College Savings Plan
  • Compass Health
  • Spending Accounts
  • Medical Flexible Spending
  • Dependent Care








Workplace Benefits

  • Paid Time Off
  • 8 Paid Holidays
  • Philanthropy Events
  • Platinum Club
  • Race for the Rolex
  • Tenure Awards
  • Rockstar
  • Marketer of the Quarter
  • Recruiter of the Quarter
  • Direct Services Support of the Quarter
  • Shared Services Support of the Quarter
  • Gameball
  • Round Sam
  • I Got This
  • Both Cart
  • Full Amenities Lounge
  • On-site Car Wash

For more information on our benefits please contact:

Calli Corley
Senior People Consultant
CCorley@thedeltacompanies.com


How we "role"

We don't just expect things to happen, we make them happen. Our business models ensure that we succeed only when our clients do, giving us a clear commitment to deliver results.

Support:

Our extensive support staff allows our consultants to enjoy the benefit of focusing on client relationship management. This allows them to have higher net placements per year, achieve greater success for our clients.

Delta Healthcare Providers

Delta Locum Tenens

For more information on our roles please contact:

Jennifer Mendoza 
Enterprise Recruiter
jmendoza@thedeltacompanies.com

PERFORMANCE

We are really good at what we do.

Each year, our enterprise is consistently recognized as one of the fastest growing companies in the industry. By implementing the most innovative and effective strategies possible, our members provide successful fulfillment to clients and great fitting opportunities to candidates—in our business strategy, everyone wins. 

CUSTOMER  EXPERIENCE

Customer Experience

Provider Experience

Client Experience

Experience Index

Game Ball

First, thank you to all the thousands of customers that provide business opportunity and partnership to The Delta Companies through Delta Healthcare Providers, Delta Physician Placement and Delta Locum Tenens.

The Customer Experience ensures accountability of our members and noteworthy service to customers through direct feedback and stories. These stories, as well as comments from customers, portray a picture of the daily impact we play in people’s lives. Members at The Delta Companies understand that it is their responsibility to create a one-of-a-kind experience that exceeds expectations. It is only through creating such experiences that we able to a difference in the industry.

Beliefs

The purpose of The Delta Customer Experience is to understand the impact each member has on a customer’s life. Only through this understanding and accepting of responsibility do we go beyond customer satisfaction to earn customer loyalty. The Delta Companies understands that customer service in recruiting or staffing is about “what we do;” “how it is done” is the customer experience. Having satisfactory customer service requires meeting client requirements or helping a provider identify an opportunity. Providing an experience that goes above expectation with the service is what compels customers to share their interaction with colleagues. It is only through this commitment to providing excellent services that The Delta Companies can fulfill its purpose.

Systems

  • Customer feedback is shared and acted upon through the Experience Index.


  • Real and impactful stories regarding our providers in the communities we service are relied in Reel Experiences.


  • Stories about providing an experience above expectation are spotlighted with the Game Ball.


  • Continual improvement with customer experience is integrated into learning via our Infusion Institute.

Organizational Accountability

How might an organization operate if its CEO could see all unfiltered customer comments about its services? This question was answered at The Delta Companies with the introduction of the Customer Experience Index. Through this level of accountability toward the customer experience, we continue grow and improve upon our services. All levels, all service lines, and all departments review customer feedback and comments gleamed from the Customer Experience Index survey.

The survey is conducted four times per year with each provider and facility contact that has had a transaction with any of the company's service lines. Once collected, valuable information is analyzed to best determine the ‘root cause’ of each experience. Whether it’s an exceptional experience we want replicated or an area that provides opportunity to improve—we want your feedback.

Survey results and feedback are shared with the primary member for each represented customer, and the member’s director or manager. In some cases, a team works with the customer to understand how to use the feedback as caching tool to enhance the customer experience. At the director level, all the surveys are analyzed and action plans are built to make operational adjustment for the service line or business unit. The plans are crafted twice a year, presented at companywide quarterly meetings, and are overseen from the entire executive team to ensure that the experience is beyond industry leading.

Our providers deserve to have a great experience when partnering with The Delta Companies, and looking at new opportunities or accepting a new assignment is exciting for each of our members. In order to ensure the best outcome for each of our providers, we measure experiences within the Experience Index. 

Historically, providers have expressed positive feedback in our members’ ability to understand the importance of each provider’s specific situation and to learn how to navigate multiple scenarios that might appear while searching for new opportunities. When working with The Delta Companies, our members create value for providers by acting as guides through the recruiting process and resources to help make informed decisions. Through open channels of knowledge sharing, each of our members learns from the collective provider experiences and applies this knowledge to increasing value for all providers. Comments from the Experience Index are used as daily coaching points and success stories from the survey are recognized with the Game Ball.

Unlike many complicated service satisfaction surveys, the Customer Experience Index asks only three simple questions and takes just minutes to complete. All comments are used to construct measurable action plans which are shared with the entire organization at quarterly meetings. Surveys are sent to each provider that has either been placed, gone on an interview, or worked an assignment with The Delta Companies. The surveys are conducted four times per year by Inavero.

It is a tremendous responsibility to bring quality providers to our clients’ communities. This is why The Delta Companies work to continuously improve upon their services in order to ensure the best fitting candidate placements in each of the areas we serve. We measure this process through the Experience Index survey. 

Learning how to communicate and having a sincere interest in the facilities we work with are critical components to developing relationships for our members. These two components are evaluated through customer feedback, and our members work to build these relationships with each of our clients. We use feedback generated from clients to continue to grow and help more communities. Comments from the Experience Index are used as daily coaching points and stories outside the survey are portrayed in the Game Ball.

Unlike many complicated service satisfaction surveys, the Customer Experience Index asks only three simple questions and takes just minutes to complete. All comments are used to construct measurable action plans which are shared with the entire organization at quarterly meetings. Surveys are sent to each customer that has started a search, conducted an onsite interview, or had an assignment worked through The Delta Companies. The surveys are conducted four times per year by Inavero.

The Customer Experience Index is a single metric used to measure the experience customers are having with our services. The metric is the Net Promoter Score® that was developed by Satmetrix, Bain & Company, and Fred Reichheld. It establishes a simple actionable feedback and measurement system so that our organization will continually improve the customer experience while earning loyalty with our services.

 The Customer Experience Index, asks three questions to both providers and facility contacts with whom we work:

  • Based on your most recent experience, how likely is it that you would recommend The Delta Companies to a friend or colleague? (Ratings indicated on an 11-point scale from “0-Not at all likely” to “10-Extremely likely.”)
  • What is the primary reason behind the rating you provided?
  • What is one thing we could be doing differently to increase the value of our services to you?

Based on the rating, a metric is established for the customer’s experience with both the candidate and the facility contact. In addition to the metric, the comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience across all service lines. The Customer Experience Index surveys are conducted four times per year and are performed by a third party, Inavero. From the information collected, analysis is completed, action plans are built, and the entire organization is accountable to the execution of the plans.

As a reflection of the execution of plans and the experience we provide, The Delta Companies has services ranked on Inavero’s Best of Staffing List™ for both client and talent categories.

What does it take to be exceptional? Members at The Delta Companies challenge this question daily with their efforts to provide the best service available to customers. As a whole, our team is so dedicated to providing exceptional customer service to candidates and clients that we have turned the process into a reward-based contest—not that this has anything to do with the team's crave for competition!

Every month, each service line submits stories to the Delta Executive Team that highlight impactful experiences shared by customers.  The Executive Team chooses a story that most embodies the experience we look to achieve as an organization, and then awards the Game Ball to the member associated with that story.  Each member to receive the Game Ball signs their name to the trophy, and at the end of each year, the Game Ball is moved to a trophy case for all to see. 

The Game Ball Hall of Fame features electronic trophy cases filled with videos that detail top-notch customer experiences provided by company members. Here, you can browse all of the Game Ball videos from Delta Physician Placement, Delta Healthcare Providers, and Delta Locum Tenens. The Game Ball is awarded monthy, and new stories are shared—return often to see the latest winners!

REWARDS  &  CELEBRATION

People tend to do their best work when they enjoy what they are doing. The Delta Companies members work hard and play hard—when our customers succeed, so do we. This is always cause for celebration!

  • Platinum Club
  • Race for the Rolex
  • Both
  • Quarterly Meetings
  • Team Celebrations

Platinum Club

As one of the company's most coveted reward programs, the Platinum Club treats top performing members and their guest to an annual dream vacation at the close of the year. Members become eligible to join the Platinum Club after they have reached the target gross margin goal for their business, and vacation destinations have included a resort on the beaches of Punta Cana and a golf retreat to Grande Rivera. Each trip allows The Delta Companies members to recharge and celebrate a successful year, while creating extraordinary experiences shared by the team. 

Race for the Rolex

Throughout the year, gross margin rates and placement information are monitored and reported at Quarterly meetings, as members compete to be the top producers in the Race for the Rolex competition. The top performing marketer and recruiter from each business line are each announced at the final Quarterly meeting, and awarded a customized Rolex for their contribution and success. 

Both

“It takes both.” This phrase hangs proudly over the desks of top performing members in the office. While not always the easiest task, The Delta Companies members work tirelessly to secure the best placements for customers, and these efforts are awarded with “on-both” recognition. Being on-both requires members to meet both their gross margin requirement and KPI requirement for the week. Once achieved, on-both members are eligible to partake the “first class cart,” which circulates the office twice per day containing snacks and drinks reserved for both recognition. 

Quarterly

Your adrenaline is pumping, the music is deafening, lights are flashing, the audience cheers and applauds— wait, where is Justin Beiber? Simply put, our quarterly meetings rock. In addition to keeping members up to date about the ongoing in each business line, we take the time to celebrate each other and our personal and professional accomplishments. From purchasing a first home to receiving the “rockstar of the quarter” award, this day-long celebration is less of a “meeting” and more a time for The Delta Companies to come together in camaraderie and excitement as a whole. 

Team Celebrations

Teamwork and fellowship are important aspects to The Delta Companies culture, and having pride in fellow members rarely goes uncelebrated. Happy hours, team bowling nights, whirly ball tournaments—all are common occurrences for members wanting to support an environment of joy and friendship.

HUMANITY

hu•man•i•ty: (noun) goodwill, fellowship, and kindness

At The Delta Companies, our culture thrives on support and acceptance. By creating an environment of fellowship, camaraderie, and respect, our team can truly make a difference to society. Philanthropy at The Delta Companies does not stop at the notion of simply “giving back” to the community; it is about the love for mankind, putting people first in all considerations, and showing kindness even when no one is around to see. 


Engagement

Members at The Delta Companies redefine what it takes to be involved. Their commitment to the team and to a supportive company culture does not stop when it is time to punch out for the day. Members band together in local communities, planning social events, participating in Days of Caring, and going above and beyond the norm to make everyone feel welcomed and included. The company's core behaviors are carried into everything members do, both on and off of the clock. 

PHILANTHROPY

Giving back

Humility as a trait people are not often born with; it is something that has to be developed. The Delta Companies team works daily to strengthen our reach within the community through humanity and philanthropy. Through both organized efforts, and individual contributions, we work to raise support and awareness for local organizations. 

From the enterprise

Currently, The Delta Companies focuses philanthropy efforts toward Texas Scottish Rite Hospital for Children (TSRHC). Through a collaborative contribution to the organization, we have been able to help relieve expenses for children in need of orthopedic care, help finance medical equipment and building renovations used during treatment, support research, supportive services for families, and recreational activities for patients. 

From the members

Through one of the company's most popular fundraisers, each of our members has the option to participate in the “casual wear” program, which allows participating members to donate a percentage of each paycheck toward TSRHC in exchange for wearing jeans and comfy clothes to the office each day.  Through this effort alone, members have contributed thousands of dollars toward TSRHC. 

Many members are also dedicated to organizations outside of The Delta Companies umbrella. In an effort to help support individual efforts and the organizations that our members hold close to their hearts, The Delta Companies grants tenured members Days of Caring—days of paid time off to spend volunteering for an organization of the member’s choosing. 

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FUN

SECOND   QUARTER

Second quarter is a time to buckle down and drive performance, lend a few Days of Caring to organizations within our community, and then head to happy hour to celebrate our success! In this quarter, we smack a piñata in honor of Cinco de Mayo, bring in the summer at our annual decoration contest, and host our largest philanthropy event, the Disco Cup Golf Tournament. 

THIRD   QUARTER

Fall festivities do not go unnoticed at The Delta Companies. We use the quarter to partake in enterprise-wide dessert contests, rock training and salesmanship games sponsored by the Infusion Institute, and complete group Days of Caring at organizations in need of volunteers. Then, we break out the icepacks in preparation for the Delta Olympics—a day full of jumping, weaving, outrunning, pushing, tripping, bobbing, and diving for the honor and bragging rights to receiving the Olympic Cup. 

FOURTH   QUARTER

We close out the year with a bang. Doubling as our company anniversary, Halloween is a major celebration at the office. We also look forward to our silent auction fundraiser for philanthropy, and individual team holiday celebrations. Before the holidays wrap up, we proudly present our philanthropy earnings to Texas Scottish Rite Hospital for Children during the annual toy drop, and then close the year in style at our epically renowned Christmas party.

FIRST   QUARTER

What would work be without a little fun—for us, pretty improbable! During our first quarter, our members participate in an internally judged Super Bowl Dip-off, celebrate Opening Day in our favorite sport teams’ apparel, and play the odds in the March Madness Bracket Showdown. 

THOUGHT LEADERSHIP

Mandatory Certification: New certification required by Department of Transportation for all commercial vehicle drivers

New certification required by Department of Transportation for all commercial vehicle drivers

This May, the Federal Motor Carrier Safety Administration (FMCSA) passed a mandate stating that physicians and healthcare providers need to obtain a new DOT certification before performing physical examinations for any Commercial Motor Vehicle (CMV) driver. Providers must obtain certification via the National Registry of Certified Medical Examiners, effective May 21, 2014. 

For facilities with CMV drivers in their patient base, it is crucial to comply with the new FMSCA regulations. Urgent care and family practice facilities might consider having at least one provider on staff that has the necessary DOT certification.

To become certified, medical examiners need to register through the National Registry website, complete training, and pass a certification exam. Training must be completed prior to sitting for the exam and is programed to ensure that participants have baseline instruction in FMCSA’s CMV driver physical qualification standards, medical guidelines, and medical examiner responsibilities. Training can be delivered in several methods, including: traditional instructor-led classroom instruction; self-paced, computer- or web-based learning; or a combination of both. Although there is no required length of training, participants must complete their training program within one year of taking their test, according to the FMCSA website. Certification program fees can average up to several hundred dollars per course. 

After completing training and passing the certification exam, providers are listed on the National Registry. To remain active on the Registry, examiners must take a refresher training course every 5 years and take the certification exam every 10 years to maintain their certification. By 2016, all commercial truck and bus drivers must be cleared by a medical examiner who is certified to perform DOT driver physical examinations. 

The certification is intended to help ensure better uniformity of medical standards for CMV drivers and to help reduce fatalities on the nation’s highways, according to the FMCSA. However, the new legislation does present some challenges to drivers needing access to physicians with this certification, particularly in scheduling an appointment and finding an available provider.

Some healthcare facilities have maximized their exposure by creating ease of access to their certified providers. For example, MinuteClinic boasts employing 45 physicians on the National Registry and allows CMV drivers to search their website for the nearest certified provider. PatientFirst, on the other hand, rotated their certified providers on a monthly basis, allowing drivers to schedule their exams in advance and their providers to give coverage at multiple locations. 

While CMV drivers may or may not be a large enough population in your patient base to influence your staffing needs, it is important to consider the needs of your community and if this certification might benefit your current staff. For more information, visit the FMCSA frequently asked questions page here.

By: James Heil, Sr. Vice President of Recruiting, Delta Locum Tenens


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Myth Busters: Re-examining what you thought you knew about new therapy graduates

Taking a look at the pros and cons of working with newly graduated therapists

With a record high number of therapists estimated to graduate this year, new talent is flooding into the market throughout the country. Eager, enthusiastic new therapists have begun what is arguably one of the most difficult job searches of their career, as they work to build experience and utilize their training. 

As these candidates prepare to enter into the workforce, hiring facilities are presented with the opportunity to capitalize on new talent. Many facilities already embrace the idea of adding fresh-faced new graduates to their team—in fact, 33 percent of Delta Healthcare Provider perm therapy positions filled this year were with candidates with 2 or less years of experience. However, some new graduates struggle to fight the stigmas that haunt their demographic, encountering many hiring facilities that look first, and sometimes only, at professional experience. Delta Healthcare Providers sought to explore the cause of this occurrence, identifying the following three myths about working with new graduates and presenting new light on the opportunity these professionals bring. 

Myth 1: No previous work experience means a new graduate isn’t qualified to see patients.  

One of the arguments our recruiters most often hear against hiring new graduates is that their professional experience level simply excludes them from consideration for the job. In truth, this mentality might be costing hiring facilities access to highly qualified, talented candidates. 

Looking at education from a timing perspective, new graduates are the demographic most closely connected to their formal training. Having just spent years pursuing a doctorate level education (physical therapists),these candidates are ready to tap into the knowledge pool they have worked so hard to build. Plus, after undergoing years of training, new graduates are conditioned to absorb information; they enter into their first job opportunity as a blank canvas or a sponge, ready to take in the unique policies and procedures of the organization. This not only makes new graduates extremely trainable; but also a reliable, educated professional that has proven to be knowledgeable and capable.

Myth 2: Hiring a newly graduated therapist puts my facility at risk for higher turnover.

Many believe that new graduates of any field bounce around from position to position during the first years of their career because they are less inclined to put roots in one community. Whether it is believed new graduates build experience by flip-flopping between positions their first few years or tenure, or that their age group has more personal issues that push them to new areas (i.e. starting a family, etc.), a common assumption is that new graduates seem to be flight risks to retention.

In truth, studies researching the correlations between higher turnover and years of experience for therapists have had split results. While one study published by the Physical Therapy Journal found low, but significant, correlations between fewer years experience and higher turnover rates, another (published by the same organization) found that 74 percent of therapists with less than two years experience have held only one job during their careers. In both studies, however, therapists state their reasons for leaving (at any tenure) relate to lack of career development and perceiving no opportunities for training or advancement. Experience is the key factor that influences turnover.

One real opportunity that presents itself here is in how a new graduate fits into an organization after the recruitment process. If a facility can clearly communicate a path for personal development and career growth, this can have a significant impact on employee satisfaction and retention. When considering hiring a new graduate, it is important to keep career development in mind, as it might eliminate any threat of turnover. 

Myth 3: There can’t be any advantages to hiring a new graduate over a more tenured therapist.

In addition to having fresh training and the urge to build their experience, hiring a new graduate can come with a few perks. For starters, the entry-level physical therapist’s salary averages approximately 25 percent less than the average tenured PT salary, according the statistics reported by the Bureau of Labor Statistics. Occupational therapists widen this gap, with an almost 30 percent difference. This makes for an extremely competitive job market amongst graduates needing to repay student loans. 

While hiring facilities should always consider offering competitive salaries in order to attract top talent, the new graduate demographic creates the opportunity to get creative with compensation packages. Pairing a reasonable salary with federal assistance programs such as the Physical Therapist Workforce and Patient Access Act can create a mutually beneficial arrangement—hiring facilities can attract and obtain top talent without breaking the bank, while assistance programs give new graduates the opportunity to repay student loan debt by working in underserved communities. 

Secondly, Millennial (Generation Y) candidates have spent their entire lives in a tech-savvy universe. Graduates from this generation are up to date on the latest advances in technology, and bring this knowledge with them to the workplace. They are naturally quick to understand tech-based procedures such as EMR navigation, electronic coding and charting, etc. 

Finally, many new graduates are open to relocation for the right position. Of the new graduate therapists Delta Healthcare Providers has placed this year, 66 percent were willing to relocate to a new state for their position. In instances where relocation bonuses were offered (within these placements), the incentive ranged from $2,500 – $7,200.

New graduates are a large, commonly untapped resource for hiring facilities looking for fresh talent. As you evaluate the needs of your facility over the coming months, consider the benefits that this demographic might bring, and if it could be to right fit for your facility. 

By: Harpreet Singh, Recruiting Team Lead, Delta Healthcare Providers


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Taming the social media beast

How employee identification can bridge recruitment and retention

Blogging, tweeting, and status updates are not new terms to anyone who’s had access to the Internet over the last ten years. In fact, as Facebook, Inc. celebrates its tenth anniversary this February, the social networking channel is predicted to hit over 2 billion users, giving voice to users of all age brackets, socioeconomic status, and knowledge base while eliminating geographical barriers across the globe. According to Social Media Examiner’s 2013 Social Media Marketing Industry Report, even a large majority of businesses have recognized the legitimacy and importance of social media marketing as 86 percent of surveyed businesses place a high value on social media in their marketing plan. 

While the concept of social media marketing has been widely accepted, where many professionals struggle is in understanding and identifying what content will add value to their social media efforts. The same report above states that two thirds of businesses that market via social media channels also question the effectiveness of their efforts—particularly on Facebook. Additionally, and overwhelming 89 percent of marketers state that increased exposure is the top priority to social media marketing. The challenge is in identifying what to expose and who will champion the communication of this information.

As we move further into this digital marketing age, more and more evidence has emerged dictating that customers value employee testimony and peer feedback over advertisement. An online presentation by Liz Bullock, CEO of Social Arts & Science Institute, reports that customers consider an every day employee to be twice as trustworthy as a company’s executives, and 90 percent of consumers trust the recommendations of someone they know (versus a scarce 14 percent that trust advertisement). Looking at Facebook’s user outreach alone, customers and everyday employees voicing their opinion online now have 2 billion listeners accessible by a few keystrokes. 

If increased exposure is the ultimate social marketing goal and your employees have the loudest voice online, how does this translate to marketing for healthcare facilities—particularly as it relates to recruitment and retention? 

For the sake of cohesion, let’s swap the word “company” for “hiring facility” and the word “customer” for “sought-after talent,” and take another look at the statistics above. The things your staff members are communicating online about your facility’s culture and values hold double the importance of your direct advertisement efforts. Employee (and patient) testimony is playing a huge role in influencing how potential talent evaluate your culture.

Just like any customer researching the authenticity of a product online through feedback from other consumers, potential talent will research the ethics and character of a hiring facility from other providers on staff. Therefore the greatest opportunity to influence your social media health is in clearly marketing your company brand—i.e. identifying and communicating your facility’s values, mission, and internal culture in whatever way you want to be viewed by potential talent (and potential patients). In other words, how does your social media marketing efforts share the “soul” of your organization?

While you may not have direct control over the opinion (AKA voice) of each member of your staff, you can control the strength of your organization’s brand identification and the values your brand supports. All of this can be shared via your organization’s social media channels through creative campaigns and transparent, authentic content. Often, the values and culture exhibited on an every day organizational level are reflected in the feedback and voice of staff members, and paralleled through virtual platforms. 

While there are thousands of resources available to facility representatives and marketers looking to increase their social media strategy, it is important not to become overwhelmed in planning your own marketing strategy. Consider the following Golden Rules as you approach your 2014 strategy, remembering to utilize social media as a channel in recruitment and retention marketing: 

1. Always present clear, authentic, and ethical information: By communicating closely with your employees (and patients) on a social media level, you become a trusted source of information, which is a great asset when creating company awareness and brand credibility. It is important to remain aligned with your organization’s values in all correspondence, as conflicting social media interactions (particularly from staff members and other testimonials) will result in confusion or distrust under the scrutiny of mass communication. 

2. Focus more on showcasing your brand, less on controlling the interpretation of the reader: The goal of recruitment is in finding a provider that will thrive in your organization’s culture and environment. Instead of catering a message that will seem attractive or appealing to a potential hire (or patient), own the unique qualities of your organization that set you apart and share them for all to see. When a provider knows where they can fit into your organization, they will be much more inclined to hear and consider your offer of employment. 

3. Expand your reach: For many organizations and businesses throughout the country, Facebook seems to be the “gateway” platform to social media marketing—and for good reason. Social Media Examiner’s report states Facebook is ranked by 49 percent of marketers as the top platform for social media. LinkedIn (the next highest ranked platform), Twitter, YouTube, and blogging are also excellent resources to communicate your cultural brand, as each provide opportunity for direct communication and feedback. 

4. Don’t overestimate time requirements and cost: Many facilities not already on the social media train may find the task daunting or overwhelming to start. Social Media Examiner’s report found that by spending as little as 6 hours per week on social media marketing, companies saw a 64 percent increase in lead generation benefits. Additionally, social media has steadily taken over traditional print marketing and advertising and provides a great boost to PR efforts without a huge time or monetary commitment. 

5. Keep it simple to promote the most interaction: When it comes to developing your social media messaging, brief is best. Tiwtter gives you 140 characters to craft your point—never say in a paragraph what can be said in a statement; never state in a post what can be included in a comment. If a picture is worth 1,000 words, a video (YouTube) is worth 100,000. Remember to ask questions, tag employees, and open your channels to all forms of interaction in order to best spread your reach. 

By: Marc Bowles, VP of Marketing, Delta Locum Tenens 


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Boosting recruitment and retention

How to utilize a retention bonus to attract top talent in 2014

As the war to employ top talent rages forward and into 2014, healthcare facilities throughout the nation are reaching into their strategic arsenals to emerge as viable and attractive victors in the battle for the best recruits. Several facilities with leading offers have adopted a creative approach to recruitment, tailoring their employment packages to fit the needs of a preferred candidate, which helps to stand out among the influx of other available opportunities flooding the market. Among their armory: signing bonuses, student loan repayment, relocation packages, and housing assistance—all effective recruitment tools to attract prime talent.  

While offering a creative employment package can be a helpful aid in the recruitment process, some incentives can also have long term benefits for both a hiring facility and sought-after candidate. An effective tool that can help distinguish one offer package above the rest is the inclusion of a retention bonus for qualified providers. 

Physician and executive level positions have successfully utilized this technique in the past; the incentive of a retention bonus can benefit all sectors of the healthcare industry. A major concern to employees in any profession is the longevity of their position and maintaining a reasonable sense of job security in their role. While offering a retention bonus does not guarantee a potential candidate advancement in their role, it is an effective motivation to stay put and a sign of good faith on behalf of the hiring facility that the provider will achieve financial advancement for the first few years of their tenure. 

Not only does the motivation of a bonus boost retention rates, which saves time and money that would otherwise be spent toward the continual recruitment and onboarding of a new provider, but is also an effective marketing strategy to target candidates of all experience levels. Making the incentive of a retention bonus known up front can give your offer a competitive edge toward new graduates looking to repay student loans, as well as experienced providers (who wouldn’t necessarily require student loan repayment) that will benefit from a guaranteed bonus over time. 

For example, by offering a 3-year guaranteed retention package to incoming talent, one Delta Healthcare Provider client obtained 3 successful placements in 2013—each attracting providers with over 20 years of relevant experience. In this particular case, a retention bonus was offered in place of student loan repayment, with the intention of targeting experienced candidates. While offering student loan repayment can be a very effective recruitment incentive, it often limits a facility’s targeted audience to providers with student loan debt—i.e. new graduates. For those providers out of school and consequently out of student load debt, a retention bonus can be an effective alternative. 

Frequency and size of a retention bonus will vary depending on the unique requirements of each facility. In the case mentioned above, the Delta Healthcare Providers’ client actually utilizes the bonus incentive to save overall spending on hiring new talent. This facility offers a $5,000 annual bonus for the first three years of employment, and when spread out across the span of a year, the bonus equates to an additional $2.40 per hour, per provider. If offered this additional income as a starting salary from a competing facility, a couple of extra dollars per hour may not be enough to motive a provider to jump ship to another facility. An additional $5,000 per year may, however, be a considerable enough incentive to compensate the same provider for their continued tenure, and reward them for their loyalty to your facility. 

In working to develop an offer that will give your facility the competitive advantage it needs to attract top talent, it is important to determine what fits the needs of your facility and the needs of your targeted candidate pool. The inclusion of a retention bonus may serve as an innovative and mutually beneficial blend of both of these needs, strengthening your fight in the battle for quality talent.  

By: Ray Hostetler, Perm Recruiting Team Lead, Delta Healthcare Providers


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Behavioral Health: Staying ahead of the shortage

As the demand for behavioral health professionals increases, facilities should consider what implications this may have on facility growth.

Behavioral health care continues to be a growing demand throughout the nation. Within the last year, psychiatry has moved to the second most requested search for Delta Physician Placement, according to data from this edition’s Standard

This increase in demand is forecasted to continue as the current supply of psychiatrists struggles to support a population in need of mental health care. According to a news release from the American Psychiatric Association, the approximate 50,000 psychiatrists currently practicing within the United States is already an inadequate number to serve all patients in need—particularly in rural areas of the country. The release also states that the number of medical students opting to pursue psychiatry as a specialty has continued to decline over the last six years. This figure, coupled with a blog from the National Institute of Mental Health stating nearly 55 percent of practicing psychiatrists are 55 or older, means that over half of the specialty’s professionals are nearing the age for retirement during a time that new students are choosing a different specialty. 

All of the above data drives the conclusion that now is the time to consider future behavioral health needs. Developing your behavioral health team may not seem like an immediate priority for your facility, but if you can help predict the growth of your organization and what behavioral health needs may arise, you can avoid running into issues that will surface from the shortage. As the demand continues to rise, facilities will be required to strengthen recruitment efforts to attract top psychiatric talent, meaning greater incentives, higher compensation, and increased investment from the facility. 

The stir in psychiatry placements has not been exclusive to permanent positions. Delta Locum Tenens has seen a 50 percent increase in behavioral health job orders over the last four months. 

While drawing on locum tenens coverage for behavior health needs can be an advantageous practice for temporary relief (i.e. filling in for a doctor’s planned absence or utilizing locums coverage while conducting a search for a permanent psychiatrist), relying solely on locum psychiatry should not be a long-term solution. 

“Psychiatry is unique from other locum opportunities in that the patient-to-doctor relationship plays a role in the treatment process,” said Hiram Colon, Delta Locum Tenens Recruiting Director. “When a community has a need, you don’t want to let that position go unfilled, or you are cutting off a patient’s access to care. This is where facilities can utilize a locum psychiatrist—to fill an absence or provide temporary care. It is the Band-Aid that stops the bleeding; it’s not the surgery.”

Facility representatives and recruiters that understand the challenges of today’s market will be more prepared to face recruitment barriers as they arise, which is an advantage when trying to attract and retain top talent. Staying ahead of your facility’s staffing needs could help you to avoid future headaches with these challenges—particularly as they relate to staffing during a behavior health shortage. 

Marc Bowles, Vice President of Marketing, Physician Group


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Increasing your reach: Marketing on a national scale

A discussion about advertising efforts for allied opportunities as they relate to recruitment and retention.

When it comes to developing a marketing strategy for an open opportunity, many successful placements are with providers from out of state, or even across the country. Tailoring advertising efforts to reflect this reach can help give facilities the competitive advantage they need in recruiting for allied opportunities. 

In a recent survey by Delta Healthcare providers, 68 percent of all allied, rehabilitation, and extenders placed by the company over an 18-month period opted to relocate out of state for a permanent opportunity. Although reasoning for relocation varied on a case-by-case basis, this data enforces the fact that the candidate pool for permanent allied opportunities is nation-wide. Therefore, in order for a facility to have a presence with the optimum distribution of candidates, their opportunity must be presented and marketed from a national scale. 

When developing marketing strategy for opportunities in rural communities, facility representatives should consider the true scale of their opportunity, and how it compares with competition nation-wide. In today’s market of instant, viral communication, relying on proximity to a local opportunity has become a thing of the past. National advertising efforts break down regional barriers eliminating proximity as an incentive in the recruitment process. With these barriers disintegrated, rural communities have the opportunity to target providers that are willing to relocate, by presenting their opportunity to an audience that would not be reached through local advertisement. In fact, 67 percent of Delta Healthcare Placement’s permanent placements from July 2012-June 2013 were made in communities with less than 50,000 residents, as noted in the Placements and Interviews section of the next page.  

In a previous edition of The Standard, we discussed the importance of presenting a nationally competitive compensation and incentive package for an open opportunity. This paired with an effective, national-reaching marketing strategy, is imperative in the recruitment process and can be extended toward retention initiatives. In an article published by the Journal of Rural Health, researches found that loan forgiveness and rural training programs were important factors toward recruitment; financial incentives, professional opportunity, and desirability of the locations were key factors in retention.

While a good marketing strategy may be enough to get a provider in the door, screening the candidate pool for the right fit is what makes the difference between filling a job and finding a long-term solution for a community. The best way to ensure clarity between facility and provider is to provide thorough and transparent information about an opportunity and the community it represents. Smart marketing serves as an extension of a facility’s name, and should convey its values, mission, and intent. When this message reaches the right provider, whether they reside in the neighboring county or across the nation, a foundation is created for a lasting partnership that will ultimately benefit both the hiring facility and compatible provider—as well as a patient population in need of stable, quality healthcare.

Trey Smith, Marketing Director, Delta Healthcare Providers 


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What does your accreditation do for me?

How to ensure you are recruiting the best healthcare traveler in the industry

It has been said that the best defense is a good offense—why wouldn’t this theory extend to patient care? For facilities utilizing healthcare traveler services, the best defense against the risk of liability is to employ providers with up-to-date licensure, background records, and training. When choosing to partner with a staffing agency in the search for such providers, accreditation from The Joint Commission is the quarterback of the healthcare-staffing field, providing a comprehensive evaluation of a staffing firm’s ability to present qualified and competent staffing services. 

In order to maintain The Joint Commission’s Healthcare Staffing Services Certification, staffing firms undergo rigorous and systematic onsite surveys, which ensure the firm is achieving all requirements set in place to qualify for certification. Certified firms are responsible for verifying licensure; conducting education and training programs related to infection control, cultural diversity, and The Joint Commission’s National Patient Safety Goals; assessing competency; performing background checks; and ensuring all personnel records are up to date. 

As a certified firm, Delta Healthcare Providers requires the following documents from all travelers on contract assignment: 

  • Resume 
  • Summary of all licenses active and inactive 
  • Excluded parties list search 
  • Office of inspector general search 
  • Online verification of state licensure needed for this assignment 
  • Annual Self Assessment Skills Checklist 
  • Criminal Background check by county 
  • CPR Basic Life Support for Healthcare Providers 
  • Annual 9-Panel Drug Screen 
  • Annual TB screening 
  • 3 Professional References 
  • Certificate of Professional Liability 
  • Certificate of Worker’s Compensation 

These are the minimum requirements set to maintain The Joint Commission certification. Delta Healthcare Providers offers copies of these documents to clients prior to a traveler’s assignment. If a client requires additional documentation for an assignment, Delta Healthcare Providers has a prepared list of vendors ready to fill these needs.  

In addition to maintaining certification, tracking the above materials also holds a staffing organization and the talent they represent accountable to unwavering standards. This parallel creates a mutually beneficial relationship between a hiring facility and healthcare traveler. Facilities engaging in staffing services can be assured that the healthcare providers represented by an accredited agency are screened and fully oriented prior an assignment. 

Additionally, since all documentation and personnel records are in order, incoming healthcare providers can begin an assignment fully focused on their work, instead of the fine print. 

A database of certified healthcare-staffing agencies associated with The Joint Commission can be found at qualitycheck.org. By partnering with an agency prepared to hold themselves accountable to nationally recognized standards, hiring facilities relinquish the threat of liability in travel opportunities to a team prepared to evaluate and administer all necessary requirements specific to each assignment. This structure allows facilities and providers the peace of mind necessary to continue being all-stars in their field, and to focus on exceptional patient care. 

Ryan Anholt, Vice President of Travel Recruiting 


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Delta Physician Placement Primary Care Recruitment Case Study: A comparison of decision-making techniques as they relate to outcomes in the search for primary care physicians

Delta Physician Placement Primary Care Recruitment Case Study: A comparison of decision-making techniques as they relate to outcomes in the search for primary care physicians

The demand for primary care physicians throughout the nation has never been greater, and as hiring facilities recruit within the same pool of available talent, an influx of opportunities to qualified physicians has created an extremely competitive environment for recruitment efforts. An eligible physician receives multiple phone calls per week listing available opportunities that match their preferences, making the span between interview and placement a ticking time bomb for a hiring facility interested in attracting top talent within their specialty. Delta Physician Placement studied the decision-making process of five facilities throughout the nation that were in the process of recruiting one or more primary care physicians. Based upon the outcome of the following cases, Delta Physician Placement has identified three elements as best practices in the primary care recruitment process: Understanding the importance of speed-to-market recruitment as it relates to a candidate’s pyramid of interest, taking decisive action during the recruitment process, and preparing to act quickly, effectively, and then follow through after a decision is made.

Case 1: Eastern Oklahoma, Family Practice

In April 2011, a hospital in eastern Oklahoma initiated a search for a family practice physician. Delta Physician Placement located Dr. L, who was brought in to interview on April 15. In this case, the facility’s CEO needed approval from a board of directors before extending an offer.

Following the search, the facility ultimately agreed Dr. L was the favored candidate. However, the facility’s CEO and board of directors did not agree to extend an offer to Dr. L. until May 2. Dr. L declined the offer and accepted a position with a competing facility. Dr. L. told his recruiter the second facility showed more urgency than the first, and extended an offer in less than one week after his interview. It took an additional five months for this facility to locate and sign a family practice physician after Dr. L. declined the offer.

Although the first opportunity better met Dr. L’s ideal situation, he conveyed to his recruiter that he felt the “delayed” decision-making would surface throughout the upstart of his practice, causing delayed satisfaction and earnings.

Case 2: Western Montana, Multiple Physicians

In March 2013, a facility in western Montana partnered with Delta Physician Placement in a search for primary care physicians. In this case, the facility’s CEO was the sole decision-maker in the hiring process.

Delta Physician Placement advised the CEO to act as quickly and decisively as possible throughout the interview process—i.e. if a candidate was not a match, be prepared to say no and move on; if the facility favored a candidate after the interview, make an offer and strike while the iron was hot. Additionally, Delta Physician Placement drafted a letter of intent from the CEO prior to meeting with each candidate, which the CEO could use if he decided to move forward with a physician after an interview.

Within a span of two weeks, the Montana facility identified, offered, and signed three primary care physicians—extending all contracts onsite following the physicians’ interview, and receiving a returned agreement within 48 hours of the offer, as stipulated in the agreement.

Case 3: Central Missouri, Internal Medicine

A hospital located in Central Missouri used an internal survey to expedite the decision process of their team when hiring an internal medicine physician in June 2013.

In this case, nine department heads were consulted during the hiring decision. After a series of candidates were submitted for consideration, a representative from the facility’s human resources department contacted each candidate within 24 hours to arrange interviews. Immediately following a positive interview, the human resources director presented the interviewee with a template contract that discussed the terms of the facility’s offer, and then the director invited all decision makers to partake in a third-party, online survey discussing the physician’s candidacy. This allowed the director to collect instant feedback from decision makers without the hassle of coordinating nine schedules for a face-to-face discussion. Once the survey was returned and feedback was collected, the human resources director sent an offer letter to the candidate with a 72-hour expiration deadline. A formal contract was presented to the candidate after the signed offer agreement was returned.

The entire interview-to-hire process in this case took five days to complete with this process in place. The facility has a 100 percent fill rate on primary care searches.

Case 4: Eastern North Carolina, Multiple Physicians

This case discusses four similar placements of physicians over an 18-month month period at a facility in eastern North Carolina. Throughout each process, the facility followed a strict itinerary, customized to the candidate interviewing for each position.

In this case, four decision makers were vital to the hiring process: the facility’s chief of staff, head of recruitment, CEO, and vice president of physician relations. Prior to bringing any interviewing candidate onsite, the head of recruitment arranged a detailed itinerary based on the candidate’s availability and interests within the community. While onsite, each candidate met with interview conductors, went to lunch with other physicians on staff, and was invited to attend a community tour led by a representative from the facility. Additionally, the head of recruitment prearranged a follow-up meeting with decision makers immediately after the candidate’s interview to discuss the physician’s candidacy.

By following this process in all four placements discussed, the facility was able to extend an offer to each candidate within 24 hours of his or her onsite interview. All candidates returned their agreements within 72 hours of the offer.

Case 5: Central Missouri, OB/GYN

In a 2013 search for an OB/GYN, Delta Physician Placement identified three candidates for the position within a month of initiating the search. The first candidate (Dr. G.) was submitted for consideration on April 9, and interviewed May 12. The remaining candidates (Dr. P. and Dr. B.) were submitted in the weeks of April 15 and April 22, respectively; neither was brought onsite for an in-person interview. Multiple individuals at the facility gave feedback throughout the interview process, however, only the facility’s CEO made the final decision to hire.

In this case, the facility representatives focused all recruitment efforts toward Dr. G., as this candidate met all parameters of the search, and following the interview proved to be a great match with the team. While aggressively pursuing Dr. G., the facility put Dr. P. and Dr. C. on hold, ultimately deciding to extend an offer to Dr. G.

Facility representatives in this case did a fantastic job representing the community, practice, etc. to Dr. G. during the interview, and the CEO followed with a serious and competitive offer within days of the interview. However, the offer extension did not include a return deadline, and the candidate declined the position June 18, two months after the candidates were initially submitted. In this particular case, Dr. G. declined the facility’s offer in order to accept another position that he learned of during the gap between receiving and declining the first offer. Candidates B and C also accepted other positions in the two month hold following their submissions for consideration.

Conclusion:

In examining the outcomes of the five cases above, cases 2,3, and 4 exhibited urgency in extending an offer to a favored candidate and included a reply deadline. These cases correlated with higher offer acceptances and quicker turnaround on making a placement. Additionally, the decision makers at each of these facilities illustrated clarity in their decision making process and had a plan in place for receiving feedback regarding a physician’s candidacy.

As illustrated in Case 1 and Case 5, highly sought after physicians have a very limited window of availability post-interview. Often, these candidates entertain multiple opportunities and react to onsite, actionable information. In Case 1 and Case 5, the delay between interview and offer allowed the favored candidate to slip through the cracks to a more decisive competing facility.

Additionally, both Case 1 and Case 5 offered open-ended agreements to candidates in their offer letter. Cases 2-4 listed clear guidelines for returning the agreement, which guaranteed a decision by a set time. This tactic not only eliminates gaps in the interview-to-hire process, but also allows hiring facilities to know when to move on if a candidate declines an offer.

Time proved to be the most decisive variable in the comparison of the five cases discussed above. In order to act during the ideal window of a candidate’s interest, decision makers should prepare their offer parameters in advance and have clear expectations in how to move forward post-interview.

Showing urgency in the hiring decision-making process can set a prescient for future interactions. Typically, people follow a consistent pattern in the way they make decisions; therefore, how one makes a decision early in a relationship is a precursor into how future decisions will be handled. Interviewing candidates take note during the interview process as part of their evaluation to the setting once they start. This is, and should be, reciprocated by the hiring facility by evaluating the decision-making process for the candidate, post interview. 


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Quick tips for quick placements

Understanding the importance of speed in decision making as it relates to primary care recruitment

In today’s abundance of one-click access to real-time tweets, instantaneous photo uploads, constant status updates, and instantly available information, most people are accustom to quick turnarounds and speedy communication. This mentality is demonstrated in the world of physician recruitment as illustrated in a recent case study published by Delta Physician Placement. The study compares recruitment outcomes of five facilities in the process of hiring one ore more primary care physicians, and suggests that facilities able to make quick decisions during the recruitment process leverage their offer above competing facilities and expedite overall placement time.

A qualified physician receives multiple calls per day from recruiters and facility representatives presenting open opportunities throughout the nation that match the physician’s skill set. This influx of opportunities has resulted in a limited window of availability before a desired candidate moves on to the next option. This situation is termed a pyramid of interest, which states a physician’s interest in an opportunity is greatest within 72 hours of his or her onsite interview. According to the case study, facilities that gave an offer within this pyramid of interest had the most favorable outcome.

In Case 2 of Delta Physician Placement’s study, a facility in Western Montana was able to take advantage of this speed-to-market mentality. Prior to interviewing any candidates for the facility’s primary care opening, the facility’s CEO prearranged a letter of intent to present to an interviewee onsite in order to aggressively pursue desirable candidates. This facility located, offered, and signed three primary care physicians within a span of two weeks.

Being prepared to act on a candidate (whether by choosing to extend an offer or realizing the candidate is not a fit and moving on) illustrates that a facility is serious about their offer and ready to incorporate a new role into their team. In this particular case, offering a letter of intent or agreement onsite demonstrated the facility’s commitment to urgency.

“Candidates tend to rethink an offer if they are not psychologically taken off the market at some point,” said Lisa Zamora, marketing principal. “People have the need to feel desired. If a candidate is everything you expected them to be in the interview, it is important to act quickly and let them know of your interest. Let them know they are desired, and how they fit into the short and long term vision of the community.”

Failing to express interest in a favored candidate is a common barrier in the recruitment process. In Case 5 of Delta Physician Placement’s study, a facility in Central Missouri lost three potential candidates by focusing their recruitment efforts on only one match. After interviewing the first of three candidate submissions for an open OB/GYN position, the facility decided not to pursue interviews with the remaining candidates and extend an offer to the first interviewee. Facility representatives in this case did a fantastic job representing the community, practice, etc. during the interview, and the CEO followed with a serious and competitive offer within days of the interview. However, the offer extension did not include a return deadline, and the candidate declined the position after two months of consideration in order to take a competing offer. During this delay, both remaining submitted candidates located other employment.

“In the best case scenario, a client should move forward with two or three viable candidates simultaneously to secure the position,” said Jim Fuller, recruiting principal. “By pursing multiple avenues, candidates realize there is serious competition around the offer. This also gives facilities more than one option to have their needs met. This scenario helps drive the decision process quickly and keeps all viable candidates in play.”

In addition to better positioning an offer toward a viable candidate, utilizing a quick and decisive recruitment process allows facilities to benefit from filling an open position faster. For every day that a position goes unfilled, facilities experience loss in revenue from the inability to schedule potential patients and face the threat of patient migration due to long wait times or overbooking. This loss can spread through an entire community. Additionally, leaving a needed position unfilled can put strain on existing staff forced to take on additional responsibilities to cover the role. 

A prime example of this loss is demonstrated in Case 1 of the study.  In a search for a family practice physician, a facility in Eastern Oklahoma immediately identified a favorable candidate following his interview (Dr. L). However, the facility’s CEO and board of directors did not have a set plan in place to give feedback about Dr. L’s candidacy or discuss parameters of their offer, and did not reach an agreement until two weeks after Dr. L’s onsite interview. During this time, Dr. L. interviewed and signed with another facility. The facility in Eastern Oklahoma took an additional five months to locate and sign another physician.

Due to the competitive nature of physician recruitment in today’s market, speed in the decision process is a serious advantage. Ease of communication and a high demand for physician placement, especially in primary care, has created a nationally scaled playing field for recruitment efforts. Facilities can combat this competition by preparing their decision process in advance and having a clear set of expectations and next steps in place to ensure fluidity in a physician’s candidacy.  

-Ty Chambers, Executive Vice President Delta Locum Tenens



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So you need a vacation?—take one: Utilizing locum providers to facilitate stress-relief

The advantages of recruiting locum tenens providers during your summer vacation

As the summer months approach and kids are out of school, many providers find themselves dreaming of tropical destinations to beat the heat or simply recharge. However, for many physicians in small groups and especially solo practitioners, a summer vacation is often more of a dream than reality due to an overwhelming patient load and guilt of leaving their practice unattended. 

Although a noble intention, recent research indicates that becoming too absorbed with work can actually have a negative impact on job performance, leading to chronic stress and job dissatisfaction. In fact, physicians are listed among the top occupations in the country to become susceptible to burnout, according to a 2012 article by Arch Intern Med. This research shows that of over 7,000 physicians surveyed throughout the United States, 46 percent reported having at least one symptom of burnout—i.e. prolonged response to chronic emotional and interpersonal stressors on the job leading to exhaustion, cynicism, and inefficacy.

Burnout is, of course, a condition presented in the most extreme cases of discontentment, and arguably, organizational factors play a larger role in the resolution of this condition than do individual solutions such as a summer vacation. With that said, a needed break or vacation could support minor emotional health improvements, like increasing job satisfaction or reducing stress of an overstrained provider. 

Alternatively, some physicians that do take vacations will choose to simply close their practice for the length of their absence, resulting in a loss of profit and gap in patient care. The real danger here is presented in the threat of patient migration; whereas, if a patient cannot obtain access to the healthcare they need, they will look for a new healthcare provider entirely. 

Utilizing a locum tenens provider to fill this absence may be an effective and affordable solution to maintaining your practice, while still allowing yourself needed and deserved time for relaxation. 

Travel expenses and the locum's rates are established prior to the start of coverage, and depending on patient flow during your vacation period, generated revenue may be enough to cover the cost of a locum provider, or even produce profit. All revenue generated by the locum tenens provider goes to your facility.  In most cases, facilities can bill Medicare for a locum provider who is filling in for a physician on vacation using the Q6 Modifier. Contact the administrators of your health plans and Medicare and Medicaid in your district for instructions specific to you. More detailed information about billing can be found at http://www.cms.gov/Regulations-and-Guidance/Guidance/Manuals/index.html.

redirect=/manuals/iom/list.asp.

If the Caribbean sunrise or beaches of Maui are calling your name, it may be beneficial to look into locum tenens coverage. Be sure to plan coverage well in advance and the time necessary to conduct a search for a matching candidate. 

Admit it, if you don’t “need” a vacation, you most certainly want and deserve one.

-Kim Hickingbotham, Director of Business Process Training & Development, Delta Locum Tenens


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Staying competitive in a national field

Utilizing a national reach

According to data collected from all allied, rehabilitation, and extenders placed by Delta Healthcare Providers on permanent assignment over the last 18 months, 68 percent of providers have opted to relocate out of state for a new opportunity. 19 percent of providers relocated to states bordering their home-state and 49 percent relocated outside of their geographic region. This data clearly illustrates the national scope of recruiting highly sought after healthcare professionals and the importance of presenting nationally competitive offerings.     

Recruiting on a national scale gives you access to the maximum number of potential providers, in turn strengthening the odds of finding your ideal match. “You have to market to the masses, screen the many and interview the few—in order to find the one,” Senior Marketing Consultant Zondre Morris said. In other words, although a search begins on a national scale, specific parameters around the search combined with providers’ personal preferences and expectations funnel search results into a handful of compatible candidates.  

Many factors influence a provider’s decision to relocate. While in some cases, external factors can predetermine a provider’s choice (e.g., an opportunity’s location, local career prospects for a provider’s spouse, a provider’s family obligations), facilities do have control over several variables that will keep their opportunity competitive. 

In some cases, a locally competitive compensation rate may not be comparable to average compensation across the nation, and may need adjustment in order to attract providers from outside your region. Resources such as The Delta Companies’ quarterly Standard publication monitor average compensation rates and incentive data that is broken down by specialty.

Being competitive does not always mean outbidding your competition, however. The key to creating a competitive offering is I understanding the national marketplace and identifying your recruitment limitations, in order to develop effective solutions. Facility representatives have direct control over their search parameters and incentives—you can determine the constraints of your search, how quickly you react to an interested provider, and the experience that provider has during their interview process, which is a crucial factor in the recruitment process.  Additionally, you can identify what you have to offer in addition to base compensation, which can be particularly effective if you have the flexibility to personalize your incentives. 

Often, providers have their own list of priorities that help distinguish a particular facility in a national search. Perhaps a facility can offer transitional housing to ease the burden of relocation, or negotiate additional days of PTO to attend to family obligations or other events. Student loan reimbursements, relocation assistance, and leadership opportunities have not only proven to be effective compliments to a competitive salary, but are also becoming anticipated terms in the majority of offers. According to Delta Healthcare Providers’ placement data over the last 18 months, 69 percent of placed providers were offered an upfront bonus in addition to annual compensation, meaning more than two thirds of surveyed hiring facilities throughout the country have included this incentive in their compensation plan.   

In working to compile a nationally attractive offer, it is important to remember that you are, in reality, marketing to the masses and therefore may have to be flexible in certain aspects of the process. Work with your recruiter to determine what fits your needs and gives you an edge toward attracting your optimal match in a provider. 

-Jaeson Babb,Vice President of Recruiting, Delta Healthcare Providers 


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Courting your physician

As with the start of any new relationship, people want to make an impactful first impression. However, as even the most inexperienced bachelor would tell you, successful courtship does not end after the first date.

The orientation process is an extremely important time for new physicians. This period is used to bring new hires up to speed on facility policy, but also sets the tone of what a physician should expect during their tenure. While it is important for facility directors to ensure a proper orientation process is in place to explain all administrative and day-to-day responsibilities expected of a physician’s new role, it is also critical that this time be used to build essential relationships between the incoming provider and their new coworkers, neighbors, and potential patients.

As with the start of any new relationship, people want to make an impactful first impression. In recruiting, this typically occurs during the interview process as desirable providers are wined and dined by facility directors presenting options from both a financial and personally appealing level. Typically, this strategy is effective. However, as even the most inexperienced bachelor would tell you, successful courtship does not end after the first date. The following 90 days are essential to establishing a new physician’s role within the facility, and acclimating both the provider and the provider’s family into their community. 

Over time, Delta Physician Placement representatives have been involved in many creative and successful techniques for welcoming new providers into their potential role. Some of the most memorable examples were also the most personal to the incoming provider. For example, during the interview process for an orthopedic surgeon in Ohio, the hospital’s CEO set out to ensure the physician’s wife felt included in her possible new home—and the facility’s Delta Physician Placement recruiter happened to know the physician’s wife was a major cycling enthusiast. As the surgeon interviewed for the position, the local cycling club reached out to the physician’s wife, asking for her measurements, and welcoming her to the community. When the physician accepted the position and the couple arrived to town, the entire cycling club welcomed the pair to their new home with a measured bike and cycling equipment for the physician’s wife.

Another physician was moved after the CEO of a hiring facility in Arkansas reached out to the incoming provider’s son. Both the physician and CEO had sons around the same age, so in order to make the physician’s young son feel included in his new surroundings, the CEO arranged a play date for the boys. The sons hit it off, and three hours later a family friendship was born.

Taking the initiative to ingrain a new provider into your staff is not only rewarding to your new hire, but can also provide lasting benefits to your facility. Increased involvement within the facility culture could be predictive of improved retention. 

In a case study published by Mental Health Services Research, researchers examined the effects of culture and climate on workplace attitudes and the subsequent impact of work attitudes on staff turnover. Not surprisingly, the study supported the conclusion that workplace attitudes significantly predicted one-year staff turnover rates, which in turn impact staff morale, short-term and long-term productivity, and organizational effectiveness. This stands to reason that in order to promote collaborative interpersonal workplace relationships across a facility’s culture, the initial time spent facilitating these relationships with a new provider may be worth the investment. 

Holding a 30-day, 60-day, and 90-day review could be a great way to ensure you are checking in with your new provider and continuing a successful courtship. Perhaps this would be a chance to arrange out-of-the-office dinners for staff members and their families, in order for the group and their spouses to bond.  By planting the seed for staff cohesion, you are helping your providers to grow roots within the overall fluidity of your facility’s working dynamic. 

Additionally, taking the time to intertwine a new provider and their family with key members of their new community could consequently prove to be a successful marketing strategy to target new patients. For example, Delta Physician Placement recently paired a facility in western Montana with a family practitioner who had a dual specialty in sports medicine. Following the placement, the facility’s director introduced the new physician to the local athletic director, who designated the physician as the primary provider for the town’s high school football, baseball, basketball, and other sports teams.

As patients in the community develop relationships with your provider and the provider’s family, they build a sense of trust that can carry over into patient care. In a study published by Oxford Journal, a Californian hospital examined the impact of patient’s trust on their perceived outcomes. It was found that patients with a low level of trust were less satisfied with their care, were less likely to intend to follow the doctor’s advice, and were less likely to report symptom improvement at two weeks. However, if a patient has already fostered a relationship with their provider or provider’s family, even outside of the realm of medicine, this trust could already be established prior to the patient’s visit. 


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Fixed testing dates: Planning ahead for 2013

Facilities looking to add PT or PTAs can begin planning up to five months in advance to avoid headaches down the road.

The Federation of State Boards of Physical Therapy has scheduled the national physical therapy examination (NPTE) to occur on four available dates for 2013, for both physical therapy and physical therapy assistant applicants. With the release of these dates, hiring facilities can plan accordingly to ensure providers complete their certification and processing without any delay to the hiring process within their facility.

Prior to 2012, the NPTE never factored into a provider’s start date because the test was offered on a continuous basis with no cap to how many times a provider registered or attempted the certification. However, now that the test is offered at a set four-times per year, a trend has developed in an influx of available applicants following each testing period. 

“The biggest delay we have seen is in the processing time after a testing date,” said licensing coordinator Trinity Bruce. “Clients are being hit with thousands of applicants after each date, which can be overwhelming. Before NPTE made the switch to fixed testing dates, processing time may have taken a week to complete. Now, because of the sheer number of applicants available, the process could take up to three.”

Bruce suggested that hiring manager account for this delay by planning ahead.

“Facilities can plan to hire new graduates up to five months in advance,” said Bruce. “Credentialing varies by state—for example, some state will require fingerprinting for a background check, which can put you 6 weeks behind and under the gun for jurisdiction approval. As a hiring manager, you can ensure a timely start date for your provider by planning in advance for their processing.” 

When a new graduate begins NPTE certification, the process takes about three months to complete. For example, to take the test in April, registration occurs in March, and test scores are reported to jurisdictions in May. Any delay or missed deadline would push the credentialing process back an entire quarter, as an applicant would have to wait for the next available testing date. 

“Facilities can’t start scheduling patients if their provider’s certification is pushed back,” said Bruce. “As 2013 kicks off, facilities can look at their budget and time to ensure their preferred provider has a smooth credentialing and hiring process.”

For a list of available NPTE dates, visit https://www.fsbpt.org/ForCandidatesAndLicensees/NPTE/FixedDateTestingInfo.


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Operation costs and demand challenges solved!

Adopting midlevel providers to support existing physicians on staff can have a huge impact on operational expenses.

High operational costs have put a strain on patient access to doctors, particularly as the nation’s physician shortage escalates. 

Adopting midlevel providers to support existing physicians on staff can have a huge impact on facilities looking to provide access to healthcare at a consistent level and boost revenue. Affordable compensation and shorter formal education requirements make these providers an advantageous solution to enhancing a facility’s outreach. Midlevel providers can help stabilize care and revenue in understaffed or remote facilities by maintaining patient flow and personal care. For example, in some facilities full-time physicians are only available during certain days of the week, limiting the patient load that can be seen. Having a qualified nurse practitioner on staff allows the facility to accept willing patients even during the days the physician is on call, rather than onsite. 

The growing United States population has pushed the trend of utilizing midlevel providers to maintain quality care in areas that do not necessarily demand physician care. The range of midlevel responsibilities varies by scope-of-practice statutes in each state; therefore, it is important for facility administrators to be familiar with legislature associated with their state. For instance, in some areas, nurse practitioners practice independently from physicians, while other areas are more governed. Over the past few years, a trend has emerged in many state legislatures toward broadening midlevel responsibilities. 

Midlevel providers can be particularly helpful in rural communities whose scope of practice statute is lightly regulated. For facilities struggling to retain multiple full-time physicians, on-boarding midlevel professionals is an extremely beneficial alternative. Often, remote locations have difficulty recruiting and retaining full-time physicians, yet can present an attractive offer to a midlevel provider who will support physicians already on staff. For the cost of an additional physician’s potential compensation, two midlevel providers can be hired—giving facilities a larger staff with outreach to higher patient loads. These providers can take on a great deal of an overworked physician’s workload or call schedule, which in turn allows the facility to see more patients overall.

Delta Locum Tenens Marketing Consultant Stephen Gault recently documented this trend in a customer-hospital in Alabama. Historically, the facility’s hospitalist program exclusively utilized MD hospitalists, which began taking a toll on morale and revenue at the facility as physicians’ work loads were stretched too thin. Within the past year, the facility began to implement the use of nurse practitioners. Subsequently, the physician workload decreased to an acceptable level and the hospital no longer had to pay for MD call coverage. This change increased quality of work life and boosted morale. 

In a 2011 study published by Ohio State University Hospital, it is noted that over the next 20 years, rural hospitals will be in competition with urban hospitals for hiring from the same limited pool of physicians. As urban hospitals have a socioeconomic advantage in hiring, it is imperative that each rural hospital analyzes local future healthcare needs and devise strategies that will enhance hiring and retention practices. 

Although utilizing midlevel positions has been readily adopted in several areas, the practice has received mixed reviews from skeptics. In a news blog posted by heartlander.org, one physician expresses his opinion that midlevel providers do not have the training necessary to identify complex conditions, as they do not receive as much formal education as a medical doctor. However, the blog also cites another physician’s counter argument that midlevel providers can draw on their own training and credentialing, and refer patients to their doctor or an emergency room if a critical condition falls outside of the provider’s scope of practice. 

Education requirements for nurse practitioners can vary by specialty, but at minimum, require a Master of Science in Nursing, licensure and proven skill sets as a registered nurse, and licensure and certification depending on the nurse practitioner’s specialty. Physician assistants must complete a bachelor’s degree and secondary accredited educational program. This usually takes at least two years of full-time study and typically leads to a master’s degree. Also, all states require physician assistants be licensed. In addition to the requirements above, CRNAs must have at least one year of acute care nursing experience and complete a minimum of 450 cases during their training. Every two years after being certified, CRNAs must be recertified by completing both practice and continuing educational requirements.

An additional concern with drawing on midlevel positions is the impact the providers may play on patient satisfaction. MinuteClinic, the Minneapolis-based organization of health centers, serves as a popular case study to monitoring patient satisfaction with midlevel providers. The clinics are staffed by CRNAs and physician assistants and treat common illnesses such as strep throat and ear infections. To date, the organization boasts a 95 percent customer satisfaction rating after processing over 12 million patient visits.  

While there may not be a quick fix to the nation’s physician shortage, considering midlevel providers may ease some tension for facilities struggling to develop their staff or maintain an influx of patients in need of quality care. It is important for facility managers to know where their state lies on the scope-of-practice scale in order to understand their staffing options.

-Beth Sheehan and Andrew Rossi, Delta Locum Tenens


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The Key to Therapist Retention within Your Reach

Survey results and direct feedback from therapists on retention and recruitment.

A major concern to any industry, employee retention can be impacted by a number of factors and continues to challenge physical and occupational therapist directors across the board. In an attempt to best combat these challenges and gain first-hand knowledge of recruiting and retention priorities, The Delta Companies requested direct feedback from therapists within the company’s database through a recent survey and several one-on-one interviews with willing participants. 

In the September survey conducted among a sample of working therapists, 64 percent of respondents listed their top priority in a job search as compensation rates and location of the offer. These factors typically correlate with one another, depending on the specifics of a job offer. 

“In extremely desirable areas, some facilities are able to leverage their location in order to offer compensation packages on the lower end of the scale,” said recruiting consultant Tony Spyropoulos. “That said, facilities in less desirable areas can counteract this by offering higher compensation rates and more appealing incentives – such as student loan reimbursement, various bonus structures and relocation assistance in order to stay nationally competitive.”

In addition to giving a facility an appealing job offer, maintaining a competitive salary and reasonable incentive program was listed as an imperative strategy to therapist retention. One third of survey respondents listed bonus incentives as their top factor in deciding to maintain their current position. For new graduate and supervising physical therapist Deborah C., opportunity for financial and professional growth are of equal contribution to job satisfaction. 

 “Promotions, opportunity to grow with the company, and increased pay are all factors that would likely keep me satisfied with an ongoing position or facility,” Deborah stated.  She also suggested that facilities looking to boost retention should offer support for new graduates with opportunities for growth and professional development. 

This sentiment was mirrored by new graduate and physical therapist Sarah D. who said that although quality of patient care was her top priority in evaluating a hiring facility, the opportunity to better her skill professionally was a huge plus when weighing different offers. Sarah gave praise to facilities that utilize a mentorship program for incoming providers. 

“It’s nice to have someone you can go to who has experience,” Sarah said. “Just as a way to double check if you have any questions.” 

Feedback from the surveys also indicated that the development of interpersonal relationships was ranked among the top three priorities of which participants evaluated their job, ranking just under base compensation and proximity to home.

“One thing I look for in a hiring facility is the rehab teams themselves,” Sarah pointed out. “Do they get along well and put patients first? What are the whole company’s values?”

In a study conducted by the Journal of Healthcare Management exploring the relationship between hospital culture and employees’ quality of work life, it was determined that cultural values are positively related to organizational commitment, job involvement, empowerment, and job satisfaction; and are negatively related to intent to turnover.

The development of a working relationship starts with an initial interview. Thirty-eight percent of survey respondents ranked the attitude of staff or personnel during the interview process as a first or second priority factor in deciding to accept a position. Sarah D. advised any therapist weighing an offer to request an onsite interview, if possible. 

“Everything on paper may sound great, but it is important to get to talk to people and see how things run in person,” Sarah said. 

Data from the survey also indicated that incentives such as student loan repayment, relocation reimbursement, and a competitive benefits package were well-received tools in recruitment efforts. Float physical therapist Tim R. actually ranked facility benefits as his top priority in a job search. 

“For me, the biggest thing is what benefits does the employer have to offer? (In my) current position the most important things for me were a base salary —my last job was commission and that was unsettling—PTO, schedule consistency, health insurance, dental, vision, life insurance, continuing education and professional development, and student loan repayment. Benefits are more important than wages.”

As an experienced therapist who has worked in multiple facilities, Tim R. said the best advice he can give to directors looking to boost retention is to offer recognition and appreciation to provider. 

“Be honest, kind, and treat your employees (or potential employees) with respect and kindness,” Tim said. “Give them consistent and honest feedback and reviews. Let them know they are needed and an essential part of a team. Make them know they are appreciated.” 

For most facilities, increasing therapist retention will incorporate a combination of factors. “The key is to determine which options are viable for your facility and will keep your offer in the game,” Spyropoulos said. 

-Jaeson Babb, Vice President of Perm Recruiting, Delta Flex Providers 


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Increasing provider retention

Exploring the benefits of provider orientation in retention and accuracy

In a case study published by the American College of Medial Practice Executives, it was found that a well communicated orientation process and monitored follow-up with providers correlated with prolonged retention. Additionally, a well executed orientation has proven to be a critical part of establishing upfront expectations for incoming providers.

 The study followed a facility’s transition from a fragmented on-boarding process, to a formal and organized orientation. Following the transition, incoming providers reported less confusion and incorrect assumptions about the facility, as well as a higher job satisfaction rate among the staff. The study notes that when planning an orientation, facility managers should keep the provider’s satisfaction and retention as the primary goal throughout the on-boarding process. It is recommended to involve the provider’s spouse in major decisions, keep everyone in the facility on the same page in regards to the new provider, and ask for feedback following orientation to improve on the experience of the next batch of newcomers.

Each quarter, The Delta Companies releases the Customer Experience Index— a metric sent to customers requesting feedback on the services provided by the company. According to feedback from the survey, facility managers have expressed a desire for providers to ramp up quickly and have a comprehensive understanding of policies and procedures within the facility, such as use of electronic medical records (EMR) and billing requirements. Providers paralleled this desire, requesting better knowledge upfront of facility routines and more in-depth working relationships with other facility employees. This mentality is true of both permanent positions, as well as Locum Tenens openings. 

It is important for new providers to understand facility processes to assure records are kept up to date, particularly in face of the upcoming 2015 mandate to convert all medical records into electronic format. Since each EMR system functions differently, it is the facility’s responsibility to ensure their providers are knowledgeable of their system. While most facilities have an orientation process in place for long-term providers, those utilizing Locum Tenens positions commonly underestimate the value of a full orientation for temporary services.

Even with a short-term assignment, it is important to take the time upfront to complete proper provider orientation, so that complications do not arise later. In addition to administrative policies, facilities can introduce Locum Tenens providers to the organization’s values and culture. Expectations need to be clearly presented prior to the start of an assignment, and incoming providers should also be given the opportunity to familiarize themselves with other staff members. The length and depth of each orientation process is dependent on the needs of a facility, and the perplexity of an assignment. For a few helpful tips on constructing the orientation process that fits with the complexity your organization, check out The Delta Companies third quarter 2011 edition of The Standard.

Following an assignment, facilities can also perform an off-boarding process, or debriefing. This gives facilities and providers the chance to tie up any lose ends regarding the assignment (i.e. turn in badges, beepers, etc.), as well as ensure all documentation is completed. For example, facility managers can have a provider set aside a two-hour window during the final day of their assignment to sit down with an administrator and walk through billing, charting, and any exit procedures specific to completing the assignment. This practice will eliminate incomplete or incorrect charting to ensure that billing and facility reimbursement procedures are accurately submitted. 

-James Heil, Robert Goin, and Lydia Fort; The Delta Companies

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Creative Wins

An unique approach to recruitment

Ever wonder what your competition is doing to attract providers to their open opportunities? The answer is a little bit of everything. With physician shortage on the rise, hiring facilities are “getting creative” in order to attract and retain desirable providers. Signing bonuses, relocation coverage, competitive base pay, and even flexible scheduling have become a standard in recruitment tools, making it difficult for hiring organizations with such packages to stand out among the influx of opportunities presented to qualified candidates. Those ahead of this curve have adopted the practice of creating appealing alternatives, some which reach outside of the box.

Tools for Recruitment

Housing

One trend that is becoming popular with many hiring facilities is offering temporary housing at a reduced cost for the first few months of an assignment. This helps relieve some of the stress associated with relocation for incoming providers that are new to the area. Physicians can spend their first few weeks on assignment focusing on responsibilities and orientation plus have a chance to learn about their new community—instead of feeling pressured to find the perfect home without any knowledge of the surrounding area. Many facilities have purchased or rented homes to temporarily host new employees, and some have even gone as far as sending a welcoming DVD to new providers with an introductory video containing facility information and options for temporary housing.

Offering an appealing package

Often, creative financial packaging can be established simply by evaluating facility needs. For instance, offering a directorship with a position opening can fulfill administrative responsibilities within your organization and attract incoming physicians looking for leadership experience. Some organizations have also adopted the policy of presenting open contracts to candidates, which allow physicians the freedom to terminate an assignment without penalty. Under this contract, managers aim to boost engagement and pride within an organization by making the facility an enjoyable place to work—so their physicians would never want to leave.

Another practice to consider is providing stipends to incoming graduates for signing-on to an organization. After agreeing to work with a facility, these quality-of-life stipends help support students as they complete necessary school and training prior to employment.

Adding a personal touch

Making the extra effort to stand out among preferred candidates can often help finalize an offer—sometimes, even small details can have a huge impact. Incoming physicians, particularly those who will be relocating to your facility, are very interested in the community they will be servicing. For some clients, sending a welcoming package with the local newspaper, information about the facility, and tidbits from the surrounding area (particularly if customized to the candidate’s interests) help to make an incoming physician feel welcome in their new home. Perhaps something as simple as leaving a new lab coat in an interviewee’s hotel room can help translate a welcoming and encouraging culture for your facility. Many hiring organizations have paid to bring a favored candidate’s spouse into town for a facility and community tour, prior to the candidate’s interview. Facility managers in these cases recognized the spouse was such a large part of the decision making process that they invested in bringing them out to assess the community, and if the spouse was sold upfront, it took a lot of pressure off of the interview. 

What is a creative day-to-day?

Flexible Scheduling

While offering a choice between four 10-hour days, or working a regular 8 a.m. to 5 p.m. schedule has become somewhat of a norm in recruitment, offering a creative solution to flexible scheduling is still possible. Job sharing, or dividing a fulltime position into multiple part-time positions, is becoming a popular trend, particularly with difficult to fill positions. Some facilities may have difficultly in finding a provider willing to work fulltime due to the community’s location or a provider’s preference. However, allocating this same position into part-time schedules and adjusting the compensation accordingly may be more appealing for providers interested in open schedules. This also opens the doors to a larger pool of candidates that would consider part-time employment. This form of flexible scheduling can be determined by facility and provider preferences, and can range from two physicians working certain days per week, or alternating a one-week-on, one-week-off setup.

Other trends

Community forgiveness loans are a rare practice that can be very attractive to physicians during their first few years of service. Once a physician has agreed to work with a particular organization, the surrounding community offers a welcoming loan, which is forgiven over a set period of time. For example, for every year a physician agrees to service a community, 25 percent of the loan is relieved.

Boosting Retention

Communication is the key to retention—this can be said of any type of organization. When an employee feels their voice is being heard, they feel engaged; engagement boosts pride; proud employees typically work harder and remain loyal to their organization. One way to ensure you are receiving feedback from your staff is by issuing reoccurring surveys that poll providers on what types of improvements they would like to see implemented within the facility. Once this feedback is available, facility managers can act on the information.

A great example of this technique was demonstrated by a bustling facility in Tennessee. After conducting a poll, an overwhelming majority of physicians with children expressed a need for childcare during working hours. To accommodate this need, facility managers invested in an onsite, higher learning facility with no charge to employed physicians. The daycare facility was also opened to the surrounding community for a regular fee. The return on this investment was a facility full of focused providers whose needs had been resolved—not to mention, a direct link to community members with children in need of daytime care. 


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The Future of Reimbursement for Physicians

As healthcare expenditures continue to increase, physicians are facing new trends related to how they are paid for the care they provide. Accountable care organizations, meaningful use, value-based reimbursement, core measures and HCAHPS scores are terms rolling off the tongues of physicians and practice management consultants across the country.

A new trend takes root

Over the past couple of years, a trend has emerged that indicates physicians will soon be paid, at least in part, based on the value they deliver rather than simply on how many patients they see or the number of procedures they perform. According to a recent report in American Medical News, large insurers including UnitedHealth Group, WellPoint and Aetna are already beginning to reimburse physicians with incentives that are based on quality and efficiency measures. Medicare is doing the same through accountable care organizations, commonly referred to as ACOs.

Recently, there has been a slight uptick in the number of physician employment contracts that include some type of value-based bonus system. Most of these agreements still maintain productivity as the main component of the compensation formula, but increasingly we’re seeing incentive compensation that also incorporates value-based components, such as quality measures, outcomes, efficiency and patient satisfaction.

Large health systems and organizations in major metropolitan areas have been the early adopters of these value-based reimbursement contracts, but we expect the trend to spread to smaller markets relatively soon. Rural areas may be slower to adopt the new value-based compensation formulas depending upon what type of health record system they have in place.

Increased transparency and accountability

As more hospitals and organizations convert to sophisticated electronic health record systems, better data related to quality and outcomes will become available. This, in turn, will result in a greater demand for transparency on the part of healthcare providers, including hospitals and physicians. Patients can already log on to quality indicator websites such as the Department of Health and Human Services’ Hospital Compare to get up-to-date information they can reference when making decisions about buying healthcare.

As has been the case with past significant changes in the way physicians are reimbursed, these new trends are causing practitioners to spend time reviewing the business side of their practices. Currently, we are seeing contracts that call for only 2-5 percent of a doctor’s income to be based on cost control, quality, and/or patient satisfaction measures. Also, the insurance companies that are adopting value-based reimbursement are doing so in a gradual manner.

The doctors who fare the best in the face of these new reimbursement methods will be those who focus their attention on delivering the best possible patient care, while at the same time, being mindful of the cost of that care. Good communication skills and the ability to maintain positive relationships with the individuals they care for will become even more important as doctors partner more closely with their patients to create the best possible health outcomes.

Reimbursement models continue to evolve at a rapid pace and, often, what is true in today’s industry may not be accurate a year from now. It is still important to be aware of trends as they occur. Physicians who make an effort to understand and keep abreast of developments related to reimbursement will be in the best position to respond and adapt to changes as they occur.

Matt Robbins, Senior Director of Recruiting, Delta Physician Placement


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Physical Therapy: The Direct Access Discussion

According to the American Physical Therapy Association (APTA), a professional organization representing more than 80,000 members, only four states – Alabama, Indiana, Michigan, and Oklahoma – do not have provisions allowing for physical therapists to practice independently.

In all other states and the District of Columbia, patients have direct access to physical therapists and can make appointments for care without a referral from a physician. Some states do require that physical therapists have a designated number of years of experience before being allowed to practice independently, but in many locations, physical therapists right out of training can operate under the direct access rules.

Proponents of direct access say that the practice is safe, results in more timely care and improved patient satisfaction, provides for good outcomes, and helps control healthcare costs. The APTA references a Georgetown University and Johns Hopkins University study that demonstrated a $1,200 cost savings per course of treatment when patients self-referred to physical therapists. The World Confederation for Physical Therapy notes that direct access results in not only a savings of money, but also time, since patients do not have to go through their doctors to obtain a referral. One study referenced in the Journal of the American Physical Therapy Association revealed that patients who self-refer require fewer treatments than those who are physician-referred. A reduction in administrative costs is also cited as a benefit of direct access, as is the fact that in areas of the country that have severe physician shortages (e.g., many rural communities), the ability for patients to self-refer improves access to needed care.

Although there is limited evidence available related to clinical outcomes in the physician-referred versus self-referred patient populations, the argument might be made that patients who self-refer for physical therapy are highly motivated, and therefore more likely to follow through with their course of treatment than are patients who are told by their doctors to engage in rehabilitation care.

One argument against physical therapists treating patients without a referral from a physician is that they might misdiagnose a condition. Physical therapists that practice independently, obviously, need to be confident in their methods, and at the same time, recognize when they should request a consultation from a physician. It is worth noting, however, that although physical therapy does not require the same length of training as that of a medical doctor or doctor of osteopathic medicine, education of a physical therapist requires at least a master’s degree, and doctoral degrees are rapidly becoming the new norm. Physical therapists also have the option to pursue post-graduate, post-doctoral residency, fellowship training and become board certified in a variety of specialty areas.

For hiring managers and human resources professionals in hospitals, clinics, nursing homes, home health agencies and other organizations that hire physical therapists, direct access means that competition for the best therapists is rigorous. Recruiting will continue to be a challenge as more physical therapists opt for independent practice. Because physical therapists in most states can now choose to be their own bosses, employers looking to hire therapists need to plan strategically and be prepared to offer attractive pay and benefit packages in order to fill their positions and retain the physical therapists they hire

Healthcare facilities that use physical therapists as part of the patient care team and that allow patients to self-refer for physical therapy should encourage their therapists to network and promote not only the organization for which they work, but also ways to develop their own reputations as healthcare providers within the community. Activities to achieve this goal might include encouraging physical therapists to join local civic organizations, volunteering at health fairs or serving as consultants to local school sports teams.

As is the case in many fields within healthcare, the profession of physical therapy is evolving. Recruiters who keep up on the latest changes and trends in each area they are responsible for will have the competitive advantage.

Chris McGuigan, Marketing Team Lead, Delta Flex Providers


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Key Trends for Physicians in 2012

Many of the trends that emerged over the past few years related to physicians and how they practice medicine will continue into 2012 and, in many cases, become more deeply engrained.

Reimbursement from third party payers continues to decrease, while paperwork, regulations, and documentation requirements become even more onerous. For this and other reasons, a higher percentage of doctors are opting for the relative safety of being employed by health systems, hospitals and large clinics, as opposed to going at it alone in private practice or joining small groups. Primary care physicians are still in short supply in most parts of the country, a problem that is especially pronounced in rural areas.

As these trends from the last decade linger, we predict that new and more recent ones will be front and center in terms of what physicians grapple with (and in some instances leverage to their benefit) in the coming years. Some of these include: The prevalence of locum tenens practitioners will increase as health systems and clinics look to fill shortages, especially in primary care. The old argument that “locums is too expensive” will fall by the wayside as recruiting executives, managers, and even financial officers realize that it’s too expensive not to bring in temporary medical staff to meet patient needs. Fortunately, as the demand increases, more practitioners will opt for locum tenens, either as their full-time practice choice, or as an alternative to fully retiring as they near the end of their career.

Younger physicians in particular will continue to have a strong preference for practice opportunities that offer not only good pay and benefits, but also schedules that allow them to have a life beyond practicing medicine. “Outpatient only” practice options will become more popular, and healthcare organizations that have yet to set up hospitalist programs will find themselves looking for ways to do so.

Physicians will become more acutely aware of the fact that what they do drives the cost of medical care and be more likely to practice with that in mind. The American College of Physicians (second in size only to the AMA in terms of membership) recently released the sixth edition of their Ethics Manual for healthcare providers which states that, “Physicians have a responsibility to practice effective and efficient health care and to use health care resources responsibly.” The idea that “good” doctors practice medicine without taking into account the financial impact of what they order and prescribe may no longer ring as true in today’s environment of ever-increasing healthcare costs.

Some physicians who choose to stay in private practice will look to add revenue streams to their businesses in an effort to offset lower third-party reimbursement rates. Elective cosmetic procedures, in-office prescription dispensing, and weight loss programs are among the more popular options. And although no reliable statistics currently exist on how many doctors are choosing concierge medicine as their preferred practice model, anecdotally, the numbers appear to be on the rise. Whether these tactics will help physicians fare better as the various components of health insurance reform are implemented in coming years is yet to be seen, but practitioners in large numbers are getting creative as they struggle to keep their practices financially viable.

Doctors will continue to become more knowledgeable about technology and, driven in part by patient demand, will jump on the social networking bandwagon and be more willing to use e-mail and the internet to communicate with patients. The ACP Ethics Manual referenced above also includes a section on “social media and online professionalism,” a clear indicator that the issue is on the minds of physicians.

Hospital executives and physician recruiters who understand the challenges that today’s practitioners face position themselves as trusted advisors (or at least as sympathetic listeners), thereby building stronger relationships with members of their current and future medical staff. Stay tuned, as trends unfold and changes abound, 2012 is guaranteed to be an interesting year in more ways than we can count.

James Heil, Senior Director of Recruiting, Delta Locum Tenens


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Flexible Work Schedules for Therapists

The unemployment rate for the U.S. population as a whole is now hovering in the high single digits. By contrast, only about 2% of physical therapists are unemployed.

Great news for them, but bad news for hospitals, health systems, nursing homes, and home health agencies looking to add PTs to their staff this year. Occupational therapists and speech language pathologists are in similarly high demand. Projected job growth in all of these specialty areas is robust.

Recruiting and retaining top notch therapists is a high priority for human resources professionals around the country. One relatively easy way to make your organization more attractive to the best candidates is to allow for flexible work schedules. Increasingly, therapists are being offered four-day work weeks and, in some facilities, the option to work fewer than 40 hours a week while retaining many of the benefits associated with full-time employment.

Therapists appreciate flexible schedules for the same reasons that nurses and physicians have been enjoying working “four tens” and “three twelves” for years. Some of the benefits that therapists report include improved work-home balance, long weekends for recreation and travel, and less time spent commuting.

Flexible work schedules have become important to a sub-set of therapists in recent years who have found themselves in the position of wanting to accept a job in a new location, but being unable to sell their homes and relocate. Some are finding that it makes career and economic sense to rent a room or apartment near a new job, put in three or four long days in a row, and then return to their permanent home until it’s time to work again.

Because of the shortage of rehabilitation therapists, more hospitals are tapping the temporary workforce to meet patient care needs. Physical and occupational therapists and speech language pathologists who travel for their careers typically take assignments for 13 weeks at time. Those opting for this peripatetic lifestyle often do so because they want to see and enjoy different parts of the country. Three- and four-day weekends allow travelers to venture further from their home base while they’re in an area working. This is appealing to individuals who are trying to experience as much as possible in a short period of time. Travelers who accept engagements relatively close to their primary residence have the option to return home on their long weekends, which may also be attractive.

Hospitals and other healthcare facilities have recognized how positively received flexible work schedules are on the part of staff, and we’re seeing a definite upward trend in organizations offering this benefit. In doing so, they are enjoying improved staff retention and easier, faster recruiting.

As you might imagine, therapists who are satisfied with their current jobs and feel as though they have a degree of control over their work schedules are less likely to look for positions elsewhere. Recruiting managers are keenly aware that it is much more cost effective to keep the staff they have than it is to hire new staff. This is particularly true in specialty areas where the demand is high, supply is limited, and identifying and hiring new employees can take months.

In the current environment in which therapists have so many choices about where to work, it’s up to hiring organizations to make themselves as attractive as possible if they want to land the best candidates. You can only go so far with pay and standard benefits, so offering flexible scheduling is an easy way to make your institution a candidate’s first choice.

If you’re already offering flexible scheduling for nursing and other clinical staff but haven’t yet ventured into your rehabilitation departments with this benefit, 2012 might be a good time to put that plan into motion. The demand for PTs, OTs, and speech language pathologists isn’t likely to decrease any time soon, so why not get ahead of the curve.

Marc Froehle, Senior Director of Marketing, Delta Flex Providers


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Successful Onboarding of Locum Tenens

In the last issue of The Physician Recruiting Standard, we discussed what occurs during the first year of a new physician’s practice impacts their long term success, both personally and professionally. What many healthcare executives overlook, however, is that the first few days and weeks of a temporary physician’s experience in a facility are as critical to their success as the first few weeks and months are to a permanent physician.

The fact that locum tenens physicians are typically engaged to practice for only a few weeks or months at a time, and because when they’re brought in it’s usually because there is an acute need for their services, it’s tempting to show them their work area, make a few introductions, and then turn them loose to see patients within moments of their arrival. You can do that, but you’ll likely find that skipping the step of orienting a new physician might be a “pay me now, or pay me later” situation.

Not investing sufficient time and resources to ensure that a temporary doctor is comfortable in his or her new practice setting and understands the policies and systems that are unique to your facility will result in wasted hours as “orientation” unfolds in dribs and drabs. Aside from the fact that on-the-job onboarding is inefficient, it can result in increased documentation and medical errors, a lower quality of care, and poor patient satisfaction. You can avoid these potential problems by following a few simple steps to successfully onboard and orient locum tenens physicians.

Before the start date.

Prior to a locum tenens practitioner’s start date, help them become familiar with your area by sending a packet of information and/or links to websites that describe what the community has to offer. Make sure they know what to expect in terms of where they’ll be living while they’re with you, and how to find their new abode when they get into town.

A warm welcome.

A locum tenens physician should know in advance whom to ask for when they arrive at your facility. Let the front desk receptionist and other key staff know that a new doctor is coming in to practice, and have a designated individual ready to welcome the physician, provide a facility tour, and share basic information such as where to park, how to get a security badge, and where to find a cup of coffee.

Orientation: formal or informal?

You’ll need to decide (or facility policy may decide this for you), whether to conduct a formal or informal orientation. You may wish for your temporary physician to engage in the usual day-long employee orientation required for all new staff members, or you might opt to turn the temporary doctor over to a department manager or supervising physician for a less formal, but still comprehensive, one-on-one orientation.

Attention to detail.

In addition to ensuring that a new physician is trained on how to use the electronic medical records system, can find supplies and equipment, and knows the chain of command within the department, simple things like providing a directory of internal telephone extensions, printing out a copy of the schedule so they have a sense of the patient load for the day, or making sure they have scrubs that fit will all help your locum tenens doctor stay focused on providing quality care.

Assign a “go to” person.

Introduce your locum tenens physician to one point person who has the breadth of knowledge to answer the wide variety of questions that will inevitably arise during the practitioner’s time with you. Choose someone personable who has worked in the organization for several years and who can offer advice on simple personal issues like which dry cleaner to use and where the locals go for the best Italian food or most adventurous hiking.

Taking the time to properly onboard locum tenens physicians is a good investment, whether you plan to have a temporary doctor on site for a few weeks or you’re trying to woo them to stay on permanently after their temporary assignment is complete. Remember, too, that once a locums is familiar with your facility and community as a result of your good planning and work, you can save time and resources by requesting that doctor again the next time you have coverage needs.


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The Right Person in the Right Job

The Delta Companies Standard discusses putting the right person in the right job.


A healthcare organization’s ability to provide high quality medical services hinges on a number of factors. The latest technology, forward thinking leadership, and a safe, hygienic facility all play into good patient care. But more important than any of those elements with regard to quality is having experienced, qualified staff on board. The right people doing the right jobs in the right environment is at the heart of excellent care and service. To that end, hospitals, long-term care facilities, medical clinics, and home health agencies are obligated to ensure that not only their permanent staff, but also their temporary workers, are fully qualified and properly credentialed to deliver care. Cutting corners when the need for caregivers is high and the supply is low is simply not acceptable.

In the travel healthcare industry, supply and demand influence how many healthcare professionals are available to take assignments. Occasionally, external factors come into play that shake up the market for temporary workers. Just recently, for example, regulatory changes in the way skilled nursing facilities are required to bill for physical therapy services has caused some skilled nursing facilities to scale back on their use of these providers. This will likely result in a surplus of therapists in certain pockets around the country that may require additional assessment depending on your facility’s needs and setting. It’s important to screen both the agency you use and each candidate they present carefully to ensure an understanding of the setting in which they practice, quality of care, and patient safety.

On the agency side, look for a company that has been around for a while, has a reputation for excellence, and who is a member of the National Association of Travel Healthcare Organizations (NATHO). If you’re considering using a new agency, talk to colleagues at other facilities about who they’ve used and what their experience has been. On the candidate side, screen for the following to ensure quality care:

Licensure. A reputable agency would never send out a candidate who does not hold a valid state license and other required certifications in their discipline, but your HR department should verify these credentials nonetheless. Remember, too, that credentials requirements often vary between facility types (i.e., what physical therapy assistants can do in a SNF may not be the same as what they can do in the hospital setting).

Experience. Rehabilitations therapists – physical, occupational, and speech – work in acute care hospitals, long term care facilities, and in a variety outpatient settings. When considering a candidate from a travel agency, be sure to match their experience with your needs. If a speech therapist worked, for example, in an educational setting for 20 years before launching his or her traveling career, there may be an adjustment period before they’re comfortable working eight hours a day with stroke patients in a rehabilitation center.

Attitude. This factor is more challenging to evaluate, particularly since you may have only the opportunity for a telephone interview before engaging a traveling therapist, but it’s important to at least try to get a sense of an individual’s attitude toward working in your facility (and working in general) before signing them on. Ask about their willingness to float between different units and work a variety of shifts as a way to gauge their flexibility. If a therapist has been practicing primarily in an acute care environment and you’re contemplating engaging them to work in your home health agency, poke around during the phone interview to uncover whether the individual views this as a “lesser” opportunity than a hospital assignment would be, or if a slightly slower paced setting would be a welcome change.

By keeping these screening points in mind, you can successfully use temporary rehabilitation specialists in your organization to deal with the ever-changing healthcare landscape, where fluctuation in patient volume, new rules and regulations courtesy of government agencies and The Joint Commission, and changes in reimbursement are everyday facts of life. Remember, the right person in the right job is the goal, and by working with the right agency and choosing candidates carefully, you can achieve your objective of providing quality care and service to every patient who walks through your door.


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Who's On Your Team

A list of potential players for a recruiting team, with brief descriptions of the roles they fill


As the executive in charge of attracting new nurses, therapists, and physician extenders to your facility, you know that the recruitment process is complex and that getting the job done requires a wide range of talents. You can improve your odds of being successful with recruiting if you assemble a winning team of people committed to the goal of landing the best candidates. The composition of your team will vary, depending on the size of your facility and how much recruiting you do on an annual basis. Here’s a list of potential players for a recruiting team, with brief descriptions of the roles they fill.

The team captain. If at all possible, candidates should have a single point person with whom they communicate from the initial phone or e-mail contact right on through to when a contract is signed or an offer of employment is extended.The team captain must be readily available to candidates when they have questions and concerns during the recruiting process, and work closely with the other players on the team. This individual should be knowledgeable about the internal workings (and politics) of the organization, what each position involves, and be able to discuss the community. The team captain should have an above average level of emotional intelligence, be charismatic but not pushy, and have a good memory for details (i.e., not confuse John the physician assistant who likes mountain biking with Joe the nurse practitioner who is an avid hunter).

Site visit coordinator. The importance of the day or two that candidates spend in your facility and touring your community cannot be overstated. A good site visit coordinator (who may also be the team captain, depending on how much recruiting you do) leaves nothing to chance and goes to great lengths to customize visits to meet the needs of each candidate. This person’s job is to find out what’s important to the individual being recruited, as well as what that person’s spouse or significant other needs to know and see during the visit in order to make a decision to relocate. The site visit coordinator should be well connected in the community and have a sixth sense for assessing personality types and matching candidates with people they should meet during the visit.
Colleagues ready to help out. A candidate considering your organization will want to know who they’d be working with were they to come on board. In addition to the customary handshake greetings that occur during departmental tours, have employees lined up who are willing tohave meals or meetings with candidates during the site visit. Take this connection process one step further by providing interviewees with contact information for the people they meet while they’re visiting so that they can follow-up by phone or e-mail.

Competent real estate agents. Depending on your community, you may be able to choose a handful of real estate professionals to show candidates around during their visit. Make sure the agents you invite to be involved know what your expectations are. Find out from candidates ahead of time if they want to look at individual properties on their first visit to the community, or simply be driven around to get a feel for the neighborhoods. Following each site visit, check in with the real estate agent to see how the tour went. They often pick up on nuances about candidates that can help you seal the deal.

Representatives from schools, places of worship, civic organizations, etc. Your site visit coordinator should have connections with individuals from the community who are willing to meet with candidates while they’re in town. Something as simple as introducing the pharmacist who happens to be a master quilter to the proprietor of the local fabric shop, setting up a round of golf or a tennis match for your RN candidate, or inviting a local teacher to have lunch with the physical therapist who has small children can make the difference between winning over the candidate you’re courting and having them go home feeling uninspired about your community. Given the shortage of healthcare professionals in so many critical areas today, taking the recruiting process seriously by making sure that you have a wining team in place is good business.


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The Critical First Year

Retaining new hires


It’s no secret that recruiting physicians in today’s competitive environment requires a significant investment of resources – time, money, and energy. When you sign the ideal candidate, however, your work is not done. Even more important than recruiting a new doctor is retaining him or her for the long haul. Here’s how to protect your investment by staying engaged with new physicians during the critical first year.

Deliver a gracious welcome. A newly recruited physician should know the moment he or she steps through your door on day one that you’re happy they are there and that you’ve been preparing for this day. A welcome breakfast is a nice touch, and if you want to go the extra mile, have flowers delivered (yes, even to a male doctor) on the morning of their first day on the job, and have a gourmet basket waiting for them when they arrive home that afternoon. On a practical level, make sure the doctor’s office and exam rooms are ready, that they have a security badge and parking permit, and that they have someone to go to with questions during those confusing first days on the job.
Provide orientation. A new doctor will likely be chomping at the bit to start seeing patients, and you’ll no doubt be just as anxious to have that happen. But taking the time to provide a proper orientation pays off. Depending on the size and complexity of your organization and the physician’s specialty, an orientation may take only a half-day, or last for several days. Don’t make the mistake of overwhelming the very doctor you spent so much energy on to recruit by saying, “Here’s your office, there’s your medical assistant, good luck,” and hoping somehow everything will work out.
Review expectations. The physician who begins work in August may have signed a contract last December. Even though expectations were made clear during the interview process, review everything again – clinic hours, patient load, call, referral policies, and so forth. Taking the time to have this conversation helps avoid the, “But, I didn’t know,” discussion down the road.

Assign a mentor. Taking into account the personalities and interests of both doctors, assign a senior physician to mentor each doctor you recruit. Let mentor and mentee work out for themselves how the relationship unfolds. In some cases, the mentor will advise a new doctor mostly around clinical and operational matters, but don’t be surprised to see genuine friendships develop.

Have a check-in meeting. At the end of week two, schedule lunch with the new doctor and a few others who are in positions to listen and provide resolution to any problem that may have cropped up. The group might include the doctor’s mentor, the CEO, medical director, practice administrator, or some combination thereof. Go beyond just asking “how it’s going?” Dig into details by posing questions such as: 1. How’s the patient load? 2. Any issues with your colleagues? 3. How are things going with your medical assistant? 4. Any issues with the computer system that you’re unclear about? 5. Do you have the supplies and equipment you need? If there is any sign of trouble brewing, this is the time to find out about it – not in six or nine months when it may be too late. (Note: Repeat this process about once a quarter throughout the critical first year.)

Find out how the family is doing. If your new physician has a family (spouse, children, aging parents, the world’s best dog), make an effort to find out how everyone is doing since relocating. The person best suited for this job may be the individual who was most involved in the recruiting process. Within reason, do what you can to make the family feel welcome and integrated into the community. This might include making business introductions, hosting a dinner party to connect the couple with potential new friends, or simply checking in by phone occasionally.

Keep an eye on production. Assuming you have the patient volume to keep a new physician busy, he or she should be up to speed in terms of meeting productivity goals within six months, give or take. At that point, if the numbers are not where you think they should be, open a dialogue about what the cause might be, and look for solutions. That said, if a highly skilled, dependable, and well-liked family physician is seeing 22 patients a day instead of the 24 that you’d hoped for, don’t turn it into a point of contention. Allowing for reasonable variances from doctor to doctor is usually a smart business move. In other words, don’t be penny wise and pound foolish.


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Locum Tenens

David Schumann Director, Delta Locum Tenens

While attending the 2011 National Association of Locum Tenens Conference in Chicago, great dialogue centered on the introduction of Managed Services Providers (MSP) into the locum tenens industry.  For many hospitals and practice groups, labor costs represent a significant part of operating costs.  In an effort to more intelligently manage labor costs and leverage relationships with suppliers, organizations are searching for ways to accurately assess their temporary spend. The cost savings from MSP programs seems inviting – immediate reductions to the bottom line and possibly a reduction in the number of intrusive sales calls from vendors.  However, the reality is often something quite different.  The MSP programs often treat people as a commodity – the lowest hourly bidder of temporary providers gets the job.  This creates a number of problems that are difficult to quantify.  Most agencies will be forced to use very junior recruiters in order to meet the cost guidelines, with no qualifying of the talent supplied.

If the MSP system is administered by a temporary staffing agency, the complications increase exponentially.
The temporary staffing agency will often charge the sub-contracting agency a percentage of the profits, making it impractical for the subs to continue providing services.

It can evolve into a situation where the prime temporary staffing agency is the sole supplier to the client, with a few small groups working out of their basements with no expenses and no services other than providing CVs.

The prime temporary staffing agency will also hold the job description for several weeks, hoping to fill the position themselves.

The sub providers therefore know that they are only getting the “extremely difficult” job orders to work on and delay the privileging and credentialing process.  Ultimately, missing the start date.


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Market Trends

Trends in Healthcare Placement

Market Demand- Greg McCullough, Marketing Consultant, Delta Healthcare Placement

The first quarter of 2011 saw an increase in the placements of nurse practitioners. This is a trend that will continue not only because of the shortage of doctors, but also because of the increased amount of population that will be insured under new healthcare reform. A surprise increase in the demand for medical technologists was also observed. The main reason for this could be the lack of qualified education programs for this specialty. In the U.S., approximately 4,000 people are graduating from medical technologist programs while 12,000 jobs are being generated. One last trend that was noticed is that more hospitals are hiring candidates with less than 2 years experience. This can be directly correlated to a continued increase in demand and lack of supply of healthcare specialties across the board.


Permanent Placement- Gleason Daniel, Senior Recruiting Consultant, Delta Healthcare Placement

During the first quarter of 2011, there was an increase in placements for mid-level and lab related searches throughout the country. Physician extenders are becoming more specialized and generating more revenue for facilities thus increasing their value to hospitals and clinics. Various facilities have communicated that their lab departments are experiencing the highest overall vacancies in years. In addition to the successful placements for the previously mentioned specialties, Rehab Services positions have also been trending in a positive direction. Although the competition for the recruitment of experienced candidates remain, many facilities have opened up parameters to include candidates with less than 2 years of work experience. Many clients prefer to hire candidates with less experience so that they can train the individuals towards the cultures of their organization. These candidates bring a certain level of enthusiasm and energy to an organization that a more tenured candidate might not be able to provide. The period of waiting for more experienced candidates can be used in training which will in turn meet the needs of your patients sooner.


Travelers- Kevin Faust, Principal Marketing Consultant, Delta Flex Travelers

In the first quarter of 2011 there was significant changes in the market for all Physical Rehab modalities. For example, a major shift in contract needs from smaller facilities in terms of number of beds to larger facilities. This is in direct correlation with the number of assignments that were booked in an acute setting with the number of outpatient assignments decreasing dramatically. Larger facilities with larger rehab units saw an increase in patient stays in their hospitals which required the addition of therapist to provide care to those patients. A decrease in the length of each assignment booked can be attributed to a couple of factors. First, when extending a current traveler on assignment, facilities asked for a shorter time frame than the normal thirteen weeks due largely to securing a permanent therapist. Second, many of the assignments were for vacation coverage or a medical leave with those time frames being shorter than the normal three months.

Finally the length of time from booking a therapist to actual start date increased. This is in large part due to facilities staying ahead of the game and making sure they have adequate coverage. Clients are booking contract help way in advance of the actual time they need someone so they are ensured coverage. They also understand that the need for therapists continues to grow and if they wait too long, they run the risk of not having coverage at all and losing revenue.


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Healthcare Facilities Adjust Therapy and Physician Extender Staff Compensation As Job Market Offers Higher Salaries

The compensation needed to recruit therapists and physician extenders in the current job market is leaving healthcare facilities with the subsequent issue of salary adjustments to retain their existing providers, according to the most recent market trends published by The Delta Companies in The Healthcare Recruiting Standard.

“Staff compensation levels are being adjusted because younger providers know they can demand high salaries in the current economic climate,” says Scott Best, search consultant with Delta Healthcare Placement.

In addition, healthcare administrators are no longer contending with compensation benchmarks previously set on a local level.

“Healthcare facilities understand that they must look beyond regional salary surveys and offer compensation that keeps them competitive on a national level, while retaining their more tenured staff at the same time,” adds Best.

The Healthcare Recruiting Standard is a free, quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers.



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Primary Care Demand Driving Compensation and Increasing Placement Times

The current shortage of primary care providers is having an effect on a number of aspects in the recruitment of the category’s specialties, but most notably compensation and placement times.

August 5, 2009 – The Delta Companies, The Physician Recruiting Standard, a free resource that provides a summary of current data and market trends in physician recruitment. 

 

The current shortage of primary care providers is having an effect on a number of aspects in the recruitment of the category’s specialties, but most notably compensation and placement times. 

 

“While primary care continues to sit atop the specialty demand list, the good news is that we are seeing the shortest placement times with these specialties and an overall increase in their compensation,” says Ryan Tipton, executive vice president of Delta Physician Placement.

 

Specialties such as family medicine, pediatrics, and obstetrics/gynecology have all experienced an increase in compensation over the last twelve months. 

 

The competitiveness to attract primary care providers has healthcare facilities working fast to interview and secure physicians. 

 

“It is important to prepare your team for a single, comprehensive interview process as if it is the only shot with the candidate,” says Ty Chambers, vice president of marketing with Delta Physician Placement.

 

For more information on ThePhysician Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

 

Contact:          Marc Bowles

         Chief Marketing Officer, The Delta Companies

                         Four Hickory Centre

                         1755 Wittington Place, Suite 175

                         Dallas, TX  75234

                         (800) 521-5060 x4102

                         PR@thedeltacompanies.com

                         http://www.thedeltacompanies.com

 

 


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Nurse Practitioners to the Rescue

With the increasing shortage of family practice doctors, more patients are turning to nurse practitioners as their primary providers and more healthcare facilities across the nation are realizing the benefits of utilizing nurse practitioners as a viable solution to their community’s primary care needs.

With the increasing shortage of family practice doctors, more patients are turning to nurse practitioners as their primary providers and more healthcare facilities across the nation are realizing the benefits of utilizing nurse practitioners as a viable solution to their community’s primary care needs.

               

According to the American Academy of Family Physicians,the number of family practice doctors has fallen 50% since 1997.  Another survey done by the New York-based Commonwealth Fundin 2007 indicated that “only 30% of Americans said they were able to get same-day appointments with their doctor when they were sick.”  Therefore, today’s hospitals and clinics are employing more nurse practitioners in lieu of doctors, enabling them to save money and see additional patients.

 

Based on the 2009 first quarter salary report, The Healthcare Recruiting Standard, family nurse practitioners will make an average annual salary (without bonuses) of $82,176 compared to the $164,683 that family practice doctors will make. This is also compared to the annual salary numbers provided by the Medical Group Management Association where the median for family nurse practitioners is $76,461, and the 75th percentile is raised to $88,003; compared to family practice doctors making $147,456 median, and jumping to $190,685 for the 75th percentile.  Therefore, nurse practitioners are approximately half the cost of a family medicine physician.  In addition, a small but growing trend is nurse-managed clinics run by a 100% non-physician staff.  Healthcare facilities recognize both the family medicine shortage and cost effectiveness of nurse practitioners.  As a result, attracting nurse practitioners to facilities will mean that ultimately, more patients are receiving care. 

 

While the utilization of nurse practitioners has its advantages, there are those who are weary about having nurse practitioners being primary caregivers.

               

“The nurse practitioner replacing the family doctor is not good for America. To say a nurse practitioner can fill the shoes of a family physician, in terms of the total comprehensiveness of care, is just not true,” according to the president of the American Academy of Family Physicians, Dr. Ted Epperly. 

 

Nurse practitioners are required to have approximately 1,500 clinical hours to become licensed, where a doctor is required to have 10,000 to 15,000 hours. The prescribing power of nurse practitioners also varies by state.  Nurse practitioners can diagnose, treat, order therapy, and write prescriptions to some extent. According to a study from the National Association of Nurse Practitioners in Women’s Health, there are states in which nurse practitioners can prescribe independentof any physician involvement (including controlled substances)A, states in which nurse practitioners can prescribe with somedegree of physician involvement (including controlled substances)B, states in which nurse practitioners can prescribe with somedegree of physician involvement (excluding controlled substances)C, and states in which nurse practitioners can receive and distribute drug samplesD.  The majority of states allow nurse practitioners to prescribe 100% independently of doctors; however, with the supervision of a single doctor, all fifty states give nurse practitioners the power to prescribe in some fashion. 

               

Despite the shortage of family medicine physicians, there is no shortage of nurse practitioners who want to serve in primary and family care settings.  According to the American Academy of Nurse Practitioners, the number of nurse practitioners has increased by 40% in the United Stated to over 125,000.  Nurse practitioners also average approximately ten years of nursing prior to becoming a licensed. In addition, the accrediting body of nurse practitioner programs in the United States, The American Association of Colleges of Nursing, has recommended all nurse practitioner programs require a doctorate by the year 2015. In the current economy, healthcare facilities are exploring the more feasible, increasingly viable alternative to family practice physicians.

               

According to the Association of American Medical Collegesby the year 2025, there will be an estimated shortage of 46,000 primary care physicians. In contrast, the number of nurse practitioners has increased by 40% and rising since 2000. Understanding today’s increasing market demand, coupled with a rising medical staffing shortage, healthcare facilities are taking advantage of the nurse practitioner alternative and just may save the day.

 

 

Index:

(A) AK, AZ, DC, IA, ME, MT, NH, NM, OR, UT, WA, WI and WY.

(B) AR, CA, CO, CT, DE, FL,GA, HI, ID, IL, IN, KS, MA, MI, MN, NC, ND, NE, NJ, NY, OK, PA, RI,SC, SD, TN, VT and WV.

(C) AL, KY, LA, MO, MS, NV, OH, TX and VA.

(D) AK, AR, AZ, CA, CO, CT, DE, FL, HI, IA, ID, IL, IN, KS, LA, MA, MD, ME, MI, MN, MO, MS, NC, ND, NE, NH, NJ, NM, NV, NY, OH, OK, OR, SD, TN, TX, UT, VA, WA, WI, WV and WY

 

The Healthcare Recruiting Standard is a free quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers.  For more information on The Healthcare Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

Chris Qualls is a marketer and Jerry Buchanan is a director of recruiting with Delta Healthcare Placement, both are members of The Delta Companies Thought Leadership Council.  Delta Healthcare Placement is the full-service healthcare search firm of The Delta Companies.  The Delta Companies is a recognized leader in healthcare staffing since 1997 and is the third-fastest growing private healthcare staffing firm in the nation (Staffing Industry Analysts, 2008), offering permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies: Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.


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Move It or Lose It…How speed saves money in procuring mid-level providers

Procuring and recruiting healthcare candidates these days is a competitive, time consuming, and expensive process that continues to be more difficult as the current provider shortage increases.

Procuring and recruiting healthcare candidates these days is a competitive, time consuming, and expensive process that continues to be more difficult as the current provider shortage increases. The goal of any recruiting endeavor is to present a candidate who passes the interview process.   Behind the scenes, acting fast can heal the financial loss and concerns over patient care that a provider’s vacancy creates. 

Healthcare recruiters put forth an extraordinary amount of time and effort in finding quality candidates, sometimes to have the interview process end, and the vacancy remain open. They search through a mountain of CVs, screen candidates, schedule interviews, get an offer letter approved, and finally, extend the offer letter. In the end, some candidates still decide to sign elsewhere and facilities incur the cost of an unsuccessful interview. Recruiters will often temporarily hold from presenting quality candidates who meet practice expectations and qualifications just to see if there is a more desirable candidate available to present. By the time that curiosity is extinguished, it’s too late and they are back to square one. Now the facility is in need of a provider yesterday and it could be weeks or even months before another motivated candidate is found.  Meanwhile, there is no revenue being generated for a healthcare facility. In addition, not acting in a timely manner can lead to paying a higher sign-on bonus and salary once a bidding war ensues due to the candidate exploring more than one opportunity. Never forget that there are a number of other opportunities for these quality candidates besides yours. It’s in your best interest to never sacrifice quality, but to act swiftly when quality is found.  If a practice is interested in procuring a candidate, it’s safe to assume at least two other practices are interested in your candidate as well. Speed will effectively separate facilities from their competition and land the desirable provider; while saving time, energy, and money. 

Recruiters are privy to the candidate perspective on a daily basis. Physician assistants, nurse practitioners, physical therapists - all want to be assured that they are the recruiter’s focus.  Providers know what salary to expect from published market data and past personal experience.  They’re not concerned about a ten percent difference in salary from one place to the next versus the desire to find the “right fit.”  Candidates achieve that right fit from a speedy acceptance that transforms into excitement.   Providing attention to a candidate with the proper momentum during the recruitment process enables healthcare facilities to land candidates before the competition. 

Tips to boost the speed in the recruiting process include:

  • Upon viewing a desirable candidate’s CV, email the candidate to affirm they’ve got the qualifications needed for a better opportunity you represent and designate a time to talk live. Phone screen and interview extensively.  A face to face interview should confirm information, not discover it.  This will allow you to move quickly through the placement process.
  • Appoint only one contact from the facility to communicate with the candidate.
  • Prepare for a single site visit and (if applicable) request the spouse attend.  Second visits to a location for either the candidate to meet with a decision-maker previously unavailable or to achieve the spouse’s buy-in on a community are unnecessary if the first visit is handled appropriately.
  • Create a timeline for decision-making prior to the interview process.  Include specific milestones around action items for the contract and reconfirm the milestones with the candidate throughout the process.  Keep the commitments stated in the process, because failure to do so hurts credibility.
  • Provide history on the facility and other important facts that may help answer questions prior to the actual interview. 
  • Be decisive in the interview process.  Have a list of mandatory criteria in a candidate.  If a candidate meets the criteria, move to hire them immediately.  Most importantly, have an offer prepared.  A same day offer will capture the candidate and most likely replace an inflated sign-on bonus
  • After an interview, extend an offer within 48 hours, and demand the same schedule for a candidate’s decision (this shows assertiveness, not desperation).  If a decision is not met, continue with this frequency of communication until a decision is reached.    

Speed is one of the most controllable areas of the recruiting process, and streamlining the timeline of the decision making process can raise your probability of success.  Timely responses and agendas make organizations more credible and enable facilities to meet a community’s medical needs with a full staff.  

 

 


Oscar Salas is a recruiter with Liquid Medical Recruiting, and is a member of The Delta Companies Thought Leadership Council.  Liquid Medical Recruiting is the contingency healthcare recruiting business unit of The Delta Companies.  The Delta Companies is a recognized leader in healthcare staffing since 1997 and is the third-fastest growing private healthcare staffing firm in the nation (Staffing Industry Analysts, 2008), offering permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies: Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


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Demand for Physical & Occupational Therapists Continues to Escalate

The Delta Companies recently released the first quarter edition of The Healthcare Recruiting Standard, a free quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers.

Demand for Physical & Occupational Therapists Continues to Escalate

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – May 12, 2009 – The Delta Companies recently released the first quarter edition of The Healthcare Recruiting Standard, a free quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers. 

The demand for physical and occupational therapists continues to rise.  “The ever-increasing need for rehabilitation providers will be maintained as the baby boomer generation ages and more therapists are necessary to treat the elderly,” says Bill Tracewell, executive vice president of Delta Healthcare Placement. 

Physical therapy is first and occupational therapy is third on the list of specialties most in demand, comprising 29.4% and 12.2% respectively as a percentage of the firm’s total nationwide search distribution.

“The medical community is continuing its advancements allowing for an improved survival rate and quality of life, coupled with a population that is increasingly adopting a more active lifestyle,” adds Tracewell.

The latest data also shows an increase in the need to attract younger providers for temporary assignments. 

“The data over the last six months is supporting an upward trend is hospitals signing new graduates with less than two years of experience and a significant rise in signing travelers with two to five years of experience,” says Bryan Davis, director of marketing with Delta Flex Travelers.

Facilities understand the provider shortage, are aware of the competitive landscape to attract healthcare professionals, and recognize the impact of a permanent vacancy left unfilled.  Therefore, hospitals are opening their search parameters to meet their needs.

“Providers with less than two to five years experience are appealing because of their balance of practice knowledge and lesser restrictions on the mobility required to take advantage of temporary assignments,” adds Davis.

For more information on The Healthcare Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

Contact: Marc Bowles
Chief Marketing Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com 
http://www.thedeltacompanies.com


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Need for Emergency Medicine Physicians on the Rise

The Delta Companies recently released the first quarter edition of The Physician Recruiting Standard, a free resource that provides a summary of current data and market trends in physician recruitment.

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – May 7, 2009 – The Delta Companies recently released the first quarter edition of The Physician Recruiting Standard, a free resource that provides a summary of current data and market trends in physician recruitment. 

Emergency medicine had the third-highest increase in compensation, rising 5.5% from a year ago.  The specialty also broke into the top ten most requested specialties, while not even listed in the top fifteen just twelve months ago.

“Lack of access to primary care and the current economic climate has triggered an increase in the compensation and the demand for emergency medicine physicians,” says Shannon Penney, director of recruiting for Delta Physician Placement.

Specialties that experienced a downturn in compensation included oncology and surgical specialties such orthopedic surgery, otolaryngology, and urology.  Oncology had the largest drop among any specialty compensation figure, declining by 7.5% in the last twelve months. 

“Reimbursements from insurers have been cut for chemotherapy drugs, and compensation for surgical specialties fell due to a reduction in elective surgeries and a weakening payor mix in light of the economic downturn,” added Penney.

For more information on The Physician Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

Contact: Marc Bowles
Chief Marketing Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com 
http://www.thedeltacompanies.com


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HEADLINES

Staffing Industry Analysts recognize The Delta Companies

The Delta Companies named to two Staffing Industry Analysts annual lists

Today, The Delta Companies celebrates being listed on the Staffing Industry Analysts (SIA) 2014 List of Largest U.S. Healthcare Staffing Firms. The enterprise was listed among a total of 29 healthcare staffing firms, cumulatively representing 59 percent of the industry’s market. 

Companies were ranked by their estimated 2013 U.S. revenue generated in the healthcare segment, each producing at least $50 million in healthcare revenue. The list is aimed at providing a “big picture” reading of the U.S. healthcare sector.

Additionally, The Delta Companies was listed on the SIA 2014 List of Largest U.S. Locum Tenens Staffing Firms from the services provided by Delta Locum Tenens. This listing designated The Delta Companies as one of eight enterprises in the nation leading the locum tenens market share, and collectively these companies make up 74 percent of the locum tenens staffing market. 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com/

 


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The Delta Companies announces the release of the 2nd Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announces the release of the 2nd Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 2nd Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of a new mandatory certification required by the Department of Transportation for physician that treat commercial vehicle drivers, and a new prospective on hiring a newly graduated therapist to your team. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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DeLibra Wesley named as Vice President

DeLibra Wesley has been promoted to Vice President of Risk Management for Delta Healthcare Providers.

In recognition of her continuous dedication and performance, DeLibra Wesley has been promoted to Vice President of Risk Management for Delta Healthcare Providers. 

With seven years tenure at The Delta Companies, Wesley has contributed to dramatic process improvements and fantastic leadership of the Risk Management team. Wesley has led her team in the development and maintenance of Joint Commission regulations, which set the standard for healthcare travel, credentialing, and logistics requirements. In addition to this and many other achievements, Wesley has fostered an environment of growth and humanity throughout her team, as several team leads have emerged under her leadership. 

“DeLibra is a collaborative problem solver and outstanding leader that finds a way to get it done, whatever ‘it’ is, in a way that keeps everyone involved, happy and positive,” said Jaeson Babb, senior vice president of marketing for Delta Healthcare Providers.

Wesley embodies The Delta Companies core values, balancing high performance with the company’s emphasis on people. In addition to taking home multiple internal awards for customer experience and exceptional performance, Wesley has won many humanitarian-based awards and is a three-time Leader of the Quarter winner—which is a designation personally selected among all leaders in the organization by the company’s CEO. 

“DeLibra works all hours of the day and night to be sure that our internal and external employees are taken care of,” said Ryan Anholt, senior vice president of recruiting for Delta Healthcare Providers. “She is a rock for Delta and I’m proud to say that I have the privilege to work with her.”

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Ty Chambers joins NALTO Board of Directors

The Delta Companies Executive Vice President added to NALTO Board of Directors

Ty Chambers, executive vice president of The Delta Companies physician group, was recently appointed to the National Association of Locum Tenens Organizations (NALTO) Board of Directors. 

NALTO provides a foundation of industry standards and ethical guidelines for companies specializing in physician locum tenens recruitment services. These principles are the cornerstone of relationship between NALTO® members and their clients. Additionally, the organization commits to developing of a positive image of the locum tenens industry, an increased market share for members, and a peer-review process based on fairness, honesty, and excellence.

Ty brings over a decade of knowledge and experience to the board, serving as the executive vice president of Delta Locum Tenens and Delta Physician Placement. In this role, Ty is responsible for strategic and operational development of The Delta Companies’ physician permanent placement and locums staffing groups. 

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(214) 442-4144
PR@thedeltacompanies.com


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The Delta Companies announces the release of the 1st Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announces the release of the 1st Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 1st Quarter 2014 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of clinical integration and its effects on patient care, and the pros and cons of hospital involvement in the home health service line. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies announces acquisition by Mitsui & Co., Ltd.

The Delta Companies, a Dallas-based healthcare staffing firm, has been acquired by Mitsui & Co., Ltd.

Dallas, Texas—February 26, 2014 – Jeff Bowling, founder and CEO of Dallas, Texas based The Delta Companies (TDC), announced today that the healthcare staffing company has been acquired by Mitsui & Co., Ltd. “Joining forces with Mitsui will create more access for TDC’s members and customers. Their resources and reach allow us to continue our primary objective to provide an exceptional customer experience and become more effective while we continue to expand.  We are excited to grow in a unique direction that will set a new standard for healthcare staffing and recruiting and creates the platform of becoming the global leader in healthcare human capital.”

“I am honored to welcome The Delta Companies to our global network of companies,” said Seiki Hirota, VP in Mitsui’s Consumer Service Business Division. “TDC was chosen to become the foundation of our global healthcare staffing initiative because of their people,  culture, performance and  history of giving back to the community. With Mr. Bowling’s high involvement in the staffing industry, his board position with the American Staffing Association (ASA), along with TDC’s strong market position and proven track record within the industry, this is a perfect fit with Mitsui’s commitment to making lives better through sustainable business. We are excited to work closely with all the TDC members as we strive to find innovative ways to improve the healthcare experience across the continuum.”

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

About Mitsui & Co., Ltd.
Mitsui is one of the most diversified and comprehensive trading, investment and service enterprises in the world, with 147offices in 67 countries as of January, 2014. Utilizing our global operating locations, network and information resources, we are multilaterally pursuing business that ranges from product sales, worldwide logistics and financing, through the development of major international infrastructure and other projects in the following fields: Iron & Steel Products, Mineral & Metal Resources, Infrastructure Projects, Integrated Transportation Systems, Chemicals, Energy, Food Resources, Food Products & Services, Consumer Services, Innovation & Corporate Development Business. Mitsui is actively taking on challenges for global business innovation around the world. For more information, visit http://www.mitsui.com.

Contact
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com



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Delta Locum Tenens receives Best of Staffing Diamond Award in both Client and Talent categories; the only healthcare staffing firm in the nation to reach this goal

Diamond Award winners have earned the Best of Staffing Award for five consecutive years, receiving consistent industry-leading satisfaction scores.

Delta Locum Tenens announced today it has been named as one of Inavero’s 2014 Best of Staffing® Award winners and has also earned the 2014 Best of Staffing Diamond Award for achieving the highest client and talent service quality scores for five consecutive years. 

Delta Locum Tenens was the only healthcare staffing agency to receive the Diamond Award for both client and talent. Only 6 staffing agencies received both designations in 2014.

“Achieving Best of Staffing status has evolved from a goal to an operational standard for the level of customer service we expect to execute,” said Ty Chambers, executive vice president of recruiting for Delta Locum Tenens. “We are both honored to be recognized for our dedication to our customers, and inspired to continue creating exceptional experiences that enrich the lives of our clients and talented physicians.”

Presented in partnership with CareerBuilder, the fifth annual Best of Staffing Award provides the only statistically valid and objective service quality benchmarks in the industry, revealing which staffing agencies are providing the highest satisfaction to their clients and talent. Best of Staffing winners scored high above the industry with scores more than double the industry average. Delta Locum Tenens is one of the best staffing agencies for companies and job candidates.

"The staffing industry is helping organizations bridge the skill’s gap and add jobs today more than at any other point in U.S. history,” said Inavero Founder and CEO Eric Gregg. “Between the well documented skill’s gaps and economic uncertainty, partnering with a top staffing agency is more important now than ever. The true measure of excellence in staffing is consistent, exceptional service.  I'm thrilled to introduce the Best of Staffing Diamond Award recognizing those who have reached exceptional service levels for 5 straight years. The staffing industry continues to play a huge role in the U.S. economy and job creation, and at the forefront of that effort are the 2014 Best of Staffing Diamond Award winners. We're proud of the accomplishments of our 2014 award recipients."

About Inavero
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world.  Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive service quality partner.  

Inavero’s Best of Staffing® is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). Bestofstaffing.com is the central place that businesses and talent go to find the best staffing agencies to call when they are in need.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com

http://www.TheDeltaCompanies.com


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Delta Healthcare Providers wins INAVERO’S 2014 Best of Staffing® Diamond Award

Delta Healthcare Providers was named to Inavero’s Best of Staffing 2014 Client list and Best of Staffing 2014 Talent Diamond Award

Delta Healthcare Providers announced today the business’ travel therapy services have been named as one of Inavero’s 2014 Best of Staffing® Talent Award winners and earned the 2014 Best of Staffing Diamond Award for achieving five consecutive years of industry-leading satisfaction scores from the talent they place. Additionally, the company was as a 2014 Best of Staffing® Client Award winner for their travel therapy services. 

Delta Healthcare Placement Staffing was the one of only 11 staffing agencies to receive the Diamond Award for talent in 2014. The Diamond Award is only allotted to companies who have received Best of Staffing recognition for five consecutive years. Best of Staffing winners achieved satisfaction scores nearly double the industry average. This contrast in scores is a clear indication that the firms who have earned the 2014 Best of Staffing designation truly standout for their service quality. 

“We are proud to be among the top 1.5 percent of the industry’s leaders to achieve this recognition,” said Bill Tracewell, executive vice president of Delta Healthcare Providers. “While we are honored to receive this designation, we will also strive to continue our standard of excellence by creating uniquely positive interactions for our clients and providers, and constantly look to even further improve these experiences.”

Presented in partnership with CareerBuilder, the fifth annual Best of Staffing Award provides the only statistically valid and objective service quality benchmarks in the industry, revealing which staffing agencies are delivering exceptional service to the permanent and temporary employees for whom they find jobs. Yet again, this year’s award outcome highlights a growing divide among the industry’s leaders and laggards, and identifies Delta Healthcare Providers as one of the best staffing agencies for travel therapy candidates to call when they are in need of employment, and for hiring facilities to call when they are looking to hire temporary or permanent employees.

"The staffing industry is helping organizations bridge the skills gap and add jobs today more than at any other point in U.S. history,” said Inavero Founder and CEO Eric Gregg. “Between the well documented skills gaps and economic uncertainty, partnering with a top staffing agency is more important now than ever. The true measure of excellence in staffing is consistent, exceptional service.  I'm thrilled to introduce the Best of Staffing Diamond Award recognizing those who have reached exceptional service levels for 5 straight years. The staffing industry continues to play a huge role in the U.S. economy and job creation, and at the forefront of that effort are the 2014 Best of Staffing Diamond Award winners. We're proud of the accomplishments of our 2014 award recipients."

About Inavero
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world.  Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive service quality partner.  

Inavero’s Best of Staffing® is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). Bestofstaffing.com is the central place that businesses and talent go to find the best staffing agencies to call when they are in need.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com

http://www.TheDeltaCompanies.com


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The Delta Companies announced today the release of the 4th Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 4th Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 4th Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of how a facility's social media presence impacts recruitment and marketing, and the idea of utilizing a retention bonus to boost recruitment and retention rates. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies donated over $104,000 to hospital for children

The Delta Companies presents Texas Scottish Rite Hospital for Children with $104,864 donation

Today, The Delta Companies delivered over $104,000 to Texas Scottish Rite Hospital for Children, a Dallas-based pediatric hospital specializing in orthopedic conditions. The hospital has been the focal recipient of the company's philanthropy initiative since 2007.

The company presented the hospital a check for $104,864, exceeding (and increasing) the company's annual philanthropy goal. This donation will be split into funding for equipment as well as operation of "Camp Freedom," a one-week camp for patients who have been diagnosed with the rare congenital disorder arthrogryposis. Also, a percentage of the donation was presented in the form of educational toys delivered to the hospital.

The Delta Companies has held several fundraising opportunities throughout the year benefiting the hospital including the annual Disco Cup golf tournament and a Silent Auction in the fall, each generating over $25,000 in donations. Additionally, enterprise employees are invited to participate in a year-long, casual dress fundraiser in which employees can opt to donate $1 per day to the hospital in exchange for wearing casual work attire.

“I could not be more proud of the members of our team and others involved in making this donation possible,” said The Delta Companies CEO Jeff Bowling. “The only thing more impressive that the individual contribution from each member of our organization is the remarkable staff at Texas Scottish Rite Hospital and the amazing care they provide.”

About Texas Scottish Rite Hospital for Children

Texas Scottish Rite Hospital for Children treats Texas children with orthopedic conditions, such as scoliosis, clubfoot, hand disorders, hip disorders and limb length differences, as well as certain related neurological disorders and learning disorders, such as dyslexia. As a nonprofit organization that does not receive state or federal funding, the organization has been the recipient of The Delta Companies philanthropy concentration since 2007. For more information about the organization or ways to give, visit tsrhc.org.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies CEO elected to the ASA Board of Directors

Jeff Bowling has accepted a 3-year term as a board member for the American Staffing Association

Jeff Bowling, chief executive officer of The Delta Companies, was recently elected to the American Staffing Association’s (ASA) Board of Directors following this year’s Staffing World® summit. 

The ASA board of directors is comprised of stand-out, dedicated groups of individuals who care very deeply about the future of the staffing industry, and with more than 17 years experience in the healthcare staffing industry, Bowling will bring his insight and expertise the board. He also is currently a member of the ASA’s health care sector policy council. 

“We are delighted to welcome Jeff to the ASA board of directors,” said Richard Wahlquist, president and CEO of ASA. “The association is excited to draw on his passion, leadership, and industry expertise. We look forward to working with Jeff as he helps us to advance industry interests in the years ahead.”

Members of the board were elected by direct nomination, and voted on at the annual membership meeting at Staffing World. Terms are three years and there are no term limits. 

About the American Staffing Association 

ASA, headquartered in Alexandria, VA, is the national trade association representing the $117 billion U.S. staffing and recruiting industry. ASA and its affiliated chapters advance the interests of staffing and recruiting firms of all sizes and across all sectors through legal and legislative advocacy, public relations, education, and the promotion of high standards of legal, ethical, and professional practices. ASA members provide the full range of employment and work force services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies announced today the release of the 3rd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 3rd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 3rd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of how the high demand for behavioral health physicians will impact recruitment, and why marketing on a national scale can boost recruitment and retention. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com



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The Delta Companies recognized as “Best of Class” in 2013 VOICE Awards

The Delta Companies take home two VOICE awards and two honorable mentions in the American Staffing Association National Communications Award Competition.

The Delta Companies received recognition in four avenues of the 2013 American Staffing Association Staffing VOICE Awards competition, taking home two VOICE awards and two honorable mentions, plus the designation of “Best in Class” in the Company Identification category. This marks the seventh year in a row that the company’s in-house advertising team has been honored in this competition. 

“We are honored to have received this recognition and will strive to continually expand communication with our customers,” said Jeff Bowling, The Delta Companies CEO. “In addition to promoting visibility of our services, these awards serve as a great example of the excellence and unique experience we expect to achieve in everything we accomplish.”

The Delta Companies earned Best of Class designation and a VOICE award in the Company Identification category of the competition after submitting three of the enterprise’ latest culture videos. The Delta Companies was also granted an honorable mention within this category for the Hollywood-themed customer appreciation event the enterprise held last year during the ASPR annual conference. 

The enterprise received a second VOICE award in the Multimedia category of the competition with submission of the “Join our story. Join our Team” video streamed on the enterprise’s LinkedIn page and company website. The Delta Companies also received an honorable mention in this category for the “Creating Access” video campaign currently streamed via YouTube.  

The ASA Staffing VOICE Awards competition recognizes the voice, originality, innovation, creativity, and effectiveness—or VOICE—of ASA member communications campaigns. A panel of communications experts judge entries in four award classes based on general appeal and overall quality, content and message, originality of approach, target audience, and objectives.

The 2013 ASA Staffing VOICE Awards competition was sponsored by CareerBuilder, an ASA corporate partner providing customized products and services to help staffing firms increase their exposure among candidates and potential clients.

Awards will be displayed during Staffing World 2013, in Orlando Oct. 8-10, and will be published in the November–December 2013 issue of Staffing Success magazine.

About the American Staffing Association
The American Staffing Association is the voice of the U.S. staffing industry. ASA and its affiliated chapters advance the interests of staffing and recruiting firms of all sizes and across all sectors through legal and legislative advocacy, public relations, education, and the promotion of high standards of legal, ethical, and professional practices. ASA members provide the full range of employment and work force services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(214) 442-4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies launches text alert system for providers

Be the first to know about a locum tenens or travel therapy job opportunity with opt-in text alerts from The Delta Companies.

The Delta Companies is pleased to announce the release of their latest healthcare recruitment tool, opt-in text alerts for locum tenens and travel providers. Utilization of this resource lays the groundwork for open, instantaneous communication of temp-assignment job opportunities between healthcare providers and their recruiter. 

“We are excited about this new tool that will give providers immediate access to newly opened jobs, even before they are posted online,” said Ryan Anholt, vice president of recruiting for Delta Healthcare Providers. “The therapy market is competitive, and we feel we are leading the way in providing ease of communication throughout the day that avoids disruption to patient care.”

With alerts customized to a provider’s individual preferences, the opt-in text alert system instantly notifies participants when an opportunity matching their interests becomes available. Alerts about new job opportunities are deployed via the text alert system before being posted anywhere else, making the tool an invaluable resource for up-to-date notification of a new opportunity. 

As always, recruiters from both business units will continue to inform providers of opportunities meeting their interests through traditional methods; however, the text alert system introduces a new, quick and tech-savvy channel of communication for providers to know about knew opportunities. 

Providers can opt into the text alert system by updating their information on the Candidate Preferences application and adding a contact number to the text alert section of their profile. From here, providers can also customize which opportunities they receive through the location and specialty sections of their profile. Providers can contact their recruiter for information on how to access the Candidate Preferences application. Participants can opt out of the alert system at any time by simply disabling the text alert feature on their profile. 

Development of the text alert system stemmed from providers’ responses in the Customer Experience Index (CxP). Use of the tool provides improved communication and ease of use, creating a better overall customer experience for providers that requested this technology. 

“This new feature is a direct result of the feedback we have received over the past few quarters from our CxP survey,” said James Heil, vice president of recruiting for Delta Locum Tenens. “Our desire is to continue to improve so we can be the best resource for providers when they have shifts they can fill and want to provide access to care in communities throughout the nation.”

About the Customer Experience Index
The Customer Experience Index is a single metric use to measure the experience customers are having with The Delta Companies services. The metric is the Net Promoter Score® that was developed by Satmetrix, Bain & Company, and Fred Reichheld, and is hosted by Inavero. It establishes a simple, actionable feedback and measurement system so that our organization will continually improve the customer experience while earning loyalty with our services. In addition to the metric, the comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience across all service lines.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(214) 442-4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Staffing Industry Analysts recognize The Delta Companies

The Delta Companies named to two Staffing Industry Analysts annual lists

Today, The Delta Companies celebrates being listed on the Staffing Industry Analysts (SIA) 2013 List of Largest U.S. Healthcare Staffing Firms. The enterprise was listed among a total of 24 healthcare staffing firms, cumulatively representing 53 percent of the industry’s market. 

Companies were ranked by their estimated 2012 U.S. revenue generated in the healthcare segment, each producing at least $50 million in healthcare revenue. The list is aimed at providing a “big picture” reading of the U.S. healthcare sector.

Additionally, The Delta Companies was listed on the SIA 2013 List of Largest U.S. Locum Tenens Staffing Firms from the services provided by Delta Locum Tenens. This listing designated The Delta Companies as one of seven enterprises to generate an estimated $25 million or more in U.S. Locum Tenens staffing. Together, these seven companies make up 68 percent of the Locum Tenens staffing market. 

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(214) 442-4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies leads the way in recruitment innovation

The company’s client portal application is now available to all incoming and existing clients

After two months of monitoring operational use of the tool with current clients, The Delta Companies has opened their online client portal application to all clients with an open direct hire job search in Delta Physician Placement and Delta Healthcare Providers. The portal gives clients instant access to a status report tracking the progress of an active search. 

Development of the portal stemmed from client’s positive feedback regarding a previous initiative that the company launched last year. On May 15, 2012, The Delta Companies began sending an automated monthly status report to clients via email, which discussed recruiting activity related to the client’s search; number of providers considered, submitted, and interviewed by the facility; and conversation notes from candidates. 

This June, The Delta Companies changed the face of recruiting by launching the client portal to existing clients, and granting secured, online access to an interactive version of the report. The portal provides access to up-to-date, unabridged information regarding a client’s search. This data relays direct feedback that potential candidates have communicated to their recruiters about a search, which creates an honest, transparent dialog between recruiter and client. By utilizing this information, clients have clear communication as to how their offer is received among potential candidates, as well as insight into how their offer compares to others in the industry. 

The portal has been well received among existing clients, and will now be available to all clients with an active opportunity—following the onsite profile of their facility. 

Utilization of the portal has proven to be groundbreaking innovation within the healthcare recruitment industry. The tool lays the groundwork for open and candid communication during the recruitment process, setting a new standard for all recruiters to follow. In fact, other agencies within the industry have begun to adopt the tool.

The evolution of the client portal progressed from testimonials received in the Customer Experience Index. Each quarter, The Delta Companies solicits feedback from customers through the quarterly survey to evaluate the experience providers and clients have with our services. The comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience. After a trend in client feedback indicated a desire for documented progress of an open job search, The Delta Companies developed the automated status report, now available via the client portal. 

About the Customer Experience index
The Customer Experience Index is a single metric use to measure the experience customers are having with The Delta Companies services. The metric is the Net Promoter Score® that was developed by Satmetrix, Bain & Company, and Fred Reichheld, and is hosted by Inavero. It establishes a simple, actionable feedback and measurement system so that our organization will continually improve the customer experience while earning loyalty with our services. In addition to the metric, the comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience across all service lines.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(214) 442-4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Delta Healthcare Providers announces changes in reporting structure

Delta Healthcare Providers aligns leadership to further support growth of business

DALLAS, TEXAS – August 2, 2013– In order to better support internal progression and business development, Delta Healthcare Providers has identified new responsibilities for the unit’s vice president team.

Jaeson Babb was named vice president of marketing for Delta Healthcare Providers. Babb’s transition from recruitment to marketing will align Delta Healthcare Provider’s marketing department to support growth and unification. Babb will be responsible for both travel and direct hire marketing strategy, and has assisted with hiring within the department for the past two months.

“One of Babb's strengths is his analytical ability to breakdown numbers and trends, and get to the root cause of a problem to find a solution,” said Bill Tracewell, Executive Vice President of Delta Healthcare Providers. “He is an untapped resource on the travel side that is greatly needed.”

Ryan Anholt, vice president of recruiting, will absorb Babb’s previous recruiting teams, directing both travel and direct hire recruitment departments. This responsibility will utilize Anholt’s expertise in both travel and direct hire recruitment, which he gained in previous positions as executive vice president of Delta Physician Placement and vice president of travel recruiting for Delta Healthcare Providers.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies announced today the release of the 2nd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 2nd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 2nd Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of how a staffing firm's ability to obtain Join Commission Certification extends to staffing services, and quick tips for quick placements as they relate to primary care recruitment. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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2013 Disco Cup raises record funds for philanthropy initiative

This year’s annual golf tournament raised over $26,000—exceeding this year's goal for the event.

In the company’s first major fundraiser of the year, The Delta Companies raised $26,975 in the 2013 Disco Cup Golf Tournament—surpassing the event goal of $25,000 and setting a record high for the event. The annual tournament is one of several company-sponsored fundraisers benefitting Texas Scottish Rite Hospital for Children (TSRHC).

In keeping with The Delta Companies balance of both fun and productivity, this year’s tournament was split into two simultaneously competing flights: “performance” and “humanity.” Both flights featured a day full of fun, camaraderie and competition—sprinkled with a few enterprise extras such as the Heckle Hole, Marshmallow Drive, and even an inaugural Helicopter Drop in which The Delta Companies’ CEO Jeff Bowling tossed over 100 golf balls from a hovering helicopter onto a putting green. With 221 golfers, The Delta Companies welcomed their largest event turnout to date, including celebrity participant, Ira Terrell.

Funds raised during the Disco Cup are part of the company’s year-long initiative to generate $100,045 in support of TSRHC. The enterprise will also host an annual silent auction this fall, which welcomes the entire community to participate. Previous auction items have included event tickets, sports memorabilia, travel packages, and a wide array of specialty gifts. All proceeds collected from this year’s campaign will be presented to TSRCH during the holiday season. 

This year’s event was made possible by several sponsors: Lee Garber, Neil Rinehart, Niner Bikes, Wells Fargo, Tamlin Software Developers, Impact Printing, Next Level Exchange, Billy Jealousy, Sterling, Career Builder, Park Place Motors, Team Honey Badgers, Century 21, Enterprise Rent-a-Car, Hospital of Anaconda, Label Systems, C1S Group, Inc., Laughter Photography, Bell Nunnally & Martin LLP, Tommy Chambers Interiors, Inc., Dallas Stars, McColl Partners, Hays Companies of Texas, Mission Foods, and Grapevine Ford.

For more information about TSRHC, visit http://www.tsrhc.org

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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A representative from The Delta Companies recognized as NAPR Most Valuable Recruiter

Delta Physician Placement Director of Recruiting Jeremy Rodriguez was named as this year’s Most Valuable Recruiter, by the National Association of Physician Recruiting.

DALLAS, TX—April 16, 2013: The National Association of Physician Recruiters (NAPR) announced Thursday, that Delta Physician Placement representative Jeremy Rodriguez was named as this year’s Most Valuable Recruiter. Jeremy’s award marks the second time a member of The Delta Companies has received this recognition within the past three years.

Jeremy has consistently proven his value to the recruiting team, and The Delta Companies is excited to celebrate his success. As a recruiter, Jeremy invests significant time and energy in developing a partnership with a hiring facility and community to best identify an optimal match to a provider’s motivation and experience. Jeremy doesn’t deviate from what’s in the best interest of the customer, which is exemplified by repeat business and referrals that he receives. Each quarter, Jeremy is recognized for his outstanding support and dedication to customer needs, via The Delta Companies’ Customer Experience survey that is sent to all clients and providers.

“Jeremy Rodriquez did a great job of communicating and keeping us informed of where the candidate was at in his thought process,” a long-standing Delta Physician Placement client in Missouri stated in response to the survey. “Jeremy was responsive and always available when we needed him.”

Another client expressed praise about her experience with Jeremy on The Delta Companies Facebook page, stating “Thank you for your efforts, professionalism, dedication, and availability during the psychiatric recruitment process. You have set the standard for recruiting.”

In addition to being a top performer in his department, Jeremy is also a major driver in the majority of The Delta Companies philanthropy efforts. Last summer, Jeremy was awarded Rockstar of the Quarter—the most coveted recognition awarded by The Delta Companies, given to an individual that exemplifies the ideal balance of both performance and humanity. Throughout his tenure, Jeremy has constantly sought ways to improve both the experience of his customers and of his colleagues. His level of dedication and enthusiasm are characteristics often sought and rarely found, distinguishing Jeremy as a not only valuable, but vital component to his business.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
 Mary Glover
 Vice President of Communications, The Delta Companies
 Four Hickory Centre
 1755 Wittington Place, Suite 175
 Dallas, TX 75234
 (800) 521-5050 x4144
 PR@thedeltacompanies.com
 http://www.thedeltacompanies.com

 


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The Delta Companies releases the 1st Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard

So you need a vacation- take one? and Staying competitive in a national field

The Delta Companies announced today the release of the 1st Quarter 2013 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition discusses industry perspectives of utilizing locum tenens providers to facilitate a summer vacation and tactics facilities can use to competitively recruit allied providers on a national scale. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:

Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Delta Healthcare Providers makes Inavero’s 2013 Best of Staffing™ Talent and Client lists

Winning service quality scores are more than double industry average, indicating widening gap between industry leaders and laggards.

Delta Healthcare Providers announced today it has been recognized under Inavero’s 2013 Best of Staffing™ Talent and Client designation, after Delta Flex Travelers and Delta Healthcare Placement were named to the lists of award winners. Since receiving these recognitions, the businesses have undergone a name change and combined to Delta Healthcare Providers. 

Presented in partnership with CareerBuilder, the fourth annual Best of Staffing list provides the only statistically valid, objective, service quality benchmarks in the industry and reveals which staffing agencies are delivering exceptional service to the permanent and temporary employees for whom they find jobs. This year’s list highlights a growing divide among the industry’s leaders and laggards, and identifies Delta Healthcare Providers as one of the best staffing agencies for both temporary and permanent allied healthcare services.

Less than one percent of all staffing agencies in North America receive the Best of Staffing award for service excellence. Utilizing the Net Promoter® methodology, the 2013 Best of Staffing Talent winners achieved satisfaction scores more than double the industry average. This stark contrast in scores is a clear indication that the firms who have earned their way onto the 2013 Best of Staffing Talent and Client lists truly stand out for their service quality. Delta Flex Travelers received satisfaction ratings of 9 or 10 out of 10 from 69 percent of their client participants, and Delta Healthcare Placement received 66 percent. Additionally, Delta Flex Travelers received 71 percent ratings of 9 or 10 out of 10 from talent participants; these score are significantly higher than the industry’s average of 48 percent.

“While we are certainly proud to be recognized for these achievements, we will continue to work toward always improving the experience of our customers,” said Delta Healthcare Provider Executive Vice President Bill Tracewell. Delta Flex Travelers and Delta Healthcare Placement now operate under the combined business, Delta Healthcare Providers in order to enhance service to customers; however, individually both businesses have been ranked Best of Staffing designation for the previous four years. 

“Few things are more important to companies than the employees you hire,” said Inavero Founder and CEO Eric Gregg. “The same holds true for candidates on their quest for employment. Staffing agencies have proven to successfully connect companies with permanent and temporary employees. Since the end of the recession, the staffing and recruiting industry has created more jobs than any other single industry in the country**, yet so many companies and job seekers don’t take advantage of this expertise and resource. Our hope is that both companies and job candidates use the Best of Staffing lists as a benchmark to help select a staffing agency that can either secure the talent or employment opportunity they need.”  

®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld. Net Promoter Score is calculated by taking the percentage of respondents who, on a scale of 0 to 10, rate their likelihood to recommend the staffing agency with a score of 9 or 10 (promoters) and subtracting the percentage who rate the staffing agency a 6 or lower (detractors). 

**Bureau of Labor Statistics

About Inavero
Inavero
administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive research partner. 

Inavero’s Best of Staffing™ is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). The Best of Staffing winner lists are a central place that businesses and talent go to find the best staffing agencies to call when they are in need.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Healthcare Providers. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Delta Locum Tenens makes Inavero’s 2013 Best of Staffing™ Talent and Client lists

Winning service quality scores are more than double industry average, indicating widening gap between industry leaders and laggards.

Delta Locum Tenens announced today it has been named to Inavero’s 2013 Best of Staffing™ Talent and Client lists of award winners. Presented in partnership with CareerBuilder, the fourth annual Best of Staffing list provides the only statistically valid, objective, service quality benchmarks in the industry and reveals which staffing agencies are delivering exceptional service to the permanent and temporary employees for whom they find jobs. This year’s list highlights a growing divide among the industry’s leaders and laggards, and identifies Delta Locum Tenens as one of the best staffing agencies for locum providers and healthcare facilities to call when they are in need of staffing services.

Less than one percent of all staffing agencies in North America receive the Best of Staffing award for service excellence. Utilizing the Net Promoter® methodology, the 2013 Best of Staffing Talent winners achieved satisfaction scores more than double the industry average. This stark contrast in scores is a clear indication that the firms who have earned their way onto the 2013 Best of Staffing Talent and Client lists truly stand out for their service quality. Delta Locum Tenens received overall satisfaction ratings of 9 or 10 out of 10 from 77 percent of providers and clients, significantly higher than the industry’s average of 48 percent.

“Less than one percent of staffing firms in the U.S. and Canada have been named to the Best of Staffing Lists, and receiving this recognition differentiates our company as being a leader in the healthcare staffing industry,” said Executive Vice President Ty Chambers. “This recognition is an honor, and also sets new standard for us to improve upon.” This is the fourth year Delta Locum Tenens has been recognized under Inavero’s Best of Staffing designation. 

“Few things are more important to companies than the employees you hire,” said Inavero Founder and CEO Eric Gregg. “The same holds true for candidates on their quest for employment. Staffing agencies have proven to successfully connect companies with permanent and temporary employees. Since the end of the recession, the staffing and recruiting industry has created more jobs than any other single industry in the country**, yet so many companies and job seekers don’t take advantage of this expertise and resource. Our hope is that both companies and job candidates use the Best of Staffing lists as a benchmark to help select a staffing agency that can either secure the talent or employment opportunity they need.”  

®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld. Net Promoter Score is calculated by taking the percentage of respondents who, on a scale of 0 to 10, rate their likelihood to recommend the staffing agency with a score of 9 or 10 (promoters) and subtracting the percentage who rate the staffing agency a 6 or lower (detractors). 

**Bureau of Labor Statistics

About Inavero
Inavero
administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive research partner. 

Inavero’s Best of Staffing™ is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). The Best of Staffing winner lists are a central place that businesses and talent go to find the best staffing agencies to call when they are in need.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies releases the 4th Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies releases the 4th Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard


The Delta Companies announced today the release of the 4th Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment. 

This quarter's edition dicusses industry perspectives of attracting and retaining a new physician and the impact that NPTE testing dates can have on the lisensure process of a new physical therapist or physical therapy assistant. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies welcomes new brand, Delta Healthcare Providers

Delta Flex Travelers, Delta Healthcare Placement and Delta Flex Providers have joined forces under the new name, Delta Healthcare Providers

DALLAS, TEXAS—Monday, December 31, 2012—The Delta Companies announced today the combination of all allied healthcare services previously provided by Delta Healthcare Placement, Delta Flex Travelers and Delta Flex Providers to the newly jointed business unit, Delta Healthcare Providers. 

Delta Healthcare Providers represents all permanent allied healthcare placements, and travel placements for physical therapists, physical therapy assistants, occupational therapists, speech pathologists, and certified occupational therapy assistants. Representatives are trained across both permanent and temporary placement platforms, and are prepared to address all customer needs through these services.  

“The development of Delta Healthcare Providers will allow our teams to streamline services to best fit the needs of our customers,” Bill Tracewell, executive vice president of The Delta Companies said. “With our marketing representatives trained to fulfill all client needs and our two recruiting teams aligned by temporary and permanent placements, Delta Healthcare Providers can accommodate all allied healthcare staffing services with the flexibility and personalization needed for each individual assignment.” 

Although Delta Flex Travelers has been incorporated into the newly branded Delta Healthcare Providers, the company maintains its’ standing on Inavero’s 2012 Best of Staffing Client and Talent lists.  While the name of the business has changed, the employees and services that originally rendered Delta Flex Travelers on the lists have remained the same, and will continue to provide award-worthy performances as members of Delta Healthcare Providers. 

The name change will become effective Tuesday, January 1, 2013. For more information about Delta Healthcare Providers and details on services available for both providers and facilities, visit www.deltahealthcareproviders.com

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other allied healthcare staffing services are represented by Delta Healthcare Providers.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies donates over $100,000 to Texas Scottish Rite Hospital for Children

The company exceeded their 2012 philanthropy goal by over $10,000

DALLAS, TEXAS—Friday, December 14, 2012—Today The Delta Companies donated a check for $100,044 to Texas Scottish Rite Hospital for Children (TSRHC), exceeding the company’s original 2012 philanthropy goal of $91,008. 

TSRHC has been the focal recipient of The Delta Companies’ philanthropy initiatives for the past five years. The company holds multiple fund raising activities for employees and the public throughout the year, attracting sponsorships and donations from participants throughout the community. This year, the company’s annual golf tournament generated over a quarter of the philanthropy goal, and most recently, the company’s annual silent auction brought in 150 items from sponsors in the area. 

The donation will be split into funding for equipment, as well as operation of “Camp Just Like Me,” a one-week camp for patients who have been diagnosed with the rare congenital disorder arthrogryposis. Also, a percentage of the donation will be given in the form of educational toys delivered to the hospital by The Delta Companies employees.

“Fifty percent of our company’s core ideology statement focuses on humanity and putting people first in all situations,” said The Delta Companies CEO Jeff Bowling. ”Today, we are able to do exactly that by supporting an amazing organization. Because of the participation and dedication of employees and donors involved in this process, we not only exceeded our year-end goal, but also allowed ourselves to become a contributing part of an altruistic and exceptional organization like TSRHC.”

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

About Texas Scottish Rite Hospital for Children

Texas Scottish Rite Hospital for Children treats Texas children with orthopedic conditions, such as scoliosis, clubfoot, hand disorders, hip disorders and limb length differences, as well as certain related neurological disorders and learning disorders, such as dyslexia. As a nonprofit organization that does not receive state or federal funding, the organization has been the recipient of The Delta Companies 2012 philanthropy concentration since 2007. For more information about the organization or ways to give, visit tsrhc.org.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Natalie Notko named as a 2012 Healthcare Traveler Recruiter of the Year

Congratulations to Natalie for being named 2012 Healthcare Traveler Recruiter of the Year

Delta Flex Travelers Senior Recruiting Consultant Natalie Notko was recently announced as a 2012 Healthcare Traveler Recruiter of the Year. 

Natalie is one of 61 healthcare staffing agents recognized by Healthcare Traveler. Kristen Weible said the following of Natalie: 

"I spoke with many recruiters prior to beginning my travel career; each had many promising opportunities. But after speaking with Natalie, I knew she was the one for me. She is very detailed and makes sure everything is in order for my first day of work. Natalie calls every week to ensure all is well and see if I need anything. She is committed to her travelers and available at anytime, including weekends. With Natalie as my recruiter, I just have to show up and go to work because she handles the rest."

For a full list of award recipients, visit healthcaretraveler.modernmedicine.com


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$18,000 raised toward Texas Scottish Rite Hospital for Children in The Delta Companies’ Annual Silent Auction

Thanks to the support of community sponsors and employee contributions, The Delta Companies raised a full fifth of their annual philanthropy goal in a single fund raising event.

DALLAS, TEXAS—Tuesday, December 5, 2012—Efforts involved in The Delta Companies Annual Silent Auction raised $18,000 to benefit Texas Scottish Rite Hospital for Children.

As The Delta Companies’ second largest fundraising event of the year, this weeklong auction event concluded on Thursday, Nov. 15. Generous support from sponsors within the community and from employee contributions allotted The Delta Companies to auction a variety of items ranging from autographed sporting equipment and certificates from businesses throughout the area, to donated babysitting services from members within the company. Final bidding was hosted at BJ Restaurant and Brewhouse, and was open to the public. The 2012 Silent Auction brought in the most funds raised than any previous year’s auction. 


The Annual Silent Auction is one of many fund raising events held throughout the year by The Delta Companies on behalf of Texas Scottish Rite Hospital. This organization is the primary philanthropy focus for The Delta Companies, and has been for several years. Toys a total check for funds raised throughout 2012 will be presented to the hospital on Friday, Dec. 14.

The Delta Companies would like to extend a special thanks to the following sponsors who participated in the auction: Bobby Clark/AC Complete, Ashley Ford Photography, Pappas, GroupOn,Stonebriar Chevrolet, Law Office of William Keneneth Dippel, Nick and Sams, Kim's Kaps, Richardson Bike Mart, Lori Dodson, Winter's Ragged Hand, Boston's, Johnny Carino's, Bob Nunn,River Chase Golf Course, Best Buy, Barbara Hromadka, Artyce Colen, Chris Landry Photography, Dallas Stars, Camp Gladiator, Pure Romance, Hydra Fenders, DFW Surf, Hari Mari Flip Flops, Bounce for Fun, Love n Hate, Andrew Smith, Jen X Photography, Hat Alley, Belmont Hotel/Smoke Bar, Roy's Hawaiian, Well Help Fitness, Dr. Friedman, Coppell Fire Department, Christine Atkins, Time Warner Cable, Dallas Mavericks, Nail Studio of Las Colinas, William Edge Salon, Golf Tec, Aloft- Las Colinas, Tammy and Co., Dallas Roadshows, Lute Riley Honda, Fandango, Dish Restaurant & Lounge, Damien Franklin- Texas Toyota of Grapevine, Tastefully Yours Cakes, Hotel Zaza, Kendra Scott, Society Bakery, Fort Worth Brahmas, Exhale Spa, Hooters, Samsung, Horseshoe Casino, Bachendorf's , Jamberry, Brandy Fraikes, Stephanie Harms Photography, Mushy Tushy (Emily Curtain), Scentsy, Grace Adele, LocumJobsOnline / AlliedTravelCareers, Skyline DFW, MMS Inc., Elite Cigar Café, Stella & Dot, Outta the Oven, Nylo Hotel, Paradise Pen, Best Western, Hilton, Choice Privleges, Avis, Hyatt Place, Enterprise, Ride Centric, TDC Travel Dept, Las Colinas Mariott, Jackie Jelen, Café Istanbul, Painting w/ a Twist, Costco, The Gents Place, J. Hilburn, Cocktail Cakes.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

About Texas Scottish Rite Hospital for Children

Texas Scottish Rite Hospital for Children treats Texas children with orthopedic conditions, such as scoliosis, clubfoot, hand disorders, hip disorders and limb length differences, as well as certain related neurological disorders and learning disorders, such as dyslexia. As a nonprofit organization that does not receive state or federal funding, the organization has been the recipient of The Delta Companies 2012 philanthropy concentration. For more information about the organization or ways to give, visit tsrhc.org.

Contact: 
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies turns 15

Founded Halloween of 1997, today marks 15 years that The Delta Companies has been in the healthcare staffing industry

DALLAS, TEXAS – October 31, 2012 –The Delta Companies celebrates today their 15th anniversary in healthcare staffing.

“Today marks a great achievement in our company’s history,” said Jeff Bowling, chief executive officer. “While today we celebrate our past accomplishments, it is with great confidence and excitement that we can look toward the future and the many successes that are to come.”

Founded in 1997 as Delta Medical Consulting, The Delta Companies is now an award-winning enterprise in healthcare staffing. Deemed this year as one of the Largest US Healthcare Staffing Firms and Largest US Locum Tenens Staffing Firms by Staffing Industry Analyst, The Delta Companies continues to be one of the fastest growing companies in the healthcare staffing industry. Additionally, the enterprise has received Inavero’s Best of Staffing awards for both Talent and Client consecutively for the past two years.


For more information on The Delta Companies, visit www.thedeltacompanies.com.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5050 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies releases the 3rd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies releases the 3rd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard


DALLAS, TEXAS – October 25, 2012– The Delta Companies announced today the release of the 3rd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.

This quarter's edition dicusses industry perspectives of alleviating operational challenges put on facilities during the physician shortage and tips on increasing therapist retention. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4144
PR@thedeltacompanies.com
http://www.thedeltacompanies.com

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The Delta Companies wins two American Staffing Association national communications awards

ASA presents The Delta Companies with awards in Excellence in both Specialty Advertising and Social Media categories.

DALLAS, TEXAS – September 18, 2012– The DeltaCompanies took two awards of Excellence in the 2012 American StaffingAssociation Staffing VOICE Awards competition. This national annual awardsprogram recognizes the best ASA member communications campaigns from directmail to online platforms.

This year, the Delta Companies’ in-house advertising team was recognized in the categories of Specialty Advertising and Social Media. The enterprise received Judges’ Crystal Award for the Specialty Advertising category, which is presented at the discretion of the judging panel to recognize an entry’s exceptional achievement. The Delta Companies has now been honored in the competition for six consecutive years, including twice winning Best of Show.

“These awards represent both an honor and a celebration of success for our advertising team,” said The Delta Companies Chief Executive Officer Jeff Bowling. “Inaddition to promoting visibility of our services which will help create access to a larger pool of potential candidates and clients, the awards give recognition to the creative and ultimately successful approach we take to everytask that we do.”

 The ASA Staffing VOICE Awards competition recognizes the voice, originality, innovation, creativity, and effectiveness—or VOICE—of ASA member communications campaigns. A panel of communications experts judges the entries in two award classes, for independent and national staffing firms, on general appeal and overall quality, content and message, originality of approach, target audience, and objectives.

The 2012 ASA Staffing VOICE Awards competition was sponsored by CareerBuilder, an ASA corporate partner providing customized products and services to help staffing firms increase their exposure among candidates and potential clients.

The winning entries will be displayed during Staffing World 2012, where convention and expo attendees will see the companies’ successful communications efforts.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

About the American Staffing Association
The American Staffing Association is the voice of the U.S. staffing industry. ASA and its affiliated chapters advance the interests of staffing and recruiting firms of all sizes and across all sectors through legal and legislative advocacy, public relations, education, and the promotion of high standards of legal, ethical, and professional practices. ASA members provide the full range of employment and work force services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting.

Contact:
Mary Glover
Vice President of Communications, The Delta Companies

Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(267) 350-9339
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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Delta Locum Tenens develops online application process

Providers can now access application documentation and skills checklist online

Delta Locum Tenens recently released an electronic application system that improves the application submission process for providers.

By accessing the business’ Website, deltalocums.com, incoming providers can complete required application documentation from their computer or mobile device. The system includes necessary forms for the application process and can be instantly submitted online.

Additionally, Delta Locum Tenens now offers a virtual version of the skills checklist,which is required for new providers to complete before assignment. This list helps hiring facility representatives to determine providers’ scope of practice in order to ensure a good match. Returning providers can also access the online forms in order to make instant updates to their information.

Since launching the online system, Delta Locum Tenens’ representatives have seen applications returned in a matter of hours, in what would take days to receive through traditional mail. The improved submission process helps Delta Locum Tenens representatives to process providers sooner, therefore accelerating the placement process. However, print applications remain available to those who prefer traditional submissions.

In addition to a quicker submission process, the online application system creates access to a more convenient and user-friendly resource for providers. To access the system, click the “provider” tab on the deltalocum.com home page and follow the links in the left navigation menu. For more information, or help with this process, contact your Delta Locum Tenens’ representative.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

Contact:

Mary Glover

Vice President of Communications, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(267) 350-9339
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies promotes five senior leadership members

Marc Bowles, James Heil, Jaeson Babb, Ryan Anholt and Mary Glover have been promoted to vice presidents.

With dedication toward the company’s core ideology statement “creating access for people through performance and humanity,” The Delta Companies announces today the promotion of five vice presidents.
 
The Delta Companies’ physician staffing and placement segments designated Marc Bowles as vice president of marketing for Delta Locum Tenens and Delta Physician Placement. Additionally, James Heil has been named vice president of recruiting in Delta Locum Tenens.

Delta Flex Partners, which provides temporary staffing and permanent placement of allied and other healthcare providers, has named Jaeson Babb vice president of permanent recruiting and Ryan Anholt vice president of temporary recruiting.
 
Mary Glover has also been promoted to vice president of communications and will be responsible for informational technology, advertising and public relations throughout the enterprise.
 
“The five individuals we have identified have been instrumental in the success of this enterprise,” CEO Jeff Bowling said. “Their continued leadership is key to the strategic direction and growth of the company. We congratulate and honor them, while looking forward to the continued exceptional customer experience that this structure allows The Delta Companies to provide.”
 
About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.


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Delta Flex Travelers launches online work log system

A business unit of The Delta Companies offers online work log systems that improve user experience

Delta Flex Travelers, a business unit of The Delta Companies, recently launched a new online work log system that improves the experience of time submission and approval.   

The Delta Companies online work log application creates on-the-go access for users in virtually any location. Travelers can login via computer or mobile device to update and submit their work logs for approval. A notification is then sent to the corresponding approver at a client’s facility via email, no external login necessary. Additionally, online work logs ensure accurate billing and promote a green approach to time-reporting by eliminating unnecessary paper and printing costs.

Each quarter, The Delta Companies solicits feedback from customers through the Customer Experience Index survey to measure the experience travelers and clients have with our service.  The comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience.   After studying recent reports, the company spotted a trend in feedback denoting a preference for online work logs to replace handwritten paper copies. As of June, the company has adopted the online system, which is accessible through the web site.

Access for Customers

Travelers are given a unique login username and password to use during assignments. Travelers can access the online system by clicking the “submit work logs” link at http://www.flextravelers.com. Work logs can be updated and altered at any time before submission.

By logging in online via computer or mobile application, travelers no longer have to be onsite at the approver’s facility for an in-person signature. The online work logs are formatted identically to prior paper copies, to support ease of use of both submission and approval. The work log system is designed to be user friendly for all levels of computer skills, and instructions for submissions are available on the site.

Facility representatives can provide online approvals during a time that fits with their schedule, and from the comfort of their own computer or device. Approvers do not need to login to the online work log system to complete a submission; they simply need to check their inbox for approval notifications, and click the unique link provided for that specific work by the approval deadline.

About the Customer Experience index

The Customer Experience Index is a single metric use to measure the experience customers are having with The Delta Companies services. The metric is the Net Promoter Score® that was developed by Satmetrix, Bain & Company, and Fred Reichheld, and is hosted by Inavero. It establishes a simple, actionable feedback and measurement system so that our organization will continually improve the customer experience while earning loyalty with our services. In addition to the metric, the comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience across all service lines.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Providers.

 Contact:         Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@TheDeltaCompaniespeople.com
                      
http://www.thedeltacompanies.com


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Staffing Industry Analysts recognize The Delta Companies

The Delta Companies named on two Staffing Industry Analysts annual lists

Today, The Delta Companies celebrates being listed on the Staffing Industry Analysts (SIA) 2012 List of Largest U.S. Healthcare Staffing Firms. The enterprise was listed among a total of 17 healthcare staffing firms, cumulatively representing 48 percent of the industry’s market. 

Companies were ranked by their estimated 2011 U.S. revenue generated in the healthcare segment, each producing at least $50 million in healthcare revenue. The list is aimed at providing a “big picture” reading of the U.S. healthcare sector.

Additionally, The Delta Companies was listed on the SIA 2012 List of Largest U.S. Locum Tenens Staffing Firms. This listing designated The Delta Companies as one of seven enterprises to generate an estimated $25 million or more in U.S. Locum Tenens staffing. Together, these seven companies make up 67 percent of the Locum Tenens staffing market.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Providers.

 Contact:       Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@TheDeltaCompaniespeople.com
                      
http://www.thedeltacompanies.com


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Delta Locum Tenens launches online work log system

Delta Locum Tenens recently launched a new online work log system that improves the experience of time submission and approval.

Delta Locum Tenens, a business unit of The Delta Companies, recently launched a new online work log system that improves the experience of time submission and approval.   

The Delta Companies online work log application creates on-the-go access for users in virtually any location. Providers can login via computer or mobile device to update and submit their work logs for approval. A notification is then sent to the corresponding approver at a client’s facility via email, no external login necessary. Additionally, online work logs ensure accurate billing and promote a green approach to time-reporting by eliminating unnecessary paper and printing costs. 

Each quarter, The Delta Companies solicits feedback from customers through the Customer Experience Index survey to evaluate the experience providers and clients have with our service.  The comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience.   After studying recent reports, the company spotted a trend in feedback denoting a preference for online work logs to replace handwritten paper copies. As of June, the company has adopted the electronic system, which is accessible through the web site.

Access for Customers
Providers are given a unique login username and password to use during assignments. Providers can access the online system by clicking the “submit work logs” link at http://www.deltalocums.com. Work logs can be updated and altered at any time before submission. 

By logging in online via computer or mobile application, providers no longer have to travel to their approver’s facility for an in-person signature. The electronic work logs are formatted identically to prior paper copies, to support ease of use of both submission and approval. The work log system is designed to be user friendly for all levels of computer skills, and instructions for submissions are available on the site. 

Facility representatives can provide electronic approvals during a time that fits with their schedule, and from the comfort of their own computer or device. Approvers do not need to login to the online work log system to complete a submission; they simply need to check their inbox for approval notifications, and click the unique link provided for that specific work by the approval deadline.

About the Customer Experience index
The Customer Experience Index is a single metric use to measure the experience customers are having with The Delta Companies services. The metric is the Net Promoter Score® that was developed by Satmetrix, Bain & Company, and Fred Reichheld, and is hosted by Inavero. It establishes a simple, actionable feedback and measurement system so that our organization will continually improve the customer experience while earning loyalty with our services. In addition to the metric, the comments provided from the survey are also utilized to better understand where operational adjustments can be made to enhance the customer experience across all service lines.

About The Delta Companies 
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Providers. 

 Contact:         Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@TheDeltaCompaniespeople.com
                       http://www.thedeltacompanies.com


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The Delta Companies releases the 2nd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies releases the 2nd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies releases the 2nd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 2nd Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

Contact: Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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2012 Disco Cup raises over $22,000 for philanthropy initiative

After hosting the 2012 Disco Cup Golf Tournament, The Delta Companies was able to raise $22,716.29 in support of Texas Scottish Rite Hospital for Children (TSRHC) within a single fundraiser.

After hosting the 2012 Disco Cup Golf Tournament, The Delta Companies was able to raise $22,716.29 in support of Texas Scottish Rite Hospital for Children (TSRHC) within a single fundraiser.

The Disco Cup is an annual tournament open to golf enthusiasts, or people simply looking for a day filled with near-misses, mulligan’s, and do-over’s. In the spirit of fun and camaraderie, 43 Delta volunteers coordinated a morning and afternoon flight, in which teams of four golfers competed in a scramble. Despite threats of poor weather, The Delta Companies welcomed their largest event turnout to date, with 196 golfers, including local celebrities Jose Guzman, Lee Haynes, Jack Lindsey, Larry Mallory, Kevin Mench, Mike Napoli, Hurles Scales, Dan Smith and Ira Terrell.

Funds raised at the tournament are part of a year-long initiative to generate $91,008 in support of TSRHC. The enterprise will also host an annual silent auction during the week of November 5, and all are welcome to bid on items. Previous auction items have included event tickets, sports memorabilia, travel packages, and a wide array of specialty gifts. All proceeds collected from this year’s campaign will be presented to TSRCH during the holiday season. 

This year’s event was made possible by several  sponsors: BJ's Restaurants Foundation, Barnaby & Wolfe, CareerBuilder, CBRE, Enterprise Rent-a-Car, Greg Palmer & Associates, Holmes Murphy & Associates, Impact Printing, Jones Lang LaSalle, LLC-Scott Gann, Mercury Communication, Next Level Exchange, OSO Capital, Pinnacle Graphics, Shelter Mortgage/Kay Wilkinson, Wells Fargo, Weaver Tidwell and a donation made in loving memory of Adam Hartwick.

For more information about TSRCH, visit tsrhc.org, and to see photos from this year’s Disco Cup event, check out The Delta Companies Facebook page at facebook.com/TDCpeople.

About The Delta Companies 
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers. 

 Contact:         Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@thedeltacompanies.com
                       http://www.thedeltacompanies.com


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The Delta Companies launches redesign of Web site

The Delta Companies reveals the company’s core ideology to the public today, “creating access for people through performance and humanity,” with the launch of their redesigned Web site, www.thedeltacompanies.com.

 

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – May 11, 2012 – The Delta Companies reveals the company’s core ideology to the public today, “creating access for people through performance and humanity,” with the launch of their redesigned Web site, www.thedeltacompanies.com.

The Web site objectifies why we exist and explains how The Delta Companies open doors for everyone. Additionally, the Web site has increased transparency of The Delta Companies award winning culture.

Breaking Down the Statement

“Create” is an action driven verb meaning to make something from nothing. Creating access is what we do - members are given access to great careers at the Delta Companies; providers receive access to new and exciting opportunities; facilities gain access to quality clinicians; and, in turn, patients access the care they need and deserve. The services provided by The Delta Companies impact more than any one individual; the outcome of a good placement spans across all involved parties. 

The latter portion of the company’s ideology focuses on the importance of both its values; performance and humanity. The organization drives home the importance of executing for customers to a world class level AND putting people first. Members at The Delta Companies believe that performance is primary and people are more important.

“Most people think if you are a high performing organization, you can’t use words like respect and love, and if you use those words then you can’t be a for-profit,” CEO Jeff Bowling said. “We are living proof that you can be both!”

Launch of the New Site

The redesigned Web site was released today concluding a six-day video campaign via Facebook and Google+. One video was released per day, focusing on a new portion of the Web site by flashing images that related to a specific word within the company’s purpose statement. The campaign circulated May 4-10, with the goal of generating hype among staff members and the organization’s fans. For full videos, visit facebook.com/TDCpeople.

In addition to a modernized presence on the Web, the site redesign has incorporated new navigation techniques and media content to enhance the Web viewer’s experience. With sections such as company “fun” and “meet the people,” The Delta Companies has created a portal into the lifestyle and internal behaviors of organization’s culture.

Visit the newly designed Web site at www.thedeltacompanies.com .

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, therapy and other allied healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

 Contact:     

Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
 http://www.thedeltacompanies.com


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The Delta Companies CEO named “Who’s Who” in the Staffing Industry

The Delta Companies celebrates Chief Executive Officer Jeff Bowling for being named a member of the Who’s Who: The Staffing 100 list. Bowling was recognized as a “Mover and Shaker” on the Staffing 100, placing The Delta Companies as one of only three healthcare staffing agencies on the 2011list.

DALLAS, TEXAS – April 3, 2012 – Today, The Delta Companies celebrates Chief Executive Officer Jeff Bowling for being named a member of the Who’s Who: The Staffing 100 list. Bowling was recognized as a “Mover and Shaker” on the Staffing 100, placing The Delta Companies as one of only three healthcare staffing agencies on the 2011 list.

After founding The Delta Companies in 1997, Bowling has led the company through a substantial 15 years of growth. The Delta Companies was listed on the Staffing 100 in recognition of the firm’s five-year compound annual growth of 21.51 percent. Bowling was also mentioned for placing as an Ernst & Young “Entrepreneur of the Year” finalist in 2007.

Historically, The Delta Companies has made the Staffing Industry Analyst’s “25 Percent Club” of fastest-growing private staffing firms five years running, Inc. Magazine’s list of “Inc. 5000 America’s Fastest-Growing Private Companies” three years running and the Dallas Business Journal’s “Dallas 100” fastest-growing private companies list six out of the last seven years.

About Staffing 100

Written by Craig Johnson and KJ Fullam, the Staffing 100 list is comprised of nominations from throughout the staffing industry. Johnson and Fullam describe the list as a means to credit people who have positively influenced millions of as leaders in the staffing industry.

These folks have influenced staffing for the better and helped drive its growth,” Johnson and Fullam write in the introductory page of the list. “They are a mixture of the young and old, those just starting out and those who are CEOs of estab­lished corporations. Although our list is not an academic or objective study, it gives a contem­porary viewpoint of who is important to the staffing industry today.”

For the full text of the Staffing 100 list, visit http://www.staffingindustry.com/site/Research-Publications/Publications/Staffing-Industry-Review/October-2011/The-Staffing-100.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.

 Contact:       Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@thedeltacompanies.com
                       http://www.thedeltacompanies.com


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The Delta Companies releases the 1st Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies recently released The Standard, 1st Quarter 2012 edition.

The Delta Companies announced today the release of the 1st Quarter 2012 Physician Recruiting Standard and Healthcare Recruiting Standard. The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment. To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.


About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers. 


Contact:       Marc Bowles
                     Chief Operating Officer, The Delta Companies
                     Four Hickory Centre
                     1755 Wittington Place, Suite 175
                     Dallas, TX  75234
                     (800) 521-5060 x4102
                     PR@thedeltacompanies.com

                     http://www.thedeltacompanies.com 
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The Delta Companies, Delta Flex Travelers, Delta Locum Tenens, and Delta Physician Placement Make Inavero’s 2012 Best of Staffing™ List

Today The Delta Companies, Delta Flex Travelers, and Delta Locum Tenens announces they have been named to both Inavero’s 2012 Best of Staffing™ Client and Best of Staffing™ Talent lists, with Delta Physician Placement also being honored on the 2012 Best of Staffing™ Client list.

FOR IMMEDIATE RELEASE

DALLAS, TEXASFebruary 23, 2012 – Today The Delta Companies, Delta Flex Travelers, and Delta Locum Tenens announces they have been named to both Inavero’s 2012 Best of Staffing™ Client  and Best of Staffing™ Talent lists, with Delta Physician Placement also being honored on the 2012 Best of Staffing™ Client list.  Best of Staffing, presented in partnership with CareerBuilder, is the nation’s only award that recognizes staffing firms that receive remarkable reviews from their clients and the people they find jobs (employed talent).  Fewer than 1% of North American staffing firms have been named to the 2012 Best of Staffing Client or Talent Lists.

“Only through our providers and clients allowing us the opportunity to serve them, is it possible to achieve this industry leading experience,” said Jeff Bowling, President and CEO of The Delta Companies.


Staffing firms competing to make the Best of Staffing list underwent a rigorous client and talent survey process followed by careful analysis of responses to determine satisfaction levels. The Delta Companies received satisfaction ratings of 9 or 10 out of 10 from 71.4 percent of their clients and talent, significantly higher than the industry’s average of 50 percent. Best of Staffing participants secured a place on the list by earning an average Net Promoter Score
Ò that was nearly double the national staffing industry benchmark for client satisfaction.

 

“The staffing industry continues to play a key role in helping to revitalize the economy,” said Eric Gregg, Inavero’s Founder and CEO.  “Staffing firms give growth-minded organizations a more flexible alternative to recruiting their own employees, letting both the employee and employer determine if the fit is right for a more permanent position.  Both sides receive tremendous value in a flexible, yet meaningful working relationship, and as they engage with staffing firms to help achieve those goals, the service experience they have is very important to their success. The Best of Staffing lists are a resource for businesses and talent who are trying to find staffing firms that provide exceptional service.”

Inavero’s complete Best of Staffing list can be viewed at www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.  For more information on The Delta Companies please visit www.thedeltacompanies.com.  


About Inavero

Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries. Inavero’s proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero’s team analyzes satisfaction feedback from more than 500,000 staffing firm clients and talent each year, and serves at the American Staffing Association’s exclusive research partner.

 

For more information contact Inavero at (800) 921-2640 or email bestofstaffing@inavero.com. www.inavero.com | www.bestofstaffing.com.

 

Net Promoter, Net Promoter Score, and NPS are trademarks of Satmetrix Systems, Inc., Bain & Company, Inc., and Fred Reichheld

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers.  

 

Contact:              

Marc Bowles

Chief Operating Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com


 

 


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Dallas Executive Named Policy Council Chairman by American Staffing Association

Marc Bowles, chief operating officer at The Delta Companies, was recently appointed chairman of the American Staffing Association’s health care section policy council.

Marc Bowles, chief operating officer at The Delta Companies, was recently appointed chairman of the American Staffing Association’s health care section policy council. ASA policy councils are composed of member volunteers who advise the association’s board of directors on sector-specific issues and design programs to meet the unique business challenges faced by those sectors of the staffing industry.

For more information about The Delta Companies, visit thedeltacompanies.com.

Marc is responsible for all internal hiring, employee performance, marketing, advertising, public relations and information technology services of The Delta Companies.


About The American Staffing Association

The American Staffing Association is the voice of the U.S. staffing industry. ASA and its affiliated chapters advance the interests of staffing and recruiting firms of all sizes and across all sectors through legal and legislative advocacy, public relations, education, and the promotion of high standards of legal, ethical, and professional practices. ASA members provide the full range of employment and work force services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting.


Contact
Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, Texas 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com

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The Delta Companies releases the 4th Quarter 2011 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies releases the 4th Quarter 2011 Physician Recruiting Standard and Healthcare Recruiting Standard

The Delta Companies announced today the release of the 4th Quarter 2011 Physician Recruiting Standard and Healthcare Recruiting Standard,  The Standard is a quarterly resource from The Delta Companies providing a summary of physician and healthcare specialist compensation, placement data, and market trends in recruitment.  To view the Standard and subscribe to receive it each quarter, please visit www.thedeltacompanies.com/Standard.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians, physician extenders, allied, and therapy healthcare professionals. Physician staffing services are represented by Delta Physician Placement and Delta Locum Tenens. All other healthcare staffing services are represented by Delta Flex Providers through the recruiting operation efforts of Delta Healthcare Placement and Delta Flex Travelers. 

 
Contact:           Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@thedeltacompanies.com
                      
http://www.thedeltacompanies.com


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Texas Scottish Rite Hospital for Children Receives Over $91,000 from The Delta Companies

The Delta Companies recently exceeded their goal of $85,000 in donations for the Texas Scottish Rite Hospital for Children in 2011 and will donate a total of over $91,000 to the facility this holiday season.

The Delta Companies recently exceeded their goal of $85,000 in donations for the Texas Scottish Rite Hospital for Children in 2011 and will donate a total of over $91,000 to the facility this holiday season.

The donation will be split into three types of funding for the facility. A portion of the donation will be provided in the form of a check to the hospital’s orthotics department to purchase custom-made orthoses for patients with special orthopedic needs. Part of the donation will fund “Camp Just Like Me,” a one-week camp for patients who have been diagnosed with the rare congenital disorder arthrogryposis. Finally, a percentage of the donation will be given in the form of educational toys delivered to the hospital by The Delta Companies employees.

Exceeding the amount raised last year by over $20,000, employees of The Delta Companies raised donations for the hospital through a number of events this year. Most recently the staffing firm held a silent auction with the help of over 70 donors, raising over 20% of the total amount to be donated to the hospital.

The toy delivery and check presentation will take place at the hospital on Thursday, December 15, at 11:00 a.m.

About The Delta Companies

The Delta Companies offer staffing solutions for healthcare professionals through its operating units: Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact
Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, Texas 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com

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Congratulations to Shari Berman, Delta Flex Travelers, who was recently named one of Healthcare Traveler magazine's 2011 Travelers of the Year

Shari Berman, Delta Flex Traveler, named one of Healthcare Traveler magazine's 2011 Travelers of the Year

Congratulations to Shari Berman, one of our physical therapy assistants with Delta Flex Travelers, who was recently named as one of Healthcare Traveler magazine's "2011 Travelers of the Year."

"Shari started traveling with me in April 2009 and has been one of the most loyal travelers I have had the privilege of working with and consistently represents our company well when she is on assignment.  I do not know if I would enjoy my job as much if I did not have the opportunity to work with Shari on a daily basis.  She is fun to talk to and certainly deserves to be recognized for her excellence as a healthcare traveler.  I am proud to call her an associate and a friend." - Will Ho, Principal Recruiting Consultant, Delta Flex Travelers

To view the full article from Healthcare Traveler's December issue, click here.
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Congratulations to Jerome Palomo, Senior Recruiting Consultant with Delta Flex Travelers, who was recently named one of Healthcare Traveler magazine's 2011 Recruiters of the Year

Jerome Palomo, Delta Flex Travelers, was recently named as one of Healthcare Traveler magazine's 2011 Recruiters of the Year.

Congratulations to Jerome Palomo, Senior Recruiting Consultant with Delta Flex Travelers who was recently named as one of Healthcare Traveler magazine's "2011 Recruiters of the Year."

"Jerome is the best recruiter any traveler could have.  He secured contracts for my traveling partner and me within 48 hours of initiating contact with him when no one else had been able to find what we wanted for a month.  Jerome works long hours every day and loves his job.  He is so much fun and makes us feel like we are his only travelers. We even got invited on a trip to Vegas to hang out with him."

To view the full article from Healthcare Traveler's December issue, click here.
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Over $18,000 Raised to Benefit Texas Scottish Rite Hospital for Children from The Delta Companies’ Annual Silent Auction

Monday, November 21, 2011—The Delta Companies held a silent auction that raised 18,014 dollars for Scottish Rite Hospital for Children.

FOR IMMEDIATE RELEASE

DALLAS, TEXAS—Monday, November 21, 2011—The Delta Companies held a silent auction that raised 18,014 dollars for Scottish Rite Hospital for Children.

The week long auction event concluded on Thursday, November 10th where over 150 items were auctioned off at Strokers Dallas to exceed this year’s goal. The auction encompassed 73 sponsors and employee contributions from The Delta Companies.

The fund raising event is one of many held throughout this year by The Delta Companies to achieve a 2011 goal for Scottish Rite Hospital of 85,000 dollars. Scottish Rite Hospital is the primary philanthropy focus for the organization and has been for several years. Toys along with a check will be presented to the hospital on Thursday, December 15th.


About The Delta Companies


The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies: Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact

Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, Texas 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com

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The Delta Companies Makes Inc. 5000 List for Fifth Straight Year

The Delta Companies Makes Inc. 5000 List for Fifth Straight Year

FOR IMMEDIATE RELEASE
 
DALLAS, TEXAS – October 19, 2011 – Inc. magazine recently ranked The Delta Companies number 3,850 on its fifth annual Inc. 5000, an exclusive ranking of the nation’s fastest-growing private companies.  The staffing firm has made the list in each of the last five years and recognized as one of only three healthcare staffing firms distinguished with this recognition.
 
The Delta Companies grew revenue from $40.9 million in 2007 to $55.9 million in 2010 with a growth rate of 37 percent.  The Inc. 5000 is ranked according to percentage revenue growth from 2007 through 2010. To qualify, companies must have been founded and generating revenue by the first week of 2007, and therefore able to show four full calendar years of sales.
 
Additionally, they have to be U.S.-based, privately held, for profit, and independent -- not subsidiaries or divisions of other companies -- as of December 31, 2008. Revenue in 2007 must have been at least $100,000, and revenue in 2010 must have been at least $2 million.
 
For more information on The Delta Companies, please visit www.thedeltacompanies.com.   
 
About The Delta Companies
The Delta Companies offer staffing solutions for healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.
 
Contact:         Marc Bowles
                       Chief Operating Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234
                       (800) 521-5060 x4102
                       PR@thedeltacompanies.com
                       http://www.thedeltacompanies.com

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The Delta Companies Makes Inavero’s 2011 Best of Staffing™ List

The Delta Companies Makes Inavero’s 2011 Best of Staffing™ List


FOR IMMEDIATE RELEASE

DALLAS, TEXAS – September 15, 2011 –The Delta Companies announced today that it has been named to Inavero’s 2011 Best of Staffing™ Talent list. Best of Staffing, presented in partnership with CareerBuilder, is the nation’s only satisfaction award that recognizes staffing and recruiting firms who provide an exceptional experience for the talent they help find jobs.  Fewer than 1% of North American staffing firms have been named to the 2011 Best of Staffing Talent List.

"The recruiters were very professional and friendly and work very hard to get you matched up based upon your education and experience. They are available at all times to help you with any questions you may have. I can't think of anything that needs to be changed at this time."

Staffing firms competing to make the Best of Staffing list underwent a rigorous survey process followed by careful analysis of responses to determine satisfaction levels. The Delta Companies received satisfaction ratings of 9 or 10 out of 10 from 74.6 percent of their talent surveyed, significantly higher than the industry’s average of 50% percent. Best of Staffing participants secured a place on the list by earning an average Net Promoter Score® that was nearly double the national staffing industry benchmark for talent who had been placed in a job.

According to recent Bureau of Labor Statistics (BLS) data, staffing firms have created more new jobs since the end of the ‘Great Recession’ than any other industry, accounting for 91% of the total job growth. "There is still so much work to be done," said Eric Gregg, Inavero's Founder and CEO. "The most recent BLS report shows 14 million unemployed, nearly half whom have been out of work for six months or more. Job seekers are using staffing and recruiting firms now more than ever before, and it’s our hope the Best of Staffing List will help guide them to the firms who have truly created an exceptional experience for the talent they are helping put back to work.”

Inavero’s complete Best of Staffing list can be viewed at www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.  To learn more about The Delta Companies visit www.thedeltacompanies.com.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

Contact:  
      
Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com

About Inavero, Inc.
Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries.Inavero’s proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero’s team analyzes satisfaction feedback from more than 400,000 staffing firm clients and talent each year, and serves at the American Staffing Association’s exclusive research partner. The firm’s surveys protect more than $5 billion in staffing firm annual revenue.

For more information contact Inavero at (800) 921-2640 or email bestofstaffing@inavero.com. www.inavero.com | www.bestofstaffing.com.® Net Promoter, Net Promoter Score, and NPS are trademarks of Satmetrix Systems, Inc., Bain & Company, Inc., and Fred Reichheld.
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The Delta Companies Feature Two Speakers During SIA Healthcare Staffing Summit

The Delta Companies Feature Two Speakers During SIA Healthcare Staffing Summit


FOR IMMEDIATE RELEASE

DALLAS, TEXAS – September 13, 2011 – The Delta Companies will have two featured speakers at this year’s Staffing Industry Analysts Healthcare Staffing Summit which held September 21-23, 2011 at the Downtown Marriott in Philadelphia.

Produced by Staffing Industry Analysts, the global adviser on contingent work, the Healthcare Staffing Summit will focus on the most pressing strategic issues that affect how you make crucial decisions each day.

Jeff Bowling, Chief Executive Officer, and Marc Bowles, Chief Operating Officer, will be speaking in a session entitled "High-Bang-To-Buck Tactics".

This year’s Summit will also feature keynote presentations by William Frist, former U.S. Senate Majority Leader on the future of healthcare reform,  a panel of leaders on what to expect for the healthcare industry  in the next five years, including former AMA president, James Rohackand Staffing Industry Analysts President Barry Asinon where to find opportunities for growth in healthcare staffing.

About The Delta Companies

The Delta Companies (www.thedeltacompanies.com) offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.
 
Contact:        

Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com


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The Delta Companies Day of Caring

The Delta Companies Day of Caring


FOR IMMEDIATE RELEASE

DALLAS, TEXAS – September 7, 2011 – The Delta Companies will be joining employees of St. Jude Children's Research Hospital and other area organizations as volunteers during the Great Urban Race, Saturday, October 15.
 
Volunteers will help with pre-race setup, registration, pre-race instruction, finish line assistance and camera check, and post-race cleanup. This fun unique experience begins at 10:30 am and wraps up at 5 pm with a costume contest and award ceremony.

The mission of St. Jude Children’s Research Hospital is to advance cures, and means of prevention, for pediatric catastrophic diseases through research and treatment. Consistent with the vision of our founder Danny Thomas, no child is denied treatment based on race, religion or a family's ability to pay.
 
For more information on how you can join The Delta Companies Day of Caring or other philanthropic initiatives, please contact Casey Meyers at cmeyers@thedeltacompanies.com.
 
About The Delta Companies

The Delta Companies (www.thedeltacompanies.com) offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.
 
Contact:       

Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, TX  75234
(800) 521-5060 x4102
PR@thedeltacompanies.com
http://www.thedeltacompanies.com
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The Delta Companies receives award of Excellence by ASA

The Delta Companies receives award of Excellence by ASA

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – August 24, 2011 – The Delta Companies recently won four awards of Excellence and two merit awards for their advertising in the American Staffing Association’s annual VOICE awards competition. 

 

The firm’s in-house advertising team was recognized in the categories of Company Web site, Public Service, Multimedia, Social Media, Company Publication and Other Advertising.  The Delta Companies has now been honored in the competition for five consecutive years, including twice winning Best of Show.

 

The ASA Staffing VOICE Awards competition recognizes the voice, originality, innovation, creativity, and effectiveness—or VOICE—of ASA member communications campaigns.  A panel of communications experts judges the entries in two award classes, for independent and national staffing firms, on general appeal and overall quality, content and message, originality of approach, target audience, and objectives. 

 

Awards will be displayed during Staffing World, Oct. 11-14 in New Orleans, and will be published in the November-December issue of Staffing Success

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:         

Marc Bowles

Chief Marketing Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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NATHO Releases KPMG 2011 U.S. Hospital Labor Costs Study All‐in hourly cost of full‐time RN is 176% of base hourly wage and averages $98,000/year

NATHO Releases KPMG 2011 U.S. Hospital Labor Costs Study All‐in hourly cost of full‐time RN is 176% of base hourly wage and averages $98,000/year

June 8, 2011, Los Angeles, CA –As the economy begins to show signs of recovery, and pressure returns on nurse wages, attrition, and labor availability, hospital executives face the challenge of managing labor costs and scarce clinical personnel while managing patient care. The National Association of Travel Healthcare Organizations (NATHO) commissioned KPMG LLP to conduct a study to explore how hospital executives consider their use of full‐time and supplemental labor strategies in the current economy that addresses patient care, costs, and revenue retention and growth.

NATHO’s 2011 U.S. Hospital Nursing
Labor Costs Study, which is based on a survey of 120 senior hospital executives throughout the United States, provides labor cost benchmarks useful in labor model analysis. NATHO is a non‐profit association of travel healthcare staffing organizations founded in 2008 to create and enforce standards of practice, ethics, and dispute resolution.

Labor Cost for a Full‐Time Registered Nurse
According to the survey, the all‐in cost of a full‐time direct care hospital registered nurse (RN) is on average $98,000/year ($45/hour), of which only $55,739 is base wages ($25.84/hour). Fully‐loaded payroll, which includes base wages, employer taxes and paid time off represents 76‐78% of the total cost of the RN labor force at facilities. The balance comes from non productivity costs (12‐13%), insurance costs (8‐9%), recruiting costs (1‐2%), and other costs (1%). In other words, the actual cost per hour for a full time nurse is on average 176% of their base hourly wage. These
are important factors in evaluating whether to add staff, increase overtime or use contingent nurses to meet patient needs.

“Hidden” Costs of Full‐Time Nursing Labor
There are also significant additional “hidden” nursing labor costs, which are mainly the result of non‐productive labor hours and associated opportunity costs, as well as attrition and time required to fill a permanent direct care RN position.Non‐productive labor hours on average represent 13% of total hours, according to respondents.

Optimum Staffing Levels and Quality Override Cost as Decision Factors
Two‐thirds of the hospital executives responding to the survey say they are currently using travel or per diem nurses. The key reasons for using traveling nurses were supply and demand, and quality of these nurses. These appear to be even more important decision factors than cost. Some of the reasons given, which enable some hospitals not to use traveling staff, include the use of extra full‐time staff, part‐time employed staff, incentives to limit turnover and to encourage working overtime, as well as the current economic downturn leading to limited turnover. Many of these factors may be of a temporary nature, and increase costs and turnover over the long term. Respondents also stated that the ideal balance is 90% permanent staff and 10% supplemental labor.
 
“The study offers an unbiased view of the comprehensive costs associated with full‐time, direct care nurses and the financial impact of utilizing direct care staff to manage a hospital’s fluctuating demand for clinicians,” said Mark Stagen, NATHO president “Findings are drawn from the responses of those at the heart of the industry, offering valuable insight on current trends and future opportunities. The study also seems to confirm what many of our members have said all along that the cost of a permanent RN isn’t that different than the cost of a Travel Nurse.”

About the Survey
The 2011 U.S. Hospital Nursing Labor Costs Study, conducted by KPMG LLP on behalf of NATHO, looks at the current condition of United States hospital labor costs and explores issues that could shape a hospital’s labor strategy in the coming years. To see the entire survey, go to KPMG’s website by clicking here.

About NATHO
The National Association of Travel Healthcare Organizations (NATHO) is a non‐profit association of nearly 40 healthcare staffing travel organizations founded in 2008 to create and enforce standards of practice, ethics, and dispute resolution. It has set the gold standard for conduct that is aligned among member agencies on behalf of travel healthcare candidates and clients, with its ultimate focus on maintaining quality patient care within the travel healthcare industry. For more information, visit www.natho.org.


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The Delta Companies 'Disco Cup' Benefits Texas Scottish Rite Hospital for Children

The Delta Companies raises nearly $14,000 for the annual 'Disco Cup' which benefits Texas Scottish Rite Hospital for Children.

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – June 9 2011 – The Delta Companies recently announced that their annual ‘Disco Cup’ golf tournament raised $13,965.29 for Texas Scottish Rite Hospital for Children.

144 golfers took part in the tournament, along with sports celebrities at the Bridlewood Golf Club in Flower Mound, Texas. 26 volunteers and sponsors also donated time and resources for event. Local sponsors included Wells Fargo, Holmes Murphy, Impact Printing, O.E. Penguin and Enterprise Rental Car.

The donation is part of a larger annual initiative to raise $85,000 dollars for the hospital by the end of this year. The staffing firm will be holding its annual silent auction the week of November 7th-11th and anyone is welcome to bid on the auction items.

In the past items have included event tickets, sports memorabilia, travel packages, and a wide array of specialty gifts. All proceeds from each event go directly to Texas Scottish Rite Hospital for Children during the 2011 holiday season. See the video of the tournament by visiting www.youtube.com/TDCpeople.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:


Marc Bowles


Chief Operating Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175


Dallas, Texas 75234


(800) 521-5060 x4102


PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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Thank You Coshocton County Memorial Hospital for your feedback and response “For Those Who Care”

Delta Physician Placement promotion winner announced

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – April 21, 2011- Delta Physician Placement announced Wednesday, April 20 the winner of the promotion “For Those Who Care”.  Eric Conkling of Coshocton County Memorial Hospital was randomly selected from the pool of nationwide submissions. A donation of $1,000 on behalf of Coshocton Memorial Hospital will be made to New Life Ministries, a community food bank in Coshocton Ohio. All medical facilities across the country were eligible to win the donation for whichever charity they selected in their community.

“The “For Those Who Care” campaign goes well beyond a marketing message. It draws awareness to the meaningful impact that healthcare providers have on individuals, families, and entire communities.
 
We solicited feedback on the new website that helped illustrate the “For Those Who Care” campaign. The feedback was overwhelming and greatly appreciated as it provides a continued platform for us to improve the experience we provide.  Although the charitable promotion is over, your continued insight is welcomed and appreciated.”
states Ty Chambers, EVP of Delta Physician Placement.

In order to be eligible to win the $1,000 charitable donation, facilities simply logged on to Delta Physician Placement website at www.deltaplacement.com and provided simple feedback on the site or campaign. The marketing of the promotion consisted of 2,500 direct mail awareness pieces to facilities, an email campaign, and Delta Physician Placement representatives contacting administrators to make them aware of this opportunity. 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:


Marc Bowles


Chief Operating Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175


Dallas, Texas 75234


(800) 521-5060 x4102


PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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Delta Physician Placement new campaign with a charitable donation “For Those Who Care”

Delta Physician Placement new campaign with a charitable donation “For Those Who Care”

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – March 8, 2011- Delta Physician Placement announced Tuesday, March 8th the launch of a new brand campaign.  With this launch, a promotion to make a donation of $1,000 on behalf of a medical facility that will be made public on Tuesday, April 19th.  All medical facilities across the country are eligible to win the donation for whichever charity they select in their community.

“The campaign, ‘For those who care,’ broadcasts our belief system regarding philanthropy, the communities, facilities, physicians and the overall experiences that our services provide.  An organization must listen with genuine curiosity to understand the pain of a prospect before it can truly help someone. In order to help someone, an organization must first care.”, states Ty Chambers, EVP of Delta Physician Placement.

"All communities can use some help in their philanthropic endeavors, and this is an opportunity for hospital administrators, physician recruiters or any member of administration at a medical facility to take a few minutes of time to potentially help their community.”, said Marc Bowles, COO of The Delta Companies.

In order to be eligible to win the $1,000 charitable donation, facilities simply go to the Delta Physician Placement website at www.deltaplacement.com and provide some simple feedback on the site or campaign. The marketing of the promotion consists of 2,500 direct mail awareness pieces to facilities, an email campaign, and Delta Physician Placement representatives contacting administrators to make them aware of this opportunity.  All medical facilities are eligible to enter the drawing.  Facilities may enter only once and all registrations must be received online by Thursday, April 14th.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact:
Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre

1755 Wittington Place, Suite 175
Dallas, Texas 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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Delta Locum Tenens and Delta Physician Placement Makes Inavero's 2011 Best of Staffing™ List

Delta Locum Tenens and Delta Physician Placement Makes Inavero's 2011 Best of Staffing™ List

FOR IMMEDIATE RELEASE

DALLAS, TEXAS - February 22, 2011 - The Delta Companies announced Friday, February 18th that both Delta Locum Tenens and Delta Physician Placement have been named to Inavero’s 2011 Best of Staffing™ Client list. Best of Staffing, presented in partnership with CareerBuilder, is the nation’s only satisfaction award that recognizes exceptional client service within the staffing industry. Fewer than 1% of North American staffing firms have been named to the 2011 Best of Staffing Client List.

“Less than 1% of staffing firms in the US and Canada have been named to the Best of Staffing List for Client Satisfaction and we’d like to first thank our customers for allow us the opportunity to provide an experience with our services,” Marc Bowles, COO of The Delta Companies states.

Staffing firms competing to make the Best of Staffing list underwent a rigorous client survey process followed by careful analysis of responses to determine satisfaction level. Delta Locum Tenens and Delta Physician Placement received satisfaction ratings of 9 or 10 out of 10, that was significantly higher than the industry’s average of 47 percent. Best of Staffing participants secured a place on the list by earning an average Net Promoter Score that was more than double the national staffing industry benchmark for talent satisfaction.

“These are exciting times as the staffing industry is helping lead the way to renewed economic vitality,” said Eric Gregg, Inavero’s Founder and CEO.  “It has been estimated that staffing firms have helped to fill at least one quarter of the 93,000 new jobs opening up each month in North America over the past year. Along with the increase in demand for talented job candidates, companies engaging with staffing firms expect impeccable service more than they ever have. It is our hope that businesses searching for a staffing partner use the Best of Staffing List as a guide to firms that have truly outperformed the industry for the service that they provide.”

Inavero’s complete Best of Staffing list can be viewed at www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.  To learn more about The Delta Companies visit www.thedeltacompanies.com. To learn about Delta Physician Placement visit www.deltaplacement.com or Delta Locum Tenens visit www.deltalocums.com

About Inavero, Inc

Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries. Inavero’s proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero’s team analyzes satisfaction feedback from more than 300,000 staffing firm clients and talent each year, and serves at the American Staffing Association’s exclusive research partner. The firm’s surveys protect more than $4.3 billion in staffing firm annual revenue.

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact:
Marc Bowles
Chief Operating Officer, The Delta Companies
Four Hickory Centre
1755 Wittington Place, Suite 175
Dallas, Texas 75234
(800) 521-5060 x4102
PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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(Locum Life) Annual Checkup: Assessing the Health & Well Being of the Locum Tenens Business

The September 2010 issue of Locum Life features Justin Roark, Delta Locum Tenens' senior recruiter, as part of a roundtable of industry experts commenting on the current state and future of the locum tenens business.


The September 2010 issue of Locum Life features Justin Roark, Delta Locum Tenens' senior recruiter, as part of a roundtable of industry experts commenting on the current state and future of the locum tenens business.
Annual Checkup: Assessing the Health & Well Being of the Locum Tenens Business 
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The Delta Companies, Delta Locum Tenens, and Delta Flex Travelers Receive Candidate Best of Staffing Honors

The Delta Companies recently announced it has been named to Inavero’s 2010 Best of Staffing™ Candidate list, presented in partnership with CareerBuilder.

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – September 24, 2010 – The Delta Companies recently announced it has been named to Inavero’s 2010 Best of Staffing™ Candidate list, presented in partnership with CareerBuilder.  Best of Staffing is the nation’s only candidate satisfaction award that recognizes staffing and recruiting firms that provide exceptional service to their talent.

 

Delta Locum Tenens, Delta Flex Travelers and The Delta Companies enterprise all secured a place on the list by earning a Net Promoter ScoreÒ that was at least double the national staffing industry benchmark for talent satisfaction.  In addition, this is the second time in 2010 that Delta Locum Tenens has been recognized by Inavero for customer satisfaction, making the Best of Staffing™ Client list earlier this year for the experience provided by the business unit to its clients as well.  Delta Locum Tenens is the only healthcare staffing firm in the nation to be recognized on both lists. 

 

“Thank you to all the providers and facilities we have worked with for allowing us to serve them with an exceptional customer experience.  Without them this award would not be possible,” said Marc Bowles, chief marketing officer of The Delta Companies.

 

“Right now, not many companies are hiring full-time employees, but staffing firms continue to put more people on assignment each week. This is a time when those firms who are focused on delivering great service to their talent should be recognized and applauded,” said Eric Gregg, Founder & CEO of Inavero.

 

“Inavero’s Best of Staffing program presents an opportunity for staffing firms to differentiate themselves from the rest of the industry, recognizes excellence, and also provides invaluable information about how to continue to meet and exceed expectations of the talent they place on assignment,” adds Gregg. 


Inavero’s complete Best of Staffing list can be viewed at
www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.  For more information on The Delta Companies please visit www.thedeltacompanies.com.  


About Inavero

Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries. Inavero’s proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero’s team analyzes satisfaction feedback from more than 300,000 staffing firm clients and talent each year, and serves at the American Staffing Association’s exclusive research partner. The firm’s surveys protect more than $4.3 billion in staffing firm annual revenue. Visit Inavero on the Web at: www.inavero.com.

 

Net Promoter, Net Promoter Score, and NPS are trademarks of Satmetrix Systems, Inc., Bain & Company, Inc., and Fred Reichheld

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:              

Marc Bowles

Chief Marketing Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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Inavero’s Candidate Best of Staffing List Recognizes The Delta Companies, Delta Flex Travelers, and Delta Locum Tenens

The Delta Companies announced today that Delta Flex Travelers, Delta Locum Tenens, and the firm’s consolidated business unit score have been recognized by Inavero’s 2010 Candidate Best of Staffing List.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – September 21, 2010 – The Delta Companies announced today that Delta Flex Travelers, Delta Locum Tenens, and the firm’s consolidated business unit score have been recognized by Inavero’s 2010 Candidate Best of Staffing List.  To make the list, staffing firms needed a Net Promoter Score of 44 of higher.

 

This is the second time in 2010 that Delta Locum Tenens has been recognized by Inavero for customer satisfaction, making the Client Best of Staffing list earlier this year for the experience provided by the business unit to its clients as well.

 

For more information on The Delta Companies and additional announcements regarding Inavero’s Candidate Best of Staffing List, please visit www.thedeltacompanies.com

 

About Inavero

Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries, with 5 different languages represented. Inavero’s custom created technology platform gathers and reports staffing firm client and candidate satisfaction information through quick online surveys. Satisfaction feedback from more than 100,000 accounting, legal, and staffing firm clients and job candidates is analyzed by Inavero’s team. Inavero’s client feedback system protects more than $4.3 billion in professional service firm annual revenue.   Visit Inavero on the Web at: www.inavero.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:              

Marc Bowles

Chief Marketing Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com

 


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The Delta Companies Recognized for Advertising Campaigns

The Delta Companies recently won three awards for advertising campaigns in the American Staffing Association’s annual VOICE awards competition.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – September 8, 2010 – The Delta Companies recently won three awards for advertising campaigns in the American Staffing Association’s annual VOICE awards competition. 

 

The firm’s in-house advertising team was recognized in the categories of direct mail, multimedia, and other advertising.  The Delta Companies has now been honored in the competition for four consecutive years, including twice winning Best of Show.

 

The ASA Staffing VOICE Awards competition recognizes the voice, originality, innovation, creativity, and effectiveness—or VOICE—of ASA member communications campaigns.  A panel of communications experts judges the entries in two award classes, for independent and national staffing firms, on general appeal and overall quality, content and message, originality of approach, target audience, and objectives. 

 

Awards will be displayed during Staffing World, Oct. 12-15 in Las Vegas, and will be published in the November-December issue of Staffing Success

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:         

Marc Bowles

Chief Marketing Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com


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Demand for Emergency Medicine Physicians Intensifies

The demand for emergency medicine physicians has climbed sharply in the past year, according to the most recent data published by The Delta Companies in The Physician Recruiting Standard.

 

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – August 26, 2010 – The demand for emergency medicine physicians has climbed sharply in the past year, according to the most recent data published by The Delta Companies in The Physician Recruiting Standard

 

“Emergency rooms continue to experience an influx of uninsured patients as a result of high unemployment,” says Todd Turrentine, team lead of Delta Physician Placement. 

 

In the last twelve months emergency medicine jumped twelve spots on the publication’s list of specialties in demand, now only second to family medicine.

 

The Physician Recruiting Standard is a free, quarterly resource that provides a summary of current data and market trends in physician recruitment. 

 

For more information on The Physician Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:         

Marc Bowles

Chief Marketing Officer

The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com/


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The Delta Companies Plans Growth Initiative for Remainder of 2010 With Over 38% Sales Force Expansion

The Dallas, Texas-based staffing firm is set to hire approximately seventy new sales and recruiting representatives by the end of this year to support their four business units serving the healthcare industry.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – August 4, 2010 –Recently named as the fastest-growing healthcare staffing firm in the nation (Staffing Industry Analysts 2010), The Delta Companies is planning further growth initiatives, including an expansion of their sales force by over 38 percent before the end of 2010.

 

The Dallas, Texas-based staffing firm is set to hire over seventy new sales and recruiting representatives by the end of this year to support their four business units serving the healthcare industry. 

 

The hiring initiative will be kicked off with an event at the company’s office on Tuesday, August 10 from 5:30p-8:00p, where prospective new sales and recruiting professionals will have the opportunity to interact with current company personnel prior to beginning the interview process.

 

For more information on this event or The Delta Companies, please visit www.thedeltacompanies.com.  

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:              

Ryan Tipton

Chief Talent Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4104

PR@thedeltacompanies.com

http://www.thedeltacompanies.com/

 

 

 


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The Delta Companies ‘Disco Cup’ Benefits Texas Scottish Rite Hospital for Children

Delta Companies recently announced that their annual ‘Disco Cup’ golf tournament raised almost eight thousand dollars for Texas Scottish Rite Hospital for Children.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – July 29, 2010 – The Delta Companies recently announced that their annual ‘Disco Cup’ golf tournament raised almost eight thousand dollars for Texas Scottish Rite Hospital for Children. 

 

One-hundred and eighteen golfers took part in the tournament at the Bridlewood Golf Club in Flower Mound, Texas.  Numerous volunteers and sponsors also donated time and resources for event.  Local sponsors included Mission Foods, The Plexus Groupe, Impact Printing, O.E. Penguin, King Consolidated, and EarthWorks. 

 

The donation is part of a larger annual initiative to raise 65,000 dollars for the hospital by the end of this year.  Employees of The Delta Companies have also raised donations to dress casual on Fridays and the staffing firm will be holding its annual silent auction the week of November 8.  Anyone is welcome to bid on the auction items, which in the past have included event tickets, sports memorabilia, travel packages, and a wide array of specialty gifts.

 

All proceeds from each event will go directly to Texas Scottish Rite Hospital for Children during the 2010 holiday season. 

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact:
         

Marc Bowles

Chief Marketing Officer, The Delta Companies

Four Hickory Centre

1755 Wittington Place, Suite 175

Dallas, TX  75234

(800) 521-5060 x4102

PR@thedeltacompanies.com

http://www.thedeltacompanies.com

 

 

 

 

 

 

 


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The Delta Companies Ranks First as Fastest-Growing Healthcare Staffing Firm

According to the annual list of fastest-growing staffing firms published by Staffing Industry Analysts, The Delta Companies now ranks first among the nation’s healthcare staffing companies.

FOR IMMEDIATE RELEASE

DALLAS, TEXAS – July 8, 2010 – According to the annual list of fastest-growing staffing firms published by Staffing Industry Analysts, The Delta Companies now ranks first among the nation’s healthcare staffing companies.

“We’re ecstatic to again be recognized for our growth and take great pride in leading the way among healthcare staffing firms on this year’s list,” says Jeff Bowling, chief executive officer of The Delta Companies.

“Our determination to succeed in light of the recent economic conditions and focus on improving the customer experience has helped us continue to grow,” adds Bowling.

This marks the sixth year in a row that The Delta Companies has made the list of U.S. staffing firms that have a compound annual revenue growth of 25 percent or more over a five year period.  The Dallas, Texas-based firm ranked seventh overall on this year’s list, with a compound annual growth rate of 45.21 percent between 2005 and 2009. 

Staffing Industry Analysts’ report on the fastest-growing staffing firms is based on an annual survey of staffing firms.  Those firms who rank in the top 10 must submit financial statements verifying their revenue numbers. 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

About The Delta Companies
The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

Contact:      Marc Bowles
                     Chief Marketing Officer, The Delta Companies
                     Four Hickory Centre
                     1755 Wittington Place, Suite 175
                     Dallas, TX  75234
                     (800) 521-5060 x4102
                     PR@thedeltacompanies.com
                     http://www.thedeltacompanies.com


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Delta Locum Tenens’ Mike Zagami Named to ‘Recruiters of the Year’ Showcase for Third Straight Year

Mike Zagami, senior recruiting consultant for Delta Locum Tenens, has been named to Locum Life magazine’s ‘Recruiters of the Year’ showcase for the third straight year.


FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – June 24, 2010 – Mike Zagami, senior recruiting consultant for Delta Locum Tenens, has been named to Locum Life magazine’s ‘Recruiters of the Year’ showcase for the third straight year.

 

Recruiters honored by the showcase must be nominated by a locum tenens physician.  Only twenty one recruiters across the country were named to this year’s list. 

 

“I have worked with multiple recruiters through multiple recruitment agencies, and by far the easiest person to deal with – most efficient, honest, and hardworking – is Mike Zagami,” says the locum tenens physician who nominated Zagami.

 

Each year Locum Life magazine’s June issue features the ‘Locum Tenens of the Year’ and ‘Recruiters of the Year’ showcases.  Locum Life magazine is the first and only publication dedicated to locum tenens physicians. 

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.


Contact:
          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com/

 


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(Staffing Success) Social Media 2.0 - Social Media Successes

Marc Bowles, chief marketing officer, discusses with Staffing Success magazine how The Delta Companies utilizes today's social media tools.

Staffing Success Magazine (May–June 2010)

Staffing 2.0—Social Media Successes

Which Staffing Firms Make the Best Use of Social Media? How Can Yours?

By Anna Degraffinreid

You work for the best staffing firm in the world. And like your colleagues and competitors, you're on the lookout for the most innovative, progressive, and effective ways to engage your clients, candidates, and prospects.

That's why your firm is friending on Facebook, networking on LinkedIn, tweeting on Twitter, and maybe even yakking on YouTube.

But now what? And more important, so what?

Whether your firm cautiously dips its toes into the rising waters of social media, fervently dives in headfirst, or has so far quietly stayed out of the pool altogether, social networking is here to stay. If used astutely, it can enhance your firm's marketing and recruitment efforts. Yet its misuse can potentially damage your firm's credibility.

A closer look at the online presence of a few ASA member firms—along with insider tips from select social media mavens—reveals key considerations to help your firm make the most of its social media presence.

Start With the End in Mind

You need to know what you're trying to achieve through social media, says Eric Gilpin, president of the staffing and recruiting group for CareerBuilder, an ASA corporate partner.

"Companies need to ask themselves what the goals are," he says. "It could be any one of the following: branding and awareness, client lead generation, candidate pipeline development, candidate or client communication, or employee engagement."

Whatever your firm's social media goals are, you need to have a plan to reach them, says Chad Wandler, president of public relations firm Buzzago. He stresses that simply having an online presence is not the same as having a plan.

"Twitter and Facebook are not strategies," Wandler explains. "They are social media tools. Wordpress is not a strategy; it's a tool. You need a strategy. Make your social media strategy a part of your entire marketing mix."

Gilpin recommends that you take cues from your firm's current engagement strategies to decide how to get started in social media. He suggests firms consider the following questions:

  • What are the pros and cons of the tactics that you are currently using?
  • Is there opportunity for more engagement with a new audience?
  • Are there successful tactics that can be expanded through a social media strategy to increase exposure and engagement?

"As social media evolves, it is important to know what you are looking for," Gilpin says. "Keep this in mind as you test different targets and try different content and approaches to ultimately engage the audience and build a group of brand advocates."

Expand Your Brand

Social networking can amplify your firm's brand by providing increased opportunities to connect with key audiences. According to a study by the Center for Marketing Research at the University of Massachusetts Dartmouth, more than 90% of the Inc. 500—a select group of the fastest-growing private companies in the U.S.—use social networks for marketing and branding. More than 90% of the companies also reported using at least one social media tool in 2009.

Portfolio Creative, an ASA member, is one such company. Ranked No. 326 on the Inc. 500, this firm connects its clients with writers, designers, marketers, and other creative talent in and around Columbus, OH. The firm spearheads its branding efforts with its Web site, its blog—Blogfolio—and Facebook.

"We use Facebook to publicize awards we've won," says Jennifer Brown, the firm's marketing manager. "This has been a good way to raise awareness to clients and candidates about who we are and what we do.

"We don't run traditional ads, but we do sponsor creative events. We use our blog to promote the events we sponsor and to post articles about our industry. We use LinkedIn and Twitter to advertise jobs to individuals who may not be within our niche network."

The Delta Cos., an ASA member firm based in Dallas, uses social media primarily to achieve branding goals also. "Employer branding is the most identifiable benefit that firms can expect from a social media plan," says Marc Bowles, chief marketing officer for the Delta Cos. "We use it to communicate with employees and to establish our brand. We're considering developing one Facebook page for each business unit." He notes that recruitment and lead generation are other possible uses for social media.

Converse With Fans, Friends, Followers, and Foes

If you want a ringside seat to real-time conversations about your firm, social media tools are the ticket. And you don't have to sit quietly on the sidelines either.

"Social media provide a casual branding presence to position your organization as a leader and allow you to be present in the conversations people are having about your company," says Tom Gimbel, chief executive officer and founder of ASA member firm the LaSalle Network.

The firm actively engages its audiences through multiple social media tools, including Facebook, Flickr, LinkedIn, Twitter, YouTube, and the company blog—Past Five.

In addition to receiving feedback about the company, the LaSalle Network has used these tools to make placements. "We have one recruiter who made a tremendous number of placements through LinkedIn," Gimbel says. "Some people on our staff have been very successful using their personal Facebook and Twitter accounts to make placements."

While the overwhelming majority of his firm's online interactions have been positive, Gimbel acknowledges the inherent risks that can result from the spontaneity and, in some cases, anonymity of online communications.

"There can be a negative backlash: People can defame you without acknowledging who they are," he says. "People can make posts without real information.

"We interview more than 400 people per week, but we don't place 400 people per week. Some people don't get jobs, and some of them may post negative comments about the company because of it."

The risks presented by social media do not deter the LaSalle Network. "We want to be viewed as a technology leader and the leading staffing and recruiting firm in the Chicago area," explains Gimbel. "You have to believe in the format, and you have to commit to it for an extended period of time," he says. "You need to make a commitment to it—there are no short-term solutions."

Measure Your Success

How can your firm determine if its social media strategy is working? Wandler of Buzzago says to track everything. "Make your efforts trackable. Tools for tracking are very important. You need to know what's going on and what's being said about you. And you need to keep track from day one."

Brad Smith, director of search engine optimization and social media marketing for ASA associate member Haley Marketing, advises staffing firms to not assume that a throng of friends, fans, or followers automatically equals social media success. "The number of followers and fans that your firm has may not be the best way to determine if you're meeting your goal," he says. "You need to know if the people who are following you meet your demographics. If you're a local staffing firm in New Jersey and most of your followers live in California, that may not be the best measure of success for your firm."

Wandler says firms can use tracking tools such as Scout Labs, MBuzz by Mountwater, and Radian 6 to measure their engagement efforts. "Radian 6 tracks all social media and can tell you if someone tweeted your company's name. It gives you the number of 'retweets' and tells you how many positive or negative comments there are. It's a good way to measure engagement."

Smith says Web traffic analysis is another good metric to track.

"You can gain insight on where traffic is coming from and whether or not people stay on the same page or travel to different pages within the site. For example, you can see if they leave the site, visit other pages, apply for a position, or make a job order request."

Team Up With Outsiders

Some firms may benefit from outside help. If developing a workable social media strategy seems daunting, or your firm is looking for fresh ideas to complement an existing strategy, consider teaming up with a social media expert.

Through an exclusive relationship with Facebook, ASA corporate partner CareerBuilder has helped its clients develop and implement successful social networking plans.

"CareerBuilder offers a variety of social media management services to help staffing firms with every step of the process—from setting up a company page, to getting fans, to evaluating program success," says Gilpin.

ASA member firm GDH Consulting is one of CareerBuilder's clients and was the subject of a CareerBuilder case study on social media use by staffing firms.

"Before working with CareerBuilder, we did not have a focused and structured social media plan," says J.J. Hurley, president of GDH. "The current social media strategy coupled with our recruiting methodologies is allowing us to cast a wider net within our recruiting efforts while still remaining focused on our unique target audience.

"Monthly e-mail campaigns have led directly to spikes in our Web traffic and candidates applying for jobs. In addition, the social media campaign has produced a higher volume of candidates, resulting in more interviews and referrals."

Allstates Technical Services, an ASA member in Birmingham, AL, is another subject of a CareerBuilder case study. Andrea Hopkey, the firm's president, worked with CareerBuilder to develop an engagement strategy. "CareerBuilder has met our expectations through its assistance creating a professional Facebook page and through ongoing collaboration with us to monitor the page, keep it up-to-date, and choose rich and relevant content to post.

"While continually growing our fan base and encouraging discussion has proven to be an ongoing process, I think one of the biggest successes so far has been using Facebook as a way to highlight our best and most important resource—our people."

Take the First Steps

If you think that social media is just another passing fad, you may want to think again. Smith of Haley Marketing says that having a social media presence will soon become the industry norm.

"There was a time when it was OK not to have a Web site," he says. "Now, not having one can negatively affect the perception of your business. Soon, having a social media presence will become a cost of doing business and it will reflect negatively on your firm if you don't have one—especially from a recruiting standpoint."

Bowles of the Delta Cos. agrees. The company has had a Facebook, Twitter, and YouTube presence for several months and has been on LinkedIn for almost three years. Bowles says, "To be without it is really not an option if you want to be considered a contemporary, cutting-edge, and innovative firm that attracts the younger generation."

Wandler of Buzzago says, "Expectations have changed. There's a certain transparency expected by today's generation. Recruiters need to remember that members of Generation X and Y have grown up with technology. This is nothing new to them.

"Firms need to understand the value of being able to provide real-time customer service. You need to get out there and observe and have natural conversations with people." Maintaining connections on continually updated social media sites is one way to have direct conversations and keep contact with potential candidates.

Wandler says there is no good reason for staffing firms not to set a social media program in motion. "Start small, but just start. There's no cookie-cutter approach to it. It's very different for everyone. Start slowly. Once people start, they usually say, 'Wow, I've learned more about companies and clients than ever.'"

Consider the Legalities

Social media tools offer great opportunities to spark conversations with clients, candidates, and employees, and allow you to find out what people are saying about your firm in a natural, casual way. But one ill-conceived post could cause your firm serious trouble—possibly including charges of defamation, trademark, or copyright infringement.

Stephen Dwyer, deputy general counsel for the American Staffing Association, suggests that staffing firms consult with legal counsel to develop a social media policy that helps them network responsibly and legally online. Here are a few things to consider:

  • Post with caution. "Assume that everything you post can be used against you—in newspapers, by your competitors, and in lawsuits. Don't be lulled into a false sense of security by thinking you're only posting messages to your friends."
  • Honor the code. "Make sure that employees know and understand that the code of conduct outlined in your firm's employee handbook also applies to the employee's conduct when using social media on behalf of the company."
  • Protect the confidential. "Make sure that no confidential or proprietary information is disclosed. Employees shouldn't share the business practices of the staffing firm or personal information about employees and candidates."
  • Don't steal. "Employees using social media need to be careful that they do not use intellectual property such as copyrights, trademarks, photos, or slogans that do not belong to them—unless they have permission. This is true for print media too, but it's much easier to cut and paste, and thus copy someone else's property, when using social media. Employees need to be mindful of that."
  • Keep time in mind. "Another thing to consider is whether employees use social media on behalf of the company during nonwork hours. If they do, that may be compensable time."

 


Anna Degraffinreid is former publications coordinator of the American Staffing Association. To comment on this article, e-mail success@americanstaffing.net.

 


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(Staffing Success) An Equation for Successful Communications

The Delta Companies' Mike Gianas, communications director, and Eric Sasser, creative director, talk with Staffing Success magazine on what it means to win at the annual ASA VOICE awards.

Staffing Success Magazine (May–June 2010)

An Equation for Successful Communications

Reem El-Khatib

Numbers have told many stories over the past year: of the decline in the economy; of growth in temporary and contract employment; and, according to Kevin McGovern of RealStreet Staffing, of the rewards of winning an award in the ASA Staffing VOICE Awards competition. The awards celebrate the vision, originality, innovation, creativity, and effectiveness of ASA members' communications campaigns.

The 2010 ASA Staffing VOICE Awards competition is sponsored by CareerBuilder, an ASA corporate partner providing customized products and services to help staffing firms increase their exposure with candidates and potential clients.

Eric Gilpin, president of the recruiter business unit at CareerBuilder, was a judge of the 2009 entries. "It was great to see the participating firms leading the way in terms of effective communication to candidates and clients," he said.

RealStreet's McGovern describes the positive effect that recognition in last year's competition had on realstreetstaffing.com, his company's Web site: "42% growth in new visits...26% growth in page views—we believe that increased traffic was a direct result of the VOICE Award win. So, what did the win do for us? The numbers tell the story."

Entering the ASA VOICE Awards competition was a tactic that helped RealStreet drive traffic to its Web site without spending money on advertising.

This year, participation in the ASA Staffing VOICE Awards competition may provide the equation that gives your firm a new level of success.

A Win Can Multiply Marketing

A win in the Staffing VOICE Awards competition can help a company's marketing dollars go further to "turn economic limitations into very successful communications solutions," says Kevin McFadin of Fan Works Design, another judge of last year's entries.

"Times are tough for various industries," says Alease Dodd, director of sales for Clark Personnel Service, so recognition in the VOICE Awards is affirmation that "we have the tools to succeed." Her firm was honored last year for its direct mail campaign. The win, according to Dodd, has been a great selling point for suppliers and has generated a lot of positive feedback from clients. The company celebrated its achievement with the community by announcing its win in the local newspaper. "I really believe in this program," Dodd says.

The team at the Delta Cos., which received the 2009 Best of Show award, agrees: "The ASA VOICE Awards help to highlight our capabilities and serve as a point of differentiation in a competitive marketplace," says Mike Gianas, the company's communications director. Creative director Eric Sasser adds, "Being recognized by ASA as a leader in the craft of advertising is critical to our approach and how we do business."

ASA has a number of ways to help competition winners celebrate the recognition and multiply the marketing opportunities that a VOICE Award provides. The association created a special "award winner" graphic that companies can use on their Web sites, marketing materials, and more. ASA also publishes articles about the competition and winners in its Staffing Week newsletter and this magazine, and on the association's Web site. Award-winning entries are displayed at Staffing World®, the ASA annual convention and expo, and descriptions are featured in the program distributed to convention attendees.

"It is an honor to be recognized by our peers in the staffing industry," says Jim Young, director of marketing and advertising for top honoree Labor Ready. Young adds, "From our president on down, there is a sense of accomplishment in being involved in industry-leading communications efforts."

Entering: Easy as 1, 2, 3

"Creative professionals constantly struggle with questions about whether they're good enough," says Sasser. Recognition in this competition affirms that they are.

The 2010 ASA Staffing VOICE Awards competition is open to ASA active member headquarters and provides 16 entry categories, including direct mail, social media, public service, and promotion of ASA membership, to celebrate successful communications campaigns.

To enter, simply

  1. Download the call for entries from americanstaffing.net. Click on Members, then Awards and Recognition.
  2. Prepare your materials according to the competition guidelines.
  3. Send your entries to ASA before Aug. 2.

Advertising or public relations concepts designed and marketed, or publications issued since Aug. 1, 2009, are eligible. Entries will be judged in two classes: independent staffing firms and national staffing companies.

Certificates of excellence and merit are awarded to the best entries in individual categories. "Crystal" awards honor the top campaigns and entries in the overall competition:

  • Communications Award: Best campaign in each class that advances the overall image of the industry
  • Best of Show Award: Best single entry in each class regardless of category
  • Judges' Award: Single entry recognized by the panel for exceptional achievement

And beyond the physical rewards your company could receive, one of the most fulfilling aspects of the competition is the team work involved. Stacey Burke, vice president of corporate communications for TrueBlue Inc., a "crystal" award winner in the 2009 competition, says the company is honored to be recognized for a campaign that involved its employees. The power of camaraderie is celebrated in the company's win, she adds, saying that the VOICE Award that TrueBlue received is a reflection of the hard work and participation of its employees—it is "a celebration of their voices."

For a complete set of instructions, category descriptions, and an entry form, visit the ASA Web site, americanstaffing.net. Entries and fees must be received in the ASA office by Aug. 2.

Questions? Contact Reem El-Khatib, public relations coordinator, at 703-253-2047 or relkhatib@americanstaffing.net.

 


 

Reem El-Khatib is public relations coordinator for the American Staffing Association. To comment on this article, e-mail success@americanstaffing.net.

 

 

 

 

 

 


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The Delta Companies Wins Telly Award

The Delta Companies recently received a bronze Telly Award for its ‘Not That Casual Fridays’ video spot to help promote the company’s annual initiative to raise donations for Texas Scottish Rite Hospital for Children.

 

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – May 27, 2010 – The Delta Companies recently received a bronze Telly Award for its ‘Not That Casual Fridays’ video spot to help promote the company’s annual initiative to raise donations for Texas Scottish Rite Hospital for Children. 

 

The video originally aired at the company’s first quarter meeting where employees were given the opportunity to donate five dollars per paycheck to the hospital for the right to dress casual every Friday for the remainder of 2010.  Employees of the staffing firm responded in turn, raising a total of $14,000 for the facility.

 

The Telly Awards honors the best in film, video, commercials and web production.  The awards receive over 13,000 entries in a number of categories annually from advertising agencies, production companies, TV & cable stations, and interactive agencies.  Entries are judged by a council of past winners.

 

To view the winning video, as well as other videos from The Delta Companies, visit http://www.youtube.com/watch?v=DVSK0RzKf0I

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com/

 

 


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(Credentialing & Peer Review Insider) Dos and Don'ts for Credentialing & Assessing Locum Tenens Physicians

Sarah Finley, priveleging team lead for Delta Locum Tenens, provides suggestions to medical staff administrators on what they should expect from locum tenens agencies throughout the credentialing and assessment process.

Sarah Finley, priveleging team lead for Delta Locum Tenens, provides suggestions to medical staff administrators on what they should expect from locum tenens agencies throughout the credentialing and assessment process. 

For an excerpt of the article or to read it in its entirety, please click here.
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Therapy Administrators Report on Challenges with Recruitment Efforts, Impact of Provider Vacancies on Healthcare Facilities

The Delta Companies recently published a white paper entitled “When a Need Turns Critical: The Delta Companies Therapy Recruitment & Staffing Survey,” highlighting the results from a survey of human resource and rehabilitation administrators who provided feedback on their most recent search for a therapist.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – April 9, 2010 – The Delta Companies recently published a white paper entitled “When a Need Turns Critical: The Delta Companies Therapy Recruitment & Staffing Survey,” highlighting the results from a survey of human resource and rehabilitation administrators who provided feedback on their most recent search for a therapist. 

 

The most notable data centers on therapy administrators’ timing expectations to fill their open position, finding that actual results average between 15 to 20 percent below expectations.  In addition, therapy administrators reported on the effects the vacancy had on their healthcare facility.  Respondents provided feedback on patient loss, remaining staff overtime, and loss of revenue.

 

For a copy of the white paper, please visit: http://www.thedeltacompanies.com/WhenANeedTurnsCritical.aspx.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com

 


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(Locum Life) How Locum Tenens Doctors Balance Work and Life

Delta Locum Tenens' Mike Zagami, senior recruiting consultant, talks about how he advises locums physicians on ways to attain the work/life balance.


Delta Locum Tenens' Mike Zagami, senior recruiting consultant, talks about how he advises locums physicians on ways to attain the work/life balance.  Click here to read the full article.
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(Locum Life) Demand Continues for Locum Tenens Hospitalists

Hospital medicine continues to top the list of locum tenens assignments, up 63 percent versus one year ago, according to a recent study by The Delta Companies published in The Physician Recruiting Standard.

Locum Life
March 2010


Hospital medicine continues to top the list of locum tenens assignments, up 63 percent versus one year ago, according to a recent study by The Delta Companies published in The Physician Recruiting Standard

 

“Approximately 60 percent of all U.S. hospitals and managed care organizations directly employ or use hospitalists through a locum tenens agency,” says Robert Goin, director of marketing for Delta Locum Tenens.

 

Hospital medicine has sustained its ranking as first in assignments since the second quarter of 2009.

Both the physician and facility benefit financially from a hospitalist program,” Goin says.

 

For more information on The Physician Recruiting Standard and to request a free copy, visit thedeltacompanies.com/standard.


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Delta Locum Tenens Named to Inavero’s Best of Staffing List for Customer Satisfaction

Delta Locum Tenens announced today that it has been named to Inavero’s inaugural Best of Staffing™ list. Best of Staffing, presented in partnership with CareerBuilder, is the nation’s only client satisfaction award that recognizes exceptional client service in the staffing and recruiting industry.

Delta Locum Tenens announced today that it has been named to Inavero’s inaugural Best of Staffing™ list. Best of Staffing, presented in partnership with CareerBuilder, is the nation’s only client satisfaction award that recognizes exceptional client service in the staffing and recruiting industry. The 2010 Best of Staffing winners are truly set apart from the rest of the industry through their extraordinary level of client satisfaction.    

 

“We’re very excited to have Delta Locum Tenens make the inaugural Best of Staffing list based on our customer feedback.  It highlights our commitment to continually improve our customers’ experience with us as we work together to build long-term partnerships,” said Marc Bowles, chief marketing officer of The Delta Companies.

 

Staffing firms competing to make the Best of Staffing list underwent a rigorous client survey process followed by careful analysis of responses to determine satisfaction levels. Delta Locum Tenens received satisfaction ratings of 9 or 10 on a scale of 0 to 10 from over 69 percent of their clients, significantly higher than the industry’s average of 55 percent. Best of Staffing participants secured their place on the list by exceeding the national staffing industry benchmark for client satisfaction by more than 22 percent.  


“This is a time when clients of staffing firms can and should demand excellence from their recruiting partners,” Eric Gregg, managing partner of Inavero said. “The $86 billion staffing and recruiting industry currently puts more than 2.5 million people to work daily and has become a fundamental component of overall U.S. employment. Inavero’s Best of Staffing program presents an opportunity for firms to differentiate themselves from the rest of the industry, recognizes excellence, and also provides invaluable information about how to continue to meet and exceed client expectations.”


Inavero’s complete Best of Staffing list can be viewed at
www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.  To learn more about Delta Locum Tenens, visit www.deltalocums.com.


About Inavero

Inavero designs and manages satisfaction surveys for a global list of clients in more than 15 countries, with 5 different languages represented. Inavero’s custom created technology platform gathers and reports staffing firm client and candidate satisfaction information through quick online surveys. Satisfaction feedback from more than 100,000 accounting, legal, and staffing firm clients and job candidates is analyzed by Inavero’s team. Inavero’s client feedback system protects more than $4.3 billion in professional service firm annual revenue.   Visit Inavero on the Web at: www.inavero.com.

 

About Delta Locum Tenens

Delta Locum Tenens is the temporary physician business unit of The Delta Companies, a recognized leader in healthcare staffing since 1997.  The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:               Marc Bowles

                Chief Marketing Officer, The Delta Companies

                                Four Hickory Centre

                                1755 Wittington Place, Suite 175

                                Dallas, TX  75234

                                (800) 521-5060 x4102

                                PR@thedeltacompanies.com

                                http://www.thedeltacompanies.com


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Best Companies to Work for in Texas Recognizes The Delta Companies for the Fourth Consecutive Year

The Delta Companies was recently named as one of the Best Companies to Work for in Texas for the fourth consecutive year. The healthcare staffing firm was recognized in a special section of the February issue of Texas Monthly magazine.

The Delta Companies was recently named as one of the Best Companies to Work for in Texas for the fourth consecutive year and recognized in a special section of the February issue of Texas Monthly magazine.

 

The statewide survey and awards program is designed to identify, recognize and honor the best places of employment in Texas, benefiting the state's economy, its workforce and businesses.  

 

Companies from across the state entered the two-part process to determine the Best Companies to Work for in Texas.  The first part consisted of evaluating each nominated company's workplace policies, practices, and demographics.  The second part consisted of an employee survey to measure the employee experience.  The combined scores determine the top companies and the final ranking.  

 

For more information on the Best Companies to Work for in Texas program, visit www.BestCompaniesTX.com

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Access to Federal Funds Driving Healthcare Providers to Rural Clinics

Access to government funding is helping to combat the shortage of healthcare providers in rural America, according to the most recent data published by The Delta Companies in The Healthcare Recruiting Standard.

Access to government funding is helping to combat the shortage of healthcare providers in rural America, according to the most recent data published by The Delta Companies in The Healthcare Recruiting Standard. 

 

“The ability for rural health clinics and their providers to access federal funds is driving demand in small populations, especially in the Midwestern United States,” says Matt Robbins, director of marketing for Delta Healthcare Placement.

 

Placements of healthcare providers in communities with a population of less than 10,000 jumped 15 percent in the fourth quarter of 2009.

 

“Some states require nurse practitioners or physician assistants in rural clinics in order to keep their funding and candidates looking to expedite the pay-off of their student loans are relocating to these opportunities,” adds Robbins.

 

The Healthcare Recruiting Standard is a free, quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers. 

 

For more information on The Healthcare Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Demand Continues for Locum Tenens Hospitalists

Hospital medicine continues to top the list of locum tenens assignments, up 63 percent versus one year ago, according to the most recent data published by The Delta Companies in The Physician Recruiting Standard.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – February 23, 2010 – Hospital medicine continues to top the list of locum tenens assignments, up 63 percent versus one year ago, according to the most recent data published by The Delta Companies in The Physician Recruiting Standard

 

“Approximately 60 percent of all U.S. hospitals and all managed care organizations directly employ or use hospitalists through a locum tenens agency,” says Robert Goin, director of marketing for Delta Locum Tenens.

 

Hospital medicine has sustained its ranking as first in assignments since the second quarter of 2009.

 

“Both the physician and facility benefit financially from a hospitalist program,” adds Goin. 

 

The Physician Recruiting Standard is a free, quarterly resource that provides a summary of current data and market trends in physician recruitment. 

 

For more information on The Physician Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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(Medical Staff Briefing) The New Marketing Frontier: Recruit Physicians by Engaging in Social Media Web Sites

HCPro's Medical Staff Briefing interviews Shannon Penney and Jeremy Rodriguez of Delta Physician Placement on how to recruit physicians by engaging in social media web sites.

The new marketing frontier: Recruit 
physicians by engaging in social media web sites
 

As a medical staff leader or MSP, if you had to sum up your duties in three sentences, could you do
it? Could you also make it sound appealing enough to convince a stranger to move 1,000 miles to
take over your position?  Most MSPs and medical staff leaders have not been formally trained to
create and disseminate attention grabbing messages to recruit physicians. However, many are being
asked by hospital administrators to do just that.

“A number of the MSPs throughout the country also do recruiting. In fact, a large number of them are
getting certified as recruiters, largely due to cutbacks at hospitals,” says Richard Baker, CPMSM,
CPCS, director of medical staff services at Gulf Coast Medical Center in Panama City, FL.

Although medical staff leaders are already somewhat involved in recruiting, hospital cutbacks are
forcing them to hone their marketing skills as well.  MSPs and medical staff leaders with newfound
recruiting responsibilities should first familiarize themselves with social networking sites, such as
Facebook
(www.facebook.com), Twitter (www.twitter.com), and LinkedIn (www.linkedin.com), because
physicians are increasingly turning to these sites to help them find new career opportunities. 

If you’ve never heard of these social media sites, here’s a quick rundown. Twitter allows users to
send 140 character updates (i.e., “tweets”) in real time. Facebook allows users to create personal
profiles filled with photos, messages, and links. LinkedIn is a professional networking site for
people who want to keep in touch with industry peers or move up the career ladder. All three sites
are free, although LinkedIn charges a fee for some of its premium features.

Create the right message
Writing tweets is a far cry from writing lengthy advertisements for specialty or association journals.
So how do you boil down your messages and ake them appealing to physicians using social
networking media? Get started with the following tips:

Know your audience.
If you are untrained in recruiting and marketing practices, you may fall into the trap of describing
career opportunities for physicians in a way that appeals to you, and not necessarily the physician.

"Usually, people write about what they like about the community or what they think is great about
the hospital,” says S
hannon Penney, director of recruiting at Delta Physician Placement in Dallas.

But to appeal to physicians through marketing, you should put yourself in the physicians’ shoes. 
To do that, you must consider that different age groups look for different perks. For example,
physicians who are fresh out of training place great emphasis on work-life balance, so your
marketing should describe how many days per week they are expected to work (for an employed
position) or how many nights they are expected to be on call (for independent physicians), says
Allan Cacanindin, director of interactive marketing at Cejka Search in St. Louis.

Mid-career physicians are also seeking work-life balance and expanding their practices, so be sure
to mention the referral base, facilities, and equipment that will be available to them, Cacanindin
suggests.  Pre-retirees may not be as interested in growing their practices as much as their
younger counterparts, so market your community as a great place for them to spend their golden
years. You may also want to highlight leadership opportunities for these veteran physicians.

Elicit an emotional response.

Any physician who is looking for a new career opportunity is dissatisfied with something,
says Penney. They may not be making enough money, feel trapped by a bureaucratic hospital
administration, or want to exchange the buzz of the city for the slower pace of a rural community.
Highlight facts about your community and organization that speak to the physicians’ pain points.
(See the sidebar on p. 7 for sample language.)

“The facts that you want to represent are the facts that support the emotional appeal—not just that
you’re a 230-bed hospital,” says Penney.

Play up location.

Physicians oftentimes look for certain things when considering a career move: location and
compensation. “You can offer all the money in the world, but if you’re in a bad location, you’re
not going to get physicians to bite,” says Cacanindin.  If you’re in a rural community, Cacanindin
suggests highlighting nearby features, such as mountains, a lake, or even the nearest city if it
is less than a one-hour drive away. Describe the proximity of these features in time, rather than
mileage, which can seem high. For example, write “Less than a one-hour drive from pristine
beaches” rather than “Fifty-five miles from pristine beaches.” You may also want to include
pictures of points of interest on your hospital’s social media pages.

If you’re not in a metropolitan location, Penney suggests using vague terms such as “Southeast”
or “Northwest” to get physicians to bite. “We don’t say Texas unless it is Dallas or Houston, and
we don’t say Georgia unless it is Atlanta,” he says. Why do this? To appeal to a greater pool of
candidates.

“The job of any advertisement is to get as many responses as possible, and someone might look
at Albany, GA, and automatically say ‘I’ve never heard of it—no way.’ They’ve just ruled that out,
but they know nothing else about the opportunity,” Penney says. 

Reveal the location of the hospital after the physician has called to inquire about the opportunity
and you’ve described all of the benefits of the hospital and community. 

“We hear from physicians all the time, ‘I’m really glad you talked me into going there. I would never
have expected what I saw and I was pleasantly surprised,’ ” says Penney.

Accentuate the positive.

When writing a marketing piece, remember that a family physician in rural Iowa performs the same
clinical functions as a family physician in downtown Los Angeles. Focus your social media
marketing less on the clinical responsibilities and more on the unique benefits your specific
organization provides.

“What looks different is their commute to work, their pay structure, administrative duties, and
their lives outside the clinic,” says Penney.

Be up front.

Although it’s smart to play up positive attributes and delay disclosing your location if it’s not in a
metropolitan area, be careful not to embellish position descriptions or hide information from
potential candidates. 

“Giving physicians all of the information they need will give you a better-qualified candidate because
that candidate is making a more informed decision,” says Cacanindin. 

Being honest with physician candidates will not only help with your recruitment efforts, it will also
help with retention. “If you tell candidates up front what is involved, you increase retention because
they know what to expect,” Cacanindin says. “No one wants to be blindsided."

Ask current physicians what they like about working at your facility.

Need to recruit a gastroenterologist to the community but not sure what to highlight in your
marketing piece? Ask gastroenterologists who currently practice at your facility what attracted them. 

“A marketer needs to get it from the horse’s mouth,” says Cacanindin.

Remember that less is more.

When writing marketing pieces, skip the long, cumbersome paragraphs.  Boil down essential
information into a bulleted list instead. 

“Make it five or six bullets that encapsulate what the physician should expect when they walk
in the door on day one,” says Cacanindin.

Penney adds that you defeat the purpose of a bulleted list if each bullet point contains
five sentences. “Less is more,” he says. 

Avoid online recruiting pitfalls

Now that you’ve developed concise, catchy marketing messages, it’s time to deliver those
messages to your audience. Hospitals often make three major mistakes when marketing career
opportunities to physicians through social media Web sites.

First, they only use one channel to deliver their message. To reach the maximum number of
potential candidates, hospitals should use several modes of communication, including direct
print mail, e-mail, ads in association or specialty journals, and social networking sites.
(See p. 8 for an in-depth discussion on how hospitals can use social networking Web sites as
recruiting and retention tools.)

Physicians can be found on all three major social networking sites, so it’s a good idea to have a
presence on each of them. Cacanindin suggests starting internally by telling current physicians
about the opportunity and asking them to spread the word through their own social networks.
“Then I’d post it on a Facebook page specific to my organization and a LinkedIn group I belong to
through an association or society,” he says. “Follow up with e-mail and Twitter."

The second mistake that thwarts hospitals’ recruiting efforts is sending marketing to a too-narrow
audience.  Market to the masses and let the candidates decide whether they are interested in
following up with you, says Penney. Social networking sites allow you to link your account to others’
accounts, creating a network. When creating a network, don’t discriminate too much. Since social
networking is free, you have nothing to lose if your message gets in front of a few physicians
who don’t match the qualifications you’re looking for.                                                                                                                                                   

The third mistake that in-house recruiters often make is failing to consider how much effort it
takes to launch and maintain a social networking campaign. “A lot of organizations are shifting
their marketing toward interactive media, and as they do, they realize they don’t understand the
full impact. It creates more work for them. You need to figure out how you can best support that,”
Cacanindin says.  Since MSPs and medical staff leaders who have been handed down recruiting
responsibilities are already pressed for time, they may wish to delegate certain tasks to others
within the hospital who have a strong working knowledge of the Internet.

By following these tips for writing great marketing copy and avoiding these common pitfalls,
MSPs and medical staff leaders will be well on their way to using social media Web sites as
effective recruiting and retention tools.

Use social networking Web sites as physician recruiting and retention tools:
Tips for getting started 
    

Physicians are increasingly using social networking Web sites, such as LinkedIn, Twitter, and Facebook,
to find opportunities
to advance their careers. As a result, hospitals need to jump on the social networking
bandwagon if they want to
recruit competitively.
MSB spoke with Jeremy Rodriguez, senior recruiting
consultant at Delta Physician Placement in
Dallas, to find out how hospitals can get started using social
networking Web sites as recruiting and retention tools. 
  
 

MSB: Is it difficult to start using social networking sites if you’ve never used one before?

JR:
They are easy to use once the sites are up and running. What better way to enhance employee
relations than
to have the CEO sit with someone in HR for 30 minutes to get the process started?
The nice thing is that once you get
going, you can delegate someone to put information about the hospital
up on the sites, and you don’t have to worry
about it too much.

MSB:
Should recruiters create accounts on Facebook, Twitter, or LinkedIn as individuals who represent
the hospital
or a global account for the institution?

JR:
It is important to reflect on your brand and values through your organization’s page. It is better to
unify your
social networking efforts by creating one account per Web site, and that account should be
for the hospital. It would
get confusing if you had the HR department on Facebook, the CEO Tweeting,
and the recruiter on LinkedIn, all presenting
themselves as individuals. Create one account per site
and give multiple people access to it.

MSB:
What tone should hospitals take as they present themselves on social networking Web sites?

JR:
The great thing about social networking sites is that it is not nearly as formal as your official Web site.
You can put pictures
of staff birthday parties on the hospital’s Facebook page, but you wouldn’t
necessarily want them on your Web site.

M
SB: What’s the benefit of putting pictures of staff and events on the hospital’s social networking sites?

JR:
Every family likes to take group pictures to remember a special occasion and to share with others.
Exposure on the
company’s social networking page is something the healthcare organization and staff
members can be proud of.

MSB:
How can social networking sites help hospitals achieve community appeal?

JR:
Hospitals need to be a part of the community. The hospitals that are successful with social networking
are the ones
that have patients following them online. They are tweeting ER wait times every morning
and afternoon. They offer their followers
updates on what’s going on at the hospital. Compare those
hospitals to the ones that don’t share any information,
and you tell me which one is more appealing. 
Many physicians will have the newspapers from the towns that they are moving to sent to their homes.
Doing so helps
them feel like they are already a part of the community, even though they may be three
states away. Social networking sites
provide that same feeling. A physician who is thinking of joining your
hospital can subscribe to your tweets to get the most
recent news.

MSB:
How can social networking Web sites help hospitals retain the physicians they recruit?

JR:
Hospitals need to make physicians feel like part of the community, rather than a walking dollar sign.
One neat
thing you can do is conduct a brief introductory interview with a new physician and post it on
YouTube. Then, link to
the video on your Facebook or LinkedIn page or tweet the link to your followers.
It’s a great way to get a new physician’s
face and name out to the community and make the physician
feel like part of the family.

MSB:
What are some of the dangers of using social networking sites, and how can hospitals avoid them?

JR:
Exposure can be perceived in several ways. At the end of the day, it’s a chance for the organizations
to show
its transparency. You will always have negative opinions, but as long as you are doing your job,
the positives will far outweigh
the negatives.
                                                                                                                                                                                     

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


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(Staffing Success) The Economy of Effective Communications

The American Staffing Association's magazine highlights winners from tthe 2009 VOICE Awards, including The Delta Companies who took home 11 awards and top honor Best of Show for the second time in three years.

Staffing Success Magazine (November–December 2009)

The Economy of Effective Communications

By Reem El-Khatib

The winners of the 2009 ASA Staffing VOICE Awards competition demonstrated that it is quite possible to "turn economic limitations into very successful communications solutions," said  Many staffing firms used humor, grassroots production, and teamwork to deliver efficient and cogent messages to target audiences.

Eric Gilpin, president of the recruiter business unit at CareerBuilder, was another judge for the 2009 competition. "It was great to see the participating firms leading the way in terms of effective communication to candidates and clients," he said.

The third competition judge was Chad Wandler, vice president of strategic services for communications firm Novak Birch. He noted that a competition like this, especially in times like these, serves as a reminder that creativity and strategy are the most important elements in standout campaigns.

"What the VOICE Awards competition provides is an insider's look into the staffing industry," said McFadin. He added that the winning companies "really know staffing, and really know their audiences, and their work reflects that."

The competition recognizes the vision, originality, innovation, creativity, and effectiveness (VOICE) of communications campaigns from ASA member firms in 16 categories, from direct mail to public service. A panel of judges evaluate the entries for

  • General appeal and overall quality
  • Content and message
  • Originality of approach
  • Target audience and objectives

In all, 13 staffing firms were honored in this year's competition. The award-winning entries were displayed at Staffing World® 2009 in Orlando, FL, in October. The 2009 ASA Staffing VOICE Awards competition was sponsored by CareerBuilder, an ASA corporate partner providing customized products and services to help staffing firms increase their exposure among candidates and potential clients.

Top Honors

Awards of excellence and merit celebrate achievements in individual categories in the competition. Entries that display superior qualities overall are honored with "crystal" awards and top honors in the competition: the Communications, Best of Show, and Judges' awards.

  • The Communications Award honors the best campaign in each class that advances the overall image of the industry.
  • The Best of Show Award recognizes the best single entry in each class, regardless of category, in the competition.
  • The Judges' Award is conferred at the discretion of the panel for exceptional achievement.

"It's exciting to see the energy within the staffing industry and the high-caliber marketing plans being implemented," said Gilpin.

Communications Award
Independent
Arcus

It's very easy to remember a company's name when it's stamped on the pen or mug on your desk, or on the bag leaning against your drawer—and it will likely put a smile on your face when the company name is holding mints, telling you happy birthday, or delivering a chocolate bar. Such positive reinforcement of the corporate identity, supported by solid information about the firm, made Arcus' "high-touch" campaign a branding success. Information that can be reviewed and implemented when needed is important to the preservation of a campaign's shelf life, noted McFadin. It doesn't hurt if some of it can be digested too.

The company's signature red arc dresses its leave-behinds and crosses over seamlessly to its Web site, arcus.net. Clean and interactive, the site provides a user-friendly forum for job seekers, employers, and media professionals to learn about the company's history, services, projects, and company culture. Arcus "put time and energy into its Web site," noted Wandler, "and that makes a very strong impression of professionalism."

National
Labor Ready

Labor Ready "produces work that not only fits with its industry, but also maintains its character—you know it's Labor Ready," said McFadin.

That is key to creating a cohesive and successful campaign. Images that resonate with the company's key audience are complemented by Labor Ready's corporate blue in the firm's NASCAR advertisements, branch signage, and company publications. Clever correlations like these filter through to the firm's winning "20/20 Focus" campaign and celebratory posters, designed specifically for its 20th anniversary. Informative, multifaceted, and fun—and all tucked under a representative hard hat that would make anyone wearing one as a Labor Ready temporary or contract employee feel like a superhero super worker.

To honor its super corporate employees, the firm produced branch of the year videos that showcased well-performing branches and honored them as the company's role models. Labor Ready positions itself as a leader in the industry by providing its clients with Staffing Smarter, an interactive and easy-to-read newsletter that shares valuable information and success stories. The company also connected with its community in a public service event that brought its clients and suppliers together to raise funds for a local charity.

Overall, it's the consistency that makes Labor Ready projects easy to identify, whether they are created for employees, clients, or the community, said Wandler. "The campaign clearly delivers a very favorable impression of the company and the staffing industry overall."

Best of Show Award
Independent
PSG—Professional Staffing Group, Other Advertising

Bright gold, bold black, and big round PSG stamps dress the metropolis and direct Bostonians riding buses, taking taxis, or walking around town to the Professional Staffing Group for the "best jobs" and the "best people." The company strategically placed uniform ads on various forms of transportation media, such as bus decals and taxi toppers, to drive its brand and message all throughout the city.

The individual pieces of this campaign come together great as a whole, according to McFadin, and present "a clear objective with a clear solution." The PSG transportation ads come together great as a whole, according to McFadin, and present "a clear objective with a clear solution." Wandler concurred, adding that the PSG advertisements simply "gets noticed and gets the job done."

National
The Delta Cos., Company Publication

A standard often represents that which is common or status quo. But Delta's company publication, the Standard, stands out from the rest and serves as a benchmark for the best. With a bold and uncomplicated aesthetic, Delta places the focus on the invaluable information held inside. It further sets the Physician Recruiting Standard and Healthcare Recruiting Standard apart by providing them free: The company notes these are "the only free, quarterly resources in the health care industry with a summary of compensation, placement data, and trends in health care recruitment."

"This delivers a great service to clients and positions the company as an expert in its field," said Wandler. "This is a great example of strategic communications."

Judges' Award
TrueBlue Inc., Other Advertising

For TrueBlue Inc., the art of collaboration builds employee pride—and 3,000 employees working together created a beautiful and interactive poster that unified six brands into one "strong" company. The company contracted with collage artist Jason Mecier, who melded together employee submissions of photos, business cards, license plates, nail polish, and more to create a one-of-a-kind piece of art. "TrueBlue Inc. does an outstanding job at being aware of the importance of employee morale and taking the necessary steps to make sure morale stays high," said Wandler. The company found special way to illustrate true-blue teamwork.

Winners by Category and Award

Direct Mail
Independent
  • Berks & Beyond Employment, excellence
  • Clark Personnel Service, merit
National
  • QPS Cos. Inc., merit
  • Randstad, merit
Print Advertising
Independent
  • Berks & Beyond Employment, merit
National
  • Delta Locum Tenens (The Delta Cos.), excellence
  • Labor Ready, merit
Specialty Advertising
National
  • Delta Locum Tenens (The Delta Cos.), excellence
  • Delta Physician Placement (The Delta Cos.), merit
  • Select Staffing, excellence
Other Advertising
Independent
  • PSG—Professional Staffing Group, excellence
National
  • Labor Ready, excellence
  • TrueBlue Inc., excellence
Company Web Site
Independent
  • Arcus, excellence
  • Berks & Beyond Employment, merit
  • RealStreet Staffing, merit
National
  • Atled Finance & Accounting (The Delta Cos.), merit
  • Health Care Placement (The Delta Cos.), merit
  • QPS Cos. Inc., excellence
Multimedia
National
  • Delta Locum Tenens (The Delta Cos.), merit
  • Labor Ready, excellence
Company Newsletter
Independent
  • Contact 1 Inc., merit
National
  • Labor Ready, merit
  • Pridestaff, excellence
Company Publication
National
  • The Delta Cos., excellence
  • Labor Ready, merit
Company Identification
Independent
  • Arcus, merit
National
  • Delta Flex Travelers (The Delta Cos.), excellence
  • Delta Locum Tenens (The Delta Cos.), excellence
  • Labor Ready, excellence
  • Select Staffing, merit
  • TrueBlue Inc., excellence
Media Relations Program
National
  • The Delta Cos., excellence
  • Randstad, merit
Public Service
National
  • The Delta Cos., merit
  • Labor Ready, merit
  • Randstad, excellence

The Judges

A panel of three judges—two communications specialists and one representative of an ASA corporate partner—judged the 2009 ASA Staffing VOICE Awards competition.

Eric Gilpin is president of the staffing and recruiting group at CareerBuilder (careerbuilder.com/staffing), an ASA corporate partner and the sponsor of the Staffing VOICE Awards. He has more than 10 years of experience in the staffing industry, which includes leading a CareerBuilder team in the creation of customized solutions for staffing and recruiting companies. Eric is responsible for developing sales teams and strategies to help clients meet their goals and to promote the staffing industry overall. With people development and industry awareness as priorities, Eric is focused on technology, social media, and product design as key growth drivers for the staffing and recruiting industry.

Kevin McFadin is co-founder of Fan Works Design (fanworksdesign.com), which designs Staffing Success magazine, Staffing World® graphics and publications, and other materials for ASA. McFadin has nearly 20 years of professional experience as a graphic designer and illustrator for clients of all types and sizes, including start-ups, national corporations, and nonprofit organizations. His illustrations have been exhibited at the Illustrators Club of the Washington metropolitan area, showcased in juried exhibitions, and featured in trade magazines for the art industry. A portfolio of McFadin’s work is available at kevinmcfadin.com.

Chad Wandler is vice president of strategic services for Novak Birch (novakbirch.com). He has 15 years of experience producing effective communications and public relations campaigns for Fortune 500 corporations, start-up firms, and associations—including ASA. Wandler has played major roles in the association’s National Staffing Employee of the Year program, "Hard Facts, Human Faces" public relations campaign, and other media outreach efforts. He previously had worked with a major Manhattan public relations firm and had served as deputy press secretary to Sen. Max Baucus (D-MT).


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(Healthcare Traveler) Travelers of the Year Awards

Congratulations to Jessica Edelen, one of our physical therapy travelers who was recently named as one of Healthcare Traveler magazine’s “Travelers of the Year.”

Congratulations to Jessica Edelen, one of our physical therapy travelers who was recently named as one of Healthcare Traveler magazine’s “Travelers of the Year.” 

"Jessica was the first traveler ever to be on assignment with our company. She has stuck with us since the very beginning and has traveled all over the United States, from Tennessee to Texas, all the way to Idaho. She currently holds eight state licenses. She is excellent clinically and has a great personality. She represents us well wherever she goes."Will Ho, Director of Recruiting, Delta Flex Travelers

To view the full article from Healthcare Traveler’s December issue, click here.

 


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The Delta Companies #20 Fastest-Growing Company in Dallas

The Delta Companies recently made the 2009 Dallas 100 list of fastest-growing private companies. The healthcare staffing firm ranks twentieth on the current list and has now made the list six out of the last seven years.

The Delta Companies recently made the Dallas 100 list of fastest-growing private companies.  The healthcare staffing firm ranks 20th on the current list and has now made the list six out of the last seven years.

 

Companies who make the list are chosen solely on increased growth in sales over a three year period.  The Dallas 100 is compiled annually by The Caruth Institute for Entrepreneurship at the Southern Methodist University Cox School of Business and The Dallas Business Journal. 

 

For more information on the The Delta Companies, visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Medical Groups Surveyed on 2010 Recruitment & Retention Plans

The majority of administrators surveyed admitted that they do not have a formal retention plan in place to keep the providers long-term once they're recruited.

In a recent survey published by The Delta Companies, the majority of healthcare administrators who were polled acknowledged that they do not have a formal retention plan in place to accompany their 2010 recruitment efforts.

 

The survey was conducted at the Medical Group Management Association’s (MGMA) annual conference this past October in Denver, Colorado. 

 

To view results from The Delta Companies 2009 MGMA Conference Survey, please visit: http://www.thedeltacompanies.com/White_PaperMedical_Groups_Ready_To_Recruit.aspx.

 

About The Delta Companies 

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com

 


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Texas Scottish Rite Hospital for Children Receives Over $65,000 from The Delta Companies

The Delta Companies recently exceeded their goal of $60,000 in donations for the Texas Scottish Rite Hospital for Children in 2009 and will donate a total of over $65,000 to the facility this holiday season.

The Delta Companies recently exceeded their goal of $60,000 in donations for the Texas Scottish Rite Hospital for Children in 2009 and will donate a total of over $65,000 to the facility this holiday season. 

 

The donation will be split into three types of funding for the facility.  A portion of the donation will be provided in the form of a check to the hospital’s orthotics department to purchase custom-made orthoses to patients with special orthopedic needs.  Part of the donation will fund “Camp Just Like Me,” a one-week camp for patients who have been diagnosed with the rare congenital disorder arthrogryposis.  Finally, a percentage of the donation will be given in the form of educational toys delivered to the hospital by The Delta Companies employees. 

 

More than doubling the amount raised last year, employees of The Delta Companies raised donations for the hospital through a number of events this year.  Most recently the staffing firm held a silent auction with the help of over 100 local businesses, raising over a third of the total amount to be donated to the hospital. 

 

The toy delivery and check presentation will take place at the hospital on Friday, December 18, at 10:30a.m.  

 

For media coverage or to learn more about this event, please contact Mike Gianas, Communications Director at (214) 442-4113, or mgianas@thedeltacompanies.com.  Texas Scottish Rite Hospital for Children is located at 2222 Welborn St., Dallas, Texas 75219.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

         Chief Marketing Officer, The Delta Companies

                         Four Hickory Centre

                         1755 Wittington Place, Suite 175

                         Dallas, TX  75234

                         (800) 521-5060 x4102

                         PR@thedeltacompanies.com

                         http://www.thedeltacompanies.com


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(Healthcare Traveler) Common Misconceptions in Supplemental Staffing

Delta Flex Travelers recently surveyed healthcare facilities and providers across the nation regarding their views on supplemental staffing. The results contradict some common misconceptions, revealing what aspects of supplemental staffing are truly most important between them.



Healthcare Traveler


Delta Flex Travelers recently surveyed healthcare facilities and providers across the nation regarding their views on supplemental staffing. Facility respondents consisted of those who hold hiring positions, including members of executive leadership, department leadership, and human resources departments. Provider respondents consisted of those in rehabilitation, allied, and midlevel specialties—some with healthcare travel experience, some without. Both groups answered their own set of four questions. The results contradict some common misconceptions, revealing what aspects of supplemental staffing are truly most important between them.

Assignment locations

One of the benefits of becoming a healthcare traveler is having the flexibility to experience new locations and practice settings on a regular basis. The majority of the healthcare providers responding to our survey stated that, when choosing a travel assignment location, it's not important to be in a metropolitan area. In fact, more than 85 percent of providers with travel experience and 68 percent of those with no travel experience confirmed they do not prefer to be in a metro location. This feedback is favorable for smaller-market communities that have been hit hardest by the healthcare-provider shortage.

The travel experience

When asked what aspects of traveling had the greatest influence on the overall travel experience, 52 percent of both experienced and non-experienced travelers ranked a smooth transition to a new assignment atop their list. In addition, facilities that are traveler-friendly ranked second-highest in importance among experienced travelers. These data support the significance of a traveler's first few weeks at a facility. Creating a smooth transition into a new assignment is affected by first impressions, full-time staff acceptance of a temporary worker, and worksite culture.

The largest discrepancies between experienced and inexperienced travelers can be found in many of the services that experienced providers have come to expect from supplemental staffing agencies. For instance, these travelers noted the importance of cleanliness of housing upon move-in, availability of their recruiter, and accuracy of payroll.

Having a retirement savings plan garnered the lowest response of all. Possible reasons include lack of importance to a group that primarily tends to be younger in age, or a shift in mind-set around financial planning that allows for more flexibility in compensation during the current harsh economic times.

Finally, providers were asked to weigh compensation against the overall travel experience. The vast majority of respondents stated that compensation is of equal importance with the overall experience. Only 13.5 percent of experienced travelers and 4 percent of non-experienced travelers ranked compensation as more important than the overall travel experience, challenging the common perception that travelers are primarily motivated by money.

Is making a profit the most important issue to healthcare facilities, or can this be a challenged perception, as well?

Importance of patient care

Patient care topped the list of concerns when facilities are understaffed, with more than 75 percent of those who took the survey giving that answer. Budget and financial performance was a distant third on the list of concerns, with less than 6.1 percent of respondents ranking this as a top concern when understaffed. Executive and department leadership answered almost identically to the question and listed patient care atop their list of concerns, even over their own staff morale. This viewpoint provides a basis for the use of supplemental staffing agencies when permanent personnel are unable to provide coverage.

Working with agencies

Healthcare facilities were asked what has the greatest effect on the overall experience in working with supplemental staffing, and the top three answers were quality of candidates, availability of the candidates, and price. Experience of the provider ranked a distant fourth in the survey. This supports the notion that facilities are finding value in using less-experienced healthcare professionals. Respondents seem willing to trade years of experience for younger, more passionate healthcare providers with the most recent training.

Cost vs. quality of provider

Finally, when healthcare leaders were asked about the importance of cost vs. quality of providers, all responded that cost is of equal importance to the quality of provider, or that cost is not as important as the overall quality of the provider. None of the respondents said that is more important than the overall quality of the provider.


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(Medical Staff Briefing) Competition Forces Industry to Up the Recruitment Ante

The physician shortage has put increasing pressure on hospitals to ratchet up their recruitment offerings, including sign-on bonuses, income guarantees, generous salaries, and housing assistance.

Tips for bringing new docs on board

If bending over backward hasn’t always been part of the physician recruitment process, it certainly is today.  The physician shortage has put increasing pressure on hospitals to ratchet up their recruitment offerings, including sign-on bonuses, income guarantees, generous salaries, and housing assistance.

According to the 2009 Review of Physician and CRNA Recruiting Incentives, a Merritt Hawkins & Associates survey of 3,288 physician and certified RN anesthetist (CRNA) placement searches, more hospitals are offering monetary incentives to attract physicians.  For example, 1,650 hospitals offered sign-on bonuses to physicians in 2005–2006, and that number rose to 2,795 hospitals in 2008–2009, according to the survey.  Similarly, the average sign-on bonus increased from $20,000 to $24,000 in that same time period.

In addition, 31% of hospitals are currently offering hefty loan forgiveness packages compared to only 14% in 2004 through 2005.  Although hospital administration often has the final say when it comes to how much money the hospital spends on physician recruitment, medical staff leaders often influence recruiting decisions. Therefore, both hospital and medical staff leaders should have a solid understanding of current recruitment trends and what those trends mean for their facilities.  To find out what you need to know to make smart recruiting decisions, MSB spoke with several recruiting experts.

Do your homework on fair market value

When designing an attractive recruitment package for employed or private practice physicians, the first step is to determine what constitutes fair market value.  The hospital must analyze physician salary surveys and market comparisons from physician recruiting firms and the Medical Group Management Association.  Hospitals may also do their own research by surveying peer hospitals in their state or neighboring states to get a sense of what others are paying physicians, says Shannon Penney, director of recruiting at Delta Physician Placement in Dallas.

Fair market value is assessed on the entire benefits and compensation package—not just the individual pieces. Thus, if a hospital offers to employ a family practice physician for $140,000 per year, and the median fair market value for family physicians in that market is $160,000, it appears at first glance as though the hospital is low-balling.

However, if the hospital tacks on a $10,000 sign-on bonus and $10,000 in loan forgiveness, that brings the package up to par, says Penney. Staying within reasonable fair market value ranges will ensure that your facility doesn’t breach Stark Law, which limits funds that hospitals receive from physicians in an effort to ensure that neither physicians nor hospitals abuse business relationships for personal profit.

Fair market value should also be a consideration when a hospital offers a private practice physician a net income guarantee. A net income guarantee ensures private practice physicians that they will earn, at minimum, the average salary for their specialty for the first one to two years in a community, says Kirk Mathews, MD, CEO of Inpatient
Management, Inc., and author of HCPro’s PracticalGuide to Hospitalist Recruitment & Retention. “It basically means that as a hospital, we will guarantee that your salary never falls below X. If you make below X, we will write you a check for the difference,” says Mathews.

If there is one mistake that hospitals should avoid, it’s offering a noncompetitive compensation package. “If you’re going to err, err on the high side without breaching Stark regulations. Don’t be the highest out there, but be on the high side,” says Mathews.  However, there is a flip side to this coin: If the only card your facility has to play is the money card, it’s likely to see a lot of physician turnover. 

“If money is the only thing that brought a physician to your hospital, someone else will come along with more money,” Mathews says.

To find the right balance, chief financial officers, CEOs, physician recruiters, legal counselors, and medical staff leaders should work together to conduct market research and pinpoint appropriate compensation for each specialty in their given community.  Keep in mind that fair market value will vary not only by specialty, but also by market. For example, the average salary for family practice physicians practicing in the Eastern United States is $179,530, whereas family practice physicians in the Western United States average $208,996, according to the 2009 Physician Compensation Survey by the American Medical Group Association and Cejka Search.

Create a customized package

As long as a recruitment package is within fair market value range, hospitals can work with each applicant to create a customized package that meets his or her needs, says Machele Headington, MBA, vice president of communications and marketing at Yuma (AZ) Regional Medical Center.

For example, when Yuma Regional recruits a new physician to the community, it typically offers a net income guarantee. For physicians struggling to pay down their student loans or mortgages, Yuma may structure that income guarantee so that the physician receives a large chunk of the money right away. “Instead of getting the money at the end of 12 months, we might take the money we would give them during the 11th and 12th months and shift that to the beginning so that it looks more like a sign-on bonus,” Headington explains.

Hospitals can also offer physicians student loan forgiveness or housing assistance rather than a sign-on bonus or net income guarantee. Penney has noticed more hospitals offering physicians interest-free mortgages for a period of time by leveraging their relationships with local banks.

“I’ve seen housing assistance allowances, say $2,000, going either toward the physician’s current mortgage, a new mortgage, or rent during the relocation,” Penney says. “In the past five years, that has increased.”

According to the Merritt Hawkins survey, the number of hospitals offering relocation allowances increased from 2,815 to 3,222 between 2005 and 2006 and 2008 through 2009. The average amount offered for relocation has remained steady at around $10,000.

Offer nonmonetary perks at the start

When considering a new position, physicians often factor in how much effort they will need to dedicate toward building a new practice. Although income guarantees and sign-on bonuses often help alleviate those concerns, hospitals can help further by providing administrative services to get physicians off to a running start. Yuma Regional employs an office practice management support administrator dedicated to the task of helping physicians build a practice. This person helps the physician with everything from deciding what type of
insurance coverage to obtain to purchasing office furniture and hiring staff members.The office practice management support administrator also works closely with the physician’s family during their first year to ensure a smooth integration into the community. 

“That takes a lot of pressure off the physician in the beginning if they have that one person they can turn to and stay connected with,” says Headington.  Yuma Regional is also working closely with existing medical staff members who are in private practice to identify which ones are willing to accept a new physician into their practices. This practice is somewhat limited by Stark Law but has proven a successful recruitment strategy, as becoming part of an existing group provides new recruits the support they need to get started.
“We can’t pay any of the expenses of the current physician, but we can pay the new physician a portion of the startup expenses,” Headington says.

Consider the effect of recruitment on current medical staff members

When developing a recruitment package, hospitals need to take into consideration not only the needs of new recruits, but also of existing medical staff members.  If a long-time employed physician finds out that the hospital is paying a newly employed physician in the same specialty $25,000 more, leaders should expect an angry phone call. Leaders should address recruitment packages with existing medical staff members as soon as the hospital identifies a recruiting need.

Penney suggests putting a positive spin on recruiting a new physician. Frame the discussion around the benefits existing medical staff members will enjoy as a result of bringing on a new physician, such as more time at home and fewer nights on call.  But even that may not be enough; some hospitals will  inevitably have to sweeten the pot for existing medical  staff members by increasing employed physicians’ salaries  or writing private practice physicians a check.

“If the going rate has gone up, increasing the income of all the other physicians is going to eliminate turmoil and protect you from having your physicians recruited away from you. Recession or not, it is the cost of doing business,” says Mathews.

As you continue to recruit new physicians, carefully consider these tips to help you polish your physician recruiting strategy to make financially sound decisions for your organization and maintain collegiality within the medical staff.


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The Delta Companies Recognized by American Staffing Association for Social Responsibility

The Delta Companies was recently honored by the American Staffing Association with the ASA Care Award for social responsibility.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – November 18, 2009 – The Delta Companies was recently honored by the American Staffing Association with the ASA Care Award for social responsibility.  The national award recognizes outstanding corporate social responsibility initiatives among ASA member companies that produce an overall positive effect on society.

Acknowledged for their partnership with the Texas Scottish Rite Hospital for Children, The Delta Companies is one of only six staffing firms to win the ASA Care Award in 2009.  Employees of The Delta Companies volunteer their time and resources throughout the year to participate in a number of events to raise donations, of which 100 percent of the proceeds are given to the hospital.

The Texas Scottish Rite Hospital for Children is one of the nation’s leading pediatric centers for the treatment of orthopedic conditions and neurological disorders.  There is no charge to families for treatment at the hospital which operates solely on donations to provide care to children under 18 years of age.   

The ASA Care Awards honor corporate social responsibility initiatives that involve employee training and professional development, community engagement, “green” business practices, philanthropy and more.  A panel of corporate social responsibility experts selects the winners.

ASA Care Awards winners were honored Oct. 23 at Staffing World® 2009, the ASA convention and expo, in Orlando, Florida.

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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The Delta Companies Wins 12 ASA VOICE Awards Including Best of Show

The firm’s in-house advertising team took home 11 awards in eight categories and won Best of Show, given to the best overall single entry in each class. The Delta Companies has taken the top honor twice in the last three years.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – November 12, 2009 – The Delta Companies recently competed for the American Staffing Association’s VOICE (vision, originality, innovation, creativity, and effectiveness) awards, honoring the best communications campaigns in the staffing industry. 

 

The firm’s in-house advertising team took home 11 awards in eight categories and won Best of Show, given to the best overall single entry in each class.  The Delta Companies has taken the top honor twice in the last three years. 

 

The enterprise and each of The Delta Companies’ four healthcare staffing business units were recognized in the categories of print advertising, specialty advertising, multimedia, media relations, web site, public service, publication, and company identification.

 

No other staffing firm was honored with more awards in this year’s competition.  The Delta Companies has now won a total of 24 VOICE Awards in the last four years, including twice winning Best of Show.

ASA VOICE Awards winners were honored October 23rd at Staffing World® 2009, the ASA convention and expo, in Orlando, Florida.

For more information on The Delta Companies, please visit www.thedeltacompanies.com.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Therapists Experiencing Creative Incentives and Coverage Requests from Larger Medical Facilities

The most recent data suggests only a slight increase in compensation for therapists; however, facilities are utilizing additional incentives to lure and keep providers in a competitive job market and an economy which is still recovering.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – November 9, 2009 – The Delta Companies recently released the third quarter edition of The Healthcare Recruiting Standard, a free quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers. 

 

The most recent data suggests only a slight increase in compensation for therapists; however, facilities are utilizing additional incentives to lure and keep providers in a competitive job market and an economy which is still recovering. 

 

“Candidates are seeing more up-front money in the form of sign-on bonuses and student loan repayment.  Retention bonuses are also being offered, as a way to hold on to the provider long-term,” says Jaeson Babb, director of recruiting with Delta Healthcare Placement. 

 

“Facilities are also offering more creative incentives, such as temporary housing to attract candidates having trouble with relocation in a tough real estate market,” adds Babb.

 

In addition, therapists are experiencing additional coverage requests from larger hospitals than in the past.

 

“In the last edition we witnessed a jump in hospitals with greater than 200 beds requesting supplemental staffing.  This quarter the trend continued with another healthy uptick as the larger facilities continue to compete aggressively for both physical and occupational therapists,” says Bryan Davis, director of marketing for Delta Flex Travelers.

 

“Interestingly, hospitals in larger communities with a population greater than 100,000 increased their usage of supplemental therapists 12 points during the third quarter of 2009,” adds Davis. 

 

For more information on The Healthcare Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Hospitals Should Prepare for Impactful First Impressions as Single Interviews Rise

The most current data shows that physicians looking to relocate are increasingly making their decision after just one interview.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – November 5, 2009 – The Delta Companies recently released the third quarter edition of The Physician Recruiting Standard, a free resource that provides a summary of current data and market trends in physician recruitment. 

 

The most current data shows that physicians looking to relocate are increasingly making their decision after just one interview.     

 

“You are losing if you are not prepared to impress the candidate and their spouse on the first visit,” says Ryan Tipton, executive vice president of Delta Physician Placement. 

 

Candidates in all specialties except surgery were placed after the first interview at a higher rate compared to last quarter’s statistics.  The largest decrease in second interviews was seen among sub-specialties, where the number of providers who required another interview before they were placed dropped from 31% to 18.9%.

 

In addition, providers are keenly aware of their market value in the current shortage crisis and are taking their time to choose from a number of enticing opportunities across the country. 

 

“No longer are facilities competing for physicians on a regional basis but on a national scale.  For example, the same Delta Physician Placement candidate interviewed in both Washington and Florida this past quarter,” says Marc Froehle, senior marketing consultant of Delta Physician Placement. 

 

For more information on The Physician Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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Auction to Benefit Texas Scottish Rite Hospital for Children

The Delta Companies will be holding its annual silent auction benefitting the Texas Scottish Rite Hospital for Children on the evening of Thursday, November 12.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – October 13, 2009 – The Delta Companies will be holding its annual silent auction benefitting the Texas Scottish Rite Hospital for Children on the evening of Thursday, November 12 at their office in Dallas. 

 

The staffing firm is asking local businesses to help in their efforts by donating items or making a cash donation, and inviting anyone to attend their Open House between 5pm and 9pm to bid on available auction items.  Past auction items have included event tickets, sports memorabilia and travel packages, as well as gift certificates and specialty items.

 

All proceeds go directly to the hospital in the form of educational toys and books that will be delivered to the facility by The Delta Companies employees during the upcoming holiday season. 

 

The Texas Scottish Rite Hospital for Children treats children with orthopedic conditions, as well as learning and neurological orders.  The hospital has over 40,000 outpatient visits and performs over 2,100 surgeries a year.  It receives no state or federal funding, and does not charge patient families for treatment at the hospital.  The facility relies solely on the generosity of those who donate time and resources to assist in patient care. 

 

For more information on the silent auction or how to make a donation to the event, please contact Shawna Steadman at (214) 442-4101. 

 

About The Delta Companies 

The Delta Companies (www.thedeltacompanies.com) offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com

 

 


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(Healthcare Traveler) Travel Isn't For Everyone. But It Can Be An Exciting, Rewarding Career.

Delta Flex Traveler's Director of Recruiting, Ryan Anholt, provides his unique perspective on different employment options.



Healthcare Traveler

Should you consider traveling as a career? Maybe, or maybe not.
Having been a recruiter for both travel and direct-hire, I have a unique perspective on different employment options. While any situation has positives and negatives, you have to determine which option will be the right one for you. Each assignment has its own securities and insecurities; in the end, it comes down to the individual. What you must keep in mind is that it's not just a decision of what you want to do now—it's a decision that can affect your future. Traveling is an exciting and rewarding career, but it isn't for everyone.

Where to go

To be a traveler you need to be mobile, and you will benefit from being able to move to a new location regularly, bringing more opportunities. Mobility allows you to learn from an assortment of people who can teach you different skills and techniques. You'll also have the ability to share your own unique style and knowledge with your new colleagues.

Being mobile does notmean you will accept only traveling two hours from home. It means opening your mind to the entire country. At the very least, allow yourself to look at multiple states in a region. Obtaining a new license is typically not a difficult task. By planning ahead for time needed to process your application, you will increase the possibility of finding the job that best fits you.

This type of flexibility makes you a very marketable candidate for the best jobs. If you are tied to a specific location for reasons such as family, a spouse's occupation, or children, then travel may not be for you.

An adventure

Travel is an adventure and the reason many travelers have chosen this career. Traveling is a fantastic opportunity to see the country while working. You have the ability to live in an array of different communities, settings, and climates while working with a variety of people.

You must be open to newness and change. Certainly there will be anxieties along the way, such as a meeting new people, learning new processes, and staying in unfamiliar towns. But this is part of the allure of the lifestyle.

When you pull into a new town where you don't know anyone and your only connection to family and friends is the Internet, it is exciting and scary all at the same time. If you fear change and find comfort in stability, then maybe travel isn't for you.

A travel career is a great way to experience various settings to determine what you enjoy and where you can excel. It is also a fantastic opportunity to build your résumé. Many facilities require that you come skilled in certain areas, while others welcome knowledgeable, hard-working people who are willing to learn new skills. This type of flexibility will allow you to gain many different perspectives on caregiving from a variety of skilled practitioners.

Travel will not only help you determine what type of setting you like best, but also the setting in which you can thrive. Gaining this experience will enable you to find out what you want to do, as well as where you want to do it. Perhaps you are only comfortable in one type of setting or specialty. This does not mean that you can't travel, although it will limit your options.

Another upside to travel is that you usually don't get too involved in the politics of a location. Let's face it, many facilities come with their own political forces. As a traveler, you typically aren't there long enough to get involved in or lured into these types of situations. By the time you have all the players figured out, it's time to move on to the next assignment. But it's not all "water cooler" talk at work. You will also build long-lasting relationships and a network of colleagues. 

Compensation

It's hard to look at a career without talking about compensation. On average, a traveler will make 31 percent more than a direct-hire position, according to Healthcare Traveler's most recent Salary Survey.

One of the reasons for this is travelers' ability to accept tax-free money. The government allows for tax-free dollars for travelers living and working away from home as long as they meet the requirements. For more information on these guidelines, visit irs.gov/. (For more on this topic, read Tax Facts on "The 50-mile rule ad nauseam".)

Travel might be for you. Maybe you're still not sure. It's good to know that you can stop traveling at any time. You can always look for a direct-hire position or, depending on the circumstances of the travel opening, you may have the option to secure a temporary position full-time.

A temp-to-perm option allows you to assess a facility and get a feel for the people you'll be around every day to determine if it's a place in which you would like to settle down. It truly is a test drive before you buy. Keep in mind, though, that it's a test drive for the employer, too.

The best long-term result is when a temporary position transitions to talks of the provider staying on a permanent basis. A setting in which temp-to-perm is the expected outcome can work out great, as well, but comes with a word of caution. If your mind-set is to find the perfect position, you'll be disappointed. It is too easy to walk away. Everything negative is magnified, and in a normal situation you would work through these bumps in the road. But in a temp-to-perm assignment, it's very easy for the small to become big, and you decide to walk out the door. Approach the temp-to-perm option with an open mind. Acknowledge the positives and negatives, determine deal breakers, and decide what you can live with and without.

ModernMedicine NETWORK

TOOLS
Many travelers are enticed by the tax benefits of traveling. But taxes are complicated. To find out more about tax issues—and avoid an IRS audit—go to http://healthcaretraveler.com/audit/.

COMMUNITY
When your travel assignment concludes, so does your corporate housing. How can you make sure your departure runs smoothly? Find out at http://healthcaretraveler.com/housing/.

Traveling is easy, isn't it?

For many people the decision to travel is easy, and there are many reasons why someone would choose this type of career. But each decision is a personal one. Here are some time-tested ideas on how to make your decision:

  • Create your own plus/minus chart.
  • Talk it over with people who are close to you (family, friends, spiritual adviser, mentor).
  • Educate yourself (Healthcare Traveler, http://healthcaretraveler.com/).
  • Talk to recruiters.
  • Talk to peers.
  • Ask lots of questions.
  • Interview—but be prepared to make a decision.

In In the end, just make a decision.

 

 

 

 

 

 


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In-House Physician Recruiters Surveyed on Healthcare Reform, Critical Specialties

Attendees at the 2009 ASPR Educational Conference in Minneapolis provided feedback on heatlhcare reform, critical specialties, and use of recruitment firms.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – October 1, 2009 – In a recent survey published by The Delta Companies, twenty-five percent of in-house physician recruiters say that providers’ concerns over healthcare reform have affected their ability to recruit this year. 

 

The survey was conducted at last month’s 16th Annual Association of Staff Physician Recruiters (ASPR) Educational Conference in Minneapolis.  Attendees also provided feedback on topics such as their most critical specialties to fill and use of recruitment firms. 

 

To view results from The Delta Companies 2009 ASPR Conference Survey, please visit: http://www.thedeltacompanies.com/White_Paper_2009_ASPR_Survey.aspx

 

About The Delta Companies 

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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The Delta Companies Continue to be Named One of Best Places to Work

The Delta Companies was recently named one of The Dallas Business Journal’s “Best Places to Work in Dallas-Fort Worth,” an annual list which they have made each year since 2006.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – September 22, 2009 – The Delta Companies was recently named one of the Dallas Business Journal’s “Best Places to Work in Dallas-Fort Worth,” an annual list which they have made each year since 2006. 

 

This year The Delta Companies ranked twenty-ninth among midsize companies.  Employees were surveyed by an independent research firm and asked to provide feedback on topics such as the company’s work environment, people practices, personal growth and development, leadership in the organization, and employee recognition. 

 

The Delta Companies has also been named one of Texas Monthly’s “Best Companies to Work for in Texas” for the last three years, solidifying the staffing firm as a best workplace on both state and local levels.

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.  To apply for employment within The Delta Companies, please fill out our application or contact Julie Smart, enterprise recruiter, at (800) 521-5060 x4111 or jsmart@thedeltacompanies.com.

 

About The Delta Companies 

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com

 

 


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The Delta Companies Day of Caring

The Delta Companies will be joining employees of Texas Instruments, the Dallas Park & Recreation Department, and other area organizations to clean up Dallas’ Cottonwood Trail on Saturday, September 26.

DALLAS, TEXAS – September 16, 2009 – The Delta Companies will be joining employees of Texas Instruments, the Dallas Park & Recreation Department, and other area organizations to clean up Dallas’ Cottonwood Trail on Saturday, September 26.

 

Volunteers will meet at the Willie B. Johnson Recreation Center to work from 7:30am to 11:30am to clean up the trail in conjunction with the Dallas Park & Recreation Department’s Communities Against Trash litter prevention campaign. 

 

Once fully developed, The Cottonwood Trail will connect Preston Ridge to White Rock Lake, providing thirty-five miles of urban activity paths, reducing traffic and air pollution.  

 

Past benefactors of The Delta Companies Day of Caring have included the Boys Club of Dallas, The Children’s Advocacy Center of Dallas, and the Jireh House.

 

For more information on how you can join The Delta Companies Day of Caring or other philanthropic initiatives, please contact Mike Gianas, Communications Director at (214) 442-4113 or mgianas@thedeltacompanies.com.   

 

About The Delta Companies 

The Delta Companies (www.thedeltacompanies.com) offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through four companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, and Delta Flex Travelers.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com

 

 


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Make-A-Wish #4,000 Granted by The Delta Companies

See the story of the last of the four wishes recently granted to Austin Webb, a young boy whose dream was to sit in the hot seat on the ABC game show “Who Wants to Be a Millionaire.”

In 2008, The Delta Companies employees donated twenty-five thousand dollars to the Make-A-Wish Foundation of North Texas to grant the wishes of four children with life-threatening medical conditions.

The last of the four wishes was recently granted to Austin Webb, a young boy whose dream was to sit in the hot seat on the ABC game show “Who Wants to Be a Millionaire.”  The wish is number 4,000 granted by the foundation.

Click here to see the story of Austin’s appearance from Dallas/Fort Worth’s WFAA-Channel 8 News.

 


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The Delta Companies Makes Inc. 5000 List for Third Straight Year

Inc. magazine recently ranked The Delta Companies number 1,093 on its third annual Inc. 5000, an exclusive ranking of the nation’s fastest-growing private companies.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – August 18, 2009 – Inc. magazine recently ranked The Delta Companies number 1,093 on its third annual Inc. 5000, an exclusive ranking of the nation’s fastest-growing private companies.  The staffing firm has made the list in each of the last three years. 

 

The Delta Companies grew revenue from $14.5 million in 2005 to $56 million in 2008 with a growth rate of over 285 percent, more than doubling the median growth rate of 126 percent for companies on this year’s list. 

 

The Inc. 5000 is ranked according to percentage revenue growth from 2005 through 2008. To qualify, companies must have been founded and generating revenue by the first week of 2005, and therefore able to show four full calendar years of sales.

 

Additionally, they have to be U.S.-based, privately held, for profit, and independent -- not subsidiaries or divisions of other companies -- as of December 31, 2008. Revenue in 2005 must have been at least $200,000, and revenue in 2008 must have been at least $2 million.

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.   

 

About The Delta Companies

The Delta Companies offer staffing solutions for healthcare, finance and accounting professionals through six companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers, Liquid Medical Recruiting and Atled Finance & Accounting. 

 

Contact:          Marc Bowles

          Chief Marketing Officer, The Delta Companies

                          Four Hickory Centre

                          1755 Wittington Place, Suite 175

                          Dallas, TX  75234

                          (800) 521-5060 x4102

                          PR@thedeltacompanies.com

                          http://www.thedeltacompanies.com


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(Locum Life) Locum tenens physicians: Tips for reimbursement

In a recent survey conducted by Delta Locum Tenens, healthcare facilities and physicians nationwide were asked about how they work together on billing and reimbursements.

In locum tenens, communication and training are key to increased reimbursements.

In a recent survey conducted by Delta Locum Tenens, healthcare facilities and physicians nationwide were asked about how they work together on billing and reimbursements. Respondents from facilities included administration, human resources, and credentialing/privileging personnel. Provider respondents included physicians from a number of specialties.

Each group answered a short set of questions. The results of the survey help to identify common issues between the two groups that can be resolved by better understanding each other's expectations with regard to the subject of billing and reimbursement.

To view the full article, click here.


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(SI Review) Case Study: The Delta Companies

It's the story of a coach turned staffing executive. Jeff Bowling was coaching college baseball when he left to work for...

Case Study: The Delta Companies, SI Review August 2009



By Julie McCoy

Company: The Delta Companies
Headquarters: Dallas TX
Founded: 1997
Industries served: Healthcare and Finance and Accounting
Revenue: $56 million in 2008

It's the story of a coach turned staffing executive. Jeff Bowling was coaching college baseball when he left to work for Merritt Hawkins & Associates as a recruiter. While he was at Merritt Hawkins, a father on the baseball team asked him to come back and went so far as to volunteer to fund a start-up staffing company for Bowling if he were to continue coaching the father's son. Bowling took the father up on his offer and in October 1997, Delta Medical Consulting, now The Delta Cos., was born.

A Focus on Healthcare, Finance/Accounting
Headquartered in Dallas TX, The Delta Cos. offers staffing solutions for healthcare and finance and accounting professionals through six companies: Delta Physician Placement, which has become the second largest permanent physician search firm in the country; Delta Healthcare Placement, which focuses solely on placing healthcare professionals in permanent positions nationwide; Delta Locum Tenens, which places qualified physicians and CRNAs to fill short and long-term assignments nationwide; Delta Flex Travelers, which places qualified healthcare professionals in flexible opportunities nationwide; Liquid Medical Recruiting, which helps physicians identify practice opportunities that meet their parameters; and Atled Finance & Accounting, which matches finance and accounting professionals with corporations in the Dallas/Fort Worth area. Atled Finance & Accounting is The Delta Cos. newest company and is already "exceeding expectations," according to Bowling.

A Thriving Company with Plans to Grow More
The Delta Cos. -- which has 225 people on its staff -- generated nearly $56 million in 2008, according to Bowling. The goal is to be a $200 million company by 2012, says Bowling. "If we're not doing $200 million [by then], I'm going to jump off the roof," he says.

The Delta Cos. has made the Inc. 5000 list for the second year in a row, moving up 589 spots to no. 1,001. The Inc. 5000 list measures revenue growth, and The Delta Cos. experienced a growth rate of 368% from 2004 through 2007.

Additionally, The Delta Cos. has made Staffing Industry Analysts' list of Top 10 Fastest-Growing Staffing Companies all four years SIA has had the list. It claimed the no. 7 spot on the list in 2008, up from no. 10 in 2007, no. 17 in 2006 and no. 21 in 2005.

Joint Commission Certified
This past September, The Delta Cos. announced that Delta Flex Travelers received certification from The Joint Commission on the Accreditation of Healthcare Organizations (JCAHO). Founded in 1951, JCAHO sets standards for healthcare organizations and accredits organizations that meet those standards. and ambulatory care services.

"Participating in the voluntary Joint Commission certification process has allowed us to thoroughly inspect and reevaluate our systems and standards of operation," comments Mike Kohrs, VP of Delta Flex Travelers. "Through this evaluation, we have enhanced our systems for tracking and auditing for compliance, and we have gained a new level of confidence in the quality of our work and the fitness of our healthcare providers. The Joint Commission Gold Seal of Approval also serves as a symbol of quality to our customers, and they can trust that we have taken measures to ensure we have not compromised their own high standards and compliance requirements. Overall, we believe the investment of capital and human resources has been worthwhile and added real value to our organization."

Invest in Your People and Success Follows
Bowling attributes The Delta Cos.' success to putting internal staff first. One of the company's biggest priorities is retaining staff and making sure they're successful, he points out. The Delta Cos. provides staff with 100% paid benefits, matching 401(k) and the ability to achieve a work-life balance.

The Delta Cos. also encourages staff to go above their job descriptions. The company aims to grow staff not only professionally but also personally, by providing them with access to resources such as wellness programs and financial seminars. Additionally, The Delta Cos. provides staff with a defined career path; they know where they are going to be in six months to a year within the company.

At the Delta Cos., the staff is not only happy but also provided with the tools they need to grow and succeed. So it's no wonder The Dallas Business Journal has named the company one of Dallas-Fort Worth's "Best Places to Work." The Delta Cos. also has made Texas Monthly's list of "Best Companies to Work for in Texas."

Rewards and Challenges
Bowling -- who spends his days helping staff with various projects -- says it's rewarding to see people within the organization grow and reach their individual goals. "I like to see people succeed at reaching their potential," he says.

Other rewards include "making it all come together and work smoothly" and "building the business and watching it grow," Bowling explains.

The challenge is trying to find a balance between being patient for something to get done and being more aggressive in trying to get it done, says Bowling. It's all about "deciding when to push on the gas and when to let up," he says.

Satisfied Clients
Those who work with The Delta Cos. can't say enough good things about it. John Coulter, physician services director for Oaklawn Hospital in Marshall MI, has been working with Delta Physician Placement for about six years to get physicians on a permanent basis. "I'm more than pleased with them as a company," he says. "They're one of the premier national search firms that are out there. They're not the only company that does this, but they're one of the few. They're one of the few companies that tries to forego a partnership with me and with Oaklawn Hospital. They take a long-term approach to working with a hospital. We need to have partners that truly are in our corner. They've come to our community many times. They meet our senior administrative team. They meet me. They know physicians in the community. By the time a candidate comes to me I know that candidate is generally interested in coming to Marshall. They've done that pre-selling for me."

Coulter needs doctors who are willing to come to a rural town, and Delta Physician Placement is able to weed out the ones who aren't, he points out. "They're experts at it," he says. "They help you tailor your message."

Coulter, who works with more than a dozen other companies, says Delta is his "No. 1 partner" and "the creme de la creme." What he likes about the company -- and its secret to success -- is its strong customer service, he says. "There's nothing that's above and beyond the call of duty for them," he explains. "It's all just the normal course of business for them. I wouldn't hesitate to recommend them. I think they're the best in the business right now, so I guess that makes them a 10."

Cookie Fielkow, director of physician recruiting at Affinity Health System, who also works with Delta Physician Placement, says, "What I like is they've got a great research team, a great marketing team. They understand the industry. They understand physician recruiting. I have a recruiter that I think is absolutely the greatest."

Fielkow says she appreciates that Delta Physician Placement is always honest and a straightshooter with her. "It's the only way I work," she says. Says Fielkow, "Delta is the only national hybrid company we use at this time. The thing I like about Delta is that they're always on top of market research. It's a young company. It's an aggressive company. Yet they do treat their candidates and clients in a respectful fashion. It's all about relationship building. They allow their in-house recruiter to build a relationship with us. You can build the best staffing company in the world, but if the relationship isn't there, it's of no use. I just think they're geared for extraordinary service. They really are involved the entire way."

Kevin Hockenberry, director of physician recruitment, Altoona Regional Health System in Altoona PA, says he likes the stability that Delta Physician Placement provides. He's always worked with the same recruiter, Andy Guenther, in the more than three years he has gotten people through Delta Physician Placement. "I don't get passed around to other people," he says. Hockenberry describes Guenther as a stellar recruiter. "He is creative. He is hard working, and he is persistent in a very positive way. He doesn't give up. Andy is a top-notch recruiter and is wonderful to work with."

On a scale from 1 to 10, Hockenberry gives Delta Physician Placement a 9.5 and Guenther a 10. "Delta is a top-notch company," he says. "Andy is a top-notch recruiter." Hockenberry says he's also impressed with Guenther's business partner, Linzi Bourgeoise.

Of all the companies he's worked with, Hockenberry says Delta Physician Placement is in the top five. "They speak with physicians for hours," he says. "They speak with the spouse. The spouse is an important piece." Delta also thorough in screening candidates, Hockenberry points out. "They don't want to send someone who doesn't want to be here. They do a good job of upfront screening."

Happy Candidates, Too
And it's not just the clients who are happy -- the candidates are too. Restituto Ruiz, a physician since 1986, has been placed in emergency rooms in northern Mississippi and West Virginia through Delta Locum Tenens. "My experience has been favorable," he says. "They're a good group to work for. They're fair and they have an ample amount of work for me. It satisfies my financial needs. I basically move around a lot. I haven't found my own niche. I'm happy with the quality and quantity of work they've been able to throw my way. I would recommend them to other people."

Ruiz, who works with other staffing companies as well, says of Delta Locum Tenens: "They're actually able to get me the rates I'm looking for. We're on the same page as to what my needs are as a physician, professionally and financially. They've been able to find me enough work to satisfy my needs. My contact people at Delta are down to earth. They're easy to speak with. They get back to me right away. I can't say anything bad about them."

On a scale from 1 to 10, Ruiz says he'd give Delta Locum Tenens a 9.5. "Delta is one of the better companies that I've had the pleasure of dealing with. The bottom line for me is they have been able to find work for me, and keep me as busy as I'd like to be."

David Atchley has taken locum tenens assignments through three different companies in his career, and of those Delta Locum Tenens is the best, he says. "They seem to have negotiated better terms with the hospitals I've worked for. They manage to get more money [for me] than the other companies have. They pay weekly. The other two companies I worked for, you turned in your hours and you wouldn't be paid for like two weeks. That can make it difficult when you've got bills to pay. With Delta you turn in your hours and if you have direct deposit, then it gets deposited on Friday. That helps."

Continues Atchely, "They've been very good about lining up assignments for me. They've been responsive if I've had any kind of difficulties and helping to get those resolved. Just overall, it's been a good experience working for them."

Edward Robson is a hospitalist through Delta Locum Tenens and has worked with the company for three years. "They're a very good company to work for," says Robson. "They're responsive to my needs. They pay quickly compared to other companies. They don't place any restriction in terms of traveling." Robson, who used to work with other staffing companies in addition to Delta Locums is now working strictly with Delta Locum Tenens, and he has recommended the company to other physicians.

Strong Community Involvement
Each year, The Delta Cos. devotes revenue -- and the staff volunteers their time -- to a number of philanthropic activities. At the beginning of the year, the company elects a social committee team that chooses two organizations and a number of community service projects to which the company will contribute.

Organizations to which The Delta Cos. has donated money in the past include the Texas Scottish Rite Hospital for Children, the Boys & Girls Club of Greater Dallas, the Dallas Children's Advocacy Center and Greater Lewisville Cares.

During the 2007 holiday season, The Delta Cos. held a silent auction to purchase more than $17,000 worth of toys for the Texas Scottish Rite Hospital for Children, and the hospital was a philanthropic focus for the company again in 2008. The Delta Cos. also has contributed to the Make-a-Wish Foundation of North Texas.

The staff also has volunteered and raised money for the American Heart Association, Susan G. Komen Foundation and Big Brothers Big Sisters of America. The average employee contributed more than $254 to charitable organizations in 2007, according to Bowling.

A Background in Healthcare
Prior to launching The Delta Cos., Bowling was with the MHA Group, the physician-staffing arm of AMN Services, Inc. He was nominated as Ernst & Young's Entrepreneur of the Year and was on the Dallas Business Journal's "40 Under 40" list. Bowling attended the University of North Texas, where he studied psychology and kinesiology and graduated with a bachelor's degree in applied arts and sciences. Bowling spends his free time with family. He and his wife, Daniella, have two sons and a daughter. They enjoy traveling and have visited many places together, including Mexico and the Caribbean. "Anywhere it's warm and there's water," Bowling says.


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Job Market for Mid-level Providers Expands

Physician extenders, such as nurse practitioners and physician assistants, are finding a growing job market as a result of the current physician shortage.

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – August 7, 2009 – The Delta Companies recently released the second quarter edition of The Healthcare Recruiting Standard, a free quarterly resource that provides a summary of current data and market trends in the recruitment of allied, rehabilitation and mid-level healthcare providers. 

 

Physician extenders, such as nurse practitioners and physician assistants, are finding a growing job market as a result of the current physician shortage.         

 

“Placements of mid-level providers continue to climb and fill the void in smaller communities as it becomes more difficult for them to attract primary care physicians,” says Matt Robbins, director of recruiting for Liquid Medical Recruiting.

 

More specifically, the need for physician extenders with fewer than 2 years experience or over 10 years experience is on the rise.  In addition, the category continues to bring in top pay in comparison to rehabilitation or allied providers.

 

For more information on The Healthcare Recruiting Standard and how to request your free copy, visit www.thedeltacompanies.com/standard.

 

About The Delta Companies

The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com

                        http://www.thedeltacompanies.com


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The Delta Companies Remains in Top 10 of Nation’s Fastest-Growing Staffing Firms

This year’s list reveals that The Delta Companies is one of only four firms that have remained on the list since 2005, signifying at least 25 percent annual organic growth since 2001.

The Delta Companies Remains in Top 10 of Nation’s Fastest-Growing Staffing Firms

 

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – July 28, 2009 – Staffing Industry Analysts recently announced their annual list of fastest-growing staffing firms, or “25% Club,” which includes firms with a compound average annual growth of 25 percent or more between 2004 and 2008.   

 

This year’s list reveals that The Delta Companies is one of only four firms that have remained on the list since 2005, signifying at least 25 percent annual organic growth since 2001.  The staffing firm remained in the top 10, ranking eighth overall, with revenue of $56 million in 2008 and a compound annual average growth over five years at 58.8 percent. 

 

The firm’s continuing focus on retention and improving the customer experience are two of the primary reasons The Delta Companies has experienced sustained growth.

 

For more information on The Delta Companies, please visit www.thedeltacompanies.com.   

 

About The Delta Companies

The Delta Companies offer staffing solutions for healthcare, finance and accounting professionals through six companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers, Liquid Medical Recruiting and Atled Finance & Accounting. 

 

Contact:          Marc Bowles

       Chief Marketing Officer, The Delta Companies

                       Four Hickory Centre

                       1755 Wittington Place, Suite 175

                       Dallas, TX  75234

                       (800) 521-5060 x4102

                       PR@thedeltacompanies.com

                       http://www.thedeltacompanies.com

 


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(Medical Economics) America's Best Places to Practice

With primary care physicians in demand almost everywhere, there's not a region in the nation that wouldn't love to claim you as its own. The question is: Which state is best for your bank account, your career, and your peace of mind?

Medical Economics recently interviewed Ryan Tipton, executive vice president of Delta Physician Placement, regarding their cover story entitled, "America's Best Places to Practice." The top 10 states were determined by evaluating overall compensation, malpractice liability insurance rates, cost of doing business, health insurance competition, and the mix of public and commercial payers, in addition to quality of life factors.

Click here to view the article.




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(Physician Leaders) Physician Retention is More Important Than Ever

Andy Guenther, a physician recruiter with Delta Physician Placement, argues that physician retention policies are crucial in today's difficult recruitment environment and offers strategies proven to retain physicians.

Physician Retention is More Important than Ever 
Andy Guenther, for HealthLeaders Media, July 9, 2009

The challenges associated with today's complex medical environment are well known and widely discussed—declining reimbursements, increasing uncompensated care, additional government intervention, and a troubled economy all require a tremendous amount of focus from the individuals in the C-level of any healthcare entity. All too often the demands required in these areas distract administrators from perhaps the most critical issue facing healthcare over the next 10 years—retention.

The shortages in the physician marketplace have been debated for some time, but ask any CEO who is recruiting internal medicine, neurology, or otolaryngology if there are shortages in these specialties and the resounding answer is yes. In 2010, there are a total of 210 physicians transitioning from training in otolaryngology to the full time practice of medicine. With over 5,700 hospitals in operation nationwide, (90+% of which are actively recruiting) the magnitude of the problem becomes clear. As a national physician placement firm that conducts well over 750 assignments annually, it seems clear to us that a comprehensive, well thought out retention plan will be critical for all facilities wishing to succeed in the future.

In 2008, Delta Physician Placement accepted a consulting assignment with a hospital system located throughout the Midwest to review and evaluate both their recruitment model and their retention plan for existing physicians on staff.

Of the hospitals surveyed, every facility indicated that their retention practices lacked structure, focus, and content. In fact, most of the facilities surveyed did not have a formalized retention plan on paper that was communicated across all organizational levels. This is not meant to convey that it wasn't an issue of importance for the system; instead it was not given the level of priority tasking necessary in today's environment.

Following completion of the consulting assignment, several key points were outlined as being critical in establishing a successful retention program:

A Formalized O3. (One on One) This process should be implemented during the first year of service. These sessions should take place at the 30, 60, 90, 180, and 365 day marks. It is important to note that these are not intended to be performance reviews. Instead, these are meetings designed to "check the pulse" of the physician and gain an understanding of the good, the bad, and the ugly from his or her point of view. The keys to good 03 sessions are simple: they are regularly scheduled; never missed; the primary focus is on the new physician; and careful, complete note taking and follow up is essential. By approaching the one-on-one process in this manner, facilities will see greater engagement and more collaboration from their new hires.

On Board for Success. Define and document a formalized on-boarding process for new physicians. Set them up for success from the beginning and you will be rewarded with a long-term provider. Successful facilities recognize that not one person can oversee the recruitment and liaison functions. This liaison function oversees both the physician's integration into the medical community and makes certain that the spouse and children are integrating into the community as well.

Don't Forget the Better Half. Formalized O3 meetings with the spouse/partner of the physician are also critical. While these do not need to occur with the same regularity as the physician, they should still be implemented at three month intervals over the first year of service.

The Pursuit of Happiness. Recognize that a positive, energized staff leads to the same sense of purpose within your physician structure. It is critical that facilities not kid themselves. Medicine is full of unique and different challenges that cannot always be foreseen. The energy created through growth and development of the staff is transferrable and can mean the world to a physician when times are tough.

Clean your own House. Hospital administration must be aware and understand the pressures physicians face. Reducing that pressure through effective supply management, IT support, and custodial services can make a huge impact in influencing retention.

Open Forums Work. A well marketed, inviting and open forum for physicians can foster an environment of trust. It is critical that administrators "close the loop" on feedback and ideas. Failure to do so will dramatically reduce trust and can be detrimental to the long term prospects for a physician. A very consistent comment made by physicians to recruiters is that their current hospital "just doesn't listen." Are you listening?

Generational Issues Matter. The perspective and reality of a Generation X physician varies wildly from those of a "Millennial" or those of a Baby Boomer physician. Understanding what is important to each generation can absolutely make the difference in a physician deciding to stay or leave a community.

Learn when they do Leave. All facilities will have providers who leave even under the best of circumstances. The very best organizations strive to learn something from each and every event. Exit interviews can give a facility unique insight into the mind of a physician.

Invite them Back. Just because a provider leaves your facility does not mean he or she cannot remain a member of the family. Thorough follow up with past members of your staff can give your facility both a leg up on securing a physician's return or a unique advantage in securing other providers who are close with your former employee. Does your facility have an alumni program? Do you invite them back for special events, holiday parties, etc.? These types of activities will create influencers and word of mouth advertising that is invaluable in today's market.

"We get far superior cooperation with kindness and communication," said one administrator in the St. Louis metropolitan area. "I'll ask my doctors what is lacking in our system that prevents them from getting their job done. You can change the relationship, but you do it with actions, not words."

It is easy for a facility to become fixated on short term issues or results, but a long term view needs to be a critical part of a facility's focus. Recognition at the national level that the shortages are real and legislation designed to improve physician supply seem to be imminent, but the length of time that these solutions will take to implement presents a challenge not easily surmountable. Those facilities with clearly defined goals and objectives in the arena of retention will consistently excel in physician relations, have greater buy-in for key initiatives (i.e., quality, pay for performance) and outperform peers who don't take the same steps. 


Andy Guenther is a recruiting team lead with Delta Physician Placement, the full-service physician search firm of The Delta Companies, and is a member of The Delta Companies Thought Leadership Council.


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Delta Flex Travelers Conducts Survey on Supplemental Staffing

The results of the survey have been released in a white paper entitled, “Things Are Not Always What They Seem: Common Misconceptions in Supplemental Staffing.”

Delta Flex Travelers Conducts Survey on Supplemental Staffing

 

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – July 2, 2009 – Delta Flex Travelers recently published results from a survey taken by healthcare facilities and providers regarding their views on supplemental staffing. 

 

The results of the survey have been released in a white paper entitled, “Things Are Not Always What They Seem: Common Misconceptions in Supplemental Staffing,” and reveals what aspects of supplemental staffing are truly most important between them.

 

For a copy of the white paper, please visit http://www.flextravelers.com/CommonMisconceptions.aspx. 

About Delta Flex Travelers
Delta Flex Travelers employs temporary healthcare professionals for The Delta Companies.   The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.



Contact:
          Marc Bowles
        
                       Chief Marketing Officer, The Delta Companies
                       Four Hickory Centre
                       1755 Wittington Place, Suite 175
                       Dallas, TX  75234 
                       (800) 521-5060 x4102
                      
PR@thedeltacompanies.com
                       http://www.thedeltacompanies.com

 

 

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Delta Locum Tenens Conducts Survey on Healthcare Billing & Reimbursements

The results of the survey have been released in a white paper entitled, “Locum Tenens: Communication and Training is Key to Increased Reimbursements."

Delta Locum Tenens Conducts Survey on Healthcare Billing & Reimbursements

 

FOR IMMEDIATE RELEASE

 

DALLAS, TEXAS – July 1, 2009 – Delta Locum Tenens recently published results from a survey regarding how healthcare facilities and providers work together on billing and reimbursements. 

 

The results of the survey have been released in a white paper entitled, “Locum Tenens: Communication and Training is Key to Increased Reimbursements,” and helps to identify some common issues between hospitals and physicians that can be resolved from a better understanding of each other’s expectations on the subject of billing and reimbursements. 

 

For a copy of the white paper, please visit http://www.deltalocums.com/CommunicationandTraining.aspx.

 

About Delta Locum Tenens

Delta Locum Tenens is the temporary physician business unit of The Delta Companies.   The Delta Companies offer permanent and temporary staffing solutions nationwide for physicians and healthcare professionals through five companies:  Delta Physician Placement, Delta Healthcare Placement, Delta Locum Tenens, Delta Flex Travelers and Liquid Medical Recruiting.

 

Contact:          Marc Bowles

        Chief Marketing Officer, The Delta Companies

                        Four Hickory Centre

                        1755 Wittington Place, Suite 175

                        Dallas, TX  75234

                        (800) 521-5060 x4102

                        PR@thedeltacompanies.com  

                        http://www.thedeltacompanies.com

 

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(SI Review) Measuring the Health of Healthcare Staffing

While healthcare staffing overall is down, it is still doing better than other sectors of staffing. Staffing Industry Analysts predicts industrial staffing to be down 24% this year, while office/clerical staffing is expected to dip 25%, and finance/accounting staffing is forecast to take a 25% hit.

 
Issue Date: Staffing Industry Review Magazine
July 2009 Issue, Posted On: 6/29/2009

Measuring the Health of Healthcare Staffing, SI Review July 2009

By Julie McCoy

Early this year, Joe Boshart was forced to do something he's never had to do in the 16 years he's been in healthcare staffing. In January the CEO of Boca Raton FL-based Cross Country Healthcare had to lay off some of his company's internal staff -- 6% to be exact -- because of the recession. "It was not a good day," he admits. Cross Country normally loses people through attrition, but business was declining faster than attrition, Boshart explains.

About half of Cross Country's revenue comes from travel nurse staffing, and between January and March demand for travel nurses was down by 50%, according to Boshart. He describes the current environment as "brutal" and the toughest one he's seen in his career. "Candidly, I don't know how bad and how deep this recession will be," he says.

Healthcare Staffing Starting to Get Sick
Many healthcare staffing firms, like Cross Country, have been hit by the economic downturn. After several years of growth, healthcare staffing revenue is expected to decline 23% this year, according to Staffing Industry Analysts, the publisher of this magazine. Healthcare staffing is expected to generate $8.8 billion this year, down from $11.4 billion in 2008.

The two strongest sectors in health-care staffing are locum tenens and allied, whose revenue is expected to grow by 5% and 20% respectively this year. Mean-while the two weakest sectors, travel nursing and per diem, are expected to decline by 33%.

"The physician area is the hottest; nursing is the coolest. Allied health is warm to hot," says Rick Jackson, CEO of Alpharetta GA-based Jackson Healthcare. Adds Cross Country's Boshart: "Physicians are a revenue generator. Most nurses are a cost generator. You want more physicians and less nursing. Allied is somewhere in between."

While healthcare staffing overall is down, it is still doing better than other sectors of staffing. Staffing Industry Analysts predicts industrial staffing to be down 24% this year, while office/clerical staffing is expected to dip 25%, and finance/accounting staffing is forecast to take a 25% hit.

The healthcare industry continues to add jobs in the recession -- just not nearly as many as in the past. In March, for example, healthcare added 13,500 jobs, whereas last year the industry added, on average, more than 30,000 jobs per month, according to Bob Livonius, CEO of Medfinders, formerly Nursefinders. "The slowdown is significant, but the fact that it's [the healthcare industry is] still growing is a good thing," says Livonius. "That means this is a place where people can still find employment."

The number of hospital workers de-creased by 700 in March, Livonius says, but that's less than one-tenth of a percent of the total workforce, he points out. "Seven hundred people is pretty insignificant," he says. "We don't believe those were clinical positions."

Challenges
One of the challenges that healthcare staffing is facing right now is that people are losing their jobs, and therefore their health insurance, so they're going to the doctor less, says Mark Stagen, CEO of Marina del Rey CA-based Emerald Health Services.

Another challenge is that hospitals are cutting back on their use of temp-orary workers because their revenue is down, Stagen points out. "They can't issue bonds or borrow money. Their endowments are down significantly. Endowments usually account for a big chunk of their budget." Cross Country's Boshart says: "Hospitals have really hit the wall because of the credit crisis. Hospitals are seeing a four-fold increase in interest rates and thus interest cost to finance short-term liquidity. That's a new variable we've never dealt with before."

Also adding to the revenue shortfall that hospitals are experiencing is that they aren't getting reimbursed adequately compared to the expenses they incur, points out Andrea Boehme-Hernandez, president and CEO of North Carolina-based Medstaff. "Reimbursement can put a stress or strain on the hospital itself, and that can cause them difficulty in hav-ing the ability to bring more doctors in," she says. "That means the existing doctors have to take on more patients."

Kathleen Gilmartin, CEO of Sunrise FL-based Interim Healthcare, says managing costs and trying to keep clients have posed challenges for her company. Medstaff's Boehme-Hernandez says she's been able to keep existing clients because she has a long-standing history with them but that adding new clients has been hard. "For now, new business development is slow," she says.

Steve Swan, president of Valley Healthcare Systems in Gold River CA, says the high cost of workers compensation in his state and the possibility that it could get even higher is a challenge for his company. Also, shrinking gross margins are a concern for healthcare staffing com-panies in general, Swan says.

Susie Brown, chief operating officer of Huntsville AL-based D and Y Staffing, says communicating and working at a time when there are more questions than answers is challenging. Brown -- who has been with her company for nearly 18 years and endured her fair share of recessions -- says this one has the most unknowns. "I think it's provided a greater level of anxiety than in the past. There's a higher level of uncertainty. It just raises more questions than we've seen in the past."

Trends
What are some trends that are taking place in healthcare staffing right now? For one thing, companies that used to do nurse staffing are switching to allied staffing because it's doing better, says Jeff Bowling, CEO of The Delta Companies. Also, a lot of non-healthcare staffing companies are talking about entering the allied and locum spaces, Bowling points out.

"They'll be in and out of the allied space before we know it," he says. "In the locum space, that is such a different animal than travel or per diem that we're afraid that they're going to leave the customer with a bad taste in their mouth in the long-term. We're just concerned about what it's going to do to insurance rates down the road, to the image or the brand of locum tenens. Not to our brand, but to the industry's image. That's at risk. It's not as easy as it looks. People see the growth and the margins and they run to it, but it's very complex and very risky."

Another trend is that hospitals are being more cost-conscious, says David Baldridge, president of CompHealth's locum tenens division. Now more than ever, hospitals are looking at how they're spending their money and making sure they're not wasting it, he points out. "Everyone is looking at costs and figuring out how to manage those," he says. "All costs need to be scrutinized and looked at. Everything has to go through a much more rigorous approval process. There's more scrutiny on [whether or not] you need to bring on another locum tenens physician. A locum tenens physician is a revenue generator and will offset expenses."

Hospitals also are putting more emphasis on internal float pools and not using temporary workers as much, says Medfinder's Livonius.

Peter Dameris, CEO of Calabasas CA-based On Assignment, says nurses are asking for more hours, and some retired nurses are seeking to rejoin the workforce. "They had retired thinking they were okay [financially]," he says. "Now they're thinking that they should go back to work." He adds that, "Nurses are willing to work for less because there are fewer opportunities, and they want to work. Supply has increased; demand has dropped. That means more nurses are willing to work for a different price than they were just three or four months ago."

Some Still Growing, but at a Slower Rate
Healthcare staffing companies have still been able to grow in these difficult economic times. It's just that they're growing at a slower rate than they have in the past. The Delta Cos., which generated $55 million in 2008, expects its revenue to reach $70 million this year, according to Bowling. While that approximately 25% growth is good, it's not anywhere near the on average 60% growth that the company has experienced the past five years, Bowling points out. "Job orders are down, even for us -- less so in locums than allied," he says. "We're working harder to have the same level of growth, the same level of revenue."

Bowling says his company has continued to grow because it's focusing on the allied and physician space and not nursing, and in general is aware of what's happening in the healthcare sector. "We're running the bases with our heads up," says Bowling. "We're very cognizant of what's going on around us." The Delta Cos. hired 45 internal staff companywide between January and April, bringing the total to 245.

Jackson Healthcare expects revenue to grow 10% to 15% this year, down from the 20% to 30% growth it has experienced in previous years, according to Jackson. Jackson says this has been one of the most challenging years he's experienced in the 30 years he's been in healthcare staffing. "It was the most difficult year to budget, because of the uncertainty," he explains. Yet the still-growing Jackson Healthcare continues to beef up its staff: The company -- which started off the year with 500 people -- added 120 people between January and April but also lost 20 people due to turnover, so now it has 600 people on its staff, according to Jackson.

David Alexander, CEO of Atlanta-based Soliant, says he's hoping for 2% to 7% growth this year, smaller than what his company has experienced in the past.

Medstaff's Boehme-Hernandez says she's hoping for zero to 10% revenue growth this year, whereas last year she had 29% growth. "We'll be flat or a little better. There is no projection showing us declining. We're not showing any projections of loss."

Emerald Health Services also is still growing, but at a lesser rate, says Stagen. For the first time in its seven-year history, Emerald Health will experience less than double-digit growth this year, he explains. He has had to take some cost-cutting measures, including reducing his company's headcount slightly. But Stagen at least takes a little comfort in knowing that he's not alone. "It's going to be a tough year for everybody," he stresses.

Diversification, Niches Key to Success
Many healthcare staffing companies have found being diversified or having a niche to be beneficial, especially in these tough economic times. Soliant's Alexander says his company is diversified in terms of both the sectors it staffs and its client base. The majority of Soliant's business comes from allied and pharmacy staffing, which are strong. Just 33% of Soliant's business comes from nurse staffing, which is weak. Also, Soliant's largest client accounts for just 3.5% of the company's overall business. "The secret sauce is we're well diversified," says Alexander.

Interim Healthcare's Gilmartin says her company is growing because the majority of its business is generated from home healthcare. About 85% of her business comes from home healthcare while the remaining 15% comes from healthcare staffing. "It makes us more balanced," says Gilmartin. "We're not so vulnerable as a company. When staffing is on the decline, home healthcare is doing well. We enjoy that balance in our lines of business. Interim Healthcare differentiates itself by being in multiple businesses. ... If we had all our eggs in one basket, we'd definitely be feeling differently." The goal for Interim as a company is to have double-digit growth this year, but Gilmartin says she'd be happy if the healthcare staffing part of her business is flat. "I think it's going to be a tight year for staffing," she says. "I think we're going to have to be prudent with how we're spending resources."

TeamStaff has been able to weather the economic downturn because it has a division that provides healthcare and logistical staffing specifically to the federal government, says CEO Rick Filippelli. "We see strong demand continuing," he says. "You have more veterans returning, as people are pulled out of the Middle East. We feel we're in a good spot. We feel demand remains strong. We feel somewhat insulated from what a lot of other companies are experiencing."

Don Mooney, president and CEO of Nurses Etc. Staffing in Universal City TX, says his company also has succeeded by focusing on the government sector. "I think this is one of our best years. We've got some good people in place. That's one of the reasons why. San Antonio is still a good market, a decent market. We're slow to get hit by any upsurge or downswing. San Antonio still has a large military contingency. With the military, we're reconfiguring. The Air Force and the Army are consolidating down here. They're spending about $2 to $3 billion on construction of a medical facility. ... There's a lot of activity here. We're working in both the public and private sector."

Concludes Mooney: "Government is continuing to do well. I'm so busy writing proposals. It's just hot. If you know what you're doing and are good at what you're doing, if you're small and nimble and don't create too much overhead, you'll do well. We pay our people decently. We're looking for ways to do better. ... We try to create an environment where people want to be here. We create the right culture. We're starting to get the right people."

Slowdown a Good Time to Make Improvements
Valley Healthcare Systems' Swan says his company hasn't been idle during the economic downturn. Instead, it has used the time to make some in-house improvements to its IT systems. "Yes, this year has been challenging economically, but we can sit on our hands and wait for things to get better, or we can use this time to fortify the way we do business and improve both systems and processes," comments Swan. "It is statistically inarguable that the decline in [hospital] admissions is only a lull before the storm, and all companies in this industry should be improving their business in order to support their customers when the supply and demand disparity for labor once again becomes the greatest concern for the facilities we support."

Stimulus Should Give Healthcare a Boost
The economic stimulus package that was recently passed by the Obama administration contains $59 billion for healthcare, of which more than $20 billion will be allocated to health information technology and the creation of electronic medical records.

"Hospitals usually have backlogs of medical records and that impacts their revenue," explains Kristin Ellis, president of Kforce's health and life sciences division. "There's a more manual process. ... Now there's really money flowing to them to give them financial incentive to migrate their records as quickly as possible. It automates the payment cycles of hospitals. Some hospitals are more automated than others, but there aren't many that are fully automated today."

Tony Gregoire, senior research analyst with Staffing Industry Analysts, says the new initiative hopefully will cut down on the forms people need to fill out when they go to the doctor and could mean projects for staffing firms as far as IT implementation. Staffing firms also might be able to send temporary nurses to hospitals while their regular nurses are being trained on the new technology, he points out.

"When these hospitals and facilities undertake this initiative, they likely will rely on staffing partners to ensure a smooth rollout," says Medfinders' Livonius. "The facilities agree that having a competent expert by your side is critical."

Cross Country's Boshart views the implementation of the medical technol-ogy as positive. "As hospitals implement medical technology -- the more we see of that -- I think it's going to be helpful to business," he says. "That is what we are encouraging them to do. The situation is bad, but it would be even worse without these technology implementations."

The stimulus package also allocates $500 million to nursing and professional training, and of that, $200 million will be dedicated specifically to health professional and nurse development programs, according to Medfinders' Livonius. "We think this is good news for healthcare staffing," he says. "It means federal regulators are recognizing the importance of funding for education and building our own workforce versus going outside the country to get workers and living with the shortage."

Another part of the stimulus package helps workers who have lost their jobs by having the government pick up 65% of the cost of their COBRA health insurance premiums for up to nine months. This will make health insurance a lot more affordable for those who are unemployed. Right now, "people don't sign up for COBRA because it's too expensive," points out Medfinders' Livonius.

On Assignment's Dameris says the stimulus package will provide states with the money they need to pay hospitals. "There's funding that goes to the states so they can pay the hospitals. This will allow them to be able to get back to normal staffing levels. It's a liquidity event for many states so that they can fund their healthcare programs. Much of this money is not creating new business. It's just providing capital, so people can pay for their existing operation and run their businesses as if they're not going to run out of money. It has provided capital, liquidity to states, so they can provide a certain level [of service] without disruption. Do I think it's going to stimulate the economy? No."

Emerald Health's Stagen says he thinks the stimulus package will be beneficial in the long run, but he doesn't see it having an immediate impact. "Money takes a long time to filter through the system," he says. "It takes a long time for states to get money, and then the hospitals do. In general, it's all positive -- long-term. I just don't see any of it happening quickly. Hospitals are going to have more money, which is a good thing because they're our clients."

Although the recession is taking a toll on healthcare staffing, those in the industry know that eventually things will get better. They see the silver lining and are looking forward to when the economy improves and business picks up again. "Ultimately, it's a good industry to be in," says Medstaff's Boehme-Hernandez. "When we get through this recession, it will be a good industry to be in." Adds TeamStaff's Filippelli: "I believe in the long-term dynamics of the industry. There are definitely bumps in the road that everyone is experiencing. [But] I like our mix. I plan to be here awhile."

Trends

  • Healthcare staffing companies that used to be in nursing are going into allied because it is stronger.
  • Non-healthcare companies also are talking about entering the allied and locum spaces.
  • Hospitals are being more cost conscious.
  • Hospitals are putting more emphasis on internal float pools and not using temporary workers as much.
  • Nurses are asking for more hours.
  • Some retired nurses are seeking to rejoin the workforce.
  • Nurses are willing to work for less because there are fewer opportunities and they want to work.

What Hospitals Look for in a Healthcare Staffing Firm
From a buyer perspective, what do hospitals look for in a healthcare staffing firm? O'Connor Hospital in San Jose CA looks for a healthcare staffing company that is Joint Commission certified, according to Reiko Kawano, director of employment. In fact, O'Connor, which is Joint Commission certified itself, will only work with a healthcare staffing company if it has received the same accreditation. It's also important to O'Connor that the healthcare staffing company it works with shares its mission and values, has a robust pool of candidates quantity-wise, is responsive and has good references, according to Kawano.

Benson Hospital in Benson AZ wants to work with a healthcare staffing company that doesn't have a lot of turnover among internal staff, says Helen LeClair, director of rehabilitation.

One of Benson Hospital's clients is Delta Flex Travelers, which is part of The Delta Cos. LeClair says what she likes about working with Delta Flex Travelers is that she is always able to talk to the same person when she calls. "I'm not having to start from square one and having to train that rep in what I'm looking for," she says.

Other things Benson Hospital looks for in a healthcare staffing company include reputation, consistency, the ability to thoroughly screen candidates and friendliness, according to LeClair. If she calls a healthcare staffing company and the person she speaks with is grumpy, "That's not a good way to get my business," she says.

Longevity is another thing hospitals look for in a healthcare staffing firm, says Mark Stagen, CEO of Marina del Rey CA-based Emerald Health Services. "They want to work with a well-established healthcare staffing firm that has been in business at least five years. They don't want to deal with the new kids on the block. They're in no position to roll the dice."

Peter Dameris, CEO of Calabasas CA-based On Assignment, says hospitals also are looking for consistent quality, honesty and appropriate pricing. "They want to get what they paid for," he says.

Challenges

  • People are losing their jobs, and therefore their health insurance, so they're going to the doctor less.
  • Hospitals are cutting back on their use of temporary workers because their revenue is down.
  • Managing costs is difficult.
  • Trying to keep existing clients and land new ones is hard.
  • Gross margins are dwindling.
  • Communicating and working at a time when there are more questions than answers is challenging.

 
 
 


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(Healthcare Traveler) Remain Traveling - Economy is not affecting professional growth or financial gain for travelers.

Flexible travelers have an advantage. Facilities seek travel nurses. Healthcare travel is the future.

Jun 1, 2009
By: Chris Miller, Delta Flex Travelers
Healthcare Traveler
Volume 16, Issue 12 
 
According to the Bureau of Labor Statistics (BLS), the healthcare industry grew by 40,000-plus jobs from January to April of this year. We are not receding like many other industries, rather simply slowing down compared with past growth.

A year ago this industry was adding more than 90,000 jobs a quarter, and healthcare professionals had their pick of how and where they wanted to work. These days, healthcare professionals are getting laid off or taking salary cutbacks because of the current economic woes. On the other hand, the travel industry is seeing a huge increase in the number of opportunities, and travelers are not letting this economic struggle affect their professional growth or financial gain.

Time for flexible travelers

According to the BLS report, the unemployment rate increased again in March from 8.1 percent to 8.5 percent, and other industries lost 663,000 jobs nationwide last month. A rise in unemployment causes an increase in uninsured patients, resulting in fewer elective procedures and fewer patients in hospitals.

According to the American Hospital Association (AHA) Rapid Response Survey, 53 percent of hospitals across the United States are making reductions to their staff because of a lack of patients. With the number of new professionals looking for employment, now more than ever is the time for travelers to be flexible. Here are some tips to stay ahead of the game:

1. Keep all licenses active (this broadens your job market and availability for a quick start).
2. Be flexible and open-minded to new opportunities (see how they benefit your professional career).
3. Have a positive and understanding attitude (every facility is going to have unique procedures and personalities).
4. Find an accredited travel firm that has received The Joint Commission's Gold Seal of Approval, is a member of the National Association of Travel Healthcare Organizations (NATHO), and has multiple nationwide contracts (more options equals consistency of work).
5. Expand your geographic expectations (gives you more job openings and more places to travel).

Facilities will take advantage

Despite nationwide cost cuts and reductions in staff, hospital needs are growing. Healthcare systems are now seeing the advantages of using travelers while census is high to balance long-term costs.

Patient care needs are constant and hospitals must continue hiring to accommodate these needs. With limited openings and a large number of applicants looking for work, hospitals are going to take full advantage to find that "perfect" person for their department. This is an ideal time for travelers to benefit from the current economic state and gain experience in multiple settings.

Permanent employees are limited to specific skill sets and have fewer opportunities for professional growth. A traveler with multiple setting experiences may be more desirable candidate for hire. Variety in workplace settings yields itself to more opportunities. According to the AHA, "The health care system of the future requires a highly trained and flexible workforce."

Travelers are the future

The AHA states that the wave of aging baby boomers will reshape the healthcare system forever. Advancements in medical technology and treatment styles help people live longer with a better quality of life. People today are more active and will continue to push the limits of their bodies' resistance well into their elderly years. This type of lifestyle will force people to manage more chronic conditions and therefore use more healthcare services. By 2030:

The over-65 population will nearly double as a result of the aging boomers.
More than six of every 10 boomers will be managing more than one chronic condition.
More than one of every three boomers—more than 21 million people—will be considered obese.
One of every four boomers—14 million people—will be living with diabetes.
Nearly one of every two boomers—more than 26 million people—will be living with arthritis.
Eight times more knee replacements will be performed than today.

Meeting these healthcare challenges will require more resources, new approaches to care delivery, and a greater focus on wellness and prevention. Travelers will continue to consistently have opportunities for professional growth and a diverse skill level that will enable them to adapt to this ever-changing market. This unmatched job security and job growth is just one of the many reasons why you should remain traveling if you are not already!

 

 

 

 

 


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(Locum Life) Locum Tenens and Recruiters of the Year Showcases

Mike Zagami, senior recruiter with Delta Locum Tenens, has been named one of the Recruiters of the Year for two years running. In addition Dr. Faroug Suliman, a hospitalist with Delta Locum Tenens, has been named one of the Locum Tenens of the Year by the magazine.

Mike Zagami, senior recruiter with Delta Locum Tenens, has been named one of the Recruiters of the Year for two years running.

"Mike is always professional, sharp as a tack, thinking four steps ahead at all times, the consummate professional, and able to juggle cotton balls in a hurricane. What's not to love? Plus he's a darn nice guy, too."

To view the full article, please click here.

In addition Dr. Faroug Suliman, a hospitalist with Delta Locum Tenens, has been named one of the Locum Tenens of the Year by the magazine.

"We nominate Dr. Faroug Suliman for Locum Tenens of the Year because he is well-liked, hard-working, and self-sufficient. Dr. Suliman began his work as a hospitalist with Delta in July 2006. Since this time, he has worked an average of 20 shifts per month while juggling the responsibilities of a husband with a wife in residency and three small children at home. Dr. Suliman has been a wonderful addition to these programs because he is available for last-minute needs and always shows up with a smile. Delta is proud of his accomplishments and we appreciate his loyalty." - Stephanie Glass, senior recruiter with Delta Locum Tenens.

To view the full article, please click here.




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(ASA Staffing Success) Hints for a Healthy Recovery

Industry Leaders Reveal Ways You Can Keep Your Firm Strong

Industry Leaders Reveal Ways You Can Keep Your Firm Strong
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(Dallas Morning News) Despite few bright spots, Texas job forecast still gloomy

The healthiest industry in terms of hiring is health care. The broad category of education and health services added more than 15,000 jobs in the Dallas-Fort Worth area in the 12 months ending in April.

A year ago, the Dallas-Fort Worth area ranked as one of the hottest job markets in the country. But that was before the severe financial crisis, the collapse in energy prices and the U.S. economic free fall.
Little wonder North Texas is now losing jobs like the rest of the country.

"We've just suffered this rapid downturn in the last six months," said Cheryl Abbot, a Dallas-based economist with the U.S. Bureau of Labor Statistics.

Dallas-Fort Worth and the state as a whole still have plenty of underlying strengths, analysts say, and there are signs that job losses may be slowing somewhat. But it will take time to wriggle out of the global economic downturn's grip. That means the outlook for the rest of the year is subdued.

"The free fall seems to have stopped, and I suspect we're getting close to the bottom if we're not already there," said Lyssa Jenkens, chief economist of the Dallas Regional Chamber.

"But I think we're going to rock along the bottom for a number of months. What's going to pull us out? We're not going to buy our way out this time," she said.

Texas already has lost nearly 200,000 jobs this year, according to the Texas Workforce Commission, and is expected to lose tens of thousands more in the coming months.

"This is a particularly broad-based slowdown here in Texas; it's permeated all sectors of the economy," said Mine Yucel, an economist at the Federal Reserve Bank of Dallas. "It's not going to get better soon, and it depends on what the nation does."

That's the bad news. The good news is that the Texas economy, with an unemployment rate of 6.7 percent in April, remains significantly healthier than the U.S. economy as a whole, with a jobless rate of 8.9 percent. Analysts say the state is apt to remain healthier than the national average throughout the downturn.

Moreover, Texas seems well-positioned to regain its footing when the recession ends. Job losses have so far been less severe than in many other parts of the country.

Much less housing wealth has evaporated in Texas, which did not see a major housing bubble the way states such as California, Florida, Nevada or Arizona did. The housing industry also is expected to recover more quickly here than in many other states.

The Texas population is expected to continue growing, and economic development officials are wooing employers from other states in hopes of attracting more jobs.

The bad news

However, the recession has taken a bite out of nearly all parts of the local job market.

The only major employment categories that are adding jobs are education and health services, and the government.

Among the hardest-hit areas:

*Employment in a category called mining, logging and construction has fallen more than 4 percent compared with its level a year ago -- a decline that amounts to 8,300 jobs.

The decline is more painful in Dallas, where many building projects have screeched to a halt. But Fort Worth may feel a chill from the decline in natural gas prices, which could slow drilling activity in the Barnett Shale.

*Local manufacturing employment has been declining for several years, even when overall economic growth was still strong. Recent decreases are driven at least in part by falling exports. During the first three months of the year, the value of Texas exports was nearly $10 billion lower than in the same period last year, a nearly 22 percent decline.

*The professional and business services job category has shed 25,100 jobs over the last year, a nearly 6 percent decline. The main reason, according to analysts: mass reductions in temporary workers.

None of that provides any comfort for people who need a job. Analysts say the trick is to look for bright spots within the gloom.

"I don't think it takes a genius to figure out that we have a rising unemployment rate, and it will probably continue to rise for the next few months and beyond," said Jeff Kaye, chief executive of Kaye/Bassman International Corp., a staffing firm in Plano.

"But there are pockets of opportunity in every single change," he said. "It's a matter of finding where those opportunities are."

For example, Kaye says, construction jobs have evaporated, but there's some activity in government-backed civil projects.

Alternative energy companies won't make up for the job losses in oil and gas, but they may provide opportunity for some.

And demand is healthy for accountants, auditors and other financial professionals, Kaye says.

Health field

The healthiest industry in terms of hiring is health care.

The broad category of education and health services added more than 15,000 jobs in the Dallas-Fort Worth area in the 12 months ending in April. Government jobs, the No. 2 gainer during that period, added 7,600.

Among the largest employers in Dallas-Fort Worth, health care providers posted some of the largest employment gains last year.

"People still need health care," said Mark Bowles, chief marketing officer of the Delta Cos., a Dallas-based health care staffing firm. "Health care staffing has been insulated to some degree."

Demand is particularly strong for physical therapists, occupational therapists, speech therapists, nurse practitioners and physician's assistants, Bowles says.

But here's the catch: You can't just walk into those positions after losing your office job. Many of them require the right skills and preparation, which can take years.

"To make these life-career decisions, you're often talking about a multiyear process," Bowles said. "I would probably put it in line with somebody who was going to go out and get an MBA."