Community Memorial Healthcare’s Post

Joseph Wilkins, President at Bon Secours Mercy Health, reveals the secrets behind their successful recruitment process and the creation of clear career pathways for employees. Learn how they attract top talent and foster professional growth! 🌟👨💼 #RecruitmentStrategy #CareerDevelopment Watch the full discussion here: https://lnkd.in/gYCw9yAY

Happy New Year from Westphal Staffing! 🎉 Here's to unlocking new potentials, fostering meaningful connections, and achieving great milestones! 🚀 #Newyear #Happynewyears #2024 #newyearsgrowth #careergrowth #careersuccess #newyearssuccess #westphalstaffing #staffingfirm

Happy New Year from Westphal Staffing! 🎉 Here's to unlocking new potentials, fostering meaningful connections, and achieving great milestones! 🚀 #Newyear #Happynewyears #2024 #newyearsgrowth #careergrowth #careersuccess #newyearssuccess #westphalstaffing #staffingfirm

📣 Attention healthcare talent leaders 41% of workers cite lack of career development and advancement as the #1 reason they quit their jobs, according to research from McKinsey. That’s why leading healthcare employers are using career pathways and a focus on internal career mobility to attract AND develop talent. Join us April 18 at 12PM EST as healthcare industry leaders from Guild, The Josh Bersin Company , Bon Secours Mercy Health, and Humana pull back the curtain on their talent development programs and career pathways framework: https://lnkd.in/gB45xThm

Camoin Associates discusses how across the country and within all industries, workforce development is a top issue for business development, expansion, and attraction. Because of its importance, states, regions, and other localities are taking a workforce and talent-based approach to business expansion and attraction. Additionally, business and industry alliances and collaboratives are often taking the lead on industry-specific talent and workforce development and attraction initiatives. Learn more here:

Not only do we care about the work that we do, we care about WHO we do the work for! Read here for a great example of this in practice! https://lnkd.in/gfrQxaby

It's important to understand who owns the technology you are leveraging.

Are you struggling with recruitment challenges? If so, you’re not alone. In the dynamic world of talent acquisition, obstacles can seem overwhelming. Discover how Casey House, a Toronto specialty hospital, transformed their recruitment journey from chaos to order. 🏥 Register now and watch on-demand! https://hubs.la/Q0221m7z0

I have communicated about the labor market and employment risks to employees and employers in an aging society for over seven years. You may not know that my days are filled with conversations with CEOs of labor unions, Fortune 50 corporations, mid-sized employers, employee caregivers, members of the care economy workforce, community aging care advisors, and healthcare professionals. After 30 to 45 minutes, EVERY conversation ends with "I never thought about it that way." We are sending emails, a press release, and communications bundles to ask employers to redefine their EMPLOYMENT responsibilities and address their traditional interests in helping employees be at home when they need to be there. My communications bundles are distributed to over 50,000 CareWise followers with an almost 60% open rate. Businesses crave information on these conversations. Employers face two distinct problems, and two strategic plans are required. This is not solely a benefit or paid leave of absence problem. It's not dealing with the after-effects of care-related stress. Yoga and/or meditation apps will not preserve employment in an aging society. Solutions are needed that will complement each other. I call for CEOs to shift attention to their classic fiduciary roles to protect employees' health, jobs, income, careers, and work relationships. Please play a role in sharing our communications with your contacts and institutional leaders. We need a more balanced ideology than what is on the table right now. CEOs must see that these topics and solutions are above the pay grade of their very competent work, life, and family managers. As a long-term caregiver and a former C-Suite executive managing institutional transitions, I have experienced the deep losses of the collision of work and caregiving and the lack of awareness of demographic shifts burning out their team – in the long term. We cannot continue to live in crisis for 30 years as baby boomers age. Below is a video of my short-term "product" as a foundation for a longer-term solution. Please watch the video, share it, and give me your feedback. You know I read and personally act on every message and call I receive.

There was excitement and energy that permeated King's College Hospital NHS Foundation Trust this week during our Brilliant People Week. This annual event is a true celebration of our talented and dedicated staff, where we come together for a people fest that is all about development, collaboration, and enhancing the overall staff experience. Led by the visionary Sarah Quinn and her exceptional team, Brilliant People Week is an opportunity for us to showcase the myriad opportunities and tools available to our incredible staff. It's not just a week—it's a holistic experience aimed at fostering growth, learning, and collaboration within our hospital community. One of the highlights of Brilliant People Week is our collaboration with system partners in Southeast London. This year, we were fortunate to bring in representatives from our community to share some of the brilliant offers and opportunities available in the Southeast London area around mental health and wellbeing. In the spirit of inclusion, my team were on site sharing all our brilliant offers (excuse the pun) to create a more inclusive culture. A special highlight of the week was the presence of Rasheed Ogunlaru, who brought his expertise to the table through a marathon of speed coaching and motivational conversations. Rasheed's insights and guidance added an extra layer of inspiration to Brilliant People Week, leaving our staff motivated and empowered to take on new challenges. Do you have a similar initiative at your organization? How do you celebrate and invest in the brilliance of your people? Let's continue the conversation on creating workplaces that prioritize development, collaboration, and the overall well-being of our staff. Because, after all, it's the people who make our organizations truly brilliant. #BrilliantPeopleWeek #EmployeeDevelopment #Inclusion #HealthcareExcellence