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Selecting The Right Search Firm

»Posted by on Apr 9, 2015 in Breaking News | Comments Off on Selecting The Right Search Firm

Selecting the Right Search Firm…… Traditionally, discount the decision to utilize an external search firm is made when all internal staff efforts have been exhausted.  Often those involved with the search lack firsthand, professional knowledge of the field.  A thorough understanding of current competitive market conditions is critically important to achieving a successful outcome. The first question to be asked when a search is progressing slowly is this:   Does the internal staff have the resources and “insider” knowledge to leverage the national market effectively? Do they have the time to devote to the search?  It can become evident that the impact and cost of a staff-managed search is greater than the investment of hiring a professional search firm. The benefits to partnering with the right external search firm include:  The search firm is the expert in in their industry and it is what they do all day, every day. This results in a vast and diverse pool of candidates, otherwise unavailable on the open market, regardless of current conditions. Your staff is able to focus on their regular responsibilities instead of chasing candidates for inquiries, scheduling, etc. The direct, internal cost resulting from the time your staff devotes to the search is eliminated. Results are achieved in a much shorter time frame.   Selecting the Right Search Firm:   Does the firm specialize in your specific discipline?   Emerson Professionals, Inc., unlike other academic search firms, is responding, exclusively, to the critical shortage of leaders within the nursing and healthcare education sector.   How many searches are they currently conducting with a similar job title?   Ten or more searches of a similar title is acceptable.  Ask for references.   What methods do they utilize to identify candidates they will be referring to you?   If they are relying on advertising and job boards, then save your money.  You don’t need a search firm for that which you can do yourself.  Ask about their outreach efforts, their knowledge of the market, does their database contain active candidates?  Remember, the exclusivity of a professional search will assist in gaining excess to “Top Tier” candidates, currently employed and concerned about confidentiality.  They feel safe working with a third party search firm. What are their fees, and what services are included?                   Compare apples to apples. Who are they and what is their process?   If a firm’s fees seem significantly below market, the service they offer will most likely be limited.  Look at the timeline for payment as well.  What milestones trigger payment?  Are you comfortable with them? How do they vet and support throughout the process until the candidate’s start date?         Review the process carefully and consider the kinds of questions they are asking you.  Be knowledgeable of what happens after an offer is accepted. Get current, market-competitive feedback…. How do your search parameters compare to other similar searches?   Ask about similarities and differences in credential requirements, location, compensation, candidate perception of your organization or program, and position history. These criteria should go a long way toward helping you find the search firm that brings you that mission-critical, talented, individual who can drive your organization to success! We Invite You To Follow Us On...

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Higher Education….Brace Yourselves for the Challenges of 2017

»Posted by on Apr 9, 2015 in Breaking News | Comments Off on Higher Education….Brace Yourselves for the Challenges of 2017

Higher Education….Brace Yourselves for the Challenges of Replacing Faculty and Retiring Leaders in 2015 and Beyond “The shortage is real, pilule ” says Anne Penny, CPC, President of Emerson Professionals, Inc.  “There were over 18,000 full time facuIty openings nationwide in 2014”. (according to AACN)  The AACN study shows that the  faculty shortages in nursing schools across the country are limiting student capacity at a time when the need for nurses continues to grow. Budget constraints, pilule aging faculty, and increasing job competition from clinical sites have contributed to this emerging crisis. “I have spoken to numerous Deans (at all levels) this year who are once again “delaying” their retirement for another year until a suitable replacement is identified.” Many of these leaders have 20-30 years of seasoned experience under their belts and they are ready for a well-deserved retirement.  Leadership training and programs to inspire faculty to “step-up-to-the-plate, sales ” are seriously lacking on the necessary scale to accommodate the up- coming onslaught of resignations expected in the next 24 to 36 months. Internal promotion would appear to be the immediate solution. But inspiring faculty to make the move into administration is a lofty task. Invariably, those who are interested aren’t qualified—and those who are qualified aren’t interested. Leaders are faced with a difficult decision.  Do they hire externally, and devote the time to a nationwide search?  Do they promote an internal faculty member who needs time to develop and hone their upper management skills?  Either way, there is a risk of alienating the rest of the faculty and jeopardizing programs and student development.  It’s a true...

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“Silver Tsunami”…..Retiring Nurse Leaders in Higher Education”

»Posted by on Feb 25, 2015 in Breaking News | Comments Off on “Silver Tsunami”…..Retiring Nurse Leaders in Higher Education”

    The “Silver Tsunami” Within Nursing Education   The “Silver Tsunami” is coming and it’s coming fast within the ranks of nursing higher education.   Each year, pills more and more faculty and administrators are reaching and surpassing their “planned” dates for retirement.  Make no mistake–these colleagues are the glue holding together the foundation of schools and colleges of nursing across the country.  When they finally do leave, there will be a shake-up the likes of which has not been seen within nursing education. Much of the he crisis exists due to junior faculty being unprepared, or unwilling, to step into the shoes of administration, preferring to remain as an individual contributor for the time being.  So how do we pick up the slack and find “mid-career” level faculty who are prepared and willing to inherit leadership roles? Emerson Professionals is a national search firm focused on providing nursing and healthcare leaders within higher education.  Each day higher education nursing recruiters are flooded with requests for “mid-career” level faculty.  Additional requirements include solid research funding histories, publications, and presentations ….preferably tenured with a PhD!  Everyone is after the same “wish list” of credentials.  Most of the individuals with these credentials are NOT entertaining career moves due to: Aging parents, spouse’s job, children at home, or THEY themselves are nearing retirement. Higher education institutions and accrediting bodies need to stop talking about this insidious issue and begin making modifications to their credentialing requirements.  While there are currently a few excellent leadership programs available for PhD and DNP professors such as the Robert Wood Johnson Foundation Fellowships, there are many EdD/MSN credentialed professors with a desire to develop their administrative expertise and prove themselves in a Deanship.  In many universities across the country, they are not offered that opportunity, due to the stigma attached to these credentials vs the perceived “more prestigious” credential of a PhD.  The perception is that they are not qualified to handle the responsibilities of the position and be an effective leader to PhD-prepared faculty.   In an RO1 University, this makes sense. However, elsewhere, if a DNP or an EdD/MSN wants the job and can do the job– and the PhD does not want the job–why should this be an issue? Politics and tradition can no longer stand in the way of progress.  The Silver Tsunami is coming!...

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Increased Demand For Interim Academic Leaders

»Posted by on Feb 21, 2014 in Breaking News | Comments Off on Increased Demand For Interim Academic Leaders

“This has been a year of change for us”  says Anne Penny, CPC, President and Managing Partner of Emerson Professionals, Inc.  “We have seen our client colleges and universities reaching out more and more for the immediacy of hiring Interim Academic Leaders such as Deans and Program Chairs for their Nursing schools and departments. They are seeking consistency and continuity for their students and faculty.  This doesn’t happen when a leadership role is left vacant for as much as a year.” Emerson Professionals, Inc. has been specializing in passive academic talent search since 2010, when the demand for staff and faculty ran the gamut from Campus President through Directors of Admissions and Surgical Tech faculty.  “Last year, there was a visible shift.  We were suddenly flooded with requests to find permanent and interim Deans and Program Directors for nursing programs around the country. Some of the factors driving this demand for nursing education are the current and future nursing shortages, the increase in life expectancy, hospitals striving for Magnet status, and changes within the insurance world.  This means that jobs are abundant making nursing an attractive career choice for those just entering the workforce, those enhancing their credentials, and those changing careers. According to the Bureau of Labor Statistics’ Employment Projections 2010-2020 released in February 2012, the Registered Nursing workforce is the top occupation in terms of job growth through 2020. It is expected that the number of employed nurses will grow from 2.74 million in 2010 to 3.45 million in 2020, an increase of 712,000 or 26%. The projections further explain the need for 495,500 replacements in the nursing workforce bringing the total number of job opening for nurses due to growth and replacements to 1.2 million by 2020.  http://www.bls.gov/news.release/ecopro.t06.htm According to the “United States Registered Nurse Workforce Report Card and Shortage Forecast” published in a 2012 issue of the American Journal of Medical Quality, a shortage of RN’s is projected to spread across the country between 2009 and 2030.  In this state by state analysis, the authors forecast the RN shortage to be most intense in the South and the West. Happily, the team at Emerson Professionals, Inc. is up to the task.  Prior to their focus on academic recruitment, Emerson had been placing healthcare professionals nationally since 1994.  “It was a natural transition and our network of healthcare/academic talent is increasing exponentially.  We enjoy successful relationships with major research-oriented institutions as well as the colleges offering “start-up” RN-BSN or MSN or DNP/PhD programs.” As a result of the increase in healthcare programs being offered, the need for faculty and management staff has become critical.  Often, when an academic leader decides to change their career path, they are contractually bound to complete their current semester.  This leaves the hiring school with a waiting time of as much as six months!  The Interim has become essential to ensuring continuity to all involved. Recently,  Emerson Professionals, Inc. partnered with a University in the Mid West with a similar situation.  “They gave us two searches, one was for a 6-month Interim Dean and the other was for a permanent Dean, who will begin their tenure as of July 1. It was imperative that the interim possess the necessary skills to spearhead the launch of their DNP program, curricula design and preparation for accreditation.  They had no time to lose and expected the Interim to function in the position as though it were a full time commitment.  “For them it was not about being an Interim, it was about being a Dean!”  stated Penny. Compounding  the problem, current and projected shortage indicators reveal that hundreds of  Deans across the nation are slated to retire this year– as well as a significant segment of the nursing workforce nearing retirement age. According to a 2013 survey conducted by the National Council of State Boards of Nursing and The Forum of State Nursing Workforce Centers, 55% of the RN workforce is age 50 or older. The Health Resources and Services Administration projects that more than 1 million registered nurses will reach retirement age within the next 10 to 15 years. According to data from the 2008 National Sample Survey of Registered Nurses released in September 2010 by the federal Division of Nursing, the average age of  the RN population is 47.0 years of age, up slightly from 46.8 in 2004. In September 2010, AACN announced the expansion of NursingCAS, the nations’ centralized application service for RN programs, to include graduate nursing programs. One of the primary reasons for launching NursingCAS was to ensure that all vacant seats in schools of nursing are filled to better meet the need for RNs, APRNs, and...

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