Improving Healthcare Recruiting Practices Can Reduce Risk and Mitigate Liability

Healthcare Recruiting Best PracticesThe best defense against potential litigation created by a healthcare employee takes place during the recruitment process, before the candidate ever sets foot in your facility.

Finding and hiring the best candidates in highly specialized and litigious industries such as healthcare requires a specific methodology beyond general recruiting practices. A poorly vetted hire can become a liability nightmare.

In addition, because the hire has received his or her education and training elsewhere, this creates uncertainty and means that additional due diligence is required during the recruitment process.

But there are proven effective methods to find, hire and retain the best healthcare talent to best fill positions and help mitigate potential risk. These tools include utilizing niche healthcare job boards, updating recruitment and retention practices, and expanding background checks.

Recruit Superior Talent from Niche Healthcare Job Boards

Why niche job boards are so effective in identifying and obtaining top talent is inherent in the quality of the candidate pool. Niche healthcare job boards attract candidates who are skill-set specific which gives you, as an HR professional, a direct pipeline to a concentrated pool of candidates who are dedicated specifically to the healthcare industry.

These qualities can help to lessen your exposure to liability because the new employee is only new to your company, not new to the responsibilities they will carry out.

Use Technology to Boost Information Gathering Pre-Hire

Increased employee turnover means increased exposure to risk. Because of this it’s estimated that three-quarters of companies plan to alter their strategies on managing the recruitment and retention policies this year. And beyond new employee risk factors is the huge cost of replacing even a single healthcare employee, like an RN, as opposed to retaining that employee.

Recruiting has gone mobile and interactive which can not only save time and money but can also help to reduce future risk of lawsuits. The more interaction prior to hire, the more information you have and the better assessments you’ll be able to make regarding new hires.

Video interviews and mobile recruiting shows candidates that you communicate on their level while, again, giving you even more personal information to make the most educated decision on whom to hire. Better matches mean happier employees who don’t jump ship. Embrace technology, it’s on your side.

Expand Background Checks to Mitigate Risk

Legislation passed regarding the protection and care of patients being treated by healthcare workers varies from state to state. From FBI background checks to employment verification to certifying levels of professional proficiency, when recruiting healthcare workers digging deeper is always a good thing.

Remember that any database search information you receive on a candidate is only as good as the information the database contains. Old information, missing facts and other discrepancies are common and may be used against you in future legal actions due to your hire’s negligence.

This is why it is so important to increase your due diligence such as extending criminal background investigations beyond basic FBI fingerprint and background searches for example. By adding local municipality searches you are receiving more current information that can help you ferret out questionable hires during the recruitment process. You can eliminate the lawsuit before the event occurs.

Recruiting To Reduce Risk

Beyond the benefits, compensation packages, recognition, flexible schedules, etc., the best healthcare candidates will want a workplace where he or she isn’t going to be put in a professionally compromised situation due to a fellow employee’s negligence. By taking the steps to recruit an accountable, professional staff from square one you can help to mitigate your risk and limit exposure to liabilities.

5 Simple Job Posting Tips to Generate More Views and the Best Hires

Job-Posting-Writing-TipsThere are five simple steps to writing, presenting and placing job postings to attract more views, top quality talent, and to motivate the best candidates to take action.

  1. Focus Advertising on Niche Job Boards
  2. Use Industry-Specific Keywords Including Slang
  3. Be Concise but Be Descriptive
  4. Put Employee Incentives Front and Center
  5. Stress a Call to Action and Make it Easy

Niche Job Boards Pool the Best Talent for You

There’s an accurate adage that you should “fish where the fish are” for best results. It only makes sense to concentrate your efforts exactly where results will not only be abundant but also most relevant and of the highest quality. This is why advertising on niche job boards is so effective and number one on the list.

The niche job board takes guesswork out of exploring the applicant universe by creating a specialized grouping of the exact skill-set candidates you want. Don’t fish the entire lake (like posting on a general, big box job board, etc.) when you know that exactly what you want are amassed in a single location (the niche job board). Focusing on niche job boards is targeted, defined recruiting at its most effective.


Combine Optimized Keywords with Industry-Specific Slang

Think, talk and present like your ideal hire. If you were looking for the position you want to fill what exact words and phrases would you search? A job posting is not the place to be clever. Go off message and you’ve lost them. For best results use precise keywords that applicants would want in a position/career and always include job location information including city and state. Not including a location creates uncertainty which means potential applicants will not follow through.

And beyond official HR titles are the industry-specific slang words everyone in that business uses and therefore would be used in searches. These are the keywords that will attract a specific skill set. To find and get the ideal hire you have to think like that person. How would they describe their dream position in their own words? This is the optimized writing style that should drive all job board postings.


Be Concise but Be Descriptive

“Nurse Wanted.” Concise yes. Will generate results? Not a chance. “Outstanding Respiratory Therapist Opportunity Available at Growing Austin Medical Center.” This delivers concise keywords (what, why and where) while generating excitement with the applicant through an active description.

Give the relevant details while engaging the applicant, building anticipation and creating enthusiasm. Your active description will create an immediate, positive reaction translating to a positive response to your open position and your company.


What’s in it for me? Tell the Talent Upfront

You are in a cut-throat hiring competition with every other company like yours looking to attract the same applicant. How your job posting is written, how it’s presented and where it’s advertised is the first impression about you and your company. This is your opportunity to set yourself apart and above the competition.

Applicants must be told, upfront, why your position is better than the rest. “Competitive Salary” means entry-level compensation in their minds. “Exceptional, Comprehensive Benefits Package” means great salary plus vacation plus insurance plus, plus, plus. Sell, and tell, how great it will be to work for your company. Include photos in your job posts of how great their corporate experience will be. The tools are there, use them to sell applicants on “what’s in it for them.”


Call to Action: Apply Now – Here’s How

You want to hire the best applicant but first you have to get them to apply. In your job post simply tell him or her to apply and make it easy to do. Niche job boards along with other avenues have ways to send CVs, resumes and to populate online applications. Tell the applicant to take action and show them where.


Fish Where the Fish Are

A simple idea but also a recruiting reality. For best job board posting results utilize niche boards (which is exactly where your most desired candidates are), make it easy to find you by optimizing posts with the specific keywords the best talent would use, directly explain why your company and position are the best around, and tell them to apply.

Rethinking Recruitment Marketing Strategies and Tools

Successful recruitment marketing culminates with A-list hires, but achieving that success requires actively and imaginatively utilizing the data and tools you have available to you. Candidate engagement, experience and retention is marketing at its most basic level and repurposing your recruitment marketing tools can drive talent acquisition success.

Job Board Recruitment Branding

Before you can hire the best candidates you have to connect with them, communicating the value and benefits of working for your company. This means designing your recruiting message around the employee work experience with the same passion you would use to market your corporate brand.

Recruitment branding extends from niche and specialized job boards to all tools used throughout the hiring cycle, from the tone/language of your listings, to the application process on your website, and through the interview process and hiring package.

Beyond your brand messaging, images, etc. all of your recruitment marketing efforts must include a crystal clear call-to-action that makes applying, getting questions answered, or additional information an easy click or call away.

Applicant Data as Marketing Channel

Applicant information is a captured marketing tool that you have already in-house – use it, it’s yours. With the time, effort and expense you’ve expended get an applicant’s information it is crucial to use that data in the most effective and innovative ways possible.

A good example of how you can keep potential candidates engaged with your company, would be to give restricted access to your system, allowing them to not only scan your recent job postings but also keep their own information up-to-date. You can further engage candidates and future leads through e-mail blasts with company news, job alerts and more. Again, you already have their information; so make sure to leverage it.

Social Marketing as Recruiting Voice

Whether your CEO actually believes it or not the public controls much of how your brand is perceived. Social media is an instant response recruiting tool that you can tailor as needed to focus your messaging on attracting the hires you most covet. Recruitment Marketing 101 in 140 characters or fewer, and it works.

But social media also means that the days of presenting your employee culture as a smiling generic stock photo are over. Candidates want facts and need to get a true feel of your company’s work experience, and so your social messaging tone should be an actual reflection of your corporate culture. This authenticity will be appreciated by candidates and can also screen out poor fits while attracting viable personality matches.

Capture, Track, Rethink, Leverage

With all of the marketing options available to recruiters it is crucial to capture and track data, especially which marketing tool/message attracted the candidate, for every successfully filled job. By measuring the performance of your recruitment marketing efforts as part of your overall recruiting strategy you will be able to pinpoint what works, such as specialized job board posting, and rethink/repurpose what doesn’t.

The Top 5 Job Board Recruiting Tips to Acquire Extraordinary Candidates

Finding top candidates for open positions has never been more challenging than today. Employers are constantly searching for that one resource that will help them recruit the perfect hire for their open position. But to recruit and hire them you have to first find and engage them. Of all the tools at your fingertips one recruiting mainstay – the online job board – remains one of the most efficient ways to identify the most qualified candidates to fill those open positions. Here are five tips that will help you utilize online job boards, as an effective tool to help fill your recruiting needs:

1. DO recruit from specialized and niche job boards for targeted talent matches.

Why: A targeted search eliminates wasted time and effort. You get relevant matches drawing from a high-quality candidate pool. Niche job boards, such as professional association job boards, are industry specific which gives HR professionals the luxury of targeting only the candidates that meet specific criteria. While specialized job boards do usually mean a smaller pool of candidates than big box job boards, the candidates available are better qualified in the specific skill sets desired.

2. DO follow these rules when writing job board postings/listings.

Why: Whether you are posting on niche job boards or other avenues if your words don’t pique interest and engage candidates you’re wasting your time and money.

  •  Put yourself in the mind of the candidate you want most and use keywords and keyword phrases most relevant to how they would search. Use these words in your listing title, body text, etc.
  •  Detail why your opportunity is better than similar positions elsewhere (outstanding benefits package, rapid advancement, very competitive salary…).
  •  Be concise and avoid company jargon.
  •  Make it easy and direct to apply. Tell candidates what to do, “To Apply Click Here,” “Call this number,” and tell them what information they’ll need to provide (resume, references, etc.). Keep it simple to prevent losing their interest.

3. DO include videos and images, etc., if possible.

Why: It’s a best practice that any post/listing should include a company logo. But did you know that many job boards also allow you to include videos, etc. to help sell your company and the open position. Applying the same discipline outline in Tip #2, the video should be concise, on point and include the keywords that will trigger a response with the candidate. If adding video is not an option look for other ways to place your logo, taglines or artwork to reinforce your brand.

4. DO NOT rely on big box job boards to find best candidates quickly.

Why Not: Big box job boards are notorious for having job seekers with padded resumes and irrelevant qualifications that do not match up with your specific needs. This adds to your recruiting time and costs by having to weed through unqualified applicants to fill your open positions. A niche job board, like one hosted by an association, contains a pool of candidates that demonstrate a dedication to their profession through their membership in the organization and their ongoing commitment to their professional development through continuing education programs. You gain access to highly qualified professionals that raise the bar in your recruiting efforts.

5. DO use the right job boards to recruit passive candidates.

Why: Often the best candidates are those not actively pursuing a job change. One of the features of an association job board is the option for a registered member to be notified if a job is posted that meets specific criteria they have established in their profile. This gives an employers the ability to introduce themselves and position their value to these career focused professionals through a job posting. While a passive job seeker’s resume may not be readily available to an employer, the right position with the right offer will get you connected to these highly motivated professionals, who often work behind the scenes through their personal networks and professional resources (like an industry-specific, association membership-only career center job board) to learn what’s available. This is an untapped resource employers should take advantage of in the recruiting efforts.

The Need to Effectively Target Qualified Candidates Has Never Been Greater

According to published results from a recent Bullhorn study of 1,500 recruiters and hiring managers, 30% of recruiters say that their number one pet peeve is individuals applying for irrelevant jobs (positions they are clearly unqualified to hold). In fact, 43% stated that they would make the effort to “blacklist” such applicants, blocking their names from future resume searches.

This frustration represents the ongoing challenge that recruiters face in obtaining access to qualified candidates for the open positions that they are working to fill.

This study also listed these additional recruiter pet peeves:

  • -Over 20% of recruiters listed candidates who exaggerate their qualifications as a big no no
  • -15% stated they would not want to work with applicants who focused on salary over all other job factors
  • -13% listed candidates submitting unrealistic applications for positions well beyond their level of experience as a major waste of their time
  • -And, just over 10% of recruiters were turned off by candidates who call/email them more than once a week for status updates

“Some job candidates have no idea how their own behaviors can be a total turnoff to the recruiters who are trying to help them,” remarked Art Papas, founder and CEO of Bullhorn. “The findings of our survey will hopefully not only help job seekers get inside the heads of recruiters to be able to better position themselves, but also help make the job of a recruiter a lot easier.” Taking these negative factors into consideration, recruiters should strongly consider their sourcing decisions to limit these unqualified candidates and improve their quality of hire.

Although unemployment rates are dropping in most major metro areas, the recent JOLTS (Job Openings and Labor Turnover Survey) report from the Bureau of Labor Statistics showed there were 4 million job openings in the US at the end of January 2014.  This is up from 3.8 million openings in 2013, and indicates that recruiters are probably starting to see a lot more competition out there for quality job applicants. It also points to the reality that employers are not finding the qualified candidates that they seek, and are unwilling to make risky hires just to fill an open position.

It has also been projected, that on average, 9.4 people will apply for every open position in 2014, and roughly half (4.9) of those applicants will already be employed — 2.8 will be short term unemployed and 0.9 long-term unemployed.  Momentum in the marketplace is increasing and the war on talent is starting to gear up.

According to a survey by Right Management, a large number of previously passive job seekers are taking a more active role in 2014. With the improving economy, employees who were previously uncomfortable with the idea of making a job change are now ready to make that move.

These survey respondents also reported the following:

  • 83% admitted they would be looking for a new position in 2014
  • 12% plan to increas networking activity
  • Only 5% plan to remain in their current position

It is becoming increasingly important to have a clear understanding of where your job postings should be positioned in order to attract the most qualified applicants. By identifying the most optimal recruiting strategy for your company, you should be able to decrease the number of unqualified applicants, exaggerating candidates, and those well below the necessary and required level of experience.

Niche job boards, like those found on trade and professional association websites, are a proven resource in gaining access to qualified candidates. These candidates are experienced, dedicated and represented by a trusted resource within their industry.

Passive vs. Active Candidates: Who is the best hire?

The battle rages on – who makes the best hire: active or passive candidates? If you really think about it, however, doesn’t it make more sense that the person currently doing their job at peak performance would be more desirable than the person sitting idle and seeking that position? Seems straightforward, but let’s dig deeper.

Recruiting Passive Candidates: Proven Performance

The passive candidate is already exhibiting the specific characteristics recruiters crave by actively proving their corporate worth, excelling at their skill set, and delivering continuity and consistency to their company. Passive candidate characteristics include:

  • Typically peak performers at their position.
  • Currently employed because they create tangible value.
  • Proficient with specific skills in the areas you need to fill.
  • Already trained.
  • Active in promoting their companies via industry associations, etc.
  • Continuing to build current knowledge of their industry, position and technology.
  • Happy with their responsibilities (otherwise they’d be looking).

Recruiting Active Candidates: Can Be Risky Business

Limiting your potential hires to candidates who actively contact you brings an extensive and uncertain set of recruiting challenges and hiring risks. Typical active candidate characteristics include:

  • Lack of specific experience.
  • Need extensive training/massive learning curve.
  • Extreme reasons why they were fired or left but legal agreements mask truth.
  • Lack of previous employer disclosure clears them to become your problem.
  • Will take any position (until something better comes along).
  • Require additional due diligence, background checks, work history, etc.

Recruiting Cost/Time Considerations

There’s an illusion in recruiter circles that finding and landing passive candidates takes more resources – both time and money – than simply picking active candidates from random sources. This is not the case with the right approach.

Even the most entrenched professional will take notice if a better position is presented to him/her in the right manner. But how do you access this talent pool of people who don’t know you or your company? How do you educate them on your position and your people to motivate them to change their current, familiar situation?

To reach passive candidates the typical tools just aren’t effective. Random, big box job boards don’t work because those candidates are not actively looking. Even passive-active candidates aren’t sincere in their job search.

But one of the passive candidate characteristics listed above is also one of the most cost-effective, direct and response-inducing tools to tap this talent market – professional associations and their job boards.

It’s simple: Many passive candidates are members of specific, professional associations. Those associations may be focused on the skill set you need to fill a position. They more than likely have a specialized job board. You can recruit the best passive candidates directly through those association job boards.

Recruiting through professional association job boards makes you appear as a like-minded, industry-friendly employer which gives you a hiring advantage due to familiarity and common cause.

And the Best Candidate is…

Because the passive candidate is demonstrating, right now, the characteristics recruiters look for and when utilizing the right recruiting tools the answer is easy. The passive candidate is a valuable asset that can deliver immediate results. The passive candidate can very easily be your best candidate.

Your Association is in Transition, Whether You Know It or Not

The past couple months we’ve been talking a lot about strategies, and in particular, the need for associations to develop strategies around important areas of interest like online communities and job boards.

Part of that need is being driven by fast moving competition that, while not specifically targeting associations, are on a course to run square into them sooner than later.

Yesterday we held a webinar entitled, “Social Networking, Mission Creep, and the 2014 Job Market, The Potential Risks and Rewards for Your Association.” It focused on the looming challenge of social media giant LinkedIn to “become a disruptive force in the traditional job search market in 2014. The reasons why this should matter to virtually every association are numerous.

There are big changes going on in the social media world at this very moment. Just this week, Facebook purchased tech startup WhatsApp, and its instant messaging app, for $19 billion. The fact that the company has never disclosed whether or not it is profitable, makes the price tag a little hard to understand. Half of the companies in the S&P 500 aren’t worth that much. In fact, WhatsApp is now more valuable that Southwest Airlines. Ready for a get away?

Facebook set a goal of one billion users, which they announced earlier this year they had reached. But now they are moving fast to do a little “retooling.” Why? In our research on LinkedIn and their quest to be the “de facto standard for where someone goes to go to find a job”, we learned that their fastest growing base of users are 18-24 years olds. By coincidence it also happens to be the fastest growing group that is leaving Facebook. In fact, there are 30 million students or recent college graduates on LinkedIn.

Associations need to prepare to maintain their influence in the marketplace by not giving up the job board market to powers like LinkedIn. There is evidence that niche job boards (like an association career center) are still highly attractive to job seekers, recruiters and employers. But to figure out where your association needs to be in this picture requires a careful strategy, not a shoot from the hip plan of action.

In a recent blog, Jamie Notter wrote about an issue of the Harvard Business Review that spotlighted “Strategy for Turbulent Times”. He referenced an article by Rita Gunther McGrath on “Transient Advantage.” In the piece she argues that the days of long-term competitive advantage are for the most part over. While some companies may still achieve it, they will be the exception rather than the rule. The rest of us are going to jump from one transient advantage to the next, because the markets are changing that quickly. The organizations that figure out how to move through these transient advantages more adeptly are going to be the successful ones.

Jamie’s take is that it will be hard for associations to buy into this concept, simply because for decades many of them have been enjoying a sustained competitive advantage. McGrath’s theory is that the companies (or organizations) that have had an advantage for some time are going to resist the truth that times are changing. Resisting to this change will lead to trouble.

The transformation being brought on by the social Internet mirrors the association business model – education, information and networking, and now job placement. We are definitely entering a new era regarding competitive advantages, which in her article McGrath calls “reconfigure.”

McGrath provides a simple assessment to gauge how competitive you are. Three of the statements you can agree with point directly to an association losing its relevance. With these I am substituting members for customers, although our members are our customers:

  • Customers are finding cheaper or simpler solutions to be “good enough”
  • Competition is emerging from places we didn’t expect.
  • Customers are no longer excited about what we have to offer.

Remember, 30 million students or recent college graduates are users on LinkedIn alone. They will at some point enter the job market and be hired, if they are qualified for the jobs employers are filling. What they will need from their association in terms of networking and professional development may look different from your current members’ needs. But, they are key to your future.

By 2018, one in four workers will be over age 55. Ten thousand boomers are reaching age 65 every day, which will continue through 2020. To a large extent it has become a numbers game.

At some point most associations will need to reconfigure what they are doing to keep their advantage fresh. Their organization will need leaders who aren’t afraid to radically rethink business models or resources.

Are you ready? Because your association’s transition has most likely already begun.

The Power of an Association Job Board

Click image to enlarge.

CC Infographic

This week we want to share an infographic on the power of an association job board or career center, and what it can mean to your organization. With 4 million unfilled jobs in America at the start of 2014, many of them in the industries traditionally served by associations, there is real opportunity for your organization to increase its relevance by hosting a career center that brings value to members, job seekers (prospects), and employers looking to recruit the most qualified talent available for their open positions – your members. In today’s job market, there is no more powerful interaction between an association and a member/prospect than helping them find a job. Increasing member loyalty while driving non-dues revenue through a job board is only part of the picture. There are other pressing reasons to have an job board/career center strategy for your association.

In today’s job market, there is no more powerful interaction between an association and a member/prospect than helping them find a job.

Recently, we held a webinar titled Social Networking, Mission Creep, and the 2014 Job Market. It focuses on the 2014 job market and the competition that is poised to challenge associations in the form of social networking job boards – specifically LinkedIn. I recently wrote about how this will affect many associations in the near future. We hope you will sign up to attend what we believe is an important and interesting topic for all associations looking for every advantage to build and maintain member loyalty in today’s highly competitive market.

The 2014 job market: the potential risks and rewards for your association

As we wrap up 2013 and look into the New Year one thing seems already apparent to even the most skeptical of economic forecasters, the US job market is making strides in putting people back to work. Admittedly, the progress is slow, but it is happening.

Preliminary numbers from the U.S. Bureau of Labor Statistics (BLS) show that through October, on average employment is up over 2012 and 2011. In addition, the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) report confirms that 2013 has been a solid year for job creation.

College graduates ready to enter the workforce can look forward to a better year in 2014 as well, as employers are projected to hire close to eight percent more new graduates than in 2013, according to the National Association of Colleges and Employers’ NACE 2014 Job Outlook Survey.

And finally, a survey by Right Management, a subsidiary of staffing management firm Manpower, reports the improving employment picture will be cause for many workers to look for other opportunities in the New Year. In a recent online poll, 83 percent admitted they would be looking for a new position in 2014. Of those polled, 12 percent were unsure if they would be actively looking, but admitted to increased career networking activity and to updating their resume. Only five percent of those responding plan to remain in their current position.
This all points to a potential great year for your association in terms of influence in the marketplace; and from a bottom line perspective, the growth of non-dues revenue if you offer your members access to employment opportunities through an online job board or Career Center.

“LinkedIn has a very engaged group of users and they have recruiters coming to the site to find people for their job openings. That attracts more users, which attracts more recruiters. It’s a virtuous cycle.”

The good news is that if you have already implemented a Career Center or job board you are in position to succeed. However, if career resources are not a part of your overall strategy, your association is at risk of losing more than just potential non-dues revenue – competition is coming for your members and they are armed and ready to dilute your influence with them.

According to David Meier with the, LinkedIn is poised to become a disruptive force in the traditional job search market in 2014. The social media giant is quickly positioning itself as “the place to go not only to find a new job, but become better at the job you are currently in.” And It will do so much more than just help someone find a job; it will actually make finding a job in the future that much easier.

Meier adds that LinkedIn “has a very engaged group of users and they have recruiters coming to the site to find people for their job openings. That attracts more users, which attracts more recruiters. It’s a virtuous cycle.”

And what LinkedIn is doing to ensure that cycle becomes an infinite loop? They are making sure there is “tons” of relevant content available for anyone to digest who comes to the site. Their goal is to be the de facto standard for where someone goes to go to find a job.

As an important step to that goal, LinkedIn is helping young people find the right college. By registering on LinkedIn students are able to see where others have gone to school and what they have accomplished professionally. That can definitely have an influence on where someone decides to go to college. And LinkedIn encourages young people to get their information out there early and to start building their networks. Is it working? According to LinkedIn the 18-24 year old segment is their fastest growing base of users. LinkedIn is looking to make lifetime users, today.

In case you haven’t made the connection yet, Meier is talking about networking, high value content and job opportunities for YOUR members and potential future members. Why worry? In the quest to remain relevant to your members, and prospective members, your association NEEDS to be positioned as the career resource for your industry within your area. You should be the trusted resource for all things career oriented for your members. If your members are turning to LinkedIn for that, they most certainly are turning away from you.

And while there is cause for concern, associations don’t need to take a back seat to LinkedIn. Our Association Career Network has experienced impressive growth once again in 2013. Participating associations are growing their influence as the trusted resource for career seekers as they continue to provide access to career opportunities within their industry. Employers are searching for the most qualified candidates available for their open positions, and they are finding them on those association Career Centers. Associations, by their very nature, provide those highly sought after candidates via their member base.

Experience tells us that employers are more than willing to pay to list and advertise their targeted opportunities to members and prospective members, all while creating a steady stream of non-dues revenue for the association. By posting jobs on an association’s Career Center, employers gain exclusive access to the best, most qualified candidates, consisting of engaged, (career minded) professionals with the degrees, certifications, and experience needed to increase quality of hire and candidate success. Online career centers connect an association’s members and prospects to the top employers and opportunities within their industry, helping to build greater member loyalty and engagement.

We are definitely bullish about the growth of the Association Career Network in 2014 and would like to share what that could mean for you and your association. We will be offering proven ideas and strategies for your association’s Career Center at our Xperience 2014 Customer Conference, March 31 – April 3, 2014 in St. Petersburg, Florida. We hope to see you there.