An interesting shift: TOO MANY JOBS…?!?!

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Career, Grosser, histology, histotech, Job, Laboratory, pathologists assistant, Search

 We ALWAYS have jobs…temp and permanent hire.  It’s been a LONG time since we’ve had THIS many.  Take a look, don’t forget our REFER-A-FRIEND bonus program.  And as always, this isn’t the complete list–call if you need something specific and we’ll search for you….

1.Pennsylvania

A. Private Small Reference Lab: 2 HISTOTECHS, 1 PA/GROSSER: A newly remodeled private lab has two day shift openings for full service including specials and IHC.  Two Histotechs to work together as well as a possible PA or Grosser to fill out the team.  They have an aid and it’s one of those jobs where you do it all and get the kudos you deserve.  An ‘old-school’ lab and one worth exploring if you’re looking for a long-term career opportunity. GREAT DOCS!

 B. Large reference facility: 1 HISTOTECH: A routine Histotech position.  Good pay and a possible career path with a large private company

C. Large reference facility: 1 HISTOTECH: Routine histology near one of the nicest cities in which to raise a family (my hometown!)

2. Florida

Gulf Coast Hospital: 1 SUPERVISOR and 2 HISTOTECHSAll day-shift for a private community hospital rebuilding their team. 

IF YOU DON”T HAVE A FLORIDA LICENSE–CALL ANYWAY.  An opportunity to move into a facility that cares enough to stand up for their techs and get them the pay and the environment to do the best work for their patients!  I like the lab manager–she had a great plan for this group!

3. Ohio

Private Hospital Facility: 3 HISTOTECHS: One handling the autopsy suite and some histology, the other two will fill out the Histology team.  They are rebuilding their team with an eye toward making it the best place in the area to work. 

4. Texas

A. Private medium-sized reference lab: 1 LEAD, 1 GROSSER, 2 HISTOTECHS: Multiple positions including a lead that might also serve as lead grosser, a grossing tech and several Histotech positions with several start times.  They have been a great place to work and with new management, are back on track again.

B. Private small reference lab: 1 HISTOTECH and possibly 1 IHC TECH: Lovely newly remodeled private reference facility outside a major city.  Nice management, routine work and a good pay rate…nice place to raise a family, too.

C. Large reference lab: PA or QUALIFIED/EXPERIENCED GROSSING HISTOTECH: They aren’t quite sure of the shift (evenings or early AM) but this is a career facility with promotion from within.  Very nice facilities, good pay and benies.

5. Colorado

Private medium reference facility: 2 HISTOTECHS: A NICE PLACE TO WORK….our temps convert to permanent at this place!  Can’t get a better compliment than that.  They’re growing and need more qualified help.  They do work with students and train but new experienced techs bring in new ideas.  I’ve benched with this supervisor–she’s a straight shooter–you know what is expected and how you’re doing.  Good pay–BEAUTIFUL city. 

6. ALL OVER THE COUNTRY:

HISTOTECHS, PATHOLOGIST’S ASSISTANTS: Seeking multiple HISTOs & PAs for a large number of temp and permanent openings…there just aren’t enough of you guys!

Call  281.852.9457  Email your resume for a call-back: admin@fullstaff.org

Fax and Alternate Phone: 800.756.3309

Travel temp – weighing the options

Traveling as a tech has good things and bad things, both.  The good things include the ability to say when, have some control over where, a little about what (shift, job description, facility type), and you can take time off between assignments. 

New people and places have their attraction. Some of my friends are from assignments nearly twenty years ago– and they’re all over the country!  Going new places and spending time learning a new city can be fun.  And you learn so much: I can do most any kind of Histology with any equipment and solve problems sixteen different ways.

One unexpected benefit is you can remain detached from the politics & drama in the labs that have a lot of that stuff going on.  That’s one thing that marks a great traveler in one who remains above the fray.  And if it is a less-than-lovely environment, it is easier as you know you’re going to move on pretty soon and can simply count down the days. 

Oh! Hotels and housekeeping! Don’t forget the lovelies that give us new linens, tidy up after us and vacuum once a week, usually there is a gym and a pool, so all we have to do is work and relax. 

The bad things include you can’t take extra time off mid-assignment to explore: we’re there to work.  Rarely is there overtime, we often do the basics like embed and cut, as that’s the most valuable use of our time. 

Time away can take a toll.  If you have to work without big breaks in between assignments you can lose contact with friends, and being away from family for extended periods gets old.  Really old.

The money isn’t all that much different if you calculate the cost of benefits and the time off without vacation pay.  Then add the total freak between assignments when it feels like there won’t be another job anytime soon!   

So it’s simply a choice.  Weigh the pros and cons in light of your life situation.  In this economy having a full time job with stability and full benefits including vacation time is good.   If you’re in-between jobs or are able to incorporate a little uncertainty into your life’s plan, maybe being a traveler is for you.   

Anyone else have comments or content to add–we’d love to hear from you!

Cost of that Bad Hire?

Tags

Histology Jobs Career Hire Histolotech HT(ASCP) Laboratory Pathology Grosser Pathologists Assistant, Medical Pathology Pathologist

What’s the True Cost of a Bad Hire?

 

 

They may not have experienced the type of PR nightmares that Netflix experienced from its ill-conceived decision to launch Qwikster or Yahoo! Inc. saw after firing CEO Carol Bartz over the phone, but two-thirds of American companies say they’ve made business mistakes this year they wish they could take back. Those mistakes, according to a new survey, came in the form of bad hires, the results of which ended up costing them in more than just bruised egos.

According to a new CareerBuilder survey on the cost of a bad hire, 69 percent of employers reported that bad hires lowered their company’s productivity, affected worker morale and even resulted in legal issues.

Forty-one percent of companies estimate that a bad hire costs more than $25,000, and one in four said it costs more than $50,000.

While some mistakes are beyond the hiring manager’s control, there are ways to avoid hiring the wrong person. “The more thoroughly the candidates are vetted, the less likely they will be a poor match,” says Rosemary Haefner, vice president of human resources at CareerBuilder.

Haefner advises employers to allow job candidates the opportunity to meet as many employees in the department as possible – especially if they will work closely together. Also, candidates should provide ample evidence to show they have the skills and work experience required for the position.

Hiring mistakes happen…but why?
When asked to give a reason for the bad hires, an estimated 34 percent of employers attributed the mistake to the fact that sometimes things just don’t work out. A rushed decision, however, topped the list of reasons companies gave for making a bad hire.

• 38 percent of employers said they needed to fill the job position quickly.
• 21 percent say insufficient talent intelligencecontributed to bad hiring decisions.
• 11 percent didn’t perform reference checks (a commonly undervalued part of the hiring process, according to Gilt Groupe CEO Kevin Ryan.)

The price of a bad hire: It’s more than just money
The price of a bad hire adds up in variety of direct and indirect ways. For example, 9 percent of companies said bad hires result in legal issues and 11 percent said they result in fewer sales. The most common effects of a bad hire are:

• Lost worker productivity: 41 percent
• Lost time to recruit and train another worker: 40 percent
• Costs associated with recruiting and training another worker: 37 percent
• Negative impact on employee morale: 36 percent
• Negative impact on client solutions: 22 percent

How bad is bad? Characteristics of a bad hire
When it comes to what makes someone a bad hire, employers reported several behavioral and productivity related problems:

• Failure to produce the proper quality of work: 63 percent
• Failure to work well with other employees: 63 percent
• Negative attitudes: 62 percent
• Immediate attendance problems: 56 percent
• Subject of customer complaints: 49 percent
• Failure to meet deadlines: 48 percent

Can bad hires turn into good employees?
For more tips on how to avoiding hiring mistakes, check out the recent interview with Hire with Purpose author Jay Goltz. Wondering whether to fire or try to fix an employee?  Get insight from this recent interview with management expert Anne Loehr, author of Managing the Unmanageable: How to Motivate Even the Most Unruly Employee.

 

 

 

• Posted by: Mary Lorenz on December 16, 2011 (Original content from Career Builder)
• Have a response? Join the discussion.
• Categories: Insights & Trends, Survey Results