Telehealth: Welcome to the Future

It sounds space age-y and strange, but the future of healthcare is near, and in some cases, here: telehealth.

What exactly is telehealth? Often used with another word, “telemedicine”, it differs a little wherever you go. California’s laws defines it (paraphrased here) as a mode of delivering healthcare services via technology to facilitate many factions including diagnosis, treatment, education, consultation, and management of a patient’s health. However, the Health Resources and Services Administration has defined telehealth as, “The use of electronic information and telecommunications technologies to support long-distance clinical health care, patient and professional health-related education, public health and health administration.”

Here’s some of the most popular modes of telehealth:

  • Live video: Two-way interaction, typically between a patient and their caregiver, using audio-visual technology. This can be used for consultative and diagnostic services.
  • Store-and-Forward: Transmissions of health history, like x-rays, though a secure server system to a physician. Typically used when sending information to a specialist.
  • Remote Patient Monitoring: This is the electronic collection of health data from an individual in one area, which is then sent to the physician in another location.
  • Mobile Health: Information about personal and public healthcare that is supported on mobile devices such as computers, tablets, and cell phones. Some examples are alerts about diseases or healthy tips sent by text.

There’s no doubt that as technology evolves, it will become a greater factor in our healthcare sphere. The great thing about telehealth is that it can apply to all fields of healthcare, not just the typical hospital or doctor’s office setting. Dentists, counselors, physical therapists, home health providers and even disaster management groups can utilize telehealth.

Get more information here.

Telehealth: Welcome to the Future

Ransomware: What Experts Say and Why Health IT is More Important than Ever

startup-photos

On February 12, the first major news story covering a hospital cyber attack was covered in California. Hollywood Presbyterian Hospital was hit with $3.6 million in damages and their EHR system was shut down for a week. Several days later, the hospital’s CEO stated that they had paid the hackers $17,000, roughly 40 Bitcoins, for the key to their system.

Not even a month later, MedStar, a 10-hospital system in Columbia, MD, was forced to shut down their system because of a hacker-induced virus. MedStar continued to try to give the best patient care possible, even with no digital systems working properly.

Now, reports say that hospitals are hit with ransomware every week throughout the United States.How should hospitals combat this costly problem while saving privacy, money and time? One thing is for sure: health IT professionals are more needed than ever.

One major problem is lack of awareness and training. Some experts state that healthcare informatics is behind other industries when it comes to security and protection against cyber-attacks. CEOs, boards of trustees, and all other major heads need to be on the same page regarding security tactics and prevention. All end-users of EHR and other systems should be continuously trained and updated on new procedures and system changes.

The message here is clear: education for end-users of all digital operational systems is imperative for avoiding and preventing cyber-attacks. Maintaining a budget and keeping and updated security plan is also of utmost importance. Health IT professionals are needed  to ensure systems are updated, operational and fully functioning. Without the proper professionals in place, more cyber-attack crisis can and will keep taking place, costing money, time and patient peace of mind.

 

This blog was inspired by and based on this article .

 

Ransomware: What Experts Say and Why Health IT is More Important than Ever

Women in Health IT: Gaps in Gender and Pay

pexels-photo

Women are starting to take over many industries traditionally saturated with men, with health IT being no exception. However (and sadly, unsurprisingly) this doesn’t automatically equal pay and gender ratios.

Interestingly, men and women have the same median income in the HIT field of $80,000-$89,000, though five men for every one woman made $160,000 or more. The good news: men and women are equally as likely to receive a bonus consisting of 6%-10% of their salary. The bad news: most women reported bonuses between 16%-20% while men reported bonuses between 21%-40%.

According to a report done by Glassdoor, healthcare shows the highest gender pay gap at 7.2% while information technology was at a slightly lower 5.9%.

These facts can seem disparaging, but more opportunities in the job force are appearing every day for women. Truly, there is no better time to be a woman in technology, as many college and university programs are aiming at recruiting more women to balance out men-heavy gender ratios.

Facts, percentages and stats from this article

Women in Health IT: Gaps in Gender and Pay

Combatting the Nursing Shortage with Incentives

pexels-photo
Stethoscope and EKG

Everyone knows the baby boomer population is aging, resulting in a greater need for nurses. The nation is now faced with not only older patients, but also older nurses. How are hospitals dealing with this problem? Benefits and incentives!

In light of this shortage, many hospitals are offering relocation packages and sign-on bonuses, as well as residency programs and more flexible staffing options. While some of these opportunities may not be available to brand-new nurses, mid-level career nurses can definitely benefit.

Some nurses reported receiving more than $20,000 as a sign-on bonus, though a few individuals in nursing chat rooms warn that sign-ons are usually tied to a less-than-desirable workplaces or locations. Others reported receiving $5,000-$10,000 in relocation packages, which obviously adds to the allure of a new job location, though experience is tied to the final number.

As far as residency programs go, these seem to be one of the most viable options for newer nurses. The goal of these programs is to create a nurse who is completely confident and able by the time he or she has completed the residency. Nurses in residency are usually partnered with extremely experienced nursing mentors who help them grow into being the best caregiver they can be. This website lists hospitals by state who offer residency nursing programs.

The nursing shortage won’t be over anytime soon, and now is a great time to take advantage of opportunities if you qualify. There’s always more to be learned and gained. Be the best nurse you can be!

 

Combatting the Nursing Shortage with Incentives

DEAR CANDIDATES:  “STOP BAILING ON JOB OFFERS IN THE LAST MINUTE” 

 

I would like to clarify that this post is addressing a common issue within the staffing industry through humor, so please don’t be offended.

The recruiter is essentially working for you, the candidate, to find the best possible job that matches your skills and career goals. From the very beginning, the match-making begins.  Your recruiter is working hard for you to meet your needs and to please their customer in finding the right candidate. Yes, this is how they are paid, but the good recruiters do it for the satisfaction of making that perfect match. A match that would not have otherwise occurred, had the recruiter not found the commonalities between the two parties to develop a connection.  When you are a successful recruiter, you are one because you love making this connection.  If this mindset guides you, then the money will come.

During this process, you either fall in love or your don’t.  But typically there is a certain amount of intimacy that you as the candidate are sharing with your recruiter.  It’s just expected. Anything from details around your salary, your aspirations, even discussing what the best move is for you and your family. There are multiple conversations over weeks or even months to find you that perfect job.

If you are relocating to another state, there are several things to that can be provided for you, the candidate. The recruiter has your best interest at heart.  Things to consider in a partnership are loyalty, trust, respect and integrity.  You expect it from your recruiter and guess what?  Your recruiter expects it in return.  So why do you, the candidate, decide during the final stages of this intimate matching making process, to disappear?  Why do you decide to stop communicating directly with your recruiter or not return emails/calls?  Why do you all of sudden, in the final round of interviews with your recruiter’s client, decide, you are going to take another job that you never even mentioned to your recruiter throughout this long journey together?  Why do you decide not to tell your recruiter about a questionable reference or something on your background check that you know will come up?  Why do you agree to accept a position, sign an offer letter and then just not show up to work?  What has happened to the commitment you made to one another in the beginning of his process?  What changed?

To clarify, I am not a recruiter. However, I watch this happen in our staffing industry so often that I find it humorous that there can be such a lack of communication between two people and I really want to know why.   I did have the opportunity to sit down with a few different recruiters and hear some of their personal experiences with candidates and I’d love to share for you to have a perspective on what they endure in this highly competitive market space.

I like to call this one “Candidate Gone Rogue.”

“Once I got a call from a hiring manager 2 days after the start date of a person I placed and asked when she was planning on showing up to work.  I was like “wait, what? She is not there?”  I realized there were red flags about this girl and her commitment to moving across country, but chose to ignore them throughout the process.  I realized even though she was telling me everything was good and she was coming, at the last hour (a few days before she was supposed to move across the country and start her new job) wouldn’t return any of my phone calls and just kept telling me she was “busy” and would call me later.  I figured she was just busy moving, but really she was busy ignoring me, so she didn’t have to tell me she had made the decision she wasn’t going to start the job.”

Unwritten Rule #1: Recruiter: Listen to the red flags.  Candidate: Show up to work on your first day.

Here is the process: A client needs someone who is an expert in a certain area-> a recruiting agency is an expert finding those experts-> a recruiter finds the perfect expert-> that expert gets interviewed by the client-> the client hires the expert to be an employee-> the expert accepts the job and everyone is happy.

Did you see the last part about the expert accepting the job and everyone is happy? Great. So, if at any point during this process you decide to bail, please do it before the last two steps of this process.

This next story is called, “Bad References Always Surface”

“This candidate was perfect on paper and throughout the multiple interviews with our client.  The client wanted to do the references themselves and asked for them in the final stage before an offer.  The candidate supplied five of her very best references (of course) and ironically none of them had a recent or even past boss on the reference.  (Um…red flag!??)  When I asked the candidate to supply her references specific to a direct supervisor that could speak to her performance, she told me she had ‘had enough’ and wanted to be pulled from consideration”

What?  How can you come this far and even think it’s ok to do that as a professional?

This last story is called, “My candidate went ghost rider dark”

“My candidate made it through every interview and passed both the background check and the reference checks. The client was drafting their offer letter.  The candidate was on his way to a very successful job opportunity, but in the last minute decided to drop out at the tail end of the hiring process. I tried to reach out on several occasions to find out what happened, but unfortunately never heard from him and I had to move on.”

Piece of advice: Have the decency to call the recruiter back who was helping you get a job and explain the situation. You don’t have to worry about hurting their feelings, because this is the job of a recruiter. Treat your recruiter with the same level of respect they have shown you through the process.  We know not every recruiter is going to do the best job for you, the candidate.  But most of them will, especially if you are not an asshole.

Sincerely,

All the recruiters who thought you were the one.

DEAR CANDIDATES:  “STOP BAILING ON JOB OFFERS IN THE LAST MINUTE” 

How this partner is celebrating John Muir Health:  

MotivAction Recruiting, LLC and John Muir Health have a partnership of over 10 years. John Muir is a nonprofit leading healthcare organization located in the East Bay of California and MotivAction Recruiting is a healthcare staffing firm based in Portland, with clients nationwide. Leaders from each organization communicate on a daily basis to promote optimal success for both organizations. Still to this day, John Muir has employees who started over 10 years ago when they were introduced by MotivAction.

The healthcare industry is vast, progressive and at times can be hard to navigate. However, the key to a successful partnership within healthcare is communication, shared risk and understanding. John Muir and MotivAction strive to promote high quality care for patients through the contribution of its physicians and employees.

The success of John Muir Health is reflected in its patient outcomes. As stated in the mission statement:

The measure of our success reflects itself in exceptional patient outcomes, Joint Commission accreditation, recognition for excellence in care, and outstanding patient satisfaction ratings.”

MotivAction contributes to the highest quality patient care offered by John Muir Health and continues to make a difference in providing specialized employees to the organization. The firm defines itself as an authentic partner to move you into the future with passion and integrity.

How this partner is celebrating John Muir Health: