Options for a Nursing Career

Options for a Nursing Career All hospital departments from AE to Urology will need nurses, so you have a lot of choice when it comes to finding a specialism or even going into other fields such as midwifery. It’s not just nursing in hospitals and nursing homes that could be your way into a nursing career. This post takes a look at career options within the broad area of nursing. When you’ve fully qualified as a nurse, it’s worth noting that you have many different career paths available to you. There are many different specialisms you can follow, whether it’s mental health, child nursing or occupational health, there are always options open. We will always need nurses, so you can be safe in the knowledge that this career is a secure and reliable option in today’s fraught job market. Independent Sector Providing the majority of the UK’s long term patient care, the independent nursing sector comprises of for profit and not-for-profit organisations and registered charities. School Nursing It’s not just dealing with cuts and bruises; you will deal with vaccinations, healthy eating advice, supporting and advising schools with their health agendas. Working in any one of Occupational Health A variety of industries, an occupational health nurse assists with employees that have chronic long term health conditions, health and safety, management of sickness absence amongst other responsibilities. Agency Nursing Agencies, such as Nursing Personnel, recruit nurses into various settings including the NHS. Working within an agency usually entails a greater degree of flexibility which can be great for nurses with families and other responsibilities outside of work. The NHS The majority of primary care is provided by the NHS in the first instance. Working with the NHS is great for nurses who want to pursue a linear career with a definitive path. The profession is highly unionised so your working rights are protected and always under review. It is not the sole provider of public sector healthcare, however. The military also recruit nurses in the air force, the army and the navy. When choosing the right path for you, weighing up the pros and cons of each route is the best way to go about this major decision. Think about where you want to go with your career â€" if you want to follow a definite path, the NHS might be your best route. Think about whether you want a degree of flexibility. Be aware of the working culture and aims of the employer before you commit, as well as their reputation with employees and quality of care. Image Source; Image Source

TRIBE Bonus Experience with Anna Runyan - Classy Career Girl

TRIBE Bonus Experience with Anna Runyan Imagine being overworked and stressed out by your business. You work your butt off and have little time with your family. Your business is not what you imagined when you started it. This was me a year ago. I wanted to make a bigger impact. I wanted a business that I enjoyed but I was stressed and overwhelmed. The worst part was that I was missing out on my daughter and wasnt as present as I wanted to be. I NEVER went outside last summer because I was working so hard to grow my business. One of my goals last year was to have more fun.its sad. But the feast or famine is real when you are an entrepreneur and some months were good and some were not. Until I met my mentor, Stu McLaren. If your side hustle or business needs more recurring revenue,  you are invited to join my Tribe Bonus Experience. This is the TRIBE bonus experience that will get you featured as one of the top case studies when Stu singles out the biggest success stories. My TRIBE Bonus Experience is exclusively designed for the ambitious TRIBER (male or female) who wants that extra advantage. Note: TRIBE and my bonus experience closes Thursday, May 9th at 11:59pm PST. *I am not selling this training because I am truly giving away everything! It is ONLY available when you purchase TRIBE through my link. TRIBE Bonuses you will receive when you purchase through my link: 1. A Backstage Pass to my TRIBE Success Story Heres what I will share with you: -How I got 500 members in a year and the strategies that worked. -How I grew my retention rates from 65% to 92%. -How I turned a stressful membership site that was plateauing into a completely automated membership site that is growing! -The exact Facebook ads I ran, launch strategies I implemented, sales pages I used and the process I use to grow my Facebook group to 20,000 members. 2. Private TRIBE Facebook group with Anna and John Runyan Benefits of joining our intimate group: -Support and personal attention from Anna (a Professor in a former life, get ready to learn!) -QA sessions for each module of the course to help you gain momentum. -A forum to get help implementing the bonus material. -A group of like-minded individuals to mastermind with and bounce ideas off of. 3.  Evergreen Membership Funnel Bonus Stu talks a lot about launches and evergreen webinars in TRIBE but I have two other strategies that work even better to grow my two membership sites! Heres what I will share with you: -How I use two different evergreen funnels to automate the growth of my membership sites without stressful launches. -How my online courses lead into my funnel and convert membership sales on a daily basis. -A backstage pass to my entire automated sales funnel including email copy, sales copy and the stuff youll never be able to find just by looking around. 4. The Tech Behind the Scenes Resource Library Bonus   It feels like there are a million technical things you need to know when creating a membership site. Heres what I will share with you: -All the technical resources we use to run and grow two membership sites. -How I use Wishlist Member and WordPress to set up my membership sites (without a Developer). -How I use Optimizepress to design my membership sites and sales pages (without a Graphic Designer). -How to get started creating your own email list and get your first 100 subscribers (or double your list if you already have one!). -Every resource, app  and website we have used during the creation and growth of our two membership sites to 500 members. Why should you listen to me? When I took TRIBE in 2016, I watched every module, did every worksheet and watched every single Facebook Live that Stu did (and there were many). Not only did I learn a lot but I implemented at the same time and grew my members from 100 to 500 in 6 months. I also was singled out by Stu as one of his top 5 success stories from the 2016 class. I would be honored to go through TRIBE with you! I know its a big leap of faith but everything changed when I made this step. Stu, John and I have your back! Disclaimer: If you decide to join Stu’s TRIBE Course, I am an affiliate and will receive a commission if you use my link. If you join with my link, you’ll also receive my TRIBE Bonus Experience to help you take the TRIBE course and put it into action. Note: All TRIBE bonuses will be provided in June 2019 except the FB group which will be immediate.

10 Ideas to Make Your Hiring Process More Effective CareerMetis.com

10 Ideas to Make Your Hiring Process More Effective Photo Credit â€" pinterview.inIt is the objective of every organization to make production as efficient as possible. It starts right at the recruitment level. If the HR is unable to get the right employees, there will be implications on the overall performance of an organization. With the changing waves in the business world, time is becoming limiting, and such processes may end up not being as effective as they should be.However, that does not change the fact that you should give proper attention to the process. The following guide will go a long way in making your hiring process more efficient.1) Choose the right platformsevalWith the rise of the information era, there have also been changes in how companies communicateevalAbout job openings. Word of mouth has been a vital tool for a while, but organizations have realized more effective methods of sourcing for the perfect candidates for a job. Most companies have websites and social media platforms which they use for advertising. W hile choosing the place to post, you have to find a platform that has your target audience.For instance, it is better to post on LinkedIn than on Twitter. However, it also depends on the job description. For some, you will find the ideal candidate on platforms like Facebook. There is plenty of job search sites that you could also utilize. Platforms are not only limited to websites, but magazines and billboards are also yet another means of sourcing for recruits.2) Analysis of the CurriculumWhile analyzing the Curriculum Vitae of the candidates, do not only focus on the requirements you need at the time. If you take a proper look, you will find that there are skills that you may require shortly. In other words, an analysis could come in handy as it will spare you the future hassle of carrying out recruitment afresh. While doing it, you could note down the candidates that you feel may be useful later.3) Make use of telephone interviewsHaving to interview hundreds of candidates in a da y can be exhausting and can also interfere with the quality of the process. So how about you narrow down the numbers through a telephone interview. You can start by making an inquiry on a few things about the candidate including the expected salary. It is their chance to make a first impression, and it is a good chance for you to make a judgment of the perfect candidate for the job.4) Take your candidates through psychometric testsA psychometric test is a scientific and standard method used by the HR to measure an individual’s capabilities and rational behavior. The purpose of using the analysis is to gauge whether a specific candidate fits a given position based on one’s personality. Why is the test important?Well, it does make a significant contribution to the HR avoiding fixing people in the wrong roles, which only leads to high employee turnover and more recruitment costs. The concept is prone to be misunderstood as being discriminatory. However, its objective is to help the recruiter match the candidates’ personalities and different abilities with the right tasks in the organization.More so, psychometric evaluations will also help in the future in predetermining norms for given job positions. Which also contributes to more efficiency of the processes in the future.eval5) Check the referencesevalDo not take the references section in resumes for granted. Most employers ask for it but once submitted fail to put it into use. While going through the curriculum vitae, you should have a phone by your side to confirm with the references provided that the candidate will be an asset to the organization. Take time to validate the experience offered, education and so on. There shouldn’t be room for mistakes as they will cost your organization.6) Consider carrying out a second interviewFor your recruitment process to be effective, you should not stop at the first interview. As tedious as it may sound, a second interview will be worth the while. However, this s hould be for specific positions. For instance, if you are looking for a technical guy, a second one would be appropriate. As such, you should organize a sitting with supervisors or senior management. It is for the sole purpose of further assessment of the skills that the candidate possesses.7) Write clear job descriptionsWriting job descriptions that are not clear is one of the mistakes that hiring executives make during the hiring process. Writing a good job description should not only focus on the traditional ‘what the organization needs from the employee.’For a productive recruitment process, you also need to tell the candidates what is in for them. It is the part that you mention the remuneration they will get. That way, you will be able to narrow down on the employees that are qualified for the job, and seeking what you have stated as a return for their input in the organization. Be as detailed as possible when writing a job description, it will also help in avoid future mi sunderstanding.8) Do not work aloneevalFor hiring process to be effective. You should not be a loner, input from others at this point will be very valuable. There are some things about a candidate you may notice, which may be helpful in your selection. Having something by your side will help you not to miss some of the details. Also, you can’t always trust your judgment, you might be wrong at some point, and an extra head will come in handy.9) Avoid magic bullet questionsDo not waste time on magic bullet questions. Instead, focus on questions that will get you the right person for the job. Magic bullet questions will not help you to know the candidates’ abilities and experience in the field.10) Automate your recruitment processThanks to technology, the work does not have to be manual and tedious. You can automate it, save time and energy and at the same time find the right people for the job in the most effective way. Remember that you need to keep records. Paperwork might be to o tedious and not the best way to keep records.Remember that you will need the documents in the future. There is also technology in place that the recruiter could use in going through the resumes of the candidates. Note that it can take a recruiter up to 20 hours to do a thorough evaluation in a single CV.It is also important to remember that for effective recruitment to take place; the hiring manager needs to be quick. It only takes ten days for the best candidates to get off the job-seeking market. Delays will make you miss out on this. It is therefore essential to incorporate technology to make the process quick.The hiring process can be quite a handful. However, with the best practices, you will be able to save a lot of time and money. Also, you will be able to save yourself the trouble of conducting interviews every month due to a high employee turnover rate: which is mostly brought about by picking the wrong candidates for a job. It is also advisable to go through reviews on y our website and see what people say about your hiring processes. You will learn a thing or two. Also, remember to thank participants for attending the interviews regardless of whether they pass it or not.