State of the Market for Medical Technologists:
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- Jordan Merritt
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1 State of the Market for Medical Technologists: Current trends in compensation, recruitment and retention Presented by: Peggy McKee CEO/Recruiter PHC Consulting Peggy McKee Owner/Recruiter 10+ years PHC Consulting Medical Sales and Marketing Executive Search Firm Clients include Fortune 5, 50 & 500 rated clients in the medical and healthcare arena. Over 22,000 hours of recruiting experience!
2 Today s Agenda Trends in Compensation Trends in Recruitment Trends in Retention Go Forward Strategies (this is the really valuable part!) Compensation Trends National Average Salary for Medical Technologists ~ $47,840 MT Supervisors $59,240 MT Managers $70,720 Cytotechnologists $58,032 Lab Assistants $28,080 Phlebotomists (PBT) $27, 040 (ASCP Wage and Vacancy Report 2009)
3 Indeed California Results Indeed NY Results
4 Indeed Chicago Results Indeed Texas Results
5 Recruiting Trends Niche Job Boards Aggregators (indeed.com) Social Networks Facebook/LinkedIn Blogs Newsletters Continuous Conversations. Abbott s Technical FanPage
6 Facebook FanPage Blogs.
7 The News Good News: Even with all of the recent political changes most view healthcare as a growth area. Good News: Laboratory Technologists and Technicians in top 50 hot jobs of 2010 US News and World Report Bad News: this growth will apply even more pressure on your staffing needs They are leaving. Why? 13% of current lab staff to retire in next 5 years (ASCP Wage and Vacancy Report) Perceived Greener Pastures financially, professionally, personally Lack of Flexibility (focus on work/life balance) Lack of Interest Lack of Upward Mobility Lack of Love.
8 There Aren t Enough Entering the Field.. In k lab professionals needed but fewer than 50k will be trained (US Dept. Health and Human Services) Labs need 5000 new techs per year but schools only graduating 1500 techs per year (ASCP Spokesperson Irina Lutinger) Students are unaware of the field. Retention Trends Not many are as focused on retention. Merit raises are small and sporadic No defined Career Path Most don t use personality/hiring profiles to baseline their top talent Low Morale Low Communication
9 Competition for talent is increased More automation, reagents and instruments mean that industry suppliers (Roche, Abbott, Siemens, Beckman, etc) need more medical technologists for installation, training, troubleshooting, and customer service. Other industries find the medical technology background attractive as a talent pool More sophisticated recruiting tools (no one is silo ed and unaware of the job market) What do you need now? Strategies for more effective recruiting, hiring and retention
10 Let them wear a different hat. 1. Internships try before you buy (job shadowing) Let them wear a different hat. 2. Hire outside United States
11 Let them wear a different hat. 3. Write better job descriptions. Job Advertisement Medical Technologist, #PDK Facility: Medical Center Shift: Nights Status: Per Diem Location: NJ Description: Perform and interpret routine diagnostic assays on blood and body fluids. Perform all duties related to the preparation, identification, and testing of specimens. Obtain patient blood samples by venipuncture or capillary puncture using aseptic techniques and collection skills appropriate to the age and level of difficulty of the patient. PER DIEM, NIGHT SHIFT Requirements: Education and experience equivalent to the guidelines mandated by HCFA in the Clinical Lab Improvement Act Certified by a Category I Agency Completion of an accredited MT or MLT program Previous clinical lab experience Does this look exciting to you???
12 Let them wear a different hat. 4. Online Presence Blog/Facebook/LinkedIn/Website Let them wear a different hat. 5. Newsletter Quarterly/Monthly/?
13 Let them wear a different hat. 6. Recruit at the University level Do you have a relationship there? Med Tech Schools. How many are there? Are you recruiting there now? Are you ever present on their minds? Do you have a relationship with the advisors? Or offer them your newsletter? Do you speak at the college? Host a study session Host a contest.
14 Let them wear a different hat. 7. Assess/Baseline your top talent with personality/hiring tools Let them wear a different hat. 8. Develop/Revive a Mentor Program
15 Let them wear a different hat. 9. Let them wear a different hat. 10. Show em some love.
16 10 Strategies for more effective recruiting, hiring and retention: 1. Internships try before you buy (job shadowing) 2. Hire outside United States 3. Write better Job Descriptions 4. Online Presence blog/facebook/linkedin/website 5. Newsletter Quarterly/Monthly 6. Recruit at the University level Do you have a relationship there? 7. Assess/Baseline your top talent with personality/hiring tools 8. Develop/Revive a Mentor Program 9. Let them wear a different hat. 10. Show them love.
17 Q & A Provide Your Feedback peggy@phcconsulting.com ext 100
18 Thank you for attending!
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