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How To Attract High Performing Millennial Talent Into The Healthcare Sector

by Rudy Bier in career
millenials-Kinetic
According to the latest data from Deloitte by 2020  over 70% of the workforce will be made up of Millennial talent.  Many organisations, from large government agencies to small niche biotech companies are wrestling with the problem of how to attract and retain high performing Millennial employees to their organisation.  This workforce group has some unique characteristics, and that means essential strategies need to be used by healthcare companies looking to market themselves as attractive destinations for Millenial employees. The success or not of how you do this will have a significant impact on your business growth and culture as you move forward over the next few years.   What Defines Millennials?  Known by two different names (Millennials or Gen Y) this is a generation that attracts a lot of focus because...
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9 Reasons To Change Your Healthcare Job This Year

by Rudy Bier in career
healthcare'-Kinetic
Deciding to leave your job is a big decision, and many people find themselves agonising over the choice for a long time.   Here are 9 reasons you should think seriously about changing your healthcare job this year-including one reason you really won’t expect. 1. You’re not being developed.  You are stagnating in your role, and despite your requests to be developed, your manager isn’t offering you further training. You become bored, and opportunities are passing by as you sit on a lower rung of the career ladder.  With the rise of A.I. in healthcare, you need take steps to ensure that your skills can’t be outsourced to technology in the future. The...
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How To Manage Work-Related Stress In Your Organisation

by Chris Atkinson in career
stress%20at%20work-Kinetic
Workplace stress is an epidemic, with burnout, anxiety, illness, and depression from workplace stress leading to high rates of absenteeism and employee turnover.  In the healthcare sector where the stakes are so high, employees often work longer than usual hours and operate under a relatively high level of pressure.  If a workplace then compounds these stressors with poor management, such as unclear or excessive expectations or a lack of support for their employees, the problems can become severe and impact on employees’ mental and physical health.  Here are some strategies to identify and reduce workplace stress in healthcare environments.  Identifying Workplace Stress in Employees Employees will rarely come to a...
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7 Ways to Recruit the Right Personalities for your Healthcare Team

by Mark Nancarrow in career
healthcare%20team-Kinetic
In a US study, 37% of new healthcare hires leave within the first 12 months, and often their departure has nothing to do with whether they had the skills to do the job, but because their attitude, working style or behaviour did not fit with the team.  Hiring well is an art—one that requires a deep knowledge of the dynamic of the existing team and an impressive knack for spotting problematic or ill-matched behaviours.  Luckily, there’s an array of powerful strategies and tools for helping you to hire the right personalities for your healthcare team.  1. Assess what the team needs. You’re not hiring someone in isolation: you are hiring them to...
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How To Develop Your Team Stars When They Don’t Want To Be A Manager

by Mark Nancarrow in career
team%20stars-Kinetic
 It’s a dangerous assumption to assume all your high performers aspire to become managers. It’s an even more dangerous course of action when you accept that some might not want to be managers…and therefore you ignore their career development in favour of those who want to be on the management track.  In life sciences, there are a wealth of experts who don’t want to become managers - whether a medical advisor extremely content with being on the front line of education, an introverted regulatory affairs associate who deeply dislikes being in charge, or a sales and applciation specialist who wants to continue hitting their targets and has no interesting in helping others do...
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