This page contains a Flash digital edition of a book.

Online to In Person ASCA’s Web-based career center serves as an important resource for job seekers and ASCs looking for employees. BY SAHELY MUKERJI

“On average, jobs posted on ASCA’s online Career Center gets 430 views,” says

Lindsay Sheldon, marketing

manager at Boxwood Technology Inc., which manages the site. “Jobs posted on the site receive an aver- age of more than 10 applications per job, and a few postings have received higher than 70 applications.” ASCA launched its career center in

April 2008 with 154 job postings and 108 registered employers. In October 2012, the center had 141 jobs posted, 54 new employers and 344 resumes. “From 2009 through 2011, the number of job-seekers on ASCA’s career center grew 400 percent,” says Vanessa Wells, director of membership at ASCA. “The increase in job-seekers indicates larger opportunities for ASCs posting their openings on the career center.” Ambulatory Surgical Centers of America (ASCOA) has been using the ASCA Career Center since 2008. “The position profile we search for— experienced ASC professionals


several disciplines—matches precise- ly the professionals who search for positions in the ASCA Career Cen- ter,” says Susan Kizirian, chief oper- ating officer of ASCOA. Although ASCOA typically re-

ceives fewer applicants from an ASCA Career Center posting than other online job boards, Kizirian says, “the applica- tions we do receive meet most if not all of our position requirements. We save time and resources in terms of weed- ing out qualified applicants. Also, the ASC professional community is highly


requirements. Fees are assessed when jobs are posted. In May 2008, ASCA’s career center became part of the National Health- care Career Network (NHCN), an ag- gregated job board that has more than 280 national associations as members. These organizations represent more than 2 million professionals in a range of disciplines including nursing, allied health, academia, research, operations, executive management, and physicians and surgeons. “ASCA not only adds a very im-

pressive brand to our network of nearly 300 associations, it provides employers using the NHCN with access to highly qualified talent in a variety of special- ties,” says Terri Pla, vice president of healthcare, Boxwood Technology Inc. and NHCN.

The NHCN technology platform

interconnected, and it’s not unusual to look at the job posting statistical re- ports and see that our posts have been emailed to their colleagues in search of career opportunities.” Job-seekers can access career tips

of many kinds and register on the site for free. Once registered, they can also pay for access to additional resources that include career coaching, resume writing, social networking/profile de- velopment, reference checking/em- ployment verification and test prepa- ration services available through the Princeton review. Employers can also access free resources on the site, including best practices for posting jobs online in compliance with the Immigration and Nationality Act and the Equal Op- portunity Employment Commission’s

Visit ASCA’s Career Center at 28 ASC FOCUS FEBRUARY 2013

enables employers to reach multiple audiences at once, Pla says. “For in- stance, when an ASC posts a job for a nurse to the NHCN, that ad automati- cally appears on all networked career centers that have deemed that type of job relevant for their audiences,” she says. “NHCN has 28 nursing- specific job boards that are part of the network, including the American Nurses Association’s career center, in addition to so many other multi-dis- ciplined professional societies. The post to the network means enhanced visibility for that ad. NHCN provides additional value and exposure and the ASC can achieve a greater return on its investment.” Kizirian agrees. “When the site be-

came part of the NHCN, the benefit of posting positions increased exponen- tially,” she says. “We no longer need to go to multiple state ASC association sites or local, state or national nursing associations. Our need to outsource to head hunters in certain markets has de- clined significantly.”

Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38