The Challenging And Rewarding Task of Sourcing High Demand Nurses During A Pandemic

The Challenging And Rewarding Task of Sourcing High Demand Nurses During A Pandemic Featuring Kelli Christina

Talk about a demanding job. Sourcing nurses for high-demand, nonstop positions during a pandemic. Asking nurses to step into a highly volatile position not knowing if they would ever get any time off and hoping not to become infected with the virus as they went about their business helping others to survive during a very scary time

About Kelli

As a woman in today’s world, Kelli Dennehey Christina attributes her success to her hard work, education and determination. With 20 years of specialized medical recruiting experience and 10 years in business management, she is currently the CEO, owner, and director of recruiting for KD-Staffing.

Ms. Christina created KD-Staffing on the idea that “recruiting is an art.” She has perfected her skills in this “art” through a number of managerial and leadership positions since the start of her career; she became a restaurant manager and a boss at nineteen years old. Before she started a career in recruiting, Ms. Christina obtained a bachelor’s degree in business, hotel and restaurant management from the University of North Texas.

With 30 years of career experience, her advice to younger generations of women entering the workforce is to remember the importance of education. She also advises them to be strong-willed and to never give up.

Kelli Christina is an international best-selling author, public speaker, CEO and business coach current day. Ms. Christina has worked part-time government projects for ten years. She loves "making a difference" on today's world.

www.kdstaffing.org

www.thebusinessofbusinesspodcast.com

Full transcript Below

The Challenging And Rewarding Task of Sourcing High Demand Nurses During A Pandemic Featuring Kelli Dennehey Christina

Wed, 7/21 6:09PM • 43:20

SUMMARY KEYWORDS

people, job, medical professionals, roy, years, recruiting, resume, recruitment, business, employers, clients, staffing, career, company, employee, little bit, restaurant, kelli, question, talk

SPEAKERS

Kelli, Roy Barker

Roy Barker 00:00

Hello, and welcome to another episode of The Business of Business Podcast. I'm your host Roy. Of course, we are the podcast that brings you a wide variety of guests that can speak to a diverse set of topics, either trying to identify something maybe our audience hasn't thought about, or at least providing them support on major issues that may be keeping them up at night. So today is no different. This is an awesome timely interview. We've been waiting for a couple months to get her ons but Kelli Christina, she is a top female healthcare executive.

As a woman in today's world, Kelli attributes her success to hard work, education and determination with 20 years of specialized medical recruiting experience in 10 years in business management. She is currently the CEO, owner and director of recruiting for k d staffing. She created Katie staffing on the idea that recruiting is an art. She has perfected her skills in this art through a number of managerial and leadership positions since the start of her career.

She became a restaurant manager and boss at 19 years old, before she started a career in recruiting. She also obtained her Bachelor degree in business hotel restaurant management from the University of North Texas. With 30 years of career experience. Her advice to younger generation of women entering the workforce is to remember the importance of education.

She also advises them to be strong willed and to never give up. She is also an international best selling author, public speaker, CEO and business coach. current day. Yeah, business coach current day. She also worked part time for the government projects for 10 years. She loves making a difference on today's world. Kelli, thank you so much for being with us. And go eagles.

Kelli 00:00

Aha, I love it. I just I know we both graduated from the same college did we Roy, right?

Roy Barker 00:00

Yeah. And we're, yeah, we're waiting for our football team to catch up. You know, it's that's the sad thing about it is it's such an awesome school. I think one of the best schools in the country, but because we don't have a football team. You don't get much attention. And you know, the other thing about this DFW area where we both live that, you know, we've got SMU TCU, the Rangers, the Cowboys, you know, we got so much sports that they kind of get drowned out. But anyway, that's a topic for another show. Maybe we can get the athletic director to come on.

Kelli 00:00

I enjoyed going to UN T and I actually, and you know, this will definitely show my age. But they were just rolling out the hotel restaurant business management program. I think they were just a couple years into the program, Roy. And so of course that was it was awesome in the 90s. And I graduated in 1993.

Roy Barker 00:00

Yeah, yeah, they do they are known for that is a one of the recognized programs across the country as well as my specialty was gerontology, which they are a leader in that field. And then I think music, but yeah, they've got so many great schools that try to do anything I can to give them a little bit of support. That's right, we've got to do it. Right. That's right. Well, before we get jump into recruiting and staffing and what's going on in the world today, tell us a little bit more about you know, I know that you know, as I read through this, that you you were in the restaurant and Hotel Management, you went through that education track, but what really made you settle on recruiting and how did you make those decisions?

Kelli 00:00

That is, that's an excellent, most excellent because I am definitely a restaurant baby. And, you know, my personality is hospitality. I do tend to be a people pleaser. I love level of service. And I have had some amazing, I think that my bosses in the 90s they actually they developed me at a very young age, to you know, troubleshoot operations handle problems, you know, you know, handle systems, just my business success, or my career success was probably based on those bosses and what they taught me in the 90s.

And so 20 years ago, and for a very smart, small time, you know, so you decide that you're going to switch careers and, and it was a it was a big decision for me to make. But the actual way that I transitioned is I there was a recruitment firm that I had used in restaurant management for my own jobs. And they had asked me three times now this would have been I think, 1999 did I want to try recruitment it's 100% commission bubble, but I I'd be working, you know, with restaurant managers and area directors and such and give it a try.

By the third time, I think you're a little scared, because commission sales that can be a little bit scary. And, but I gave it a try, and I just happened to be really excellent. You know, you find people that just really can't do it, or they can do it all the way. So that is actually how I started recruitment is in the restaurant industry. And then, of course, I transitioned to the medical industry. And it was a great challenge. I didn't, you know, learning, I had to learn to be typing and computers and and now you're a corporate job, and you got to learn all the medical terminology. And so I've had two careers that I absolutely, I mean, I love them both. I always say now, current day, if I'm not working in a restaurant, I'm spending money in the restaurant.

Roy Barker 00:00

So that's an awesome story. And I really liked the part that you talked about the your bosses, when you were young really shaped you and gave you that success, because I was lucky in the same respect. I mean, I had my parents were both awesome and gave me a lot of life lessons. But you know, at some point, I moved out and move, you know, about an hour away.

And my first corporate job, and I was lucky to be surrounded by not only were they awesome people, but willing to give and I just I really liked that aspect about, you know, once we get good at our career, our job or whatever we're doing, we really need to give back by helping others because I've seen people take the approach of well, I had to learn the hard way they can too. And I just don't really subscribe to that.

Kelli 00:00

I don't either. And I'm huge. And I know and I really thank you for reading off my formal biography. And I do you know, speaking of UN T, and what did I do in college, and what do I believe in. And I still current day cell recruitment is an art, which is a training program. But I started training, I actually wrote training manuals in college, and I'm a huge believer, it doesn't matter what industry that you're in, you've got if you if you want your people to be successful, then you have to train them to be successful, you have to set them up for success, otherwise, they're gonna fail. So part of that is your training manuals, your systems, your processes, and teaching, you know, your staff, the right methods, you know, for success?

Roy Barker 07:35

No, no, that's important. And, you know, two things that I see a lot because I, you know, I do some employee retention work. And a couple things that I see that really troubled me, I guess, is that now, corporate recruiters, a lot of corporate recruiters, call recruiting, I posted an ad on indeed, somewhere, and you know, then they wonder why they get 2000 people that are qualified for their further job.

And so, you know, that's one thing is, you know, sometimes you have to get out from behind the desk to speak, to educate, you know, students in school, other groups, you know, find a way to personalize it, where you can actually meet people and learn more about them. And then the second part is the onboarding, I feel like that we've sacrificed in the digital age, because I know people that have, you know, gone into their first day at a company, and it's like, here's your desk, and we're going to get you a computer in a few minutes.

And then there you go, instead of, you know, like, in my time, in the old days, there'd actually be somebody from HR that came out, sit down with you went over, you know, all the important stuff to get that out of the way, but you know, made you feel comfortable and not just left you on an island with a link on a computer.

Kelli 08:56

Oh, I I agree. And, you know, my you know, and we do have a small team, but we office from home, and but my philosophy behind working from home? Well, number one, not everybody, a lot of people want to work from home, but can they actually do the job? That is a big challenge, you know, because you either you're either self discipline to do the job, or you're not. So that's a challenge.

There are a lot of positive with the office environment and the energy and the synergy and you can kind of, but my point is, is that, in order for me to have staff at home, I've got to have organized systems in place. And we're still going to take that time to train and develop, because you can't just hang an employee out there and think that they know the job because they don't

Roy Barker 09:44

know. Yeah, even if they came from a different discipline, even if they're recruiting in some other industry. They're still specific things that you know, you can't just say, Hey, your recruiter so here's your chair, get on the phone and get going. It's, you know, we have to take and I'd say that Even for like bookkeepers or what other kind of professional staff is, maybe they had the same basic job title somewhere else. But everybody has a little bit different system and procedure that we really have to educate them on.

Kelli 10:14

Yes. And, you know, I, at the end of the day, all the years of being Boss, I will still pick and actually, I do pull some of my staff out of the restaurant industry. Because I feel that I feel that they're smart, they have a very big personality, they know how to handle people. But the point is, is that when I'm hiring, I'll pick the the young, energetic over the top, wanting to do a good job employee that I need to grow and develop over the seasons, you know, lazy, doesn't want to learn new tech techniques type of employee, right? Yeah, it's

Roy Barker 10:52

funny, you mentioned that, because that's what I used to do some work in the senior living field. And of course, it was always hard attracting talent. But that was one hint that I gave to all my clients where, when you're out eating a meal, and you have good restaurants or good service in a restaurant, that is the young man or young lady that you need to say, Hey, have you ever thought about being in this field?

Because, you know, I don't know, when you have good service in a restaurant, it really makes a difference in your experience in most jobs. That's what we're looking for. We could teach you the skills, we need that attitude and to make our customers feel like we're having a good experience. So yeah, it's a great place to draw from.

Kelli 11:35

Yes, it is. And, you know, in the matter of talking about recruitment, and the job and everything, you know, one of the first things that I talk about is, you know, when you've got somebody on the phone, you've got to ask open ended questions, because you got to remember something, you have a relationship on the other side of the phone. And, you know, you ask a few questions to engage, don't be so you know, because I think new sales, new recruiters that are so quick to punches sell punch of sale, that they forget that they want to engage the other person. And that, you know, there's information shared, which means they'll get a lot of hangouts if they don't or hang ups if they don't learn that. Yeah.

Roy Barker 12:15

Yeah, I think it's a it's funny, you mentioned that we were talking the other day with somebody about scripts and about how you need to learn the job good enough to get the information across. But we have to, you have to really position it as a conversation, because I've heard this. Hello, my name is Roy, I'm with XYZ, I'm calling you about your resume that you send in, you know.

It's like, learned enough that you can have a conversation, but then also too, it's like in sales that I've heard, recordings of people that, like they blow through stop signs, like, you know, if you call somebody and they, they like, yeah, I'll take that job. It's like, okay, the sale, you're done selling wit telling them about that, let me just tell you one more thing about this job. You know, it's like, we have to take these cues from the people that we're talking with.

Kelli 13:08

You know, I ended up you know, when we're in communications, and before our clients are ever going to get our, our candidates, which are medical professionals, you know, my team is going to be with that individual, at least two to three calls. And then of course, I, I call, I'm nicknamed the information Queen, because I am the type that you know, if we're going to talk about a job, and we're going to talk about a move in a community, that I need to know all the job legit logistics, I need to know the healthcare, I need to know a healthcare system, I need to know the benefits. I need the city, I need the schools, I need the housing, I need all of the things that these individuals are looking at for an educated decision. You know, go ahead. No, no, no, I'm

Roy Barker 13:52

just saying yeah, that's, that's right. You have to be a good listener in sales and in recruiting as well, I'm sure.

Kelli 13:59

Oh, yes, you do. And, you know, if you're, you know, enough years and enough strength into the job, you know, you'll you will weed out the people just on, you know, new recruitment, they don't think about, you know, like, I know, after 20 years, you know, if a spouse or boyfriend, girlfriend or family is going to move to that area, then you might as well just stop the tracks are out there. Okay, because you're not going anywhere. Yeah, you can try you can talk them into it, talk them into it, but they're going to get cold feet, you know, so if you're very good at listening to, you know, whoever you're working with on their exact needs and everything, then you'll key in on whether it's a good fit or a bad fit earlier in the process, and you waste less time.

Roy Barker 14:42

Yeah, no, that's, I think that's a good. That's a good thing for all sales to remember is sometimes people just aren't a good fit for that position. And we have to be strong enough to say, you know what, after all the information that I've heard, this may just this opportunity Probably just isn't for you and agreed to part ways instead of, because I've found some people will go through the process and go through three or four calls and get down to the end. And then they just say, okay, rejected. And they could have really actually let them go, maybe two, three calls earlier.

Kelli 15:20

Yes, yes. And, you know, if I, if I said, I've never had years of career where, you know, you have somebody that's wasting your time, or you're pushing, or you're pulling or whatever. And I do think it's later in your career that you learn when to let them loose, you know, sometimes they'll be even surprised that you know, how laid back you can be about just not a good decision, you know? Yeah, yeah. Cuz, I

Roy Barker 15:47

mean, I've actually, sometimes it can work in the, in the reverse that, you know, I've had customers that have said, Yeah, I really don't think this is going to be for you. And then they're like, Huh, well, yeah, it is for me. And they try to start selling me on why it is good for them. So it doesn't work all the time. But, you know, I think it's just that honest feedback that we have to give and communication, I think in in your business, it's a lot, it's a little different.

Because you're, you have to have a lot of close communication with a lot of people for one position, you know, until you start narrowing down the field. But I think that communication between your applicants and the company that you're sourcing for, you just have to really be on top of your communication game to pull that off.

Kelli 16:37

I agree about 150% on that one. Yeah, yes. And, you know, we, you know, there's a little bit of groundwork that will ask of the people that are interviewing for jobs to do up front, and, and will patiently wait, you know, until that groundwork is done. And for me, it's almost like a testing, you know, type situation, because for the serious minded that are really interested in their job, they're gonna they're gonna jump all over and get it done. Yeah, you know.

Roy Barker 17:10

So this is an interesting time, I'm sure to be in recruiting. You know, we're taping this in July, the end of July 2021. But we're coming out of COVID businesses are opening up. I think there's still some areas that may have the What is it, the extended level of unemployment benefits in some places, but then we've also got a group of, you know, maybe individuals that have underlying issues that are like, I'm just not taking the chance and going back into the workforce, that's created a little bit of a shortage in some places, but what are some things that you're seeing with your customers? Oh,

Kelli 17:52

we could talk the next hour. No, I, you know, I think we were just kind of discussing this before we went here. You know, what I've noticed with business is just, you know, a lot of small stackup this year of small business problems, but it just kind of stacks up problems, maybe you haven't seen with your systems, your companies or anything in five years, and then they surface. So for me, as a business owner, I've had to learn to practice my patients a little bit, um, do you know, stay all over? And then oh, by the way, your adjust, come up with some new plans. You know, you know, medical professionals are coming full speed into full time jobs, again, permanent positions, that's what we staff, the housing market is a new challenge.

And, you know, what we've, you know, and I was thinking about this the other day, Roy, you know, I haven't had to talk medical professionals, through housing situations, or housing shortages, send some 2008. And that was a year of recession. And so if you've got enough years of recruitment, you do come up with some, you know, housing issues, or other issues in the moving and transitioning process. And really, it's just adjusting to the problems, and then talking people through what we can do, if that makes sense. Yeah.

So right now, I'm just think I mentioned, um, you know, Texas has definitely, um, we're in Texas housing, housing is taking longer, whether you're renting or you're buying, well, I just learned two weeks ago, so as Tennessee, that's the home of another one of my clients, and, you know, it's an issue we're going to have to work through. I and so, you know, when you're talking about transitioning and moving people, they got to live somewhere. Right, exactly. Right.

Roy Barker 19:50

And that's a little bit different of a situ you know, yours is because there may be move involved, but I guess the other part of this or how are him Employers taking this, you know, change in the way things are done, like, you know, because a lot of times, especially, they wait till this position is empty. And sometimes these things can be very short fuse like they need somebody yesterday. But it's unfortunate that in this environment, sometimes things don't move that fast. So our, I guess our employers kind of adjusting their expectations about when how this recruiting process is and getting people in the seat?

Kelli 20:32

Well, I'm like, and I'm sure this is the kind of stuff that keeps company owners up at night, you know, and me, because sometimes when you're working slower, it's more stressful than when you're fast and you're moving full speed. And, you know, as a company owner, I'm not programmed to give up, you know, or say, Okay, well, this is failing, so we'll just let it fail. Um, I am always adjust. I'm one of those, you know, like, some people come up with one to two plans, I'll have six, you know, do all the plans work?

No, but you got to think outside the box, you know, I'm the type of business leader that we're not going to accept defeat, we're going to keep going. You know, in a matter of my clients in the employers are the hospitals, of course, they have been aware of what kind of hiccups we've got. Because, you know, I work with human resources and the challenges that I've got, they've got, um, but are they going to let us lie low and not perform? No. But I think that there's probably a little bit more push, especially when we're talking about like, the housing market or whatever, right.

But, um, you know, you don't ever want to lose your clients over excuses, either, you know, so you keep pushing. And do you know, for my company, we've got a lot of long term clients, so they know how strong we perform, you know, and I'm also in the medical industry, and it does not shut down during any types of, you know, national, you know, disasters. You know, it's a more stressful process when we are having problems in this country, on medical professionals through. But you know, we handle the stress, and we keep moving forward.

Roy Barker 22:21

So have you seen any fluctuation Well, in number one, and I guess, job postings, versus applicants, or people interested in jobs that y'all have? Have you seen either one of those fluctuate?

Kelli 22:36

That is an amazing question. I'm glad that you asked that. Um, yes, we've had problems. And I'm sure you if you talk to enough on staffing, there probably share these opinions. Our national job boards have not performing or not performing as strong as as normal. And this has been probably a problem that started around lockdown, you know. And so for me, of course, is the company owner. I've scraped up a few. You know, let's try digital marketing.

Let's try this path. Let's try this path. Because you are right. Yes. You know, we've seen the indeed zips career builders, we've seen all of them go through the slowdown. It doesn't mean they're not performing. There's not performing as strong. Yeah. And so go ahead. For me, oh, we use we use three to five sources. Okay. So I'm going to try to keep the engines running wherever we can. But yeah, that was a great question.

Roy Barker 23:38

Yeah. And I think, probably also, you can confirm this, as well as that. I mean, we all know, we're in a little bit of a tight spot, just because people aren't graduating, you know, being becoming doctors and nurses, you know, there was kind of a low in people choosing those paths. And then not only on top of that, I guess we've had so many health care workers that have been going to the hotspots and working remote that some of them are probably coming home and want to take a deep breath before they you know, take that next step.

Kelli 24:10

I just and, you know, we're definitely definitely not at complete full speed for our company. But I would definitely say that we're coming out of it, you know, for the permanent staff, you know, on the medical side last year, we were challenged just because, you know, if you're looking at a job for me, that's, you know, 30 or $40. And you can take a COVID contract for over 100 but you're going COVID you know what I mean? And by the way, that's what our medical professionals do. That's how they respond. You know, they respond to their emergency, let's go during hard challenging times, but they are starting to come off. I've heard a lot of stories on those COVID contracts and they are getting ready to Okay, let's stabilize a little bit and get that permanent job back. Yeah.

Roy Barker 24:59

So What are some? What are some things that you would some advice that you would give to employers reaching out to recruiters like yourself? What are some things that they need to do? to not only help themselves, but to help you perform better? Oh, that's it. Can you? Can you rephrase that for me? Yeah, yeah. Yeah, just like me on a tough question.

Yeah, no, no, just some, you know, some tips or tricks, like, you know, I'm sure that they need to make sure they've got their, you know, start and their start dates all lined up the salary ranges, the, the job descriptions, you know, we're up to date for y'all just those kinds of things like that, what makes it easier? If I was to call you tomorrow and say, I need you to look for this person for me, you know, what are some things that you would ask for that I probably need to have on hand to get started.

Kelli 25:53

Okay, that I understand that completely. Here we go. So, um, you know, I do ask for my clients a little bit more information up front. Okay, so I have my company has like, Question and Answer forum, she know, that we give new clients, you know, in the matter of, you know, we do a lot of nursing departments, all nursing departments, managers, directors, those sort of, we do some tech roles and stuff.

But for me, I'm, you know, in for our pre screening process with our candidates, and we want to give them more information that I I typically send a form out, which is very simple, you know, you know, what are your benefits, and what's the shift and, and the range on the job. And, you know, shift differentials.

And so if we get all the logistics of the job in as much of the hospital or the health care system that we can get up front, because my job is not to send a hiring manager or 15, sloppy resumes on people that are semi interested, my job is to deliver the right information. And from a scale of one to 10. You know, our medical professionals need to be at least an eight on interest.

And so for that to happen, then we've got to give them more information up front, and it's very valuable system. Sure, it might take a little bit of time of, you know, 30 minutes or an hour come up with this information. But then we are representing, you know, our clients in the right way.

Roy Barker 27:28

Yeah, yeah, definitely make it easier on them in the long run getting the person instead of getting, like you said, 12 marginal people, maybe you can get them three or four, you know, really good fits. So let's turn that on the flip side and say, Okay, I'm a nurse professional, that I'm going to be looking at one of your job openings, or you know, want to talk to you about it, what are some things that I need to have in order, you know, to make that easier and faster, and one place I'm going to definitely lead to on this is the, I think, is at the applicant tracking, I don't know if y'all use one, but you know, like, kind of tweaking people's resumes to come through that.

Kelli 28:11

So we do not use that system. Um, and but I will, and, you know, my team, we do do like the free resume service. Okay. And that that's pretty important, by the way. So, you know, what, what my medical professionals, you know, typically, you know, obviously, I need the resume, but I'm going to tweak it now. If myself, my team, we're going to tweak anything, of course, we always deliver that information back.

But that is the that is does the resume present itself the way it does? Because sometimes we'll have like, you know, the travel nurses out there. And so they show all these short, you know, short term jobs and everything. Well, the hiring managers are typically going to look at that resume about a minute or two, and they're done. So they need to know if you're at a travel company, okay, well, these are not five short jobs. This is one travel company for this many years.

So we do that. But I also, I do the screening job guide forums with medical professionals, and it just asked the basics, you know, what kind of money are you looking for? Have you you know, have you done the research in this area? Do you have anything on your background? Do you have anything on your license, you know, what department are you looking for? What shift are you looking for? So we do a little bit of groundwork so that nobody's wasting their time right up front?

Roy Barker 29:31

Yeah. So how do you address gaps in in a resume? You know, my opinion was always been To be honest, and specifically state what it is and but what is your How do you recommend applicants handle those?

Kelli 29:50

It depends, is going to be my answer. You know, when we're working with the clients, you know, like, let's use this as an example. If you've been off work a year, or two years or whatever, then you're probably not going to be able to build through my company. Okay? Because they're gonna want to know, you know, like, but sometimes somebody is doing something, you know, or maybe they had an injured and they're staying home or whatever, but there is some company or sometimes it's a matter of what are they doing? And is it on paper? And does it read the right way? Yeah. Oh,

Roy Barker 30:26

yeah. Yeah, no, that's important. The end, he talked a little bit about service links, because that, again, you know, talking to somebody like myself, where, you know, my generation, we got out of school went to work somewhere for 30 years. And so we've definitely transitioned away from that. But you know, what is a good link, because, you know, I, when I look at resumes, I usually like to see three to five years in a position, or if they're in a company, if it's a growth, you know, where they're obviously working their self up, that's another consideration. But I'm, like, scary when I see resumes that come across, and there's five or six entries in there eight months, nine months, 12 months, one point, you know, 1.1 year, those are little frightening for me, is that just me stuck in the olden days.

Kelli 31:22

Now, no, it's not. And, and, you know, I look at tenure too. And I wish I could say that, you know, as a team, we can just accept everybody to interview for a process, you know, and, but we can't, we just, we can't, it's kind of like, you know, knowing what kind of backgrounds we can work with, you know, a few infractions or one infraction, or, you know, my human resources that I've worked with have trained me on what we can look at and what we can't, and I'm not going to argue, I'm not here to argue with any hiring manager, they are the decision maker.

So stability, you know, I don't think that that's old school, I think that, you know, it's it's common sense, you know, um, and, you know, I still work with the whole two year note, or that's how I was trained, you're, you're always looking for those two to three years, you know, not saying you can't have a job for one year. But if it's one year, one year, one year, one year, and it's not travel, and these are permanent jobs, And to me, that's, that's a red flag.

Roy Barker 32:33

Yeah, I think people need to be aware of the costs in order to turn over an employee and I don't, you know, we even at the lowest of levels, we usually put somewhere between 3500 to $5,000. And when you start getting into medical professionals, I'm sure that price goes up with the vacant positions, the time the company spends with your cost, and all of that, you know, I'm sure it can reach 70 $500, very easy. But I think a lot of people don't take that into consideration, that that's one reason why we don't look at you as hard because if I feel like you're going to turn over in nine months or a year, that's another 70 $500. And I'm going to have to show up to replace you.

Kelli 33:13

Right, now we have a guarantee on our medical professional. So, you know, I do have to be tough on the front end, you know, but then also you have to be reasonable too, because we are selling people and selling people is not perfect. And you know, things happen. So there is another thing, job coaching and training people how to interview Well, you know, some people they haven't either they haven't interviewed in a very long time, they just need a little bit of a polish.

Or we've got the perfectionist of the world, let's say and this is this is where you you got to come in and you got to do some job coaching. Because no, we don't want to ever lie to anybody. That's, that's, you know, be honest. But, you know, how do you present yourself, you know, if you got somebody that's got 15 years of solid, wonderful experience, yet they're perfectionist and they took a job and for three months, they hate it. Yeah.

You know, when you're going on that interview, you want to focus on the 15 years, that and to the employer on what you bring to the table and how well you and how much you enjoy your job. And the three months job that sometimes they'll cry about. You want to leave that alone, you know, and focus on what do you bring for the employer?

Roy Barker 34:32

Right, right. Yeah,

Kelli 34:33

beat yourself up. Because if enough years of career, all of us have had the three months or the six months job? Yeah. And oh, no, you're fine. Good. No, if you focus on the negativity and an interview, then you're good. That's what's you're going to get you're going to get a negative turn down.

Roy Barker 34:50

Yeah, I was just gonna say that kind of leads into not that three month position don't bash it and how bad they were, you know, I think you can present any differences or problems that may have been there more in a positive light, like, it just wasn't a good fit for me, you know, it took me a while to really get into it and figure it out, but it's just not a good fit. And, you know, the The other thing I think is good to say is that, I want them to be able to have an employee that's going to be happy, and, you know, come in and give them their all, and I just couldn't be that person at this point.

Kelli 35:24

I agree. You know, and then, you know, the other thing is, is when your job coaching and you're, you know, training people on interviews is, you know, for, for a percentage of people and their jobs fall apart, sometimes per it was personal things from years ago, or it was health problems, or it was family or in so you have to, you know, first forgive yourself, let it go, you know, don't talk about the past, and, you know, present yourself on a positive note, what do you bring to the table? And but I find that with people often,

Roy Barker 36:01

yeah. So you mentioned, you know, different lengths of time? How far back? Do you recommend that people go, because, you know, I know, there's some theories out there that if you put, you know, 35 or 40 years worth of information, it doesn't take long for somebody to do some simple math and figure out that you're 60 years old. And unfortunately, even though it's a kid's the law, they're still age discrimination out there. Number one, they think you may not have long to work, you may be you know, I don't know a lot of things that go around, you may cost more money. And so I've heard some people say, like, maybe you can go go back 20 years, and then just cut it off after that, that that's really all that employers are looking for.

Kelli 36:51

So an excellent question, because I obviously I'm 51 myself, and so I tend to attract the, you know, the more seasoned, well seasoned and older medical professionals just probably, I don't know something about the age, you know, um, but I would say 20 to 25 years. And, you know, we, you know, I think I've even let somebody get