Career Options For The Ambitious Nurse Entrepreneur

Writen by Tammie Mericle

Nurses are taking control of their careers by exploring options other than the traditional roles of yester-year. Independent RN Contractors are storming the healthcare field. There was a time when nurses were hesitant about cutting the ties from the employer not true today. More and more nurses are now enjoying the many benefits of self-employment. Nurse Contractors are now a large part of the nursing industry thanks to the ambitious nurse entrepreneurs. Nurses have realized the many advantages of cutting the middleman out of nursing.

An Independent Nurse Contractor is one who practices outside the customary role of an employee of another; as an alternative they elect to work as an independent contractor. You will set the terms of your services limited only by need and your ability to negotiate. An Independent contractor can contract his or her nursing services directly with a healthcare facility or with a patient and continue bedside practice. A contractual agreement is drawn up between you and the institution. You will be able to negotiate your compensation, hours worked and length of time your services will be needed. The contract is similar to those used by nursing agencies and travel companies outlining the services to be provided, the responsibilities of both the healthcare facility and the nurse, and the length of time the services are to be provided. Nurses contract their nursing services out to a huge assortment of fields in the Healthcare Industry; Home Health, Nursing Homes, Hospitals, Rehab Centers and Doctors Offices just to name a few.

You may elect to practice as Sole Proprietors, Limited Liability Company or with others in a group using a variety of legal entities. These could include public corporations, partnerships, or other structures that professionals commonly use such as a common term "registrars" .It is actually something that nurses have been doing all along. Think about it, when you work for an agency you are doing the same thing except now you are eliminating the middle man and enjoying the all the benefits without them taking a large piece of the pie.

Any nurse can start a business, including two-year graduates and diploma nurses. No advance degrees are necessary unless your business includes diagnosing and treating medical problems. State nurse practice acts do no prohibit a nurse from starting up their own business as an Independent Nurse Contractor. Independent nurse contractor is one who contracts with a healthcare facility for nursing services. A contractual agreement is drawn up between you and the institution. You will be able to negotiate your compensation, hours worked and length of time your services will be needed. There is no prohibition in any Nurse Practice Act that prohibits your practicing as an independent contractor.

The advantages of business ownership are rewarding and challenging and far exceed the risks. No more Bosses, You are now your own chief. Dedication, ambition and long hours can increase your income, rather than increasing profits for someone else. Starting A Nursing Agency and working as an Independent Nurse Contractor is one that more and more nurses are turning to for career fulfillment. Nurses are finding that they can double or even triple their income; increase their choices as to how often when and where to work, gain professional autonomy and increase over all job satisfaction. So get rid of the "middle man" and enjoy all the benefits offered in this exciting Nursing Career Opportunity.

Visit http://www.independentrncontractor.com
get everything needed to start up your business today.

My Name is Tammie Mericle and I have been practicing as a RN for 14 years with the last several years as an Independent Nurse Contractor. I've worked in a variety of fields;pediatrics, med-surg., home health, emergency room, critical care. I absolutely love nursing but am not all that crazy about all the pay & politics I worked as a Traveling nurse and then decided to cut out the middleman and am now practicing as an Independent Nurse Contractor working all of my contracts in hospital settings. It has been such a great change but along the way I discovered that many nurse were not that familiar with the process. Many were interested but had no idea where to start. I wrote a Manual: Success As An Independent Nurse Contractor RN Career Opportunity http://www.independentrncontractor.com

How To Hire Top Sales And Marketing Talent In A Full Economy

Writen by Andrew Rowe

The economy is at full employment levels and it's a real challenge if you're trying to grow your company, to find and attract the best sales and marketing talent in this environment. No longer is it easy to place a Monster ad or put out the word to a couple of friends and expect to find qualified candidates coming to your door.

Today it's a much more challenging proposition. You need to be able to identify, promote and attract A-level talent to your company. This is not an easy task, because all of the top sales and marketing people are already working.

That's why now more than ever, it makes lots of sense to retain the services of a sales and marketing recruiting company...particularly one that specializes only in sales and marketing. By retaining an executive search firm to find your people, you'll have a much better chance of locating the kind of proven performers who can produce top sales results for your company and help you grow.

Many of our clients find that placing ads on Monster, CareerBuilder or other websites is simply not yielding any positive results, so they're looking for new ways to attract talent. Frequently, the best way is to use retained executive search. We're seeing a large increase in the number of sales and marketing recruiting assignments in our company. We are providing a very important service to a variety of different clients.

Other clients outsource the recruiting function simply because they are too busy to follow the rigorous process that is required to hire top sales & marketing talent.

Cube Management helps companies accelerate their sales, by providing the Sales & Marketing talent they need to grow their business. Cube is a leading recruiting and consulting partner to mid-market and emerging growth companies in the technology, manufacturing, healthcare and business service sectors. We work across the spectrum of Sales, Marketing and Business Development, providing holistic solutions that drive revenue and profit success. Cube Management combines Strategy, Process and People, to produce great results. Download the Cube Management Recruiting Guide and the Cube Management Inside Sales Guide.

Employment Screening Resources

Writen by Josh Riverside

Employee screenings use legal, medical, human resource, and other government offices related records to get a good insight into a job applicant's background. They must have access to these records in various government offices such as the DMV, criminal records bureau, medical institutions, and schools.

These offices do not provide confidential reports to each and everyone who enquires. The investigators must have authentic identification before trying to check these records. Educational institutes tend to provide only basic information.

Since the pre-employment screening companies make a business out of these reports, they need to be precise, accurate, and timely. They must have resources required to provide reports requiring exhaustive search in some cases. Also, some companies need to provide reports involving a nationwide screening of the candidate.

All pre-employment screening companies are able to check into the criminal background of the applicant. In the event the applicant had filed for bankruptcy or has a bad credit history, it will be mentioned in the report as it might reflect badly when the company provides the employee with a corporate credit card that can be misused. Criminal records or recorded instances of violence in the work place might also be considered against the candidate. Drugs and sexual abuse are other offenses that can be easily unearthed during the screening.

With the resources available to the investigative agencies these days, there is practically nothing about the applicant that they cannot unearth. Companies encourage candidates to not provide falsified resumes or hide something vital that might affect the job or the company in the future.

Employment Screening provides detailed information about employment screening, employment drug screening, and more. Employment Screening is affiliated with Background Checks.

The Ready Reckoner To Finding The Right Person For The Right Job

Writen by Mahalakshmi Prabhakaran

Ever heard of the "round peg in the square hole" syndrome? It can essentially be used to describe a situation where you have hired the wrong person for the right job or vice versa.

Most companies generally hire employees based on their essential qualifications and experience. However it holds wise to remember that there are a multitude of factors that need to be kept in mind, while hiring a new incumbent. No matter how long it takes to find the perfect person for the job, it pays to wait for the right candidate to walk in than hurry and choose an ineffectual.

Sadly in spite of a growing awareness about these factors, a lot of companies still go wrong in the hiring process and end up placing the wrong person for the job. A wrong hire does not only add to the cost burden but also to the work and time burden of a company. As is often said, 'wrong hiring is worse than no hiring'.

This article seeks to provide you with answers to the essential question: Why do so many companies still make the same mistakes? Additionally giving you pointers on what you should remember during the interviewing process.

Look beyond qualifications and experience

Generally, when a job need has been identified, HR executives draw up a brief, detailing the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a job, is one of the more common reasons for hiring a mismatch.

Pointer#1 To avoid this mistake remember to list the qualities you think are required for a job profile. This makes for a scientific hiring process. One that will help you pick the right candidates from the wrong.

Prepare for the interview

An interview is by far the most accepted method to recruit new employees. Given its criticality many companies, in reality, rarely give a thought to planning the interview process. The fallout of an unplanned interview is that the right questions remain unasked, leaving you with a misfit in hand.

Pointer #2 Plan the interview. Determine the questions you want and a general guideline of the answers you expect for the same. As an interviewer, YOU need to guide the interview process. A well-thought interview process will effectively help you to evaluate a person's skills and determine if he/she is the right candidate for the job.

Follow the 80/20 rule

An adage that interviewers generally tend to forget is that "It pays to listen". More often than not, it's the interviewers who end up talking more than the interviewees!

Pointer #3 While interviewing follow the 80/20 principle: Listen 80% - Talk 20%. You need to learn as much about the candidate as you can, to best judge if the incumbent is the best fit for the job. At the same time, remember to allocate sufficient time to brief the candidate on the company and the basic job requirements.

We've listed some of the more common reasons for wrong hires. What if you've already made a wrong decision? In such circumstances, just be patient and let the person grow into the job- have them groomed for the job by offering them the necessary training and letting them learn on the job. Else, you may want to examine the possibility of redirecting the candidate to a job more suited to his aptitude and skill set.

All said and done, the hiring process should be dealt with, with more care and thought. While this ready reckoner will make your job of interviewing easier, it definitely pays to hire a professional staffing company.

Mahalakshmi is a Marketing Writer for CAMO Technologies. CAMO Technologies is a global IT Outsourcing solutions provider offering IT Staffing services, Application Development services, Software Testing services and Web Services

Tips For Getting Your Movie Career Launched

Writen by Bas de Baar

Hollywood helps those who help themselves! In you want to get your movie career fast tracked then here are three common sense tips to help you on your way.

1. Borrow the Boy Scout's Motto: Be Prepared.

Once you start the ball rolling you never know when you're going to get a casting call. When that call comes there isn't going to be any time to get all of the basics covered so get them out of the way right now.

Get your portfolio in order. Have plenty of copies of your PROFESSIONALLY done publicity photo's on hand.

Have all of your stage and screen credits listed even if it's only summer stock and school performances.

List any special skills you have, such as dancing, juggling, yodelling, foreign languages, anything which might catch a casting director's eye.

List any union memberships such as SAG, AEA or AFTRA.

Build a web site that contains everything that's included in your portfolio and make sure that there is contact information available. If you have an agent then list the agent's contact information instead of yours. If you stink at building web sites then pay a pro to do it for you. Hire a copywriter as well if you have no writing talent. Register your name, if possible, and make that your domain name.

2. Stay Connected

Join local theater groups, read the trades looking for casting calls, hang out where other actors hang out so you can stay on top of the local gossip and happenings. Sometimes you can pick up a valuable tip or hear about a film crew that's coming to do some local shooting. I know a girl who landed an extra role in Robert Dinero's 'Meet the Parents' by "accidentally" showing up at the train station in Oyster Bay, NY where a scene was being shot. She picked up that juicy tip at an actor's workshop she attended.

3. Make your own luck

The harder and smarter that you work the luckier you get. Remember my friend from 'Meet the Parents'? What's the chances that she'd have that screen credit if she didn't go out of her way to "get lucky".

If you live in Podunk, and no one ever films in Podunk, then move somewhere where they do film.

If your state or city has an agency that works with movie companies to help scout locations and strip away red tape, call them and see if they have a mailing list or any other way of finding out IN ADVANCE when a film crew will be shooting. SHOW UP on shooting days. Don't make a pest of yourself but be "noticeable". Hey, you might just get noticed. If you have enough advanced notice then find out who the casting director is and fire off a copy of your portfolio. Sure, it's likely to get "filed" but you never know when yours will show up and be the right thing at the right time.

If you look like someone famous then make that work for you. Now, I don't mean that you kind of resemble Julia Roberts if only you lost 60 pounds, got a cut and dye, and had your teeth capped. But if people come up to you in restaurants and ask for your autograph then you could have an instant ticket to the movies!

Get a recent publicity photo of Ms. Roberts and take it to the hair salon. Have your stylist cut, style and color your hair to exactly match the style and color in the photo. Then make your way to the local boutique and buy something to wear which matches as closely as possible what Ms. Roberts is wearing in the photo and then get a professional photographer to shoot you in the exact same pose.

Now, take the real photo of Julia and your own and fire it off to her agent, your agent, any agent you can find. Send it to casting directors, heck, send it to the local and national newspapers. Write a letter asking: Can you tell which one is the real Julia Roberts? Might not work for you; but I'll tell you this -- It doesn't have any chance of working at all if you don't at least try it.

The road to Hollywood can be long an never ending, or it could be the next exit on your journey through this world. The fun thing is: You never know!

For more info: http://www.TalentInternet.com

About The Author

Bas de Baar is editor of www.TalentInternet.com, a site with everything about movie and modeling auditions.

For more info: http://www.TalentInternet.com.

Unemployment Blues The Value Of Temporary Work

Writen by Virginia Bola, PsyD

Although the job market has improved over the past year, many employers are still reluctant to make a long term commitment to growing their employee rolls until it is clear that a solid economic expansion is underway. They need new staff to handle the increase in orders and customer demands but are loath to hire permanent workers who may have to be cut in a few months if business stagnates. Any reduction in force carries major headaches for a company: employee morale falls, lawsuits arise, precious time is eaten up in non-productive meetings, and severance packages cut into narrowing profit margins.

Their solution is often to rely on temporary agencies to provide needed manpower without any precipitous long term commitment. It is estimated, by a well-regarded labor research group, that fully 25% of the jobs created during the past year have been temporary positions!

How can this work to your advantage?

Working for a temporary agency has some drawbacks but also a number of positive aspects.

The primary negative is the lack of investment in your future. While the hourly wage may be similar, or even better, than a permanent employee would receive, you remain on the periphery of the company's organization. Temps are often assigned the more routine tasks which require less intensive training. This makes it more difficult for your competence to be recognized. You are not seriously considered for promotional opportunities nor invited to advanced training or management classes.

It also has personal repercussions. You are uncertain how long you will be needed and tend to develop a strong sense of insecurity. After all, your contract could be terminated without warning through a quick telephone call to the agency. Because you want to minimize the emotional devastation of a sudden departure, you tend to avoid becoming too close to coworkers and perform your duties in something of a vacuum, one step removed from the camaraderie of the permanent work team.

All that being said, there are some pretty inviting advantages to exploring temporary assignments.

Within the framework of your long-term career goals, a temporary position nicely fills in that void on your resume caused by a lengthy period of unemployment. It demonstrates to a potential employer that you are an individual who is vested in being productive even under circumstances where your true talents are barely tapped.

Temporary agencies seldom require extensive background investigation so if there is a blip or two on your work or personal record, it will probably be overlooked. When a future permanent position presents itself, the more distant the blip, the less weight it will carry in the hiring decision.

Entering a workplace as a temp puts you in a very different framework than any mere applicant for work. You become privy to the company's ethics and philosophy so you can better determine if this is somewhere you would be interested in for permanent work. If you find the atmosphere comfortable, you will perform well. Assuming that the company is growing, and the local economic expansion continues, you are in an excellent position to be considered for permanent retention.

Many employers see temporary workers as individuals undergoing a lengthy interview. After weeks or months of good productivity, timeliness, consistent attendance, and reliability, you no longer present the risks attached to the hiring of new employees after only an hour or two of interviewing. Many agencies will let you know in advance that this is a "Temp to Perm" assignment, meaning that if you cut the mustard, you will be offered a permanent position.

On the other hand, if you find that company goals and procedures are at odds with your personal values, you can get out before any commitment is made. Since your employer is actually the agency, you can cut and run from any assignment without it impacting your work history. You take a different position through the same agency and your resume is unflawed by your decision to make a change.

Assuming that you are working in an industry of interest, temporary work provides an invaluable opportunity for networking. Make the effort to get to know your new coworkers and it is highly likely that they either know of opportunities in similar companies or know someone who has such inside information.

Finally, there is the old saw of "Everyone wants to hire you when you're working but no one is interested when you're unemployed." There is certainly a grain of truth in that rather cynical observation. No matter how bad the local economy may be, or how the effects of offshore job flight have affected your industry, there is always a little kernel of doubt in an interviewer's mind: what did you do wrong to lose your job? Could you possibly have been fingered because you were the weak link? Was the choice of you, over someone else, related to interpersonal or disciplinary problems that made you an easy target?

When you are actively working, even if only on a temporary basis, such doubts don't even enter an interviewer's mind. They are more concerned about whether you will be willing to make a change - a point of speculation that bodes well for you in a potential hiring situation.

If you are offered alternative permanent work, you are sitting in the proverbial catbird's seat. You can accept the position if you find it tempting. You can decline if you don't think it's a good fit, knowing that you still have your temp job to keep food on the table and allay that desperation of "I'll take anything" that sets in after a few months out of work.

And, finally, you have the option of going back to your temp work and letting your present boss know that you have been offered a position elsewhere that you are seriously considering. If the company likes you, let them negotiate a counter-offer and then go with the best opportunity for you.

Virginia Bola operated a rehabilitation company for 20 years, developing innovative job search techniques for disabled workers, while serving as a Vocational Expert in Administrative, Civil and Workers' Compensation Courts. Author of an interactive and supportive workbook, The Wolf at the Door: An Unemployment Survival Manual, and a monthly ezine, The Worker's Edge, she can be reached at http://www.unemploymentblues.com

Unlimit Your Life

Writen by Dale Kurow

Do you have a tendency to think in absolutes?

Is everything good or bad, black or white?

This type of thinking can severely limit your options. Or worse, prevent you from getting an accurate picture of what's possible.

Most people are uncomfortable hanging out in the "I don't know" space. The anxiety of not knowing triggers a rush to decision making. However, learning how to deal with periods of uncertainty while weighing your options will afford you the time to make a superior choice.

So how do you do this? Try a new approach and get support.

Broaden Your Reach

Suppose you wanted to explore career options. If you usually get advice from one or two people, instead make a list of every possible person who might provide information. If you get a knot in your stomach at the thought of contacting these people, you're on the right track! You're out of your comfort zone, and that's good. To build up your courage before tackling this list, ask a trusted friend for encouragement and moral support.

As a further challenge, attempt to connect with a person who has achieved prominence in their field. While getting an appointment with a successful individual or receiving a return e-mail may take time, the effort could result in valuable insight and net you a future mentor.

Ideally, speak with one person working in each of the ranks (upper, middle and/or lower) of the career area you are exploring. Keep the information flowing by asking your contact for another name.

Besides getting a more detailed picture of what you can expect from this career choice, you'll begin to get a view of all the permutations that are possible. Each person's opinion will broaden your view and knowledge.

Explore The Gray Area

It is in this huge "gray area" where a wonderful new career might be waiting for you. You could even discover that you already possess many of the requisite skills, making a career transition easier than you thought.

In the end, the choices you make will improve if you do the research and take the time for reflection. Don't panic or rush the process. In this case, faster is not better, slower is. And a wonderful by-product of this process is a newfound sense of self-confidence and fresh possibilities!

Dale Kurow, M.S., is an author and a career and executive coach in NYC. Dale works with clients across the U.S. and internationally, helping them to survive office politics, become better managers, and figure out their next career move. Visit Dale's web site at http://www.dalekurow.com/phone_ebook for information about her latest E-Book, Phone Interview Skills Sharpened Right Here!