HIStalk Features Frank Myeroff with HIT Talent Trends to Watch in 2018 Article

On November 29, 2017, Frank Myeroff was featured on HIStalk with an article titled "HIT Talent Trends to Watch in 2018."

The article outlined what's in store for 2018 when it comes to HIT talent, and the 8 trends that will shape the workforce in 2018.

Read the full article on HIStalk>>

Salary History: What you can & can’t ask based on recent changes in laws across the country

November 14, 2017

Throughout the recruiting process, there are countless questions aimed towards finding out whether job candidates will be a fit for the company. A common topic recruiters and employers bring up when vetting jobseekers is salary. While this may have been the norm in the past, asking about previous pay history is now banned in certain locations. The reasoning for this ban is to make efforts to close the pay gap between men and women, and to encourage basing pay upon skills and qualifications instead of previous salary, according to NYC Commission on Human Rights A recent Hunt Scanlon article covered how bans on compensation history questions could change the way recruiting firms do business, and how employers recruit talent. Here is what you need to know as a recruiter, employer, or jobseeker about salary history questions where the laws are in effect.

What you CAN’T do under the new laws:

  • You can’t ask a prospective candidate what they are currently earning at a job.
  • You can’t use the candidate’s previous pay to determine an offer if you stumble across it on accident.

What you CAN do:

  • If the candidate offers salary history without prompting and voluntarily, it can be considered.
  • You can ask about a candidate’s salary expectations, as opposed to what they made prior.

What happens if you break the rules:

Where you are restricted from asking about salary, based on a recent article by Business Insider:

  • California
    • The ban covers private and public employers from asking a candidate’s pay history, set to take effect in January 2018.
  • Delaware
    • All employers are banned, taking effect in December 2017.
  • Massachusetts
    • All employers are banned, taking effect in July 2018.
  • New Orleans
    • The ban is currently in effect just for city departments and employees of contractors working for the city.
  • New York City
    • Public and private employers are banned from asking pay history questions, effective now.
  • Oregon
    • The law banning all employers from salary questions goes into effect January 2019.
  • Philadelphia
    • The ban was set to take effect in May, 2017 for all employers, however, a temporary halt has been placed on it.
  • Pittsburgh
    • City agencies are banned from the inquiry, effective now.
  • Puerto Rico
    • All employers are restricted from inquiring about candidate’s pay history, going into effect March 2018

It is important for all parties involved in any recruiting process to be aware of these new and upcoming bans on salary history questions.

Direct Consulting Associates (DCA) stays current on these laws around the country. If you have any questions about this, please contact us for a conversation.

The Case for Unlimited PTO by Matthew Cohen, Energy & Sustainability and HVAC Practice Leader, DRI

October 25, 2017

By Matthew Cohen, Practice Leader - Energy & Sustainability and HVAC/R, Direct Recruiters, Inc.

As a recruiter, I routinely manage the expectations of candidates during the offer stage of their interview process. Recently, the most negotiated piece of the offers I see besides salary is paid vacation time.  For decades, the standard for vacation time in most industries was a small amount of PTO accrued over time and the additional PTO was tied to the amount of years someone was employed.  We are seeing a fundamental shift in the importance of PTO.  The advances in our understanding of mental and physical health has caused candidates to value PTO as a key factor in their decision-making process when deciding on a career change.  This shift begs the question: why not have unlimited PTO for your employees?  Below are three reasons unlimited PTO should be considered:

  1. Healthier, Happier Employees: There are a multitude of studies that show the negative effects sitting in an office can do someone both mentally and physically. Having unlimited PTO can give an employee an opportunity to decompress and recharge whenever they feel the need.  Employees who come to work with a positive attitude more often can create a better work environment and decrease stress and employee burnout which will in turn, increase employee retention.
  2. More productivity: It sounds odd, but there is a case to be made that the more PTO employees are given, the greater their productivity. If employees can come to work with less mental or physical stress, they are more likely to produce results at a higher rate. If employees are counting the months until their next few days of PTO, that distraction can limit their productivity.  In addition, having unlimited PTO can create a greater relationship between employees and employers which also can lead to an increase in productivity.
  3. Greater Accountability: One of the biproducts of allowing unlimited PTO is greater accountability between employers and employers. Employees are more likely to be more transparent and honest about their work if they have the freedom to take PTO when they need to.  Those who abuse unlimited PTO and who are not productive when back at work, can be dealt with swiftly with a shared understanding that unlimited PTO means more accountability when at work.

While not all industries and jobs can support unlimited PTO, the importance of vacation is growing at a rate where we all need to understand and take notice.  We are seeing unlimited PTO polices work in many industries and we see this as a continued trend in the future.  Next time you hear someone say, “I need a vacation” you might just want to give it to them.

Contact Matthew:
Matthew's LinkedIn

Employee Spotlight Video: David Duggan, Account Executive at DCA

October 9, 2017

As an Account Executive at DCA, David Duggan acts as a link between DCA and clients, and actively works to connect top Healthcare IT talent to hospitals and health systems across the country. David brings extensive experience building and maintaining client relationships while continuously demonstrating DCA's Core Values. Tom Clark, VP of Operations said, "David’s experience establishing, building, and maintaining client relationships helps him bring a calming presence that is very natural and inclusive to those around him.  Our clients enjoy interacting with David, as do his teammates.  He’s done well for us and our clients in time-sensitive, high pressure situations.  David is a terrific ambassador of our Core Values.”

We recently put David into the spotlight and asked him a few questions relating to his position here at DCA. David gives a great overview on his position at DCA, the DCA core value that resonates most with him, and the keys to success at DCA and in the HIT and IT staffing industry.

Watch our Employee Spotlight video and meet David Duggan! Contact him if you are interested in speaking with him about your IT and HIT initiatives, or to have a networking conversation: dduggan@dc-associates.com or 440-991-1061.

DCA Welcomes Ranae Rousse as VP of Sales

Solon, Ohio – Direct Consulting Associates (DCA), Healthcare IT Staffing and Consulting, is pleased to announce that Ranae Rousse has joined the DCA team as the Vice President of Sales. Ranae has built a successful career building long-term professional client relationships with healthcare leaders to develop new business opportunities linking our clients to the highest –caliber IT talent in the marketplace.

Ranae has an extensive background as a results-oriented sales leader. She has a proven track record of success with 15 years of experience working in Healthcare IT Consulting, software and device companies from GE Healthcare to small start-ups.

“We are thrilled to welcome Ranae to the team at DCA as VP of Sales,” says Frank Myeroff, President of DCA. “Ranae’s sales leadership experience, along with her in-depth knowledge of the Healthcare IT industry will be an asset to DCA and our client partnerships.”

Ranae earned her B.A. in Computer Science and Business Management from Northwood University in Midland, Michigan.

DCA is the relationship-focused IT staffing firm that assists top-tier organizations with recruiting and acquiring high-impact IT talent for mission-critical technology initiatives throughout the country.

To contact Ranae Rousse, 440-971-1197 or rrousse@dc-associates.com.