June 19, 2017
Direct Consulting Associates (DCA), HIT Staffing, and Direct Recruiters, Inc. (DRI), HIT & Life Sciences Executive Search, are pleased to announce that Walter Groszewski has joined them as Director of Client Partnerships, HIT & Life Sciences.
Walter has over thirty-two years of experience in Business and Information Technology and over twenty of those years have been spent in the Healthcare and Life Sciences where he held several leadership positions. He has an extensive background in cultivating deep client relationships and launching new businesses in Healthcare. He has been recognized with many awards for his achievements.
Walter is a passionate, innovative leader who has helped drive the transformation of the Healthcare and Life Sciences industries by helping them leverage the effective use of technology to improve operations.
According to Mike Silverstein, Managing Partner of HIT & Life Sciences, “I am really excited to welcome our new Director of Client Partnerships, Walter Groszewski, to our HIT & Life Sciences team. Walter brings an incredible amount of Healthcare experience and expertise and will be invaluable in our ability to provide great service to our market.”
Walter holds an MBA in Management from Pace University and a BS in Computer Science and Mathematics from Manhattan College.
Walter Groszewski: 914-954-8056 / email@example.com
June 18, 2017
The Direct Companies of DCA and DRI have been recognized as Top Workplaces for 2017 by the Cleveland Plain Dealer and WorkplaceDynamics! We are pleased to be a second-time recipient of this award in the “small business” category. Top Workplaces singles out companies that receive the highest ratings from their employees.
May 24, 2017
HIStalk.com mentioned DCA in their Sponsor Update section on May 24th:
Thanks for the plug HIStalk.com!
May 24, 2017
Unprecedented…Executives Monetarily Guaranteed to be Retained for 1 to 2 Years
We are pleased to announce our new ground-breaking Riskless Retained Executive Search appropriately named Direct Retention.
Direct Retention by Direct Consulting Associates (DCA) in partnership with sister company, Direct Recruiters, Inc. (DRI) is disrupting the Healthcare IT executive search industry with its Money-Back Guaranteed Retained Search. Specifically designed for small and medium size companies, Direct Retention focuses on acquiring, assessing, delivering, and retaining Senior Level Executives and other key professionals without any financial downside.
How can we do this? By presenting only those candidates who have been fully vetted by DCA and our independent consultants of Pradco, Organizational Consulting Group, Dinn, Hochman & Potter, LLC and HR & Relo Advisors. Respectively, their expertise range from behavioral assessments backed by science and analytics, compensation studies, legal support for non-competes, and relocation assistance.
According to Dan Charney, DCA Managing Partner, “Direct Retention is an innovative executive search model. We’ve joined forces with independent consultants who are known for best practices in their fields as a means to offer total employment solutions for clients seeking to fill leadership positions. We are backing our product with an unprecedented retention guarantee. We’ve listened to our clients and the future is not just the recruitment of top-notch senior level management, but the need for seamless onboarding and long-term retention.”
For more information regarding Direct Retention, visit www.dc-associates.com/direct-retention-search-services/
March 2, 2017
Frank Myeroff, President of DCA, recently wrote an article, Growing Contingent Workforce Benefits Both Healthcare Organizations and HIT Professionals, which was featured on HIStalk.com on March 1, 2017.
There’s high growth when it comes to temporary workers, contractors, independent consultants, and freelancers within healthcare IT. New technologies, cost factors, and a whole new generation of HIT professionals wanting to work in a gig economy are fueling this growth. The rise and growth of the contingent workforce is only expected to accelerate over the next few years into 2020.
This dynamic shift to a contingent workforce makes sense for healthcare organizations and the benefits are well worth it. With a contingent workforce, healthcare organizations experience a big efficiency boost, risk mitigation, and derive a substantial cost savings in these ways:
- The rise of managed service providers (MSP) enable health systems to acquire and manage a contingent workforce. As contingent labor programs continue to grow, these partnerships will be one of the most important workforce solutions that a health system can adopt to effectively manage risk and decrease healthcare hiring.
- The use of vendor management systems (VMS) is a fast way to source and hire contingent labor. These systems make it easy to submit requisitions to multiple staffing suppliers.
- Outsourced expertise will be able to assist healthcare facilities in meeting the January 2018 EHR system requirements. In addition, they often have the extensive knowledge needed when it comes to medical coding. For example, according to the AMA, 2017 ICD-10-CM changes will include 2,305 new codes, 212 deleted ones, and 553 revised ones.
- Healthcare organizations can dial up or dial down staffing as needed without having to pay FTE benefits.
- Improved visibility and the provider stays in control through the use of structured reporting, governance processes, and dashboards.
- Internal resources are freed-up to focus on higher-priority, clinical-facing initiatives such as workflow optimization.
For HIT professionals, contingency work in the HIT space is attractive since opportunities are plentiful, the remuneration is desirable, and the work is rewarding. In addition, work is becoming more knowledge- and project-based and therefore is causing healthcare organizations to become increasingly reliant on their specialized HIT skills and expertise. According to Black Book Rankings Healthcare, this reliance will help to fuel the growth of the global HIT outsourcing market, which should hit $50.4 billion by 2018.
However, making the change from an employee to a contingent worker takes thought and preparation before just jumping in. Here are a few suggestions:
- Identify the niche where you have skills and expertise. Know your passion. Also, pinpoint what type of HIT services and advice you can offer that healthcare organizations are willing to pay for.
- Obtain the required certifications. Getting certified is a surefire way to advance your career in the IT industry. Research IT certification guidesto identify which ones you will need in the areas of security, storage, project management, cloud computing, computer forensics, and more.
- Build your network and brand yourself. It’s important to start building your network once you’ve decided to be a consultant. A strong contact base will help you connect with the resources needed in order to find work. Also, position yourself as an expert, someone that an organization cannot do without. Now combine both a professional network and social network to help you spread with word faster.
- Target your market and location. Determine what type of facility or organization you want to work with, and once decided, think about location. Do you want to work remotely or on site? Are you open to relocation or a commute via airline to and from work?
- Decide whether to go solo or engage with a consulting and staffing firm. If you have the entrepreneurial spirit and want to approach a specific organization directly for a long-term gig, you might want to go solo. However, if you’re open to both short-term and long-term opportunities in various locations, a consultant staffing firm might be the answer.
The rise of a contingent workforce and gig economy will only continue to grow, and with it, much opportunity. A consultant or contractor has more freedom than a regular employee to circulate within their professional community and to take more jobs in more challenging environments. For healthcare facilities, a contingent workforce means acquiring the right HIT skills and expertise needed without the overhead costs associated with payroll benefits and administration. No doubt, a win-win situation for both.
February 23, 2017
Direct Consulting Associates (DCA) has been selected for the 2017 Best of Solon Award in the IT Staffing category by the Solon Business Hall of Fame. DCA has received this award three years in a row.
Each year, the Solon Awards Program identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and our community. These exceptional companies help make the Solon area a great place to live, work and play.
Various sources of information were gathered and analyzed to choose the winners in each category. The 2017 Solon Awards Program focuses on quality, not quantity. Winners are determined based on the information gathered both internally by the Solon Award Program and data provided by third parties.
About Solon Awards Program: The Solon Awards Program is an annual awards program honoring the achievements and accomplishments of local businesses throughout the Solon area. Recognition is given to those companies that have shown the ability to use their best practices and implemented programs to generate competitive advantages and long-term value.
The Solon Awards Program was established to recognize the best of local businesses in our community. The organization works exclusively with local business owners, trade groups, professional associations, and other business advertising and marketing groups. Their mission is to recognize the small business community’s contributions to the U.S. economy.