Progressive is a leading recruitment consultancy specializing in healthcare, IT, pharmaceuticals, telecoms, and oil & gas. They provide recruitment services from 5 UK offices and locations in Europe and Asia Pacific. Progressive assigns each client an account manager dedicated to developing long-term relationships and understanding their needs. They use a database and network of consultants to efficiently source qualified candidates and place them in exclusive industry roles.
Allocating resources in a hospital or clinic in fair, moral, and equitable ways remains one of the industry's most complex puzzles.
The lack of knowledge and actionable insights from poor data collection practices and analysis often lead to poor patient outcomes, rising operational costs and restricted revenue growth.
Harnessing the revolutionary power of data analysis to interrogate and extract new knowledge on processes and activities with the ultimate aim of introducing clarity, transparency and growth trajectory.
We are an organization that is here to help out the private practitioner cut through the noise and navigate through these unprecedented times and overcome the adversities.
How to Build a Booming Dental Business in the New Economyomacomp
Strategic Practice Solutions - Steps to Building a Booming Dental Practice in the New Economy
1) Take the Pulse of Your Practice
2) Hire and Develop Rock-Star Team Members
3) Create Standard Systems and Procedures
4) Embrace and Utilize Technology
5) Make Marketing a System
Learn more at https://www.strategicpracticesolution.com/
Taking your hospital from total compensation statements to a total rewards sy...Healthcare Software Hub
Total compensation statements are a great tool to drive employee engagement and retention - the problem is that traditional printed annual statements are not only outdated from the time they are printed but are expensive and time consuming to produce for busy HR teams in healthcare facilities with limited resources.
HRIS expert Christopher Ford will share how healthcare HR departments can transform an outdated compensation statement process into a value-driven total rewards system that generates measurable improvement in engagement at a lower cost.
Allocating resources in a hospital or clinic in fair, moral, and equitable ways remains one of the industry's most complex puzzles.
The lack of knowledge and actionable insights from poor data collection practices and analysis often lead to poor patient outcomes, rising operational costs and restricted revenue growth.
Harnessing the revolutionary power of data analysis to interrogate and extract new knowledge on processes and activities with the ultimate aim of introducing clarity, transparency and growth trajectory.
We are an organization that is here to help out the private practitioner cut through the noise and navigate through these unprecedented times and overcome the adversities.
How to Build a Booming Dental Business in the New Economyomacomp
Strategic Practice Solutions - Steps to Building a Booming Dental Practice in the New Economy
1) Take the Pulse of Your Practice
2) Hire and Develop Rock-Star Team Members
3) Create Standard Systems and Procedures
4) Embrace and Utilize Technology
5) Make Marketing a System
Learn more at https://www.strategicpracticesolution.com/
Taking your hospital from total compensation statements to a total rewards sy...Healthcare Software Hub
Total compensation statements are a great tool to drive employee engagement and retention - the problem is that traditional printed annual statements are not only outdated from the time they are printed but are expensive and time consuming to produce for busy HR teams in healthcare facilities with limited resources.
HRIS expert Christopher Ford will share how healthcare HR departments can transform an outdated compensation statement process into a value-driven total rewards system that generates measurable improvement in engagement at a lower cost.
Comp and Benefits as a Talent Attraction StrategyRobin Schooling
It’s definitely true that “one size does not fit all” when it comes to the attraction, engagement and retention of talent. HR professionals understand there are numerous components that satisfy employee needs including some of the basic items in the HR wheelhouse: compensation and benefits. While an organization’s ‘employer brand” is not solely dependent upon benefit offerings, Total Rewards, and the psychological contract created, continues to be as important as culture, the work environment, and the opportunity to do interesting and meaningful work.
Our aim is to provide a sustainable health and wellbeing programme for your company.
Which is inclusive for all employees and embraces the most up-to-date technology and best practice.
Your New #1 Priority: What You Need to Know About Tackling Behavioral Health ...castlightcontent
This presentation was given at a workshop for HR and benefits leaders at Castlight Health's 2015 Enterprise Healthcare Summit.
Title: Your New #1 Priority: What You Need To Know About Tackling Behavioral Health Issues
Speakers:
- Thomas Parry, Ph.D., President, Integrated Benefits Institute
- Dr. Jennifer Schneider, Chief Medical Officer, Castlight Health
Medical care - compensation management - Manu Melwin Joymanumelwin
Benefits are a critical piece of an employee compensation package, and health care benefits are the crown jewel. Health care benefits, along with time-off benefits, are the most popular of benefits to employees.
2013 10 utilizing member engagement to improve cahps scoresimagine.GO
The Accountable Care Act means more access to healthcare for more people. But to pay for that access it also means margins for healthcare companies are going to be squeezed. But this does not necessarily imply doom for healthcare companies. The law actually encourages healthcare businesses to build better business models – and is willing to pay for it. By retooling your market approach, and the operations that run your business, you can actually improve your margins and your customer’s happiness at the same time you are helping to create a better and more efficient healthcare ecosystem.
This is a study of what drives employee benefits that I did in Q1 2013. The study was conducted via a survey methodology using LinkedIn to reach Australian HR managers.
Jay Blandford, EVP Sales & Business Development at Parata Systems, presented a taste of what you can expect at the 2014 Independent Pharmacy Business Growth Conference by discussing the many ways independents can find business opportunities in a world with the Affordable Care Act. parata.com
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
Comp and Benefits as a Talent Attraction StrategyRobin Schooling
It’s definitely true that “one size does not fit all” when it comes to the attraction, engagement and retention of talent. HR professionals understand there are numerous components that satisfy employee needs including some of the basic items in the HR wheelhouse: compensation and benefits. While an organization’s ‘employer brand” is not solely dependent upon benefit offerings, Total Rewards, and the psychological contract created, continues to be as important as culture, the work environment, and the opportunity to do interesting and meaningful work.
Our aim is to provide a sustainable health and wellbeing programme for your company.
Which is inclusive for all employees and embraces the most up-to-date technology and best practice.
Your New #1 Priority: What You Need to Know About Tackling Behavioral Health ...castlightcontent
This presentation was given at a workshop for HR and benefits leaders at Castlight Health's 2015 Enterprise Healthcare Summit.
Title: Your New #1 Priority: What You Need To Know About Tackling Behavioral Health Issues
Speakers:
- Thomas Parry, Ph.D., President, Integrated Benefits Institute
- Dr. Jennifer Schneider, Chief Medical Officer, Castlight Health
Medical care - compensation management - Manu Melwin Joymanumelwin
Benefits are a critical piece of an employee compensation package, and health care benefits are the crown jewel. Health care benefits, along with time-off benefits, are the most popular of benefits to employees.
2013 10 utilizing member engagement to improve cahps scoresimagine.GO
The Accountable Care Act means more access to healthcare for more people. But to pay for that access it also means margins for healthcare companies are going to be squeezed. But this does not necessarily imply doom for healthcare companies. The law actually encourages healthcare businesses to build better business models – and is willing to pay for it. By retooling your market approach, and the operations that run your business, you can actually improve your margins and your customer’s happiness at the same time you are helping to create a better and more efficient healthcare ecosystem.
This is a study of what drives employee benefits that I did in Q1 2013. The study was conducted via a survey methodology using LinkedIn to reach Australian HR managers.
Jay Blandford, EVP Sales & Business Development at Parata Systems, presented a taste of what you can expect at the 2014 Independent Pharmacy Business Growth Conference by discussing the many ways independents can find business opportunities in a world with the Affordable Care Act. parata.com
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
The Financial Services market may have come out of the infamous credit crunch some time ago, but with Brexit looming over, uncertain times lie ahead. Fortunately, at McGregor Boyall, we have experienced consultants who understand their sectors inside out. Our knowledge of individual markets has allowed us to attract the very best talent and to continuously consult both clients and candidates throughout unpredictable times. This allows us to understand your needs whether it be exploring a new opportunity or filling a problematic role.
This brochure will give you an insight into every discipline we cover and how we can assist with your needs.
About Us Progressive is a leading recruitment consultancy, specialising in the Oil & Gas sector. Our premier recruitment service has been designed so that you can capitalise on your time as we take care of your Oil & Gas recruitment requirements. Quite simply, we’ll do the hard work so you don’t have to.
About Us Progressive is a leading recruitment consultancy, specialising in the Oil & Gas sector. Our premier recruitment service has been designed so that you can capitalise on your time as we take care of your Oil & Gas recruitment requirements. Quite simply, we’ll do the hard work so you don’t have to.
About Us From our 6 hub offices in the key city locations of Aberdeen, Glasgow, London, Amsterdam, Singapore and Dubai we provide a full and comprehensive recruitment service. Representing both permanent and contract Oil & Gas professionals, we place exceptional staff in exclusive Oil & Gas roles across Europe, the Middle East and Asia Pacific markets. Focusing on your specific and individual requirements, our consultants draw on their market expertise, insight and contacts within the Oil & Gas sector to source highly skilled talent for the following areas: Subsea Subsurface Senior Appointments Supply Chain Topside/General Technical
Key Client Service Account Manager To ensure you have a premier recruitment experience we need to fully understand your business, which is why you are assigned your very own Account Manager, who is dedicated to gaining a greater insight into your company. Focusing purely on developing a strong long-term relationship with you and across all your business departments and Human Resources, your Account Manager is there to co-ordinate all job types and every stage of the recruitment process as our consultants concentrate on sourcing you the best talent. Monitoring Process and Communication Working closely with HR - and with an overview of all relevant areas within your business – your Account Manager will ensure all consultants work in a manner that fits your business needs, following process and maintaining effective communication channels.
Key Client Service Regular Account Reviews We are constantly looking at ways to make your recruitment experience with us the best it can possibly be. To achieve this we schedule Account Reviews on a regular basis to discuss performance, review figures, identify changes required to achieve optimum results, review and tweak the recruitment process and discuss upcoming projects and resource requirements.
Key Client Service Candidate Access For the best talent we can secure you first access to exclusive candidates and candidates with limited interview availability. Interview Process The Progressive recruitment experience encompasses the interview process to accommodate your schedule. As part of our service we offer a managed day of interviews, either at our site or your location, which allows for immediate feedback from candidates to our specialist consultants.
How We Recruit Consultant Market Knowledge & Database Our consultants’ market knowledge and industry networks is unsurpassed. With each consultant working exclusively within one technical sector they focus only on the candidates you are looking for. Internal Network of Consultants & Database Once your vacancy is registered, every consultant within your technical sector is notified. Working collaboratively, they will assist your specialist consultant to help them secure you the best talent. With Progressive consultants based around the world this approach is especially useful if you are looking for people with a blend of skills or need multi-lingual staff.
How We Recruit Advertising It’s our priority to get your vacancy exposed to as many candidates, as soon as possible, which is why, when your vacancy is registered, we automatically advertise it on up to 27 job boards. To ensure the optimum coverage we publicise the role on a mixture of mainstream and niche advertising channels and we regularly advertise in industry specific journals. To put this financial saving into perspective, if you were to do the same it would cost you over £7,000 for each vacancy per week. Business Intelligence Team Sometimes, if a role requires a candidate with exceptional skills and experience, our Business Intelligence Team will collaborate with our specialist consultants. Their research also offers alternative job specs, based upon the experience of other organisations we have worked with. Placement & Post Placement Our recruitment experience isn’t just a start-to-finish service. Once a candidate is placed we validate the details of the new job so that both you and your new employee have it right, right from the start. We also follow through with post-placement care to ensure employee satisfaction and help you with staff retention.
MI Reporting We can provide you with tailored information, including the following ratios: CVs Submitted : Interview Requests Interview Requests : Offers Offers : Acceptances Acceptance : Starters