NP Career Blog

Nurse Practitioner Job News & Advice

Successful Job Searching after 60

Many of my posts are aimed at the New Graduate NP or PA but recently I had a question from a reader who was concerned about finding a new job after 60.

Dear Career Coach: I am wondering if you have any thoughts or advice about finding a job after age 60. I have been in practice for about 18 years. I am finding it rather scary to quit my job because I am worried about whether I will really be able to get another job. What do you think?

Dear Mature Job Seeker: Employers are looking for two main characteristics when they hire an employee. The first characteristic is your skills and expertise. After 18 years in practice I think we can safely say you should have no problem meeting that standard. But having experience isn’t enough, because the second thing most employers are looking for is employees who will stay with them for the long term. We all know that technically (and legally) an employer is not allowed to factor your age into their hiring decision, but I think we would both be kidding ourselves if we think that an employer is eager to hire someone who is within shouting distance of their retirement. The truth of the matter is that hiring a clinician is expensive and time consuming, and employers don’t want to have to go through the hiring process every couple of years – especially during tough economic times.

One option you may want to consider is doing a temporary or locum tenens assignment. You might find that short-term assignments are a nice fit with where you are in your career journey. This is the one setting where long-term commitments are not required or expected. Assignments can range anywhere from a few weeks to a year in length. When I was recruiting I filled many of my temp positions with “mature” clinicians who liked to work temp positions because they enjoyed the freedom and the variety. And did I mention the pay? Temp jobs usually pay very well. If you are willing to travel the opportunities are even greater.

Teaching is another idea you might want to entertain. Many colleges and universities employ folks in our profession in an “adjunct” type position to work with nursing or other healthcare students. They may have a need for teaching or assisting with specific courses or for supervising the students in their clinical rotations.

Above all, no matter what your age, I never advise that you quit your current job until you have a new job secured

Click here to read my original post and comments. 
Seems I stirred up a bit of controversy!

New Grad Class of 2013 – this blog is for YOU

Graduation is exciting but also a little stressful. New grads (or maybe I should call them “soon-to-be-grads”) spend almost as much of their last semester worrying about getting their first job as they do studying.

Well, I personally have never seen any value to worry. It’s far better to spend your time preparing instead of worrying.  And luckily for new grads there is some good advice out there.

Advance for NPs and PAs puts out a great “Guide for NP & PA New Grads” every year and it is chock full of both practical and valuable advice.

This year 2013 the guide has gone digital and you will find 4 extremely helpful articles.

The first (which just happens to be written by me!) is Salary Tips for the New Grad.  I discuss realistic salary expectations as well as the proper time to negotiate.  You might be surprised at what I have to say.  Read more

There is also a nice article on Building a Better Resume. This piece includes some nice tips on social media, keywords and paper resumes.  As your trusted NP Career Coach I can say without reservation that the advice is spot on and will help you be more successful in landing that job interview.

Speaking of interviews, did you know that the new trend is to do your interview via Skype?  Check out the handy tips in Get Psyched to Skype.  You will be glad you did.

And finally, read Networking Know-How and find out how to make the most out of your networking.

Access the entire guide HERE 

 

HAPPY GRADUATION CLASS OF 2013!

 

More reasons to hate on the term “mid-level” – as if there weren’t enough already…

As many of you know I do not particularly care for the term “mid-level” practitioner.  Just in case you aren’t familiar with my opinions on the subject you can read one of my posts from May 2012 in which I give numersous reasons to shun the term.  (if you agree please share!)

Now, as if there weren’t already enough reasons to dislike that label I have found yet another – and it is a doozy.

I came across a link to what is actually a very handy grid from which outlines the DEA authorization to prescribe controlled substances in each state. It is a state by state guide to which schedules we are allowed to prescribe.  This is actually quite a helpful resource if you are considering a move to another state or perhaps thinking of doing a NP or PA travel or locum tenens assignment.

The guide starts out with the official definition of a “mid-level” provider.

Pursuant to Title 21, Code of Federal Regulations, Section 1300.01(b28), the term mid-level practitioner means an individual practitioner, other than a physician, dentist, veterinarian, or podiatrist, who is licensed, registered, or otherwise permitted by the United States or the jurisdiction in which he/she practices, to dispense a controlled substance in the course of professional practice. Examples of mid-level practitioners include, but are not limited to, health care providers such as nurse practitioners, nurse midwives, nurse anesthetists, clinical nurse specialists and physician assistants who are authorized to dispense controlled substances by the state in which they practice.

OK, I don’t like this definition but I can live with it, at least for now.  But then I kept reading and I see that also included in this mid-level category is “animal shelters” and “euthanasia technicians”.  WTF?

This is still a helpful guide but it really is hard to look past this.  Who can we complain to?

You really must see it for yourself.  Click here.

Not sure? Shadowing might be the solution.

Have you received a job offer but you just aren’t sure if you are ready to accept?

You may have left the interview feeling a little rushed, and that your questions were not fully answered. This is not unusual.

Receiving an NP or PA job offer is a bit like receiving a marriage proposal. It’s very flattering to know that you are wanted. But sometimes you can find yourself so overwhelmed by the notion that someone truly desires you that you don’t consider whether or not the feeling is mutual.

Starting a new job is not unlike a marriage, it is big commitment and shouldn’t be left to one’s emotions, because once done, it’s not easy to undo. It’s one of life’s little ironies (or jokes) that getting out of a bad relationship can be much more complicated than entering into one.  (We will leave the topic of how to gracefully “divorce” a job for another blog!)

So for those of you entertaining an offer but still feeling unsure I recommend you consider a longer engagement. Before you think I have completely gone off the rails let me explain.

Ask for a “shadow” day. This has become more and more common in recent years. Requesting to spend a shift or two with one of their current providers, “shadowing” is a good way for both parties to get to know each other better.

As a clinician, you will get a clearer idea of not only the job duties and patient flow but also the personality of the practice. Remember, an interview lasts usually no more than an hour and everyone is on their best behavior. It’s a little harder to hide dysfunction for an entire day. If there is an undercurrent of tension or disorganization you are going to pick up on it.

So what’s in it for the employer? A good fit, that’s what employers get out of the shadow. Employers are just as eager to find an employee who fits in with their practice culture as you are to find a practice that fits you. A happy employee is a long term employee. As I have said many times before, clinicians rarely leave jobs where they are happy even if they can make better money elsewhere. Great pay and benefits aren’t enough for happiness.

Now that I think about it, that is the case for many marriages as well…

From a blog originally published on Advance for NPs and PAs

Pick me! Pick me! How can you get a recruiters attention?

A reader recently asked me why employers choose one nurse pracitioner application over another.

I offered up this advice in my latest blog: Advanceweb.http://community.advanceweb.com/blogs/np_6/archive/2013/02/06/applications-and-interest.aspx

Dear NP Career Coach: What can I do to get employers to notice my application? I would like to know if there is anything you can recommend that will increase my chances of landing an interview. Can you help?

Dear Job Seeker: Obviously it is important that your resume show the employer that you possess the right qualification and skills for the job. However, you also need to convince them that you have a genuine interest and a strong desire for the position.

Employers tell me that if you are able to clearly articulate the reason you are applying for the position then they will be more likely to want to interview you. So how do you demonstrate to a potential employer you have a passion for their position? I have a couple tips to help you.

  1. Research the employer. Learning about their culture, mission and history is one way to show an employer you are interested in them. The information you gather will help you to emphasize why you are the right fit for them. And if you get a call or an interview it will also help you to formulate the right questions to ask. Start by checking out their website or Facebook page.
  2. Make clear the reason WHY you want this position and make sure that your reason makes sense. The best tool for you to express your motivating reason is the cover letter. Use your cover letter to explain why you feel drawn to the position. Perhaps you have previously worked with this population or specialty before. Or maybe your reason is that you did a clinical rotation in their organization. If you know someone who is a current employee who has inspired you to apply that is perfectly good reason as well. (Name dropping is allowed!) Just remember that whatever your rationale, it needs to be employer-centered and show clear benefit to the employer. For example, proclaiming that you want the job because the hours or commute better suits your lifestyle is not helpful.
  3. Don’t “over-apply” or be a “serial applier.” When employers see you submitting several applications for several different positions it makes you look like you either don’t know what you want to do or that you are desperate. Neither of those options is very attractive. Think carefully before applying; if you aren’t sure why you want the job, then you are unlikely to convince anyone else why you would want it either.

3 Essential Components of a Successful Nurse Practitioner Resume

Tuesday Tip:

I have preached this for years.  Call it a resume trifecta, the holy trinity or the triple play but every (and I mean EVERY) NP resume must contain these 3 critical pieces of information.  If employers do not find this information – and find it quickly – your resume will never make it past the first round.

It’s a simple formula really

1. Your education
2. Your certification
3. Your skills

Create your resume around these elements. Remember, we review your resume in less than 15 seconds so you must make these 3 bits of data the centerpiece of your resume. Skip the fancy formatting, long winded “objective” statements and just focus on ensuring that this information as easy for us to find as possible.

What to know what to include under each of these 3 headings?
Read my latest blog here