Health Technologist and Technician Careers

Health Technologist and Technician CareersHealth Technologist and Technician CareersThose who want to work in the health field as health technologists and technicians have a variety of careers from which to choose. The occupations listed here all have very positive outlooks for the coming years. Learn about each of these career choices. Athletic Trainer Athletic trainers treat athletes and other individuals who have sustained injuries. They also teach people how to prevent them. They perform their job under the supervision of physicians. One must earn at least a bachelors degree to be an athletic trainer but the majority of people in this career have a masters degree. Forty-seven states require a license in order to practice. Athletic trainers earned a median annual salary of $41,340 in 2009. Dental Hygienist Dental hygienists provide preventative dental care and teach patients how to maintain good oral health. They usually work under dentists supervision. To work as a dental hygienist one must graduate from an accredited dental hygiene school, earning, most commonly, an associate degree. Dental hygienists, in 2009, earned a median annual salary of $67,340. EMT and Paramedic EMTs and paramedics administer on-site emergency care to ill or injured people. There are three levels of training for those who want to work in this field EMT-Basic, EMT-Intermediate, and Paramedic. To work as an EMT or paramedic one must be licensed. Paramedics earned a median annual salary of $30,000 in 2009. Lab Technician Lab technicians perform laboratory tests and procedures. They work under the supervision of a laboratory technologist or a laboratory manager. To work as a laboratory technician one must first earn an associate degree. Laboratory technicians are required by some states to be licensed. zentralwert annual earnings of laboratory technicians were $36,030 in 2009. Lab Technologist Lab technologists perform complex tests that help other medical professio nals, such as physicians, detect, diagnose and treat disease. Aspiring laboratory technologists should earn a bachelors degree with a major in medical technology or one of the life sciences. Some states require laboratory technologists to be licensed. Laboratory technologists earned median annual wages of $55,140 in 2009. Licensed Practical Nurse Licensed Practical nurses care for patients who are sick, injured, convalescing or disabled. To work as a licensed practical nurse one must attend a state-approved year-long training program. After completion of a formal training program, an aspiring licensed practical nurse must pass the National Council Licensure Examination or NCLEX-PN. Median annual earnings oflicensed practical nurses were $39,820 in 2009. Nuclear Medicine Technologist Nuclear medicine technologists prepare and administer radiopharmaceuticals, radioactive drugs, to patients in order to treat or diagnose diseases. To become a nuclear medicine technologist one mu st complete a nuclear medicine technology program that can range from one to four yours. A license to practice is required in about half of all states in the U.S. and voluntary certification is also available. Nuclear medicine technologists earned a median annual salary of $67,910 in 2009. Pharmacy Technician Pharmacy technicians assist pharmacists with the preparation of prescription medications for customers. Their duties vary depending on the state in which they work. Pharmacy technicians have no formal training requirements but those who have received formal training are more desirable to employers. Pharmacy technicians earned a median annual salary of $28,070 in 2009. Radiologic Technologist and Technician Radiologic technologists and technicians perform diagnostic imaging examinations using x-rays, computed tomography (CT), magnetic resonance imaging (MRI) and mammography. Radiologic Technicians perform x-rays while radiologic technologists perform CT scans, MRIs, and mammography. Aspiring radiologic technologists or technicians must receive formal training in radiography. This training leads most often to an associate degree. Median annual earnings of radiologic technologists and technicians were $53,240 in 2009. Surgical Technologist Surgical technologists assist in surgery, working under the supervision of surgeons and registered nurses. One who wants to be a surgical technologist must complete a nine to 12-month formal training program. Surgical technologists earned an annual median salary of $39,400 in 2009. Ultrasound Technician Ultrasound technicians operate special equipment that uses sound waves to help diagnose patients ailments. Those who want to work as ultrasound technicians must attend a formal training program, earning either an associate or bachelors degree. Ultrasound technicians earned a median annual salary of $30,790 in 2009. Veterinary Technician and Technologist Veterinary technicians and technologists assist vet erinarians by conducting clinical and laboratory procedures in private clinics and animal hospitals. Some work in research facilities. To become a veterinary technician one must attend an accredited, two-year veterinary technology program at a community college. This will usually result in earning an associates degrees. Aspiring veterinary technologists must earn a bachelors degree by completing a four-year program. Veterinary technicians and technologists earned an annual median salary of $29,280 in 2009. SourcesBureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2010-11 EditionEmployment and Training Administration, U.S. Department of Labor, O*NET Online. Comparing Health Technology Careers Minimum EducationLicenseMedian SalaryAthletic TrainerBachelorsRequired in 47 states$41,340Dental HygienistAssociateRequired$67,340EMT and ParamedicSpecialized trainingRequired$30,000Lab TechnicianAssociateRequired by some states$36,030Lab TechnologistBachelo rsRequired by some states$55,140Licensed Practical NurseOne-year training programNational licensure exam$39,820Nuclear Medicine TechnologistSpecialized training lasting 1-4 yearsRequired in about half of all states$67,910Pharmacy TechnicianNo formal trainingRegistration with state board of pharmacy required in most states$28,070Radiologic Technologist and TechnicianSpecialized training resulting in an associate degreeRequired by most states$53,240Surgical Technologist9-12 month training programnone$39,400Ultrasound TechnicianAssociatenone$30,790Veterinary TechnicianSpecialized training for 2 yearsnone$29,280Veterinary TechnologistBachelorsnone$29,280

The 10 commandments of salary negotiation

The 10 commandments of salary negotiationThe 10 commandments of salary negotiationLive by these laws of salary negotiation to increase your career earnings.Youve created an inspiring resume, used every job-search tactic in the book and aced your second and third interviews. By the time an offer is finally presented, chances are good that youre worn out, and hungry to accept whats on the table and begin your new role.But not so fastThis is a crucial point in the interview process, when its appropriate and expected to negotiate your salary. According to Salary.com, about 80 percent of organizations expect negotiations and leave themselves some wiggle room when presenting a salary offer.By not properly negotiating your salary, you could be missing out on tens of thousands of dollars over the course of your career.For that reason, salary expert Jack Chapman created the article series, The 10 Commandments of Salary Negotiation. Living by these rules during negotiations is sure to land y ou the salary you deserve. Thou shalt not speak too soon Answering the salary expectation question right might be the wrong answer. Thou shalt not regret salary disclosure Just because they know your current salary or salary expectations doesnt mean you cant negotiate for a fair market value. Let the employer make the first salary offer They will want you to reveal your salary history, but hold fast, and win the job offer before you establish your salary negotiation. Thou shalt not agree Saying OK or yes to the first salary offer can leave thousands of dollars on the table. Know how much money youre worth Ask yourself, What range would the company have to pay to find someone like me? Thou shalt covet thine own benefits and perks Many compensation packages can be increased by negotiating for benefits. This is the job thou coveteth In some types of negotiations, purchasing a car for instance, playing it cool pays off. Not in a salary negotiation. Thou shalt not worry about earthly eco nomy Should you negotiate at all when the economy is slow and companies are feeling the pinch? Thou shalt not take the anthroponym of thy salary in vain When you survey the salary landscape, seek the highest common ground. Honor thy wealth and prosperity If youre not at least a little embarrassed by the size of your first proposal for compensation, youre not negotiating right.Jack Chapmans book, Negotiating Your Salary How to Make $1,000 a Minute,has been used by over 150,000 individuals to increase their salary. Find info and strategies to boost your salary online.

Cost-of-Living Adjustment (COLA)

Cost-of-Living Adjustment (COLA)Cost-of-Living Adjustment (COLA)A cost-of-living adjustment (COLA) is an increase in salary or annuity usually based on an objective measure that estimates how much additional money a typical person or household needs to maintain their standard of living. Inflation acts against the buying power of every dollar. The prices for goods and services increase over time, so a stable income devalues over time. A COLA works against inflation to maintain the salary or annuitys buying power. Not Merit-Based Raises They are almost always applied across an organization or population of annuitants. Notable exceptions would be companies with workers spread across the US or the world. In those cases, a company would consider COLAs that vary by geographic region. They that are not based on an objective measure are doomed either to be inadequate to maintain buying power or to be unnecessarily high therefore, it would be somewhat of a misnomer to call those raises CO LAs. The most common objective measure used to determine the amount of a COLA is the consumer price index for urban wage earners and clerical workers (CPI-W). The US Social Security Administration is required by law to use the CPI-W to calculate their annual COLAs to their annuitants. The CPI-W is calculated by the US Bureau of Labor Statistics. US Government COLAs COLAs for federal workers must be authorized by law. COLAs for civilian employees and military employees are considered separately by Congress. When one of behauptung two groups receives a COLA, the other group immediately begins lobbying Congress to provide the same COLA for them. At times the COLAs are not the same for both groups, and this can lead to widespread employee dissatisfaction. COLAs may also be given to federal retirees under the Federal Employees Retirement System or Civil Service Retirement System. Private Sector Businesses in the US are not required to provide their workers with COLAs however, man y do. Employment market forces work quickly against employers who do not maintain their employees salaries. Sometimes union contracts have cost of living adjustments built into them. Union leaders push for absolute numbers in negotiations, so they have guaranteed wage increases. While management has an incentive to know precisely how much money will be paid in wages each year, a COLA based on objective criteria ensures that management will not overpay for automatic wage increases.

This simple hack will help with your holiday blues

This simple hack will help with your holiday bluesThis simple hack will help with your holiday bluesEven though the holidays are a magical time of year they can also be a very hard time for many people. People who already have symptoms of depression feel them even mora palpable during the holidays as well as people who experience anxiety and isolation regularly.All of these emotional struggles are amplified during the holidays as according to the National Mental Health Association, fatigue, financial limitations, missing loved ones and family tensions all contribute to this.Of course, there is no easy cure for these intense feelings but there is something that will make you feel better and it has science to support it (and no it doesnt include eating a tub of icing while watching Hallmark movies on repeat.)According to a report published inBMC Public Healththat reviewed 40 studies from the past 20 years, volunteering can boost your happiness. Volunteering was found to help lower depr ession and give you a higher sense of life satisfaction and happiness.Volunteering can even help you live longer One study out of Carnegie Mellon found that it was associated with a 22% reduction in death risk. It looked at adults over 50 who volunteered and found that those who did for 200 or more hours a year were less likely to develop high blood pressureand more likely to enjoy psychological wellbeing.It has also been proven to help you feel more socially connected, create changes in your thought patterns.

The key to talent acquisition Job training programs for hidden talent

The key to talent acquisition Job training programs for hidden talentThe key to talent acquisition Job training programs for hidden talentWith the tightest labor market the United States has seen in 50 years, and the average cost inflicted on employers for long-term job vacancies at more than $800,000 a year, HR departments are jostling for qualified candidates to meet labor requirements. But a persistent skills gap and an unemployment rate hovering near 3% is hitting businesses large and small.Job openings have outnumbered Americans seeking work for the 13th straight month there are 1.28 million more available jobs than unemployed people. Employers looking to fill open roles are in a bind. To fill vacancies maiming productivity, they need to find training programs that divert from traditional hiring pools.These are three key aspects to look for when choosing a new talent acquisition program for your company.Jump into new hiring poolsIf your company is struggling to fill vacancies , it is time to shake up where you are looking for talent. Look beyond individuals from top colleges or those who fit the exact level of experience and education level you typically adhere to. In fact, many successful companies, like Apple and Google, no longer require employees to have college degrees at all. Journey towards individuals who arent a cookie-cutter fit or are otherwise overlooked, such as opportunity youth, military veterans, and their spouses. Find employees from the communities where your business has a presence.I founded a nonprofit, Workforce Opportunity Services (WOS), to help Corporate America find this hidden talent. Through partnerships with organizations seeking to diversify their workforce, WOS develops and nurture the skills of talent from underserved communities. The idea came from a student who took my tech management course at Columbia University. We started a program helping individuals in Harlem, where almost a third of households had incomes below the federal poverty level, find and maintain jobs. It was free, and we were successful in finding people leid just jobs, but careers. Research showed that the talent was there, they just needed the training, mentorship, and support, as well as self-confidence, to secure and hold onto their jobs.Clear the path to successReceiving more than just technical (hard-skills) training is imperative to success when comparing talent acquisition alternatives. Does the program remove barriers and clear the path to success for future employees? Those who go through the WOS program receive training in professionalism, business communications, and interpersonal skills. Employees need both hard and soft skills to succeed. They also receive health insurance and stipends as a part of the program. To invest in long-term success, our candidates must have their short-term financial needs met. To address this gap, WOS sometimes goes further to bridge the gaps of the economic divide. Weve paid for WiFi so can didates can complete training courses at home, childcare to ensure the individual can make it to work or class, transportation stipends and college tuition, enabling individuals to get their bachelor degrees.The cost of higher education has skyrocketed 213% in the past 30 years it has become so cost prohibitive that its a luxury most simply cannot afford. Americans with a bachelors degree earned less in real terms than in 1990, diminishing its perceived value. Pivot once again and go back to basics. Utilize workforce development organizations that pair potential employees with one-off courses or boot camps specific to a skill set. In seeking talent to fill vacant IT positions, power company PSEG enlisted WOS expertise to find and develop talent from underserved communities in New York City.The corporation and nonprofit are partnering with General Assembly to provide coding instruction, a $15,000 value per person, free of cost to nine individuals taking the course. Mohammad Khan, a 23-year-old from the Bronx, graduated from a high school with just an 18 percent graduation rate. He is now being trained to be an IT specialist for PSEG. Another participant, 24-year-old Amro Manaa, said his greatest barrier of entry to working in tech was the cost associated with learning to code.Absorb the riskCorporations are starved for good talent but they are resistant to risk. Every time a business replaces a salaried employee, it costs 6 to 9 months salary on average to replace them. They are hesitant to pour resources into a new employee they are unsure to be cut out for a corporate environment. That risk aversion to hiring out of the ordinary pool could be to the companys peril.A third-party training provider needs to first transform the talent to meet the needs of a potential employer and then absorb all of the risks of hiring a new employee, which can be accomplished by providing a trial period for each potential new hire. For the initial six to 12 months, the company i tself does not employ the employee, rather the training organization is the official employer. The training provider administers the benefits, i.e. health insurance, additional professional development opportunities, and organizes a case manager to alleviate any HR situations and provide mentorship support. At the end of the trial period, the corporation can choose to hire the candidate as a full-time employee.Hewlett-Packard (HP), one of the leading global software companies, started its partnership with WOS to recruit and train veterans for vacant IT roles. Upon the programs completion, all participants, including the attrition reserve, were hired on full-time, with a 100 percent retention rate by the end of the first year. This program saved the software company $150,000 in new hire expenses.Dr. Langer is the director of the Center for Technology Management at Columbia University and founder of Workforce Opportunity Services, a nonprofit committed to developing the skills of unta pped talent from underserved and veteran communities through partnerships with organizations dedicated to diversifying their workforce. Learn more at wforce.org.

The Number One Question You Must Ask for Resumes Education Section

The Number One Question You Must Ask for Resumes Education Section No matter which format you decide on, you will need to thoroughly plan which sections to include, which keywords should have top priority, your general design and fashion, and naturally, writing great narrative. The same holds for hyperlinks. Resume management software is used for all kinds of formats. There are some general guidelines for showcasing your experience and abilities on just a couple of pages of text. What You need to Do If you dont have any work experience, then you ought to stick to the identical format. Writing resume with the assistance of resume templates readily available on the web has become the most efficient method of writing resumes that ensure that youre using the correct format and correct information thats acceptable for the job youre applying for. How to Choose Resumes Education Section By the moment you finish reading, you should understand what you have to do to impress You never understand how a lot of people you could be interviewing with and you would like to be in a position to hand all of them a duplicate of your resume, you also need to write down the vital points of the interaction-they could be helpful with the next person you speak to. Adhering to the entire investigator resume writing tips will certainly help you in your attempt. Include certain examples of your own personal philosophy of teaching so the reader can actually see how you interact with your students though they havent visited a true class that you teach. You went back to school and took a lot of courses that are related to the tech market. You should incorporate education even when youre only partway finished with that. If youre just beginning, you might want to place a larger emphasis on education and internships. It is possible to remove specific specifics about your education section like GPA or attendance dates since you need to accumulate many interest towards your real life experience. You should tailor the education section of your resume to fulfill your circumstances, including whether you continue to be a student, how much work experience that you have, and what number of academic achievements youve got. A thorough education section is the meat of a university student resume, so make sure to dont brush over it. Detailing the duties you performed, however, is perhaps the most significant part the Work Experience Section. Saves Time whenever youre looking for a very good job, its always fantastic to have a separate resume for each job. There are a lot of standard forms of resumes used to make an application for job openings. The Work Experience Section is the region for detailing your prior employment info. Volunteer experience always appears great on a resume, especially in the auffhrung you dont have any other work experience. Include an objective whenever youre pursuing a particular job goal and when you know the specific title of the posi tion youre applying for. With all these applicants for an employer to select from, it is not enough that your resume matches the work description it has to grab their attention. Then, heres a list of the possible explanations for why you didnt land in the job. Locating a new job, making new resumes and going to many interviews may look like an incredibly daunting practice. On-line recruitment utilizes internet to produce the process easy. Resumes are inclined to be industry specific. The job involves a good deal of regular and is merely a terrific choice for those who have prior knowledge in grocery stores, because the tasks have been alike, although repayment is a bit greater. The candidates can watch the updates that created by recruitment companies throughout the access of resume management computer software. Hr manager has important job, recruitment procedure is among the job, which is lengthy procedure. Because most hiring managers only skim each resume for a couple of seconds, its vital your message becomes noticed quickly. There are some parts of information that are unquestionably important to any effective education section. You could also be worried you dont have sufficient substantial material to fill up a page. The education section isnt an exception. At the most fundamental level, a crystal clear education section demonstrates that youve got a fantastic background and the simple knowledge to be successful.

Spark a Conversation Video Interviewing During the Holidays - Spark Hire

Spark a Conversation Video Interviewing During the Holidays - Spark HireHere at Spark Hire, we want to help companies utilize the power of zugreifbar video to find the best candidates. We get a lot of questions from readers about best practices for using online video in the hiring process. These posts will address those questions about how to find your next superstar employee.Question What are some ways to use video interviewing this holiday season? -Sandra from Peoria Thank you for your question, Sandra. The holiday season is a particularly rough time for hiring since it is usually such a busy time. Many people go on vacation with their families or take time off in order to spend quality time with their families over the holidays. On top of that, for some companies the end of the year is the busiest and most hectic time of the year. Packed calendars are the norm and it can be very difficult to find the time to interview with job seekers that are semi-available. Plus, when some of yo ur coworkers are out of the office, it can be increasingly difficult to collaborate on a new hire.Thankfully, video interviews can lighten the load a bit and make interview scheduling much easier. When you decide to use video interviews as part of your screening and hiring process, the dilemma of finding the right time to meet with busy candidates is eased. With video interviews, job seekers never have to leave their home to meet with you. This is especially important during the busy holiday season and during the winter when weather may prevent top candidates from making it to your office. Instead of having candidates come into the office for a series of interviews, you can instead conduct the first interviews online through video interviews on Spark Hire. Then, once you have whittled the list of qualified candidates down to a few, they can come into the office for a final, in-person interview.By then you should have a wealth of information gathered on the candidates from your video interviews. You can learn whatever else you need to make a decision in the final meeting. This opens up scheduling and makes the hiring process during the holidays much easier. Furthermore, when you use one-way video interviews you dont even have to worry about scheduling conflicts. Rather than trying to find ample time to speak with candidates over the phone, you can send them a one-way video interview request.With one-way video interviews, you send candidates a series of questions you would likely ask in a phone interview. You set a deadline and the candidates have until then to record their answers to your questions with video. You wont have to worry about finding time in your schedule or theirs to connect and screen. Once you receive their answers, you can review them when you have the time. The best part is you can complete 10 one-way video interviews in the same time it takes to complete one phone interview (30 minutes).So if scheduling and time is a problem for you over the holidays, hire the smart way and start using video interviews in your hiring process. Happy HolidaysDo you have a question you need answered? Spark a conversation with the Spark Hire team by submitting your question to blog(at)sparkhire.com or in the comments below.