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Jeff Battinus

Jeff Battinus is a seasoned healthcare recruiter, holding nearly a decade of experience in nearly all facets of the healthcare recruitment. He has worked in the staffing industry, home infusion services, hospital, non-profit, biopharmaceuticals, and oncology services. He also works with the Coast Guard Auxiliary serving on its national staff in charge of recruitment for the International Affairs/Interpreter Corps and holds the office of National Branch Chief.

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Guerilla Warfare in Recruiting

by Jan 9, 2014, 5:29 am ET

Screen Shot 2014-01-02 at 3.27.53 PMThose of us who have been recruiters in the healthcare industry always find challenges competing with the big companies. When I was a more clinically focused recruiter in the home infusion industry, it was very frustrating. Every time I go to campus pharmacy recruiting events, there are always the huge displays from CVS and Target pharmacies, enticing the students with their lavish bobble-heads, squish balls, and overly inflated sign-on bonuses to join the wonderful world of retail pharmacy. All I had was a message of practicing a more advanced level of pharmacological science, and the ability to make admixtures that would directly save someone’s life the day you mix it.

Then I started thinking about how I could slay Goliath, how I could beat the Big Dawgs to capture the best and brightest candidates, without having to compete with those huge retail sign-on bonuses, and beautiful bobbleheads they gave out at the campus events. (For full disclosure, I did take one home. C’mon, it’s a bobble head, how could I resist).

So, I benchmarked guerilla tactics. keep reading…

Attitude vs. Aptitude — Why There Are No Excuses in Recruiting

by Nov 12, 2013, 5:59 am ET

I have always told my hiring managers that there is no such thing as a position that cannot be filled. This is a bold statement, and many of my newer hiring managers or hiring managers who are new to working with me are taken back by this statement. Some find it to be over confident, even arrogant at times.

My belief is that as a recruiter, as long as you truly understand the business and hiring manager needs, you will be able to effectively manage unrealistic expectations, narrow focuses, and that you as a recruiter are completely capable of coaching and mentoring your client to accurately affect their ability to truly understand their core recruiting needs. keep reading…

Don’t Call Me Candidate! I Am Your Client

by Nov 1, 2013, 4:45 am ET

Being a recruiter, I am constantly engaging candidates: passive, active, willing, unwilling, able and unable, viable and non-viable. These “candidates” for various positions are as varied in their personalities as they are in their professional backgrounds. Working in healthcare, something I learned early in my career was that if at the end of any interview, I was on the fence regarding a specific candidate’s skill set, I ask myself a simple question.

“Would I trust this person caring for a sick relative?”

If the answer is no, they don’t advance regardless of the scarcity of their skill in the market. This has served me very well in my career, has served the companies I have worked with, and most of all has served the patients they will ultimately impact either directly or indirectly. I have found in my nearly decade of recruiting, that it is the best way for me to end my filter if there was any shred of doubt.

Lately I have identified another tool. I call this “Don’t call me candidate.” At the beginning of each interview, I remind myself that this person is not just an applicant for a job. This is a person; a professional, a mother, a father, and above all a client. “A client?” you ask? Yes, this person is my client above all. They have the unique potential to make or break my career and reputation, enhance, or diminish the culture of a department within my company, and most importantly impact a patient’s life either directly or indirectly. I remind myself that this human being’s unique skills and attributes hold importance, and has the potential to change the world.

By reminding myself at the beginning of each interview that this person is a client of mine, and someone I am here to serve, it allows me to remove my preconceived ideas about them, and allows me a moment of clarity in my review of their fit for my company and my patients, and is ultimately someone who can make a lasting positive impact to the people they serve.

Contact Every Candidate

by Nov 26, 2012, 5:14 am ET

Every person, every candidate, and every applicant has value. I have yet to meet a single person in my career who does not have within them an intrinsic value or skill that offers benefits.

Although the majority of candidates may not be the right fit for a role for a multitude of reasons, they should still be contacted. I prefer to give a personal call to all candidates I engage, explain who we are and what we do, and more so why we do it. This is not realistic to do via a phone call or personalized email in all cases, and I understand this, but wouldn’t it be nice if you could?  keep reading…

Stop Killing My Passive Candidate!

by Oct 31, 2012, 5:56 am ET

My philosophy is that the best candidate is the one who is not, and does not need to look for a position. I am finding that in the past 12 months, there are fewer and fewer candidates who are not in the market for a position. People are more willing to speak with a recruiter, there are fewer objections I need to overcome, and it has been easier to reach people. I am sure I am not alone, and that these previously “passive candidates” are also speaking to the other recruiters reaching out to them. The data supports this; the recent Careerbuilder 2012 Candidate Behavior Guide showed that 74% of currently employed individuals are looking for a position in one form or another.

There are a few reasons for this: keep reading…

Recipe to Find That Purple Squirrel

by Oct 4, 2012, 10:17 am ET
  • 1 cup attitude
  • A  tablespoon of hope
  • 1 pinch of luck

Let me start with a short story on luck, and what I feel it truly is.

I had a coach in high school, who always said “luck is when preparation meets opportunity.” At the time it meant nothing to me; however, as I progressed through life it became my definition of what “luck” really is. I found that if you do the right things, be persistent, and prepare, good things tend to happen. People who are lucky are just that. They put themselves in positions that produce positive results.

Recruiting is no different, if you have a positive attitude, hope that tomorrow will be a better day, and know that you are preparing to create your luck for tomorrow, you will find that Purple Squirrel. I am a firm believer that I can fill any position, in any geography, in any industry. I feel this is a self-fulfilling prophesy. Furthermore, another self-fulfilling prophesy is when someone believes that they “can’t.” This goes for everything in life, not just recruitment.

Integrating Recruitment Into Every Facet of Your Life

by Oct 2, 2012, 2:25 am ET

I have been a recruiter for nearly a decade now. Being a recruiter is not for everybody; however, for me it is a way of life. I truly enjoy it, and finding this pure enjoyment in what I do professionally has made what seems like a difficult profession to most become relatively seamless to me.

Don’t get me wrong — I have my days. There are the standard frustrations, ups and downs, and the things that happen that make me take a step back and say “ the candidate did what!?” We are dealing with human capital, the most volatile and important resource known to man, and there is a certain degree of absurdity you need to work within from time to time.

I was doing some reflection the other day, as to why things seem to just come together for me so often with passive candidates, hiring managers, and other areas within recruitment, and I found one simple trend. keep reading…