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Mr. Robert Slykhuis, President & CEO, Bizerba North America Interviewed by Cherie Shepard, Direct Recruiters
Cherie Shepard, Director of Packaging, Material Handling & Food Processing at Direct Recruiters interviews Robert Slykhuis, President and CEO of Bizerba North America. Mr. Slykhuis discusses his career in food processing, the industry, innovative products, leadership, and more.
You are quite accomplished. Please tell us about yourself and what attracted you to a career in the food processing industry?
I don’t think anyone really grows up hoping they can have a career in the food processing industry. In fact, most of us find our way into an industry like this based on situations that present themselves
, which is what happened to me. In my early career I had opportunities in capital equipment businesses, which happened to be food processing focused, and I quickly found it to be an industry I could be successful in.
Bizerba is known for having a 150-year history of innovation. Please mention the most innovative products recently launched.
For generations, Bizerba has led through revolutionary changes in weighing, slicing and labeling. As an innovator in PC based scales and Weigh Price Labeling, we lead the market. The most recent innovations are really centered around our software solutions. With the focus on OEE, we have developed our remote management and service of equipment to the next level. Instead of just reacting to equipment downtime, we are now able to monitor and proactively service our equipment in real time and provide our customers with solutions that can really save them time and money.
What do you believe are the most important traits of a leader in today’s business world?
I am fortunate to work with a management team which shares many of the traits I feel are important to be successful. Being customer centric is a must, and while many leaders talk about putting the customer first, it really means satisfying customers at all costs. A passion for winning is in our DNA and is still the biggest motivator to get me out of bed every day. And finally, in the words of one of my managers, “when did patience become a virtue?” Being demanding and always wanting to achieve more is a necessity.
What do you think is the industry’s greatest challenge?
This is an easy one; lack of young talent. I look around the industry, our company included, and see way too many people my age. The challenge of recruiting talented, dedicated, technically qualified people, with a passion to work in our industry is of great concern.
We are facing a leadership shortage in the US and globally. What steps have you taken at Bizerba to develop future leaders?
Because of our rapid growth, we relied mainly on recruitment and mentoring to develop our managers. We are now actively engaging in more formal leadership training throughout the company to identify and advance more people from within. This is a worldwide project and is also meant to link opportunities for growth across the world.
How is the food processing equipment segment poised for growth in the US and on a global scale in 2017 and beyond?
For many years we have seen a high level of automation in Germany and this has been the basis for much of our product development in our home market. More and more we are seeing this requirement in all of our markets with companies seeking better solutions which will deliver cost savings through information and automation.
What is the biggest challenge on your plate right now?
We have grown rapidly in turnover and personnel in the past few years making it increasingly difficult to be as hands on as I used to be. While I have a great team, I still get most of my satisfaction being in front of customers and at their sites rather than being in one of my offices. Despite logging well over 100,000 miles every year I always feel like I should be more places than I can get to.
As a former Regional Sales Manager, what is your best advice to up and coming sales professionals? What does it take to succeed?
When I accepted my first territory sales job I had to look on a map to see exactly where I was moving to. When promoted to a Regional Sales Manager position I had no idea what I was in for and was tasked with managing some people almost twice my age. For every opportunity that arises which can lead to further promotion, don’t hesitate or overthink details. If you aren’t moving forward you are falling behind.
What events and tradeshows will Bizerba attend in 2017?
2017 is a big year for us overseas as two of the biggest shows which occur every three years are coming up. Euroshop and Interpack will be heavily attended by customers around the world but we are seeing a marked increase in participation from North America. Besides that, we will attend many tradeshows in North America this year including – IPPE, NRF, Expo Carnes, Promat, NRA, Process Expo and Packexpo.
Cherie Shepard
Director of Packaging, Material Handling & Food Processing
Direct Recruiters, Inc.
440-996-0582
cshepard@directrecruiters.com
Norm Volsky Interviews Shane Waslaski, CEO of Intelligent InSites
Norm Volsky, Director of Mobile HIT at Direct Recruiters, Inc. recently interviewed Shane Waslaski, CEO of Intelligent InSites. Intelligent InSites software creates a visual workplace that improves patient flow and operational efficiency using RTLS location-based intelligence. Mr. Waslaski shared insights on his career, the healthcare industry, advice for healthcare professionals, and much more.
Please tell us about yourself and what attracted you to a career in operational leadership within healthcare delivery organizations?
In all my work I have always been most drawn to healthcare operations because, for me, it represents a unique intersection where we touch the life of the patient through the qualitative facets of care delivery. It is also an industry in which you are assured of being impacted by your own work in some fashion because you, a family member or a friend will be a patient and you will experience the industry for yourself. That is not true of many industries. My technical side is drawn to the detail, the complexity, and the dynamic nature of healthcare while my nurturing side is satisfied by knowing that my work will have a lasting positive impact on the safety, effectiveness, and efficiency of healthcare. Because I am not a nurse or a physician, my hands will not be directly involved in patient healing activities, but I am privileged to be deeply engaged in shaping how patients experience their care and through the environments in which caregivers do their work.
Please talk about the importance of operational intelligence for healthcare and how it improves patient care.
In so many ways , and through the hands of so many – caregivers, patients, lab results, medications, equipment, supplies, exam rooms and transporters – many details must come together at the sharpest points of care to drive quality outcomes and experiences. Patients know it when they experience it and, as patients, we all desire this symphony of parts to come together for us in a positive way.
In so many health systems, leaders lack a comprehensive view of their operations. They can’t see process bottlenecks until it is too late to prevent the inevitable delays and frustration they produce. Every moment nurses and providers spend looking for equipment, supplies or each other takes away time from patient care. And we know through so many studies that caregiver time with patients already has been greatly reduced due to increasing administrative burdens. With visibility into operations, health systems can improve safety and process efficiency so that all the resources and people more easily come together to produce a positive patient experience.
Earlier this year, you spoke at MobCon Digital Health Conference. Can you provide a brief overview of your topic?
I love hearing how pattern identification and predictive modeling are making amazing advances in diagnostic and healing technologies possible. But, we still find nurses and providers being interrupted in the delivery of care to write things down or most often to type at a keyboard in order to capture timestamps and other data required to measure performance. At MobCon – and at every other opportunity I’m given – I hope to re-inspire in the audience the belief that we are long overdue to insist on systems that are designed so that far more data is automatically collected, particularly operational workflow information. I shared examples of how this is already happening in healthcare in facilities where real-time operational intelligence systems are being used. I shared the significant results we’re seeing, like 25% reductions in clinic patient cycle times and how we are able to standardize procedures and care protocols to give a typical clinic 3,000 more care minutes back per week. That’s 15 more patients a day, and with 251 work days in 2016, that’s 3,765 more patient visits. It matters and these systems are so effective at bringing change where some of the most challenging operational work needs to be tackled.
Who do you consider as the most innovative healthcare leaders of today?
Nurses. I consistently find nurses are among the most innovative thinkers and in the most challenging circumstances, the caregivers who always find some way to take the best care of the patient. They are forever under pressure and a critical line of defense when it comes to patient safety. All of this while being healer and comforter, and they are crucial to the overall patient experience. Nurses are a source of both innovation and inspiration for me and this team.
What do you believe are the most important traits of a leader in today’s business world? Are we truly facing a leadership shortage in the US and on a global level?
Honesty, tenacity, and courage. If we are facing a shortage, we need look no further than a mirror to find those of us responsible to being certain that is not the case. We work hard to ensure that within our own organization every individual has both the opportunity and understands their obligation to lead. Our strongest leaders are always honest, they never give up and they repeatedly show courage in their conversations and their approach to innovating. I have the highest respect for individuals who consistently do so.
On your LinkedIn page, your “Influencers” are Jeff Haden, Ghostwriter, Eric Ries, CEO at Long-Term Stock Exchange, Tim O’Reilly, Founder & CEO of O’Reilly Media, and Jack Welch, former CEO of GE and current Executive Chairman for The Jack Welch Management Institute. Can you tell us how they influence you and why you admire them?
There are a number of others such as Kotter and Porter I would certainly add but have not taken the time to do so, but at some point these individuals and others have influenced me. Jack Welch for his track record and his teachings on the idea that you must change before you are forced to change and his passion about the importance of our responsibility as leaders to grow others. Tim O’Reilly serves as a reminder to me in the software industry that the data we liberate to the customer must be far more valuable than the data we capture. This has been the repeated error of the software industry and I am resolved to be certain we are providing exponentially greater value in the data we reveal than just our ability to collect it. Jeff Haden is someone who believes in effort and action and, like Welch, the obligation we have to help others grow as a way to pay forward the investment someone made in us. I find value in those who have gone before me and are salient writers and thinkers on how we can leave the wood pile higher than we found it.
What is the biggest challenge on your plate right now?
Aside from the ongoing challenge of recruiting experienced services, software and data science professionals, my greatest focus is on helping healthcare leaders fully understand what it takes to change – to truly transform. Leaders know they need to take significant cost out of their operations. They know they need to transform the experience – both for patients and staff. But for so long in healthcare, operational change has happened incrementally, at glacial pace. Frankly, that is so far below the kind of wholesale change needed. Driving this kind of change doesn’t happen with an initiative run as a side operation. To get there takes a tenacious and aligned strategic change aptitude across the entire organization. And that is daunting in any environment – because it’s not a core strength in our industry. Customers who are seeing the most transformational results have operational excellence goals tightly woven into multiple levels of their organizational plans. They are aligning, empowering, recognizing and rewarding change teams across their organizations. And then they are collaborating to rapidly raise skillsets in analytics and location-based operations. They also are partnering with full-service solution providers who bring together all the elements needed for transformation, including the technology, the tools, business process engineering, change management, and program management.
What is your best advice to up and coming healthcare technology professionals? What does it take to succeed?
The single most important thing that healthcare technology professionals can do is become deeply immersed in the realities and pain points of leaders, decision-makers, caregivers and technicians across healthcare. When you find these pain points, you know, because most everyone around you will be running in a direction away from them. You must be close enough to understand the challenges and skilled in asking questions that penetrate to root-level causation. Then, and only then, can we create new, transformational approaches. We can’t simply ask “what do we need to change?”, “we need to understand why?” This is key to the most pressing challenges that remain in healthcare operations and it is the key to Leans’ 5th “S” – Sustainment.
What events and tradeshows will Intelligent InSites attend in 2017?
Intelligent InSites will be at HIMSS17 in Orlando. In addition, we showcase our solution and case studies at targeted industry events throughout the year, including regional HIMSS chapter meetings, conferences focused on sub-markets we serve, such as urgent care and orthopedic clinics, and various association meetings. Our marketing team announces where we’ll be on our website and on social media.
What healthcare software trends do you see for 2017?
The focus on efficiency in healthcare workflow. Time saving, care enhancing solutions that automate specific functions for specific providers such as ensuring most of the data that’s needed to capture timestamps and other process-related markers is captured automatically. Where automation cannot be embedded and achieved, there will be a focus on usability of systems, including liberating providers and nurses from the keyboard. Finally, a shift away from silos and more focus on integrating systems to drive greater value to all of them, such as connecting nurse call, bed management, real-time patient flow apps and metrics view boards, EHRs, billing systems and even building management systems.
How has current legislation and the recent presidential election impacted hospital decisions?
There is so much being said about this already that I don’t feel the need to pile on, except to say that my hope is we avoid speculation paralysis. At times when there are many unknowns over which we have no control, it is best to turn our focus to the things we can control. I can think of no greater opportunity than removing waste from our operational processes in healthcare, while also transforming the patient experience. No matter what happens in the halls of Congress, we know we need to reduce costs. The great news is we know we can do so, and dramatically. Where we can be of assistance to our lawmakers and leaders, we stand ready to help.
Currently, the healthcare industry is experiencing a lot of challenges. What do you think is the industry’s greatest challenge?
Costs are out of control, many of our doctors and nurses are losing hope and retiring and not as many young people are joining the profession, all while more consumers enter the system bringing higher expectations of convenient, personalized service. And so, we have come to the time where we have no choice but to transform. In this way, I see our greatest challenge as our greatest motivator. We know what we can accomplish when we turn our intellect and attention to it. Advances in diagnostic and surgical technologies, medicines and therapies have improved the health and well-being of so many in so many amazing ways. Now, we need to turn our intellect and focus on transforming our operations.
How has your B.S. degree in Zoology and Biochemistry prepared you for your profession in healthcare operational excellence?
Understanding the inner-workings of organisms at the cellular and group levels, including relationships among them and how they’ll react under different conditions, has been incredibly useful. Without knowing it at the time, I chose a field of study that blends both data analysis, behavioral science, and dynamic mechanics and these have been amazing foundations for approaching large, complex problems like complex patient flows. Complex problems are a collection of many mixed up and less complex problems. It is our challenge to unravel the pieces and solve those that can be solved instead of being overwhelmed by what looks like one massive unsolvable challenge.
Norm Volsky
Director of Mobile HIT
Direct Recruiters, Inc.
440-996-0059
nvolsky@directrecruiters.com
Working Remotely Has Advantages & Disadvantages…Is it Right for You?
In 2015, it was estimated that almost 45% of US employees worked remotely, mostly from home. By 2020, it is estimated that about 50% of the workforce will be working remotely. Cloud services, mobile platforms and videoconferencing have made remote work possible and very acceptable to both employees and employers.
Many industries are making it known that they are friendly to telecommuting including IT, HR/Recruiting, Education, Accounting, Health, Law, Marketing, Nonprofit, News/Media, Sports, and Travel. In addition, the site FlexJobs.com was created to help those seeking telecommuting opportunities connect with companies and jobs that offer remote work, flexible schedules, part-time hours and freelance assignments.
However, with everything, there are pros and cons. So before you make the change from working in an office to working at home or from another location, you might want to first consider these advantages and disadvantages:
Advantages
Work from anywhere and anytime. No longer are you limited by a geographic location or a clock. Thanks to telecommuting, employees are now able to work from pretty much anywhere at any time of day. The traditional 9-5 working day no longer applies.
No daily commute. Most people don’t enjoy their daily trek into an office. Working remote allows you to avoid a lengthy commute by car, train, or bus which enables you to start your workday earlier and calmer.
Flexibility. You would be in charge of your own schedule and possibly more efficient. Working from home and the flexibility it offers, may also suit your family life. You would have the freedom to run errands, take the kids to school, attend school or sports functions, etc. as long as you get the job done and meet any pre-established deadlines.
Less costly. Working from a remote location or from home, means you save money on transportation costs, eating lunch out, and purchasing a business wardrobe. Unless you do video conferencing, you can wear informal clothes and no longer need to budget for that work wardrobe.
Better health. Remote workers say they have more time to incorporate physical exercise into their day. In addition, they are not exposed to sick co-workers. On the flip side, if you’re the sick person, staying home allows you to take care of yourself while still being productive.
Less interruptions. Working remotely allows you to focus on the job at hand without the distractions of socializing and office chatter. You have the ability to get into the zone and buckle down to complete your assignment.
Disadvantages
Need for high self-discipline. It takes a lot of dedication and self-control to work at home and not succumb to distractions. It’s easy to lose motivation and focus which are pitfalls to your success. Therefore, it’s important to be intentional about how you’re using your time. You need to structure your environment in such a way that keeps you engaged.
Lack of workplace social life. You can easily interact with co-workers and clients via technology but it’s not the same as face-to-face meetings, lunching together or just everyday banter. Remote workers often feel isolated. To counteract isolation, try going into the office now and then or schedule lunch dates with bosses and colleagues.
Overlooked for promotions. There’s a danger of being overlooked for promotions or career development opportunities when working remotely. Those visible employees in the office who are aggressively campaigning for the position will probably have the edge. You can try and counter with regular visits to the office and open lines of communication. You need to express your interest in the upward mobility you want.
Total dependency on technology. As a remote worker, you have to rely on email, smart phones, laptop, etc. to stay in contact with the office and clients. You are totally dependent on the right technology to be in business. It’s also up to you to keep up with technology that evolves so rapidly.
Blurred lines. You would think that working remote would allow you to enjoy more of a work/life balance but actually it doesn’t. When you don’t have a clear separation of workplace and home space, they can blend together. You might not be able to just switch-off from work and find yourself constantly checking your smart phone and emails.
There’s no doubt that remote work is on the rise. It’s easier than ever to stay connected in our era of email and smart phones and many employees believe it increases their quality of life.
Please let us know if you work remotely and if there are any other advantages or disadvantages than listed. You may comment below.
Pack Expo 2016 Recap
November 15, 2016
By David Peterson, Managing Partner of Plastics and Flexible Packaging
Last week I attended Pack Expo International at McCormick Place in Chicago with multiple team members from DRI. Pack Expo is the world’s largest processing and packaging show with over 45,000 attendees. With the recent World Series matchup of the Indians and the Cubs, I of course represented Cleveland by wearing my Tribe gear to the show. I was warmly welcomed with some banter by the people of Chicago, which was a great ice breaker for networking. Aside from that, I noticed new trends happening at the show, great companies, and innovative new technologies.
I have gone to several Pack Expo shows as an attendee, and this year I noticed the show seemed to be the busiest Monday through late Tuesday afternoon, with a good vibe and energy among the exhibit hall. One trend I am continuing to see is that companies no longer have business cards on display at their booths. While I would prefer to have the opportunity to exchange business cards, this could be a method to encourage more verbal communication at the booths.
Another great trend I noticed at Pack Expo for the entire industry is the collaboration between SPE and SPI. Together, they have created a new membership program that allows professionals belonging to SPI’s Brand Owners Council premium SPE memberships. This will offer a great opportunity for brand owners in the industry to have access to a network of plastics industry experts and the newest machinery and innovations across the market.
SPE
The Society of Plastics Engineers was founded in 1942 and is the largest plastics professional society in the world. It is a great source for networking, training, and information for plastics professionals around the globe.
http://www.4spe.org/membership/
SPI
The Plastics Industry Trade Association represents and promotes growth over all segments of the U.S. plastics industry. SPI works to strengthen global competitiveness, improve productivity, and pursue zero waste strategies.
http://www.plasticsindustry.org/
In addition to the busy flow of attendees at the show, the floor of the exhibit hall is also always buzzing with machinery companies showcasing their impressive equipment. With over 21,000 exhibiting companies at Pack Expo, I was interested in companies concentrating on the continued growth of flexible packaging and machinery in terms of innovation. Two of those innovative companies who I felt were noteworthy at Pack Expo included Sidel and Clear Lam.
Sidel
Sidel is a leading global provider of PET solutions for Liquid packaging, known for helping to package beverages enjoyed by millions around the world every day. With advancing technology, Sidel continues to innovate and offer products and services to meet consumer needs.
http://www.sidel.com/
Clear Lam
As a developer and manufacturer of innovative flexible and rigid packaging materials, Clear Lam focuses on developing technologies that lower the impact on the environment. Clear Lam develops Flexible Films, Forming Films, and CL Polymers for multiple markets.
http://www.clearlam.com/
With the multitude of innovative technologies, and networking opportunities, Pack Expo 2016 was a great event to attend. If you were at the show and would like to share what or who you were impressed with, please comment or contact me!
Interview With Glenn Proctor, VP of Software Development at Eagle Genomics
Direct Recruiters, Inc. had the opportunity to interview Glenn Proctor, VP of Software Development at Eagle Genomics, a software and services company in the field of genomic data and bioinformatics analysis. Mr. Proctor shared insights on the Life Science industry, his career, and his point of view on recruiting top industry talent.
Please tell us about yourself and Eagle Genomics.
I’ve been involved with software for my entire career; initially during my PhD where I wrote software to compare the surfaces of protein molecules, then as a developer in areas as diverse as artificial life, computer games and mobile phone network planning. For the last decade or so, I’ve been focused on genomics, initially at the European Bioinformatics Institute, and now Eagle for the last 5 years. At Eagle, we develop solutions for customers who use scientific data particularly genomics. I’m lead of the team who delivers all of our software and services to our customers.
What is the most challenging aspect of your position as VP of Software Development?
Finding, attracting and retaining great people. The life science industry is changing fast, and there are lots of opportunities for a company like Eagle to grow and be successful. When people talk about “growing companies,” it’s important to remember that growth mostly means bringing in new people. If you don’t do that, the company doesn’t really grow. In terms of recruitment, it’s a competitive market and companies really have to work to get the best people.
With extensive experience in software, what made you gear your career towards Genomics IT and Biotechnology?
Like all things in life, a mixture of personal interest, skill and luck! I’ve always wanted to work in an industry where I could make a positive difference to people’s lives in some way, and working in this industry gives me that. Very early on, after a few … “mishaps” in wet labs, I decided that computers and software were where my talents and interest lay, so that’s the route I chose. I have had the privilege of working at a number of institutions that have really helped my career, but mainly it’s been the people I’ve met and worked with along the way that have given me the motivation, ability and opportunities to develop.
What interesting new projects are you currently working on?
Our newest product, eaglediscover, won Best of Show at this year’s BioIT World in Boston. It’s getting a lot of interest from customers and is developing fast. In a separate project we’ve been working on with an established customer, the client recently ramped up the amount of data they pass through the analysis pipeline which we developed for them, and it’s just passed the milestone of a billion sequences processed per week. It’s going to keep growing; Dealing with data and analyses on this scale is challenging but very exciting.
What advice would you give to up and coming talent in the Life Sciences industry?
Be curious. Learn a bit about lots of different areas; if you specialize too early, you’ll end up in a niche that will limit your options. Most of all, accept that change happens all the time, and the pace of change is increasing. That means you’ll need to keep learning for your entire career. If you can embrace change and keep learning, you’ll do just fine.
What or who has influenced you to be successful in your career?
I’ve been fortunate to work with some excellent leaders, mentors and coaches over the years, as well as benefiting from lots of training and peer support. I’m a big fan of the work of Michael Lopp – he’s written several books, including “Managing Humans”, which I’ve found very influential. He also has a blog, “Rands in Repose” which I highly recommend.
What major trends have you seen in the Life Science industry and where do you see the industry being in 5 years?
The biggest change from my point of view is the rise of on-demand computing from the likes of Amazon Web Services. The ability to have instant access to vast computing resources, and only pay for what you use, has created whole new categories of company in many different industries. Life Science is no different – the vast majority of Eagle’s compute work is done “on the cloud”, with a diminishing amount on-premise at our clients. A decade ago, this simply wasn’t possible, and companies like Eagle couldn’t have existed. As for the next five years, I expect that doing this work on the cloud will become the norm – it’s already the default choice for many applications. Also, we’re going to see data science and in particular machine learning becoming much more prominent as it is in other industries.
How do you recruit and retain top industry talent at Eagle Genomics?
The recruitment process actually starts long before a particular role is identified or advertised. It’s a case of getting Eagle’s name out there as an exciting, challenging, welcoming place to work. That brand advertising is important for Eagle’s commercial success, but it’s also vital for attracting talent. Then there are personal networks; making use of those can shorten the hiring process a great deal. Of course, over-reliance on personal networks can end up reducing the diversity of backgrounds, skills and experience, so be careful to look elsewhere as well.
When recruiting, I very much prefer to hire for potential over experience. I’d far rather hire someone with the ability to learn new skills and apply them quickly, than someone who may “tick all the boxes” but be unwilling to change. I keep an eye on job adverts for other companies in our industry, and despair a little when I see long lists of “must haves” that are far too specific, and will be out of date in six months.
The competition from other companies means that we have to be more open-minded in terms of hiring than before. For example, Eagle has recently hired people who predominantly work remotely. This has to be managed carefully to maintain a cohesive team, but it can provide real advantages, as well as opening up a whole new set of potential employees to whom we just didn’t have access before.
In terms of retaining people, making sure that people have as much autonomy as possible, with enough direction that the company gets the most out of them. Also, in a relatively small company like Eagle, everything that everyone does has a tangible impact on our services, products and business. This can be scary at first, but it helps keep people engaged. In the past, when I’ve been working as a small cog in a big machine with no clear visibility of how, or even if, what I was working on was being used, I found it very demotivating.
You mention on your LinkedIn that you make sure that Eagle is a fun, relaxed environment to work in; what steps do you take as a leader to make sure it is?
Three things: communication, diversity, and respect. As a leader, I try to be as transparent as possible with people about what’s going on in the company, especially in parts of the company that the people who report to me may not be so involved with. I encourage them to work together as much as possible too, whether it’s pair programming or just being available to talk through a problem. Diversity of backgrounds, genders, nationalities, ages and experience is key to coming up with the best solutions. Last but not least, respect and equality – at Eagle everyone is treated as a valued professional, no matter what their job title is or how “senior” they are.
While technical skills are important in your field, what soft skills do you look for when hiring new talent?
As I’ve mentioned above, eagerness to learn, and I’m also looking for someone who will broaden the capabilities of the team on one or more axes. Much of Eagle’s work involves interactions with our customers, so when interviewing someone I’m also considering how they would be able to work with customers to fully understand the customer’s need, and how they would deal with the types of issue that inevitably arise as part of long, complex software projects.
Sarah Pozek
Director of Life Sciences
Direct Recruiters, Inc.
440-996-0597
spozek@directrecruiters.com
Does a Desk Change at Work Increase Productivity?
September 7, 2016
By Christy Fox, Marketing Specialist
Your work space is important to your productivity, your mood, and what you can get accomplished in the office. Whether you are in your own office, a cubicle, or an open work space, your personal space as well as your surroundings can make a difference to how you work. With that being said, sometimes professionals have the option to change desks at work or move to a different area, while there are also instances where the company makes the decision to rearrange work spaces and move employees around. Some employees like the idea of changing desks, and others are hesitant. Here are some factors to consider before deciding whether you may benefit from a desk change.
New People: A new space can encourage new, creative ideas to come about simply because you are surrounded by a new group of people who think differently than those you were with before. Being around different groups of people can change the way you think and spark innovation with the change of scenery. Additionally, you will have the chance to absorb new knowledge and learn more from the new coworkers around you.
Collaboration: Most commonly, desks or cubicles are grouped together based on departments. This makes communication among your department easy, assuming that employees are collaborating the most with their own department. On the other hand, moving desks so that separate departments are intertwined can help with cross-departmental projects and collaboration and depending on the nature of your workplace, could be a beneficial experiment to try.
Company Culture: Moving desks occasionally helps you to expand the circle of coworkers you frequently interact with. Since you essentially spend about 8 hours every day surrounded by the same people, moving around can help you become immersed in the company culture by knowing various employees across different departments and different spaces.
Distractions and Focus: While some employees may thrive in an environment with noise, brainstorming, and collaboration happening around them, some employees’ performance could be hindered by that type of environment. Being surrounded by too much noise could prove to be distracting to some, and they may not be able to work efficiently.
New Perspectives: Moving to a different area in the office can offer a different view on the business. For example, leaders in the company could gain insights from sitting among their employees. On the other hand, it could be eye-opening for employees to have a desk near a leader to learn more from him or her.
Moving to different desks is sometimes a company initiative to experiment with how workers will be most productive, and other times, relocating desks is based on the individual.
What are your thoughts on moving desks to different areas in the company? Do you think it is beneficial, or not?
Candidates Are Delaying Start Dates
August 23, 2016
By David Peterson, Managing Partner, DRI
Today more than ever, we see candidates accept a new position that really excites them but when their new employer is ready to schedule the start date, the candidate delays it.
In one particular case, our client extended a job offer to their perfect candidate for the job. After accepting a job offer and being approved to start in two weeks, the candidate did not want to start for another 3 months. Obviously, this didn’t go over well with the hiring manager. However, they agreed to wait.
In another instance, a candidate wanted to wait 60 days before giving his current employer a two week notice due to a possible bonus. The bonus wasn’t a sure thing, but he was willing to take the chance. In this case, the hiring manager moved on to hire someone else who could start right away. Delaying the start date can be very risky. In fact, moving the start date at all is a red flag to employers that you aren’t serious about taking the job.
So why all the delays? Candidates have given a number of reasons such as a planned family vacation, time to decompress from past position, completing a current project, waiting for bonuses and/or commission as in the example above. If you have to delay your start date, there’s a right way to go about. It may take some negotiating.
Here are a few tips on how to handle negotiating a delayed start date for your new job:
- If you’re not able to start on the employers preferred start date, be careful how you discuss this. Don’t say you can’t start on that date but instead ask if there is room for negotiation.
- Be prepared to offer a solid reason as to why you have to postpone the start date. Then, ask if there’s any flexibility. Chances are that if it’s a valid reason, your new employer will work with you on a new date start.
- If there’s a previous commitment that you made and it’s on your calendar such as a planned vacation or destination wedding, most employers will understand. However, offer a reasonable start date in return. Sometimes offering your time for some training before the start date may help to bridge the gap and show your excitement about the new opportunity.
- Be ready for give and take. If your current employer has a policy of a 4 week notice rather than a 2 week notice, try and split the difference and stay 3 weeks. Your new employer will appreciate that you are trying to honor the requirement and leave on good terms. They will also appreciate the excitement this shows about starting your new job as soon as you tie up loose ends.
Have you ever delayed a start date? Tell us what happened.
Interviews: The Most Common Questions Answered
July 27, 2016
By Christy Fox, Marketing Specialist
You have a job interview coming up and you’re beginning to prepare by planning your outfit, confirming the time and place, and printing out resumes, cover letters, and reference sheets. More importantly, you start to think about the questions that will be asked and how you should answer. No matter how many interviews you have been on, it is likely that the first thing you do is type “interview questions” into Google to refresh your memory on the common questions and the best way to answer. Odds are, you’ll have an idea on how to answer these questions, but do you know why they’re being asked and what the interviewer is really trying to find out?
Take a look at these 5 common questions, why interviewers are asking them, and good approaches to giving the best answers possible.
Tell us about yourself.
This prompt often happens at the very beginning of the interview. At first glance it seems self-explanatory why an interviewer would ask this, but normally this question is more important than you might think. This is the opening for you, as an interviewee to make a great first impression as well as the chance to show how your background is relatable to the position. It is a good idea to show the interviewer that you are qualified right from the start.
Do:
- Keep the answer concise so you don’t bore the interviewer
- Relate your background to the details of the position
Don’t:
- Don’t get too personal
- Don’t just list off what is already on your resume
What are your strengths?
Commonly used to gauge confidence, and again, see how you align with the position as a candidate, interviewers ask this question to identify what you are good at and find out if you will do well in the position. Always think about this question before your interview and make sure that you are prepared with strengths to offer that show you will excel in the position. While you may have many strengths, be sure to pick the strengths that are most relatable to the job.
Do:
- Provide short examples of your strengths in action with recent accomplishments or positive results
- Be confident when discussing your talents
Don’t:
- Don’t pick a strength that is irrelevant to the position
- Don’t be too vague – be able to elaborate
What are your weaknesses?
This might be one of the tougher common interview questions. Even more important than the actual weakness, employers will pay attention to how you handle this question. As you may know, while it is important to give an actual weakness you have, you also have to tell the interviewer the ways in which you improving upon it or how you are overcoming the weaknesss. Try to decide on a weakness that won’t directly ruin your chances at the job, but make sure to be honest.
Do:
- Try to turn what may be perceived as a negative into a positive
- Talk about what you are doing to improve
Don’t:
- Don’t make a claim that you have no weaknesses
- Don’t talk about weaknesses that will immediately eliminate you from the job opportunity
Why do you want to work here?
This question gives you an opportunity to show off how much you know about the company you are interviewing for, and how you are the right candidate to fit into the culture. Make sure you mold your answer to project how you can help the employer in this position. Do research on the company, the industry, the company values, financials, and the position to give a knowledgeable answer while adding value to yourself in the eyes of the interviewer. Check out the company’s website, LinkedIn, and other social media channels.
Do:
- Show your interest, while speaking competently on the company and position
- Take a look at company values beforehand and mention if they happen to match up with your personal values
Don’t:
- Avoid giving vague answers such as “I heard it’s a great company.”
- Don’t focus your answer totally on yourself – try to show how you can be valuable to the company
Tell about a challenging situation and how you overcame it.
Most interviewers will ask at least one situational question in an interview. What they’re really trying to find out is how you handle stress, working with others, and how you solve problems. Be prepared with examples of situations you have been in with previous experience and make sure to tell how you solved a problem while remaining professional and calm.
Do:
- Have multiple examples of different situations because this question could vary
- Exemplify how you came up with a solution in the situations logically
Don’t:
- Don’t bring up a difficult situation where you were the cause
It is always smart to prepare for as many different types of questions as possible before going into an interview. For additional interview tips, take a look at our Candidate Toolkit here: https://www.directrecruiters.com/for-candidates/candidate-tool-kit/
Healthcare Software Executives Need to Build Personal Brands
July 5, 2016
By Mike Silverstein, Managing Partner of Healthcare IT & Life Sciences
Every business or organization has a brand. A brand is the way in which others identify the values of a company and how that company is perceived by its audience. Branding is very strategic and calculated and the idea is to find unique ways to gain mindshare and positioning in the minds of customers and clients. While it is commonplace for a business to put extensive amounts of time, money and energy into building its brand, personal branding is just as important for individual executives especially in an industry as dynamic as healthcare technology.
If you are a Healthcare IT Executive, your personal brand is everything you say and do on a day-to-day basis. This includes not just your actions but also your individual qualities and unique attributes including your passions, values, and goals. If you think of the concept of your brand as a foundational element in your career, it can be a consistent motivator to build your network, meet new people, and create a presence both in person and online. In other words, personal branding will position you in the marketplace as a logical choice for your next desired business partnership or career opportunity.
The question is how do you start building your brand or more importantly, start taking control and managing the brand you are already conveying to the market? Below are some thoughts on how to put some structure and methodology to your brand and how to manage the messaging you put out to your clients and industry colleagues:
Determine Your Target Market
What is your purpose for building your brand? Whose attention do you want to catch? It is important to have a clear view of who you want to target as your audience. For example, you could be looking for a leadership position in a healthcare software company and will want to position yourself to appeal to potential employers, recruiters and investment firms within the industry. This could differ completely from a professional who might be looking to sell a portfolio of solutions, find new clients and network with potential industry partners. The key is first to define your audience and then figure out the best way to reach it. Knowing which organizations you want to make an impression on will help you to determine what types of content you should be sharing, what events to attend, and key influencers you should connect with.
Building and Marketing Your Brand
Today there are many different channels to showcase your personal brand; particularly online. Social media such as LinkedIn, Facebook, and Twitter, along with personal websites and blogs are all channels that can be used to promote your personal brand. It is important to stay consistent across all platforms to make sure the same message is being received no matter how your audience is finding you. Sharing relevant healthcare thought leadership content to start conversations and creatively managing your social media channels are ways to boost your personal branding efforts.
Aside from your online presence, other helpful ways to build your personal brand are what you do in person. Depending on how you want to frame your brand, speaking opportunities, volunteer work, guest writing for industry publications, or presentations at workshops and conferences could be great for your brand. Attending conferences and functions pertaining to the healthcare industry will not only give you more credibility, but also will help you to build and expand your network.
As you build your brand, remember these three rules for promoting yourself:
- Be consistent
Make certain that messaging across all platforms carries your personal brand and voice in the same way, while not necessarily being the same content.
- Be creative
Develop your profiles to have a look and feel that encompasses your personal brand. In addition, think of unique ways to capture attention of any organization you are interested in.
- Be purposeful
Always keep your end goal in mind while branding yourself as a talented Healthcare Industry Executive. Everything you say or do contributes to your brand, so a helpful way to make sure you are being purposeful is to ‘Google’ your name to understand view how you are perceived by others.
Monitor and Maintain
The most important part about building your personal brand is making sure to effectively monitor and maintain it. In business, marketers work around the clock to not only build the company’s brand, but also to get real-time feedback from the market in order to make adjustments and pivots as necessary. Similarly, your personal brand will benefit from the same diligence. Continuously updating your online presence with relevant content, new industry connections and accomplishments in your field will help increase the level of engagement with your audience and position you appropriately for the next step in your career. Building industry relationships and staying in touch with those folks through relevant content is also paramount. Lastly, asking for others opinions about the messaging you are putting out there and always be receptive to feedback and new ideas will help you fine tune your presence and stay in front of the correct audience with the appropriate branding touches.
No matter what your goals are, you can effectively build your brand to help you achieve those goals. What are you currently doing to showcase your personal brand?
For over 33 years, Direct Recruiters, Inc. has been recognized as the relationship-focused search firm that assists top-tier organizations with recruiting, acquiring, and retaining high-impact talent for mission-critical positions.
ATA 2016 Emerging Technology Companies
May 19, 2016
By Norm Volsky, Director of Mobile Healthcare IT Practice
As an executive search consultant in the Healthcare IT space, it is my job to be able to identify emerging technology companies that are poised for significant growth. Since I am specifically focused on Mobile Technology and Telehealth, I have plenty of companies from which to choose. I do research daily and during my discussions with industry thought leaders, I make it a point to ask them what companies in the space they find intriguing and unique. I feel it is my job as a member of this industry to share this knowledge/information with my network so that you could be exposed to these organizations too.
Below are companies I have had my eye on all year that I met with in person at ATA to learn more about their story and vision.
Avizia: Robust end-to-end telehealth platform that connects any doctor to any patient at any time. Avizia as a company has made it their mission to advance healthcare by helping all patients have the ability to get top quality healthcare regardless of their location or situation. Named one of the 10 Most Promising Telemedicine Solutions Providers of 2016 by Healthcare Tech Outlook.
American Well: Unveiled their new Exchange service which allows patients to choose the doctor they want to visit with. This announcement was on the heels of introducing the first Mobile Telehealth Software Development Kit (SDK), which lets organizations plug telehealth capabilities directly into their own consumer-facing mobile apps. With the Exchange, these consumer-facing apps can now tap directly into services from American Well’s partners, which include Cleveland Clinic and Nemours Children’s Health System.
Chiron Health: Provides its physician practice customers Telehealth services with the most robust eligibility checks for reimbursement. Chiron’s eligibility check solution is so advanced that they guarantee their customers reimbursement by paying them the claim themselves. They have increased collections by 3-4% for their customers, who also see 98% patient satisfaction. Chiron is partnered with athenahealth, Greenway Health and CareCloud. See their website here: www.chironhealth.com
Zipnosis: With an average diagnosis time of 2 minutes, Zipnosis is a force to be reckoned with in the provider market. Allowing their customers to save $175 per patient, per visit. In January, the company raised $17M in investment.
Stratus Video Interpreting: With over 1400 hospital customers, Stratus allows its customer to reach a live video interpreter in 30 seconds or less. They have recently moved into Telehealth and hired Lee Horner (President) and Brad Blakey (VP of Sales and Marketing) to build out that team. Stratus has the unique ability to support hearing impaired and English second language patients. Their two new solutions recently launched are Emergency Room/Urgent Care Consult and Post Hospital Discharge. Stratus won Tampa Bay’s Most Innovative Company Award in 2014.
WeCounsel: Telemedicine specifically geared towards Behavioral Health. Their company mission is to increase access to behavioral healthcare for patients. They provide their customers unique back-end administrative functionality and have secured $3.5M in funding. WeCounsel was recently chosen to be the primary provider of Telehealth software for MedOptions.
AMC Health: Device Agnostic Remote Patient Monitoring solution built on an open source platform. AMC Health has over 50 care managers on their team that can communicate with patients using: Virtual Visits, Phone Calls, Texts or Emails. Their mission is to “help people be healthier…anywhere”. Recently, AMC Health partnered with Glooko to fight Diabetes, and Propeller Health to fight Asthma and COPD. They helped Geisinger Health Plan reduce readmission risk by 44% and delivered a 3.3 to 1 ROI. Their solution is also endorsed by the American Hospital Association.
PokitDok: API platform that helps enable other software platforms to gather information easier. This solution allows its customers to do transactions easier and have access to powerful data. McKesson recently made a strategic investment in the company with a total series B of $34M. Recently, PokitDok became a member of the CommonWell Health Alliance. They launched Digital Eligibility and Pricing Estimate Services for prescription medications.
TruClinic: Was named 2016 IDC Innovators by supporting a variety of telehealth models such as site-to-site, facility-to-field (e.g., EMTs, visiting nurses) and clinician-to-patient (direct to consumer and fee for service). TruClinic has customers on 4 different continents and in all 50 states. Recently signed Sharp Healthcare as a customer. The company’s mission is to make on-line health as common as on-line banking. The solution allows physicians to create their own patient surveys. In the past 15 months the company has experienced 400% revenue growth.
Propeller Health: FDA-cleared asthma and COPD management vendor that helps patients and physicians better manage chronic respiratory conditions. They make digital products that have therapeutic benefit. Propeller Health won the 2016 Innovation in Remote Healthcare Award at the ATA conference.
Doctor on Demand: “Putting Patients First” is the company motto. Doctor on Demand offer its enterprise customers a consumer-grade experience and does not charge PEPM fees. They have both United Healthcare and several state BCBS plans as customers. Their goal is to help increase healthcare access in the most convenient way possible. DOD has over 400 employer customers, and 4 of the Fortune 10 companies.
Glooko: Diabetes Remote Monitoring solution to help a patient manage their chronic condition. This mobile solution addresses both type 1 and 2 diabetes. Glooko is significantly helping its patients reduce their A1C using its patient engagement and education tools. They recently announced an EPIC integration.
Vivify Health: Remote Patient Monitoring Platform helping move the industry toward value based care. Helping its patient manage their chronic disease, Vivify is one of the leaders in mobile population health management. They recently not only signed UPMC as a customer, but the health system also participated in their recent $17M Series B investment round.
Quintree: Telemedicine solution specifically geared towards first point of care centers developed by ENTs. The platform allows a patient to be seen in real time by an ENT, even when there is not one on site. The care centers can scope a patient and live stream to a waiting ENT or simply video conference an ENT for a consult. The SaaS model allows for scalability with little capital expenditure. ENT coverage is sparse and this solution allows ENTs to see more patients, more efficiently and allows for care centers to provide quicker and better patient care. In addition, this solution is trying to curb over-prescribing antibiotics.
Teladoc: The company goal is to improve access to care in a cost effective way. Teladoc provides an ROI of 5:1 to their customers and have saved their customers $400M in net savings. This turnkey telemedicine platform has 95% satisfaction rate and 74% net promoter score which is unheard of. Aetna and state BCBS are customers. Teladoc was the first telehealth company to receive NCQA certification and was honored by Frost & Sullivan with the Product Line Strategy Leadership Award for Virtual Telemedicine Services. The CEO of the company Jason Gorevic announced at ATA that Teladoc will be launching their first chronic condition management program by the end of the year.
REACH Health: Next Generation Telemedicine software platform that cut its teeth in Telestroke and has more recently established themselves as a full end to end enterprise Telemedicine solution. REACH recently launched their 5.0 software update which enables clinical adaptability across the healthcare continuum. Analytics dashboard and reporting functionality allow their customers to monitor their Telemedicine programs at all levels. Being hardware agnostic, REACH allows their customers to have very little capital expenditures and encourages adaptability.
I remember going to this show two years ago in Baltimore and I am amazed at how much the industry has moved towards being software focused. The software vendors are definitely trending up as they had the largest and shiniest booths. I always come back amazed at how passionate and innovative this industry is as a whole. All of the companies above are helping drive change towards value based care and I feel so lucky to be able work in this industry every day.
The next trade show I am planning on attending is mHealth in Washington DC…if you are interested in having your company highlighted in my next blog, please let me know.