If your organization is in need of pathologists today you may contact us at - fred@americanlabstaffing.com or 1.704.965.3822. We offer fast professional results.
AMERICAN LAB STAFFING SEARCH & PLACEMENT SERVICE IS AN INVESTMENT IN YOUR ORGANIZATION’S FUTURE
Using a search firm that is efficient, prompt and specialized can prevent costs resulting from an unfilled position. (i.e., lost revenues, overtime paid, etc.)
Eliminate hidden costs and problems of an unfilled position:
Stressed staff
Delays in projects or research
Accreditation jeopardy
Possible reputation damage
A search fee is an investment. Invest in the future of your new employee and your institution.
Unlike depreciating equipment, a human resource can appreciate in skill level and revenue-generating potential. Your investment will grow.
ALS’s search and placement fee is tax deductible! (Check with your accountant for confirmation of your state’s tax laws.)
ALS’s customary search fees are fixed rates – not a percentage of the employee’s salary. This affords you more salary negotiation room with a known recruitment budget.
We offer flexible terms and payment options.
An efficient search can actually save you money.
AMERICAN LAB STAFFING WILL TAILOR A SEARCH PROGRAM FOR YOUR NEEDS
We offer both retained and contingent based search programs.
Our candidate searches are tailored and are specific to your needs.
MANY PROFESSIONALS PREFER THAT THEIR CAREER BE HANDLED BY A RECRUITMENT FIRM SPECIALIZING IN THEIR CHOSEN FIELD
A recruiting firm allows discrete exploration into job opportunities.
Ours is a policy of strict confidentiality.
Our candidates use our services to administer a thorough, time-consuming job search.
LET AMERICAN LAB STAFFING FREE UP YOUR TIME AND BRING YOU THE HIGH CALIBER CANDIDATES YOU ARE SEEKING
A search for that hard-to-find professional can be a protracted event involving several time-consuming activities.
We can free up your time for other projects.
ALS seeks out qualified candidates - both active and passive job seekers.
Our extensive database of pathology and laboratory professionals is one of the largest ever assembled.
We will bring you high caliber candidates that will become your stars!
All you’ll have to do is choose which candidates to interview and, ultimately, hire.
SERVICES PROVIDED BY AMERICAN LAB STAFFING
American Lab Staffing provides all, but not limited to, the following for our clients who are in need of candidates:
Perform an initial needs assessment to determine candidate requirements, certifications, etc.
Identify potential candidates through marketing, networking, database review, cold calls, referrals, advertising, etc.
Screen candidates before presentation to client to determine minimum requirements are met and to gauge interest level in job
Prepare interview notes for client
Provide reviewed and qualified CVs
Verify references
Coordinate telephone and face-to-face interviews
Assist with the coordination and acceptance of job offers
Assist in salary negotiation and contract if so desired
We hold information in strict confidence and ask the same of our clients.
MARKETING AND ADVERTISING FIRMS
We work closely with all healthcare advertising and marketing firms to ensure that your clients benefit from the national and global exposure provided by our site.
American Lab Staffing welcomes all hospital and physician organization marketers and advertisers.
ALS works with all marketing/communication firms including, but not limited to:
Marketing firms
Advertising agencies
Communication firms
Healthcare advertising agencies
Laboratory advertising agencies
Laboratory marketing firms
Healthcare promotions companies
PATHOLOGY JOB MARKET
The job market for pathologists today has improved only slightly since 1998.
The number of pathologists looking for jobs still outpaces the number of opportunities available.
However, many Pathology disciplines are growing and job opportunities abound.
Several Pathology subspecialties fall far short of having enough trained physicians to meet the needs of the current job market.
If you are looking for someone with fellowship training with a specific skill set, you could be in for a long wait.
For example, the number of Board Certified Dermatopathologists who sat for boards in 2003 dropped 12% from 2002 according to the American Board of Pathology Newsletter (ABP Examiner January 2004 & January 2003). This further compounds the shortage in BC Dermatopathologists in the country today (only about 1,800 which is <2% of the total number of Pathologists). The job market requires about three times as many dermatopathologists per year as the number of graduating dermatopathology fellows.
Other Pathology subspecialties show the same disproportionate share of pathologists per number of jobs ratio.
This creates competition for both job seekers and hiring authorities.
New role for the Pathologist:
"The 21st century will see the emergence of new roles for the pathologist. In their roles as managers, pathologists will be requested to provide value-added services for hospitals and managed care organizations. These services will include: enhanced oversight of laboratory utilization; monitoring compliance with Health Education Data Information Set guidelines and the National Committee for Quality Assurance; new methods of cost containment including reduced laboratory use, establishment of clinical pathways and control over blood and blood product use; and the development and oversight of existing and new methods of maintaining patient wellness through laboratory testing." J.Ross, M.D., ASCP Commissioner, Commission on Graduate Medical Education in Pathology
LABORATORY JOB MARKET
The nationwide shortage of laboratory technologists and pathologist’s assistants continues to plague the industry.
Finding and keeping high caliber technologists is a growing challenge.
Because of the ongoing shortage of laboratory personnel, job seekers and candidate seekers alike need to be knowledgeable of the job market and the predicted job availability.
Majority of laboratory professionals currently in the work force are 40 or older. As these workers consider retirement or move into administrative roles, the shortage may worsen.
Many labs are opting for less trained and qualified staff to help the overburdened technologists with ancillary tasks.
Newer, more sensitive tests will encourage more testing and continue the need for personnel.
Shortages of qualified personnel may alter the need for "certified" technologists to perform tests that could be done by non-laboratory personnel.
Serious shortages threaten the Pathology Laboratory’s ability to deliver services to its hospital customers. Concerns with medical errors and quality are increasing.
There has been a decreasing interest in health careers over the last 15 years.
Hospitals drastically cut back on Medical Technology training programs in the post DRG period (after 1983) because the laboratory moved from a revenue source to a cost center.
The number of MTs who were ASCP Certified has dropped from almost 7,000 per year in 1977 to 1,000 in 2001 (MLTs went from approximately 3,000 in 1977 to 1,200 in 2001.)
Current estimates are that there are 3-4 positions for every MT or MLT who enter the job market.
From 2002 through 2010 a total of 13,200 new medical technologists and medical laboratory technicians will be needed each year!
Legislation to assist in shortage problem
Promotion of Allied Health Project Grant Funding
Introduction of HR 1948 - Medical Laboratory Personnel Shortage Act of 2001
The Biological and Chemical Weapons Preparedness Act now contains measures to help assure an adequate supply of qualified personnel
Source: US Department of Labor, Bureau of Labor and Statistics, American Society of Clinical Pathologists