healthcare recruiting

Category Archives: healthcare recruiting

Creating a Stand-Out LinkedIn Profile

LinkedIn Profile

Creating a Stand-Out LinkedIn Profile

We’ve written at some length on crafting your perfect resume, but in this post, we wanted to focus on an increasingly important tool in your job search armory – your LinkedIn profile.

LinkedIn is rapidly becoming a “must have” addition to the more traditional presentation route of the regular resume and cover letter. The site has streamlined the job search and recruitment process on both ends. If you do not have a LinkedIn profile yet, then this would be the time to create one and get it going for a boost in your job search and career. If you already have a profile, you need to optimize it, to get the best out of your account.

In other articles, TAG delves further in to some of the more personal platforms such as Facebook and Twitter, and how you can utilize them to your professional advantage. But here we want to give you some tips on how to make your profile stand out from the crowd a bit more.

Starting from the top

If you want to edit any information on your LinkedIn profile, you can just hover the cursor on the field to find the edit button. Click on the button, edit the information and do not forget to save the changes. When you are assigning a name to your profile, keep it simple so that it’s easy for potential recruiters to find you. Don’t try and be too clever with what you think are attention-grabbing titles. Just be direct, crisp and professional in what you use.

What makes a good Headline?

For any employer or recruitment professional looking at your profile, it is so important that you get this part right. By default, LinkedIn will always fill in your headline with your current job title and employer. And unfortunately, the vast majority of candidates just leave it. Don’t. This is what they call “prime advertising real estate.” And in this case, what you are advertising is yourself. Remember there are days when those employers and recruitment professionals are skimming through so many possible candidates that they do not want to waste their time on headlines that seem boring, confusing, smack of desperation or try to be too clever for their own good. They want something that grabs their attention.

Here’s an example from TAG’s specialty field of Healthcare Recruiting.  Instead of the prosaic “Nursing Home Administrator, help those searching by expanding the Headline to focus on your unique qualifications:

“Nursing Home Administrator – Operational, Regulatory and Staff Management Expertise with Exceptional Resident and Family Satisfaction Record.”

Be specific

Always keep in mind who you’re trying to reach with the headline, and what you can do to stand out from your competition. The more specific you are, the better. If you are a nurse that specializes in a particular area, let those employers and recruitment consultants know right off the bat:

“Caring and experienced Registered Nurse with a history of helping pediatric cancer patients and their families feel at ease through treatment and recovery.”

Get the right profile picture

It might seem obvious but don’t stick to a profile picture from one of your other social accounts and go “oh that’ll do.” LinkedIn is a professional network so it is best you stick to a clear picture in a professional background. It is easier to remember faces than names, so it is a good way to leave a positive mark on a recruiters’ memory.

Use the multimedia functions

LinkedIn allows you to add videos, documents, and photographs to your account. Use them to your benefit wherever you can. Put up a presentation clip, particularly one you know you have done a good job on. Add pictures that are relevant to your work. If you have a short video clip that, put it up there. In short, be creative with these features as they can immeasurably boost your profile.

Add a work summary

The perfect work summary will attract more eyeballs and interest to your profile. Give a comprehensible and interesting outline of your expertise and experience. Mention certain examples to add weight to your words. Recommendations from fellow colleagues and bosses count a lot, so do get those.

Get Connected

Network and add more connections. The more you connect, the wider your professional network becomes. LinkedIn is an incredibly powerful tool but remember, your profile is a living, breathing thing! Don’t leave it alone.  Continue to refresh and improve it, and if you give it a bit of time, you will see it boost your career.

Talent Achievement Group is a Healthcare Recruiting firm based in Calabasas,CA.  For more information, visit us @ For further reading on all things career-related, TAG recommends

Crafting Your Resume Exactly How an Employer Demands


Crafting Your Resume Exactly How an Employer Demands

Fortunately, or unfortunately, prospective employers do judge candidates by their resume, and frequently make hiring decisions based solely on this document. Here at TAG, we present resumes accompanied by a personal questionnaire, so employers have an opportunity to get to know a great deal more about our candidates in addition to their career history.

That said, we have learned a few things over the years about required content, style and format that we thought would be worthwhile sharing.


The first thing to remember is that although your resume should be as succinct and informative as possible, it does not have to be crunched onto one page. The second thing to remember is that hiring programs HR Departments utilize are geared to pick up on specific words and phrases and automatically match them with open jobs. Do not put extra borders, colors, lines or drawings on your resume. We have seen all these things.


Important – but keep it brief, and let them know the position(s) you are interested in.


You should neatly encapsulate your skills and experience. Bullet points are good, but not necessary. Again, keep it short and to the point.

Contact Information

You must put in your full address, personal email and cell phone. Your resume is automatically logged in to ever-increasingly sophisticated data mining programs. Failure to complete this section will render your resume worthless.


Do not list your accomplishments separately. Employers need to see them in context. !

Work History

List your work history from your current job going back at least 10 years. State the name and city and state of your work place then the dates you worked there. If you worked at one company for a long time but at different jobs, please list that as one continuous job and your title at each position you held at the company. This will ensure you are not seen as a “job hopper”. The most important thing to list in your work experience is what you actually accomplished at your job. Everyone knows what your job entails. What you want to convey is:

• What were the circumstances when you were hired

• What did you do to effect change, what did you accomplish, and how – this is your opportunity !to present metrics and results, depending on your individual responsibilities

• What did you do to make/save the company money, and what you did to make the company better


Always include at least 3 – 5 references on your resume. Include their name, current title, email and best phone number. Also include how long you worked with them and your professional relationship with the person, as in what your interaction was with them when you worked together. Do not write “References Upon Request.” You should assume that references are always acted on.


Please list your education and degrees, licenses and affiliations together and make them short and sweet

In summary, do not over-complicate matters with anything other than the above. You will expand and embellish during your interview. But if you follow these simple guidelines, we are confident that we can advance you through the initial stages of the process.

Christopher MacIntyre is Managing General Partner at Talent Achievement Group, a Healthcare Recruiting Consultancy.  Contact Christopher @  Follow us on Twitter @TAGachieve. 

What I’ve Learned About People through Recruiting

Healthcare Recruiting Excellence

What I’ve Learned About People through Recruiting

Trust Your Gut Instinct

My whole career has been based around bringing people together in one form or another. Many times, it is not an exact science, just a gut feeling. You are introduced to someone and your mental rolodex kicks in to gear, pairing one individual up with another while thinking, “oh that’s a good fit.” In recruiting, we make multiple decisions like this on a daily basis. There’s no point trying to push square pegs in to round holes.  It’s essential in our business that there is some form of real connection between a candidate and a client, and no amount of outstanding qualifications will make a difference if you feel that they are not well-matched personalities and see only friction ahead.

People Do Have Agendas

Even those that don’t think they do, actually do. They have very fixed ideas about the way they are, their shining qualities, which should be obvious to anyone, and are convinced of their own rectitude to an extent. This is entirely understandable!  But on occasions and after all your counsel, coaxing, suggestions and then border-line arm-twisting, some will continue to just pay lip-service and carry on doing their own thing. At this juncture, you should probably just admit defeat and walk away. Over time you come to recognize the tipping point when you are beaten, and there is nothing more you can offer.

Invest Your Time Wisely

Which neatly leads on to this very important point. At my recruiting firm, we see ourselves as much more than just a placement agency. We fulfill a valuable counseling and consulting role, for both candidates and clients. Financially, much of this goes entirely unrewarded.  For candidates, we will do everything from resume re-writes to interview prep. to career guidance. For clients, we can be strategic in terms of where they see growth opportunities for their organization and anticipating their future needs.  There is also a substantial emotional investment – we are, after all, involved in a “people” business – as well as a practical investment.  It follows that this uses up a vast amount of time, and should only be applied to those on the candidate and client side that you truly believe in.

Dig For The Hidden Gems

Fortunately in life, we do not live in a world populated by monochrome clones – well not yet, anyway. No two people are exactly the same. They may well have entirely similar business backgrounds and list similar achievements, but there will be subtle, and not so subtle, differences in the way they approach situations and what makes them tick. An air of outward self-confidence in one might be mirrored by a general reticence in another until you find that person’s “hot spot.” It is genuinely one of the more rewarding aspects of recruiting to review a resume or engage with a new client, get to know them and then find yourself syncing with their needs and desires.

We’re Not Here To Only Do People Favors

All relationships have to have a basis in mutual trust and respect. Everything good in life comes from real partnerships. If you feel that you are being treated as part of the furniture by an individual and that there is a general air of under-appreciation coming your way, again use those two legs you were given at birth and walk away.  Your self-worth is every bit as important as theirs.

Don’t Take It Too Personally

Unfortunately, despite all these amazing insights I have provided about trusting instincts etc., there will be times when your internal radar fails catastrophically and you will be let down. These times can blind-side you very effectively. A perfect candidate goes through the perfect job interview cycle and a grateful client invests multiple hours before reaching the decision that your candidate is an ideal fit. Everybody’s delighted. And then come start day – no sign of said candidate. No contact, phone’s off, messages aren’t returned.  Nothing. Or possibly a curt email saying “I’ve decided not to take up the position.”  And you’re left holding the baby, so to speak, with an irate client and your own conflicting emotions of “why didn’t I see that one coming?” Just don’t take it personally. As I noted above, everyone has agendas and some are better at concealing theirs than others. You can’t be right all of the time, you just have to be right most of the time.

Don’t Let It Eat You Alive

Finally – and this takes some practice, believe me – you must constantly be aware of achieving a proper work/life balance. I have a young family and a wife who is my rock.  Without them, I would not be able to do the job I do. I take immense pride in the relationships I have with my clients and candidates, but I separate that from the energy I get from my family and friends outside of my workplace. Time spent away refreshes and reinvigorates you, removing you from the draining effects of extreme tunnel vision. This in turn enables you to perform your job more effectively. 

And remember, there’s nothing wrong with celebrating your professional successes, so long as you celebrate yourself once in a while.

What Our Healthcare Recruiting Firm Looks for In Our Candidates

What Our Healthcare Recruiting Firm Looks for In Our Candidates

By: Christopher M. MacIntyre

August, 2016

If you’ve read our last blog on here, you’ll have a pretty good idea of the values and ethos we have as a firm. 

We’re proud of the fact that we approach the healthcare recruiting process in a way that marks us out.  We are a close-knit group that has a very clear vision of how we want our firm to be perceived in the market place.  It’s a work in progress, but every single day we make choices and decisions that are based on simple guiding principles.  And it’s how we search out our candidates as well.  We are very much aware that the people we represent are a reflection of our firm, and the most important component of our reputation.

So when you, the candidate, come to us, we look for a number of qualities in you.


We firmly believe that this is the single most important quality you will possess.  As we will be honest with you, we expect you to behave in a similar fashion with us.  You will likely have a strong understanding of your own strengths and weaknesses, and be able to admit to past failures or things you could have done better, as well as talk about the triumphs.  You will have a keen sense of loyalty that will encompass both past and present employers, refusing to denigrate those you have worked with.


Although this goes without saying, we want to know that you possess the ability to set goals, see tasks through and generally demonstrate competence at all times in the work you do and have done.  We want to know that you have real confidence in your abilities to not only perform mandated tasks, but also persuade an employer that you can go above and beyond.  Adding real value to an organization is a very compelling personal selling point.

Team Player

If you can impart the sense that you are a team player to us, then this again will go a long way to positioning yourself well with any future employer.  In general, people want to feel at ease with others they will be working closely with, and if they get a sense of your personality as cooperative and willing to do the hard yards, this again is a very attractive characteristic to potential employers.


As referenced above, a strong sense of inner-confidence in your approach to the work you do is important.  Sometimes there will be adverse moments in highly-demanding jobs.  Your ability to approach a crisis with a calm, “can-do” demeanor breeds a sense of belief in people that you are someone that can be relied upon in any situation.

If we can determine that you possess positive qualities that overall make up a strong, likable character, we will have total confidence in putting you forward and promoting you for high-level positions.  Because we will feel safe in the knowledge that a prospective employer will also discern these qualities in you during the interview process.

What Clients Should Be Demanding From Their Healthcare Recruiting Firm

Healthcare Recruiting Firm

What Clients Should Be Demanding From Their Healthcare Recruiting Firm

By: Christopher M. MacIntyre

August, 2016

A few weeks back, I wrote a blog article on what a candidate should expect from their healthcare recruiting firm. It occurred to me after we posted it on our website – – that I’d only really dealt with one half of the equation and I should also devote some time to putting out how we approach our client relationships as well.

I’ve spent many years in the recruitment industry and also at the highest levels of corporate investment. In this time,I have learnt to put people first in the way I try and do business. That “people first” mentality extends to the mission and goals I set for Talent Achievement Group. We recognize that we are paid well by our clients, and I wanted to eliminate entirely some of the widespread dubious practices that infect the recruitment industry. I wanted to build a recruiting firm with the emphasis on “consultancy.” I wanted to provide a multi-faceted professional service, offering real value, above and beyond the minimum requirements of ensuring we always present you with the best candidates.
At TAG, our ultimate aim is to become problem-solvers for our clients; offer real solutions to our clients; and refrain from a self-defeating “one and done” philosophy. We’re all about developing relationships with our clients that have long-term potential and are productive for both sides. Where we demonstrate that we understand your organization and are there to help and advise on all aspects of hiring, whether you have a pressing recruitment need or not.

But in multiple conversations with clients, I have noticed that there are similar refrains about some recruiting practices that come up time and again. I’d like to share some of those with you and reiterate how they have no place in my company’s business philosophy.

Offering up candidates who are entirely unqualified or unsuitable or for your organization

Sadly, this is all too prevalent in the recruiting industry and it is a waste of everybody’s time. I fail to understand how this can ever advance a client relationship, as it would rightly have a negative impact on Talent Achievement Group’s reputation. And in a competitive sector, our reputation is the single most important thing to me.

We will never offer up a candidate to our clients who has not been thoroughly vetted by us. And vetted on multiple levels. We believe it is incumbent on us to take as much stress out of the hiring process as possible. Our clients never receive a resume from TAG that does not exactly meet your requirements. We work to ensure that any candidate we present are not just perfectly qualified for your open position, but are thoroughly prepped about your organization before the interviewing stage.

If we can tick all the boxes before you meet with them and you then decide it’s not a good fit, or someone better catches your eye, I will be comfortable in the knowledge that we have presented a compelling option and not wasted your time.

Going “off the radar” when clients pay

It’s an all too common event, unfortunately. Much of the time it can be explained away by the relative age and inexperience of recruiters. Because healthcare recruiting is such a high-pressure environment, and much of a recruiting firm’s focus is on numbers, numbers, numbers, there is a pressure to produce across the board. It’s also an industry that trends towards a younger demographic of employees with little experience, limited corporate understanding and an unhealthy focus on securing commissions.

In our view it is short-term thinking of the worst kind. Our focus is on nurturing long- term, mature business relationships with our clients where we become not just providers of high-quality candidates, but a trusted partner in propelling client growth.

Understanding our clients

I’ve always believed it’s essential that in order to fully deliver to our clients, the single best tool we possess is our ears. How can a healthcare recruiting firm successfully fulfill the needs of a client without listening to the challenges they are facing, their preferred type of candidate and overall recruiting philosophy? As I mentioned, we look to bring our knowledge to bear as effective problem solvers, and this is frankly impossible if we spend all of our time telling clients how amazing we are!

We take pride in getting to know our client companies as best we can. We want to be able to understand your organization in such a way that we can put up candidates that are not just supremely qualified for the position you’re offering, but will also be a good fit for your corporate culture.

So if you have an immediate hiring dilemma, or simply want to discuss some broader industry issues and challenges, do get in touch with me. My door is always open as they say!

The author is Managing General Partner of Talent Achievement Group, a premier Healthcare Recruiting Firm based in Calabasas, Los Angeles, CA.