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The internal HR Policy for our Health Service employees was that all applicants must use their current Manager as one of their referees, consequently I was obliged to give a reference for some employees I would never consider re-employing. I tried my best to find something positive to say but was as honest as I could be about their weaknesses too.I can remember asking a Homecare Manager if she was honestly considering employing a particular RN I had been very negative about - her response - “we are desperate. If she has a pulse, I will hire her”.And we wonder why the standard of healthcare is failing ……

I've been an RN since 1990 and have specialized in Medicare Home Health since 1992. Regarding newly graduated nurses in general; there aren't enough of them. That said, I am appalled at the ongoing decline in the educational standards required to become an RN. Anatomy & Physiology is a 2-semester requirement. Why would a new nurse not know where the Deltoid is? Pharmacology (and why they still teach every, single, minor minutia in the age of Smart Phones and Google, I can't tell you,) is equally required. Why would a new nurse not know that too much Tylenol with Percocet will cause liver damage from an overdose of acetaminophen, or that too many NSAID's over too long a period of timed cause the kidneys to shut down? Clinical Lab teaches how to take vital signs, make a bed (with and without a body in it,) bathe a bed-bound patient, toilet them, dress them etc. Skills that, while essential for any nurse to know, are, in 2017, the skills of a Certified Nurse's Aide. Add to those skills; venipuncture on a plastic arm, running a drip IV ("we don't teach you the pump because we don't know which pump your employer will want you to use - they'll teach you,") how to take a finger-stick (on yourself - "we don't want to get sued,") Drawing blood on a plastic arm ("again, no law suits,) giving injections (more legal crap,) and so forth. AND THEN IT ENDS. Essential skills the nurse won't actually get to do until they're working with a real patient in a real world. So there's that problem.As to Home Health Nurses (also called Visiting Nurses,) they're coming to us with absolutely no training in homecare whatsoever. No school teaches it, period. Some offer a course called "Community Nursing" which may contain a paragraph or two, but that's it. Home Health Care is currently being used widely and generously, and is expected to increase greatly in the future (MUCH cheaper than SNFs (skilled nursing facilities - nursing homes, also, while many are hiring full-time RNs - there is still a large amount of Per Diem work which is very useful for mothers who want to only work while they're kids are in school,) yet no one teaches the subject. What we're getting as applicants are nurses who have no idea what a "head-to-toe assessment with psychosocial elements" is or how to do one. No idea of the purpose and goals of home health. I could go on, but it's 3 o'clock and I have to get to the bank.

According to a new research report by Future Market Insights, the Western Europe medical recruitment market was valued at over US$ 16 billion in 2016. It is projected to grow at a CAGR of 5.6% during the period 2017-2027 to reach US$ 29.34 billion in revenues.Increasing prevalence of heart-related diseases, combined with rising research projects related to healthcare across various countries are driving the growth of the market. Germany has the highest population of old-age population, followed by Sweden, France, and Denmark. Providing quality care to this rapidly growing population will be a challenge for the healthcare sector in Western Europe. This will necessitate increased hiring of healthcare professionals.Key Trends Shaping the MarketHealthcare recruiting companies are focusing on recruitment service diversification and expansion across Europe to consolidate their position. For example, in January 2017, TFS Healthcare enhanced its presence in England and Wales by employing dedicated teams for these countries.The Western Europe medical recruitment market is fragmented, and large companies are acquiring smaller players to enhance their presence in suburban centers.Recruiting companies are partnering with universities to gain access to a steady pool of fresh talent.Request For Sample @https://www.futuremarketinsights.com/reports/sample/rep-we-3675Key Technology Trends: On-boarding Software, Smart Social Recruiting, and Data AnalyticsAccording to Future Market Insights, the use of on-boarding software solution is gaining traction among medical recruiters, owing to its effectiveness and ease of use. On-boarding software solutions eliminate paperwork and speed up the process.Use of smart social recruiting is also growing among medical recruiters in Western Europe. Recruiters are reducing their reliance on applicant tracking systems, and incorporating social recruiting and employee referrals into their operations. Further, use of data analytics software, including Hadoop, Voldermort, and Cassandra is growing among recruiters, as focus on maintaining and managing applicant volumes becomes a priority.By vertical, nursing/healthcare is the most lucrative segment, accounting for nearly 29% revenue share of the market. Paramedical staff is the second largest segment, accounting for 11.4% share of the market.In a bid to provide accurate analysis to readers, Future Market Insights has also segmented the Western Europe medical recruitment market on the basis of candidature. Healthcare professional was the most sought-after candidature profile, whereas pharmacovigilance and regulatory affairs was the least lucrative.Request For TOC @https://www.futuremarketinsights.com/askus/rep-we-3675On the basis of services, the market has been segmented into recruitment services, managed services, homecare services, and specialist care services. Future Market Insights estimates recruitment services segment to be most lucrative, followed by managed services and homecare services.The U.K. remains the largest market, accounting for over 36% revenue share. Germany and France are the other leading markets in Western Europe. Norway and Denmark are among the least attractive markets.Leading recruiters in Western Europe medical recruitment market include Medacs Healthcare PLC., Euromotion Medical, CPL Healthcare, ProClinical Recruitment, TFS Healthcare, EGV Recruiting, and CCM Recruitment International Limited.