Connetics USA and O'Grady Peyton - The Differences

Do you want to share maybe some of the differences  that are evident in their direct hire versus the staffing model. 

Sure, Tanya be happy to. Um, so I'll start with the direct hire model, because I think many of the viewers are more familiar with direct hire. Again, as I said, at the top, in the direct hire model, the employer is the sponsor for your immigrant visa. So the healthcare system there, your employer and your visa sponsor, the healthcare system provides benefits. So when talking talks about choice, you know, pick up your life cycle, as a nurse, you start your career, you're a new grad, you maybe don't have a partner, you haven't had kids. And when you think about what you're looking for, maybe location is the top thing that is important to you, you want to be beside friends and family. So as you're looking at direct hiring staff and options, you want to see who has job openings in those locations that you're interested in. But then maybe later on in the lifecycle of your professional career, other things may be more important to you. So healthcare benefits in the direct hire model, tend to be better. So if you have health insurance, it's very important to maybe you have a pre existing health condition, then you might want to think about what were the benefits that are in the direct hire staffing model. I think there is misinformation out there that in the staffing model pay is not competitive. So I want to explain a little bit about how pay is set in the staffing model. So pay is set towards the midline of the geography and the staffing model. It's not set at the minimum prevailing wage, I think there's a misunderstanding with nurses overseas, that it's set at the minimum prevailing wage in the staffing model.  

That is not correct. If we brought nurses in at the minimum prevailing wage in this competitive market, they would not continue to work for us. So we set to the midline of the geography. So for nurses with less experience, you actually can do better in the staffing model. Because you're not being paid based on the experience you do or don't have the right tire model, the pay is set based on the years of experience. And that's where it can actually be better than the right tire model. If you have a lot of experience you just consider about weighing those options, and have plenty of conversations, make sure you're asking really good questions, and that you understand the answers to those questions. The staffing side, so the biggest call out there is the shorter assignment length. It's two years in the staffing model. When you choose who you're going to come to the United States with, and where you're going to be assigned to, you know, you might want to think well, maybe I want the staffing model of command, I'll get a really solid orientation with great support and my commitment like this two years, and then I can decide what I want to do longer term. So think about weighing the pros and cons in direct hire and the staffing model and pick what's right for you. It's all about choice. And together, we have choice in every state in the United States. So do your due diligence and that same interview with everybody everywhere, but find to what you're looking for what's important to you. It's not necessarily important to everybody else, but get those top three things that are really important to you. And then fine tune your search and the direct hire and the staffing models based on those things that are reporting to you. 

Thank you Chanel, that was a great overview of the differences between the direct hire and the staffing model. And I think the key things here to keep in mind is career matchmaker.