Why we change
January is here. And with January comes change at Gosselin/Martin Associates.
Our first change is to our website. Redesigned, re-functioned, it’s a cleaner look. It captures what we do. We hope you like it.
Our second change is to our tagline. It’s the line that appears underneath Gosselin/Martin Associates.
It used to read The Expertise, The Network, & The Difference in Recruitment and Retention.
Now it reads The Expertise & The Difference in Recruitment, Retention, & Career Development.
You probably don’t care that we changed our tagline. And I don’t mean to say that in a scolding tone, you have other important things going on! But we wanted to let you know our thought process behind the change because, for us, it’s significant.
We focused on the importance of the word “Network” in our tagline. Sure we still have our network of candidates, and it is stronger than ever, but Networks look to take on less significance when measured against the phrase we added – Career Development.
Simply, the market is changing. While our roots remain firmly established in healthcare facility management search consulting, the last several years have significantly changed healthcare facilities management employment. As a result, there is a people void and leadership need, and it’s getting worse. Career Development is necessary to help navigate these challenging times.
We can’t lose employees to other industries for the future health of healthcare facilities management. But we are, across the nation.
The change is here
- Trends related to employee longevity are shifting negatively for employers;
- Management shortages are common;
- Employee loyalty is fading as retirements are increasing;
- Counter-offers to keep employees in their roles are frequent;
- Candidates are increasingly evaluating the organizations that interview them, and they are sometimes finding they don’t like what they see;
- Vaccine mandates are diminishing staff while offer ghosting increases.
The search market, in which we have been a fortunate participant for more than 16 years, has changed. Frequent facilities management turnover and open positions have created an environment that negatively impacts the patient experience.
Recruitment and retention for organizations and career development for individuals should be focal points as we go through 2022 and beyond. Therefore, we focus on recruitment, retention, and career development, so we changed our tagline.
How we change
We will still do what we have done for more than 16 years, and 400 searches – recruitment, career development, education – but we are offering NEW programs that expand our scope while adapting to and solving the issues of changing markets, workforce demographics, and personal development.
Accordingly, we roll out three new programs for hospitals, individuals, and engineering chapters.
Innovation in health facilities recruitment, the Partnered Search is a collaboratively based, Guaranteed Maximum Price (GMP) contractual arrangement. As a result, the organization maintains control and cost economy over the recruitment project while accessing Gosselin/Martin’s industry-leading knowledge and resources.
We believe the partnered search benefits our clients.
Programs related to personal career development are lacking for those working in healthcare facilities management. And when there is a program, it is often high-priced and not fully integrated: Individuals are forced to make a la carte selections. Not at the Career Hub.
With our knowledge and thought leadership in healthcare facilities management, we are uniquely situated to offer an integrated, individualized career development program. Healthcare facilities are what we do all day, every day.
Career Hub for Individuals: There’s opportunity in healthcare facilities, but navigating career decision-making can be daunting, as can interviewing and negotiating. We are experts in the field with deep knowledge of the entire process. Our integrated approach to career development includes resume assistance, ongoing counseling, and High Reliability education.
Career Hub for Engineering Chapters: Chapters rightly focus on technical education, not personal career development. The Career Hub fills a need that is not met in the industry. Individuals need to optimize their careers, as they do their boilers and MEP systems.
Next week, in Part II, we will look at the market and how it is dictating change. To quote Mr. Spock, it’s a fascinating time.