Day: March 9, 2020

Jobs and Career Outlooks with a Healthcare Administration Degree

There has never been a better time to pursue a healthcare administration degree. As the “Baby Boomer” generation retires, they create a two-fold need for qualified candidates entering the field of healthcare. Retirees leave their positions wide open for the next generation of healthcare administrators and – as they age – they create a larger demand for employees in all aspects of healthcare. Whether you plan to begin your career in the field of medicine and work up to an administration position, or plan to enter the field of healthcare administration directly after obtaining a degree, your job and career outlooks are resoundingly positive.
What can you Do with a Healthcare Administration Degree?
The US Department of Labor’s Occupational Handbook projects employment rates for healthcare administrators will grow by 17% over the next eight years. This is significantly faster than the average job growth statistics for other careers. In addition to the rising Baby Boomer population, rapid technological changes put additional pressure on hospitals, doctors’ offices, and medical clinics to hire healthcare professionals with the most current and in-depth understanding of medical coding and classification software as well as electronic health record (EHR) systems technologies.
In order to have the best prospects of securing a job in the field of healthcare administration, candidates need to be educated at accredited universities offering a variety of classes designed to support well-rounded graduates. Healthcare Administrators do more than just “manage.” They are responsible for:
  • All aspects of day-to-day healthcare facility management
  • Keeping up (and adhering to) the latest healthcare legislation and policies
  • Employee hiring/firing, creating and sticking to budgets
  • Acting as public relations representatives for their healthcare facility.
That’s a tall order for any employee which is why finding the right candidates can be incredibly challenging.
Landing a Job as a Healthcare Administrator
There are several things you can do to increase your chances of landing a job directly after graduation.
  • Attend an accredited college with a reputation for graduating competent and prepared graduates with a healthcare administration degree.
  • Take classes with a wide subject base to show future employers you are not only a successful healthcare manager, you are astute in the areas of accounting/finance, technology, and customer relations. They need to know you can jump in and perform competently on multiple levels.
  • Take advantage of any career experience opportunities your campus offers so that you can become educated in a variety of healthcare arenas. You never know whether your degree will take you to a large urban hospital or a small rural non-profit clinic. The more experience you have the better.
While nobody would say healthcare administrators have it easy, the position can provide a lifetime of both personal and professional satisfaction. If you want to know more about becoming a Healthcare Administrator contact the Admissions office: https://www.bryantstratton.edu/admissions. 

Bryant & Stratton College Men’s & Women’s Soccer Poised for National Tournament

Not many teams can travel over 500 miles and still say they’re close to home. But the Bryant & Stratton College men’s and women’s soccer teams will be doing just that when they travel to Virginia Beach, VA for the 2016 USCAA National Championships.Women's Soccer
While the Bobcats will be three states away from the Syracuse campus, they’ll be just six miles from the Virginia Beach campus location, offering a little bit of a home field feel to this year’s championships.
Both teams enter the tournament with high expectations as each finished in the top-five of their respective polls. The women finished the year 9-4-1 and aside from a non-conference loss to ASA College, only fell to teams who finished above them in the polls. The same goes for the men’s side as the only blemish on their 10-1 season came at the hands of the tournament’s seed, University of Maine-Fort Kent.
Both teams share the challenge of topping UMFK as neither the BSC men or women could topple their foes from the northeast. Yet, strong play kept both Bobcats squads near the top of the USCAA polls all season long and each side was rewarded as the top seed in their respective pools for the National Tournament.
The men enter the tournament as the seed, behind only UMFK and Florida College. BSC’s pool will feature #6 Penn State-Brandywine and #10 University of Maine-Machias. Both Brandywine and Main-Machias represent stiff tests for the Bobcats as the two teams combined for 27 wins and just two losses on the year.
With their only loss coming to UMFK, the Bobcats enter the tournament with one of the strongest resumes available. Bested only by UMFK and Florida College’s undefeated records, the Bobcats boast wins over tournament participants SUNY ESF, SUNY Delhi and Albany College of Pharmacy & Health Science. In the three victories, BSC conceded just once while scoring a combined 17 goals against the three fellow National Championship contenders.
The Bobcats are powered by a multi-pronged attack that features five players who have scored four or more goals but only one leading scorer, Alex Pompo, appearing in all 11 games. Despite the lack of a bona fide poacher on the attack, BSC still finished third in the nation in goals per game with 5.27. Their total off 58 goals is 40 fewer than the national leaders but the Bobcats played far fewer games than the teams that rank above them in total goals, indicating that the Bobcats’ overall scoring rank may be deceiving to some.
At the front of the Bobcats attack will be Gontzal Gili Balaguer (9 goals), Matthieu LeRoux (8 goals) and Pompo (7 goals). Meanwhile, Refik Begic and Harry Watson have split most of the time in goal this season, sharing five clean sheets and giving head coach Nick Dimitrievski a tough decision once the games are underway.
Men's soccer huddleThe men’s squad will kickoff their assault on the National Championship on Thursday, November 10 against Penn State-Brandywine at 2:00. Their second pool play game comes the following day with another 2:00 kickoff against Maine-Machias. The winners of each pool advance to the elimination round where the final four teams face off in a single elimination format.
On the women’s side, the Bobcats again enter the tournament as the top seed in their group, but as the seed they’ll have tighter competition to overcome. They’ll face #5 Cleary University and the #9 seed, the Penn State University Athletic Conference champion.
One first glance, the women’s season is one of fits and starts. The squad never won more than three games in a row with three of their four losses coming by two goals or less and being shutout twice (one instance was a 0-0 draw). That, despite scoring five or more goals in five contests this season.
The Bobcats feature a trio of deadly scorers who, if market poorly are capable of scoring at will. Kai Jacobs has been dominant for the entire year, scoring 12 goals and adding a staggering 11 assists on the year. She’s not the only Bobcat capable of providing a well-placed final pass as Lissette Rodriguez, Maria Vela and Andrea Giron all have five or more helpers on the season. That trio has played a major role in the success of Jacobs and her fellow leading scorers, Portia Davis and Shareka Joseph.
Both Davis and Joseph boast nine goals a piece and combined with Jacobs’ efforts, they account for nearly 60% of BSC’s offense on the year. The trio are also the most likely to tally a winning goal for the Bobcats, as may be expected given the share of the offense they contributed. In total the trio have seven of BSC’s nine game winners this season with Davis picking up four on her own.
You can expect to see Megan Hagadorn in goal for the Bobcats as she played in 12 of BSC’s 14 games this year, collecting a 6-4-1 record. However, don’t rule out Lissette Infante playing some sort of role as her two starts both resulted in wins this year, giving Alex Grigorita two strong choices in net.
The action for the women kicks off on Friday, November 11 at 10:00 when they face Cleary. Their second game comes at 10:00 am on the 12th against Penn State. Should they advance, the Bobcats will play the winner of pool A, which includes old friends, University of Maine-Fort Kent.
Keep up with all the action at the Bryant & Stratton College athletics website: www.bscbobcats.com. If you wish to watch the men’s and women’s selection shows, the links are available below:
USCAA Men’s Soccer Selection Show

Pursuing Medicine after a Life-Changing Accident

Before deciding to study medicine, Roman Pettigrew was a musician with a major label record deal.
He was a guitarist in Team Spirit, a New York City-based rock band signed with Warner Brothers and Vice Music. Pettigrew, who grew up in London, toured the country with his three bandmates. Life was good, for a while anyway. Eventually, there was conflict among the group. It wasn’t long before the band members grew disillusioned and decided to call it quits.
“It ended in tears, really. It’s the oldest story there is on why we broke up,” Pettigrew says. “We hadn’t quite made it to the next level. We never even made it to the tour bus stage. We were always in a van having to take turns driving through the night to the next city. That lifestyle is worth it if you really want it. But I didn’t anymore.”
Pettigrew wanted to do something else with his life, but he wasn’t entirely sure the path he wanted to take. It wasn’t until a severe accident and undergoing major surgery that he decided to pursue medicine at UVM.
In August 2013, one week after he bid farewell to his music career, Pettigrew was in a devastating biking accident in New York when another cyclist collided with him head-on. Remarkably, Pettigrew was able to get himself up and walk home. It was only when his parents prodded him to seek medical attention that Pettigrew went to the hospital 48 hours after the crash.
Doctors ordered a CT scan and discovered bleeding inside Pettigrew’s skull, which required the 30-year-old to undergo emergency brain surgery at New York-Presbyterian Cornell Weill Medical Center in Manhattan.
“I didn’t go to the hospital for two days, which was silly. When you have a brain injury, you’re not thinking straight,” he recalls. “I fractured my skull and my eye socket. I was very lucky to survive the accident and even be OK.”
For Pettigrew, an exchange he had with a doctor before surgery prompted him to change his life. “The turning point for why I wanted to be a doctor was having one of the physicians say to me: ‘You’re a moron for not coming in, but you’re a tough bastard,’” he says with a laugh. “She was right. When you’re a doctor, you’ve got to tailor what you’re saying to a patient. She said the right thing to the right person. That’s exactly what I needed to hear.”

The Pursuit of a Career in Medicine

It wasn’t just the tough love he received from the New York doctor that made him consider a career in medicine. While recovering from surgery in the ICU, a childhood friend Pettigrew hadn’t seen in 15 years showed up at his door. The friend was a Harvard Medical School graduate doing his residency at the New York hospital where Pettigrew was a patient.
“It was the craziest thing for him to walk into my hospital room,” he says. “It was one of those things when you’re really low, and a random thing can happen and make you really happy.”

Coming to Vermont

The following January, Pettigrew enrolled in UVM’s Post-Baccalaureate Premedical Program so he could earn the prerequisites to attend medical school.
“I decided that I’d had enough grinding away in the music business, and would like to use my experience to help others,” he says. “I had also had enough of New York, and I had always heard lovely things about Burlington and Vermont.”
Born in South Korea, Pettigrew was interested in becoming a doctor when he was a teenager. But music was also his passion. Pettigrew, whose father is American, decided to go to college in the United States. After attending Duke University for one year, Pettigrew realized he wanted to major in music and transferred to the Berklee School of Music in Boston.
Upon graduation in 2008, he moved to Los Angeles and worked on scoring films and television shows (including the WB’s Smallville television series). However, the writers’ strike at that time proved it difficult to find consistent work. He moved back to New York in 2011 to join Team Spirit.

What the Future Holds

Pettigrew will complete the Post-Bac program at UVM in May, and start applying to medical schools for fall 2016. He is interested in emergency medicine and hopes to study at the UVM College of Medicine.
“My accident is something I feel very fortunate about because it gave me a fresh start,” he says, noting that the experience has made him more at peace with his own mortality.
Pettigrew says one of the highlights of his time at UVM so far was attending a lecture given by Page Hudson, M.D., assistant professor of surgery at the College of Medicine.
“Dr. Hudson gave the best lecture. He basically started off by telling us, ‘You are all going to die.’ His lecture was about being an ER doctor, and about death, medicine, and poetry. It was brilliant,” he says. “If anything, I’m a lot more relaxed about death now. After the accident, I still ride my bike. If I die riding my bike, there are worse ways to go. Being afraid of death is a waste of energy.”
Pettigrew is also able to easily connect with people and put them at ease, which is why he believes he’ll make a good physician someday.
“As someone who has been through an intense emergency, I’ve learned a few things,” he says. “The great thing about being a health care professional is that you’re in a position to change someone’s life every day.

What’s the Difference Between Sales and Marketing?

By Joe Candido
Sales and marketing are similar functions yet also very different. Much of the confusion comes from the perspective or “lens” one uses when comparing them. From a communications perspective, they both attempt to engage the target prospect or customer and build a relationship. What I tell my students in leadership training exercises is this: both sales and marketing want to establish credibility and differentiate. The goal is the same with each using a different approach.
Typically, the marketing approach is a one to many style and the medium is less personal. Think about advertising, brochures, telemarketing, websites, etc. They are all designed to reach a very large target group with minimal human interaction.
On the other hand, sales is usually one-to-one or one to a very small number, and the medium is much more direct with either the phone or in-person approach. The cost per “touch” is much higher using sales, which is much more direct, influential, and intimate than marketing.
From an analysis perspective, marketing is data-driven using proven and often scientific research methods like quantitative and qualitative approach, and mining and analysis of huge and multi-sourced database often referred to as “big data.”
Sales does not have such a discipline. Problem solving, solution creation, and negotiation are squarely in the sales domain, requiring a highly interactive exchange of information that is much better served with a person-to-person approach.
Imagine trying to describe your problem to a machine. Oh wait, we do that all the time when calling an 800-number number with automated customer support, which is often a frustrating experience. I strongly believe that complex matters are best served by a direct person-to-person approach. Reputation, trust, and promise are shared and promoted by both marketing and sales.
Marketing focuses on brand management, customer satisfaction/experience, and market share analysis. Messaging, alignment with the customer, conveying the company values, are all hallmarks of building and maintaining the brand. Sales demonstrates these elements through their on-going work with the prospect and customer. Sales brings the brand promise to life (or not) as they address questions, solve problems, and build relationships.
There are many other comparisons to make but they all tend to lead us to the same understanding. Sales and marketing largely perform the same function – engage the target prospect or customer, build a relationship, and do business.
Sales and marketing are highly complementary and should be viewed and two functions serving the same goal. Sales and marketing strategies and tactics should be aligned along with the leadership teams. Yet, sadly most companies find these two departments at odds as neither recognize the value of the other.
Sales and marketing must work together in order to succeed. Your company’s future depends on it

Don’t Let Social Media Kill Your Career

Social media can kill your career. That’s not surprising, nor is it new. But right now, with recent college graduates out there job hunting and since it is an election year, this is a great time to be warned again. People are overlooked for job interviews and promotions and they get fired, all for making inappropriate posts on social media. 
“People need to be reminded,” said Deborah Brown-Volkman, professional certified coach at SurpassYourDreams.com, “just like every year at Christmas time, we remind them not to drink too much at the office party or tell the boss what they think of him.”
Because people use social media 24/7, saving your career means more than just deleting those Friday night photos. Here’s what you need to know to avoid committing social media career killers.
Employers are going to explore online and they will find you
“Present and future employers look at and monitor your social media sites,” said Brown-Volkman. “Some companies have compliance departments that monitor them and go so far as to ask for LinkedIn passwords to monitor your mail,” she added.
social-media blockEveryone has a different sense of humor
What’s funny to you may deeply offend another. No employer wants to be insulted nor do they want to risk other employees or potential customers being offended. And, just because you’re simply sharing or reposting, that doesn’t mean you will be off the hook. People’s perceptions of you as a professional can change dramatically if they see you rant and rave about provocative topics.
“Don’t share or talk about anything controversial,” said Brown-Volkman. “You can be a republican or a democrat, but the point of view stuff that makes you or others respond angrily or start blaming, will get you in trouble too,” she added.
There is such a thing as over-exposure
Ever get sick and tired of hearing the same song everywhere you go or every time you get in the car? Or, what about seeing the same celebrity interview on every morning, noon and nighttime show? That’s exactly the reason you shouldn’t over share on social media. People will not only get sick of ‘seeing’ you, but they may question your credibility if all they see are things you posted all day long. When would you have had time to actually do some work?
Nothing is private! 
“People are going to look at your profile and anything you post is fair game,” said Brown-Volkman. “Even if you adjust your privacy settings, they somehow see it.” When you think you’re venting to only your closest one hundred friends, there could be one hundred more who take it out of context or share with their one hundred closest friends. And remember, there is no privacy setting for preventing someone from taking screenshots of your posts and sending them to someone else.
“Post G-rated stuff like pictures of you smiling, with your family and friends, or being active, like climbing a mountain or running a race,” said Brown-Volkman. Also, differentiate between personal and professional accounts. Use LinkedIn to connect with colleagues, clients and potential employers and to share career or business news. Reserve Facebook to give family and real friends, fun updates and information. When all is said and done, the best advice for professionals is to keep social media posts clean and upbeat at all times.

Instructor Blog: Exploring Workplace Capabilities

What are workplace capabilities, and how do they relate to your courses at Bryant & Stratton College? In each supplemental syllabus, there is a section called “Workplace Capabilities” and a description of which capability will be addressed in that particular course. The chart will look like this:
Bryant & Stratton College Workplace Capabilities
Tolerance
Communication
Attitude
Interpersonal Skills
Perseverance
Enthusiasm
Problem Solving
Persuasion
Productivity
Dependability
Informational Literacy
Technological Literacy
Why are these capabilities important, and how will courses help you improve in these areas? In the workforce, employers are looking not just for the qualifications of the position but the “soft skills” that make some job candidates stand out more than others. The first workplace capability is tolerance. In any environment, you will come across others who have different lifestyle choices, backgrounds and personalities than what you might be used to or comfortable with. In a professional setting, it is important to maintain a working relationship with others. In the classroom, online or on campus, you will also come across others with different backgrounds and beliefs.
The classroom is a great place to practice tolerance. This can be as simple as not commenting on something you don’t agree with if it isn’t relevant to the topic of discussion.   Tolerance doesn’t mean that you pretend to agree with people, it just means that you maintain civility in interacting with others. In discussion and through providing feedback on the portfolio projects of your peers, you will have experience with maintaining a tolerant and respectful attitude towards people from many walks of life.   To read more about tolerance, visit the following website:  http://www.mindtools.com/pages/article/tolerance-workplace.htm.
The second capability is communication.  While this may seem obvious, it is an opportunity to set yourself apart through being respectful, professional and clear.   For example, when emailing an employer, including his or her name helps develop a friendly tone. Simple phrases such as “please” and “thank you” show respect and prevent the tone of an email from sounding demanding.  Communicating with peers and instructor is a great opportunity for practicing professional communication.  Discussion is a great opportunity to practice communication, as you will address a variety of topics with a large variety of people. You will learn more about professional communication in ENGL 250 Research and Writing II. 
Communicating clearly and professionally is essential for any field.  Candidates who show a lack of clear, professional communication may never get past the interview stage.
Stay tuned for a description of more workplace capabilities!

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY RECRUITERS ARE YOUR COMPANY\’S BEST BRAND REPRESENTATIVES

When you think about who communicates with people outside of your company the most, you probably think of sales reps, but you should be looking at your recruiters. In fact, they spend almost all their time talking with or about people who aren\’t employees. Glassdoor says each corporate position receives an average of 250 applicants. Of course, that number is going to vary wildly depending on the position, but recruiters can potentially interact with thousands of people every year.
Even though they aren\’t public relations specialists or marketing pros by title, a big part of their job is not only to attract and select the right candidates for the right roles, but also to present your organization in the best possible light to individuals and organizations—such as universities or talent agencies.
Because of the sheer number of people they interact with on a regular basis, recruiters play a crucial role in generating a positive impression of your company. Here\’s how recruiters can serve as marketing agents, brand ambassadors or even PR agents, outside the scope of hiring new employees.

Job Candidates Are Consumers, Too

No matter what your company does, it\’s quite possible that your job candidates are also your customers. You want every one of those candidates to continue to do business with you even if they don\’t get the job. That requires treating all candidates with respect and ensuring they know you value their time.
Candidates fill other roles—they\’re consumers, they work for other firms and they conduct business with your competitors. They have a voice. It used to be that PR reps could control a company\’s image—now, anyone with a Twitter, Facebook, Instagram, LinkedIn or Glassdoor account can build a following and change the perception of a company.

The Recruiter\’s Guide to Brand Representation

Knowing that every customer recruiters interact with can have an impact on your brand perception, it\’s important for recruiters to be truly good brand representatives. To do that, they need to do a better job with regard to candidate experience. Today, almost 60 percent of job candidates say they\’ve had a negative candidate experience, and 72 percent of those have shared their bad experience online.
Here\’s how recruiters can change their ways, and keep candidates postive about the company:
  • Keep candidates updated and informed. No ghosting!
  • Send rejection emails as well as offer emails. People want to know when they should move on.
  • Reward people for applying. When Hard Rock Cafe opened a restaurant in a new city, they gave a free drink coupon to everyone who applied, and everyone who interviewed got a free meal coupon as well. I interviewed the company about the promotion, and they told me that applicants not only redeemed these offers, but also brought their friends.
  • Treat candidate\’s time as precious. They have jobs (often), homes and families, so use their time judiciously. Limit the number of times they need to come in for face-to-face interviews. If you want to see sample work, work with hiring managers to create a manageable assignment that will take less than an hour.
Doing these things gives people positive feelings about your company, regardless of whether or not they get the job, and that\’s good for your company\’s brand. When your company has a great reputation, not only will people want to do business with your company, they\’ll also want to work for it.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

The Most In-Demand Jobs Requiring Certificate Programs

The most in-demand jobs in the today’s market usually call for applicants to have completed a certificate program. Fortunately, online certificate programs make it possible for single parents, full-time employees, and those just entering the job market, to complete a certificate and/or degree according to their own schedule. Here are examples of jobs in high demand that can be attained by completing a certificate program:
Accounting & Finance: The success of any business depends on the education and experience of its accounting and finance personnel. Without a proper financial plan, detailed and organized financial records, and strict adherence to tax and finance laws, it is difficult for a business to be profitable. Because of this, qualified applicants are in such high demand. Examples of jobs in accounting and finance with big potential include bookkeeping/ accounting/ auditing clerks, tax preparers, claims adjusters and investigators, and financial managers.
Business: Whether your goal is to become a first line manager, or to just increase your earning potential in your current career, an online business degree will provide the information and training you need to help your business run efficiently and to craft relevant business plans based on current market trends. Examples of in-demand jobs requiring a business certificate include business management positions, information clerks, sales representatives, and first line supervisors.
Criminal Justice: The realm of criminal justice continues to expand which is why those interested in a criminal justice career need an education that provides practical training as well as a foundation in criminal psychology and theory. Detectives, criminal investigators and social and human service assistants will enjoy higher earning potential after completing a certification program that covers criminal law, including local, state, and federal criminal mandates.
Health Care: New Universal Healthcare legislation, combined with the rising retirement population, has created a multitude of openings in the field of healthcare. Whether you want to work healing people, or desire to build a career in healthcare administration, you can work in a variety of different medical settings. Opportunities for medical assistants and medical secretary positions are growing at a very high rate.
Hospitality Management: Has your restaurant or hotel career flatlined? It may be time to finally pursue a degree in hospitality management. Careers which often require background in hospitality management include lodging managers and meeting, convention, and event planners. Educational and professional training will open doors to hospitality positions in restaurants, hotels, and resorts around the world.
Are you ready to begin preparing yourself for jobs with certificate training at their core? Apply for a certificate program in demand now and become a confident prospect for these and other in-demand jobs.
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Should I Continue My Education?

Research shows that salaries and success in a career are directly correlated with levels of education. It is important to take time while you are in school to research what it takes to be successful in your field. Sometimes, this means continuing on with school after you obtain your first degree. If you are interested in continued education, planning should start prior to graduation.
Advanced Degrees
Bryant & Stratton College currently offers four Bachelor’s level degrees in dynamic and growing fields. Many of our current Associate’s degrees transition into a corresponding Bachelor’s degree. Because of this, you could finish a Bachelor’s degree in two years following the successful completion of a related Associate’s degree!
Contact your Academic Advisor and have a discussion about your educational options following graduation; whether it’s a Bachelor’s degree with us or a higher level degree elsewhere!
  • Bryant & Stratton College offers the following Bachelor’s degrees:
  • BBA: Bachelor of Business Administration in General Management (not available in AR) Specializations in eCommerce, Marketing, Human Resources and Project Management are also available.
  • BSHSA: Bachelor of Science Health Services Administration (not available in NY or AR)
  • BBA in ACCT: Bachelor of Business Administration in Accounting (not available in NY, OH or AR)
Adult Education Programs and Certifications
Once you have completed your associates and/or bachelors degree, you may also want to look into specialized certifications based on your precise career goals. Bryant & Stratton offers certification and professional development programs for the Finance, Healthcare and Information Technology fields. A few of the programs available include:
  • Financial Securities Certificate
  • ICD-10 Courses in Medical Coding
  • Certified Pharmacy Technician
  • Certified Phlebotomy Technician
  • Property and Casualty Insurance Courses
  • Coaching Essentials
Professional development courses can help you advance your career even more. If you are interested in any of these programs, contact your advisor or the Admissions office
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What’s the Difference Between Sales and Marketing?

By Joe Candido
Sales and marketing are similar functions yet also very different. Much of the confusion comes from the perspective or “lens” one uses when comparing them. From a communications perspective, they both attempt to engage the target prospect or customer and build a relationship. What I tell my students in leadership training exercises is this: both sales and marketing want to establish credibility and differentiate. The goal is the same with each using a different approach.
Typically, the marketing approach is a one to many style and the medium is less personal. Think about advertising, brochures, telemarketing, websites, etc. They are all designed to reach a very large target group with minimal human interaction.
On the other hand, sales is usually one-to-one or one to a very small number, and the medium is much more direct with either the phone or in-person approach. The cost per “touch” is much higher using sales, which is much more direct, influential, and intimate than marketing.
From an analysis perspective, marketing is data-driven using proven and often scientific research methods like quantitative and qualitative approach, and mining and analysis of huge and multi-sourced database often referred to as “big data.”
Sales does not have such a discipline. Problem solving, solution creation, and negotiation are squarely in the sales domain, requiring a highly interactive exchange of information that is much better served with a person-to-person approach.
Imagine trying to describe your problem to a machine. Oh wait, we do that all the time when calling an 800-number number with automated customer support, which is often a frustrating experience. I strongly believe that complex matters are best served by a direct person-to-person approach. Reputation, trust, and promise are shared and promoted by both marketing and sales.
Marketing focuses on brand management, customer satisfaction/experience, and market share analysis. Messaging, alignment with the customer, conveying the company values, are all hallmarks of building and maintaining the brand. Sales demonstrates these elements through their on-going work with the prospect and customer. Sales brings the brand promise to life (or not) as they address questions, solve problems, and build relationships.
There are many other comparisons to make but they all tend to lead us to the same understanding. Sales and marketing largely perform the same function – engage the target prospect or customer, build a relationship, and do business.
Sales and marketing are highly complementary and should be viewed and two functions serving the same goal. Sales and marketing strategies and tactics should be aligned along with the leadership teams. Yet, sadly most companies find these two departments at odds as neither recognize the value of the other.
Sales and marketing must work together in order to succeed. Your company’s future depends on it
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Using Social Media to Get in Front of Recruiters

For a job opening employers can sometimes receive thousands of resumes. Among that stack, getting prospective employers to notice your employability skills can be challenging.
A good resume or a strong cover letter can help, but with elevated competition and sparse job openings you may have to employ some creativity in order to get recruiters and hiring managers to notice you. In addition to replying to job postings, you should find ways to proactively share your experience and expertise. According to the experts who served on the “Job Ready or Not?” panel at Bryant & Stratton College Online, more and more employers are turning to social media as a passive and an active form of recruitment. During the event, Heather Tinguely, Program Manager of Global Talent Labs at Microsoft offered some advice on how to use social media to get noticed professionally.
Complete your profile There are many ways to post your professional qualifications on social media, but the most basic is to make sure your profiles are complete. Ms. Tinguely suggested when you set-up your profile say, \”‘I went to school here,’ or ‘I majored in this,’ or ‘This is my last job title.’ Most companies have things in place where we can pull that data and then start to build passive pipelines of candidates – people that have not applied to our company, but people [who] we want to reach out to proactively. So make sure that your LinkedIn profile is up to date.  Make sure that you have references on there, because that\’s your virtual [resume].”
Share it! Social media networks lend themselves naturally to sharing. While you may be used to sharing things like your weekend plans, a photo of your red velvet waffles at brunch, or a funny video from your brother these sites can be used to share professional ideas. Try sharing an article on LinkedIn by a leader who has your dream job or tweeting your opinion on changes taking place in your desired field of work. Since the people in charge of hiring are likely on these networks as well, it can be a great way to show you are passionate, engaged in the space, and knowledgeable.
Make yourself easy to find As recruiters and hiring managers engage in more passive recruiting tactics, Ms. Tinguely suggests that you take a look at what they might find if they search for you online. As you search for a job (and even after you’ve received that coveted position) regularly enter your name into your favorite search engine to see what comes up first. Then when you know what’s out there you can start to use social media to create a personal brand. “See if you can actually start controlling that message and building your personal brand or identity a little bit better online,” says Ms. Tinguely. “Get your own URL with your name, go on WordPress, start a blog, make sure that all of your social links that you want employers to see are there, along with portfolios or CVs.”
Companies get creative too Ms. Tinguely also noted that companies are changing the ways they source candidates. For example, at Microsoft they started a strategy called “compete intercept.” According to Ms. Tinguely this is the practice of setting up “feelers on Twitter, and every time a candidate would tweet out, ‘I just interviewed with X company!’ – you can insert our biggest competitor in there – we would set up an auto-respond to that tweet, and basically say, ‘We\’ll interview you tomorrow.  Here\’s our direct line.’\” In that way, Microsoft has been able to find qualified candidates who had not found them yet. So as you continue to build and add to your social media profiles, don’t forget they can be great tools for getting in front of prospective employers. Hiring managers are out there and you could be a great fit for their team!
Bryant & Stratton College Online is dedicated to helping students improve their employability skills and become job ready. Through outcomes-based education and career training, Bryant & Stratton College Online helps students learn the technical skills as well as the soft skills they’ll need to be successful in a career. If you are interested in learning more about the online degree programs at Bryant & Stratton College Online, please call 1.888.447.3528 to speak with an admissions representative.
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