The Impact of Body Language


Something so little as a slouched posture can decide someone’s fate of getting their dream job. But is that how it should be? Most bad body language happens when people are stressed and uncomfortable, and these feelings come out during a job interview. Is it right to base your first impression on someone’s body language during an interview? Most of the time that’s not how the candidates act all the time. So, why is body language so impactful?

Let’s break it down first: What is body language?

Body language, or nonverbal communication, is not about what you’re saying but about how you say it and what your body is doing while talking. Body language is a way to better your conversation by using your facial expressions, hand gesticulation, and posture in your favor.

Some examples of body language:

Eye Contact:

Eye contact is a very controversial thing and a matter of opinion. In some countries, constant eye contact is rude while in in others it shows politeness and good manners. Some may think that too much eye contact is intimidating and consider it staring, which we all know is a very ill-mannered thing to do. Eye contact also exhibits interest, honesty, and confidence.  So how much eye contact is enough and how much is too little? It’s a delicate subject but during an interview, keep enough eye contact and keep it consistent. If you’ve been making great eye contact the entire interview then start blinking or fidgeting with your eyes, that is a sign of nervousness.

Body Posture:

Slouching is never a good thing. Not only is it bad for your back, but it shows a lack of interest and respect for your interviewer. Remain upright and lean forward, this shows that you are engrossed in the conversation. Just like other types of body language, you can overdo it. Don’t get too close, everyone needs their own personal space.


Fidgeting is a major sign of nervousness. Whether if it’s picking at your nails, constantly touching your hair, or shaking your legs, the interviewer will get the sign that you’re uncomfortable. So, keep your hands placed on your lap and cross your legs so you don’t get the urge to twitch.


Have you practiced your handshakes with a friend before your interview? You should. Do you know when a handshake is too much versus when it’s too little? The limp handshake can be just as detrimental as the cutting-off-your-circulation handshake. Have all your items in your left hand so you’re prepared to shake someone’s hand. If you have sweaty palms, go for a subtle wipe of your hand on the side of your pants before shaking so you don’t give a clammy handshake.

Facial Expressions:

Smile! Giving someone a smile puts them at ease and conveys a sense of calm, control and confidence.  Smiling also reveals enthusiasm for the position and the company.

Body language can make or break you during interviews, even if you aren’t a fidgety person in your daily life. There are many ways you can positively express yourself through nonverbal communication, which can bump you up in the position standings. So, keep eye contact, sit up straight, and give them that million-dollar smile!

How Companies Win the Talent Tug-Of-War

It’s a job seeker market now! There are now more job openings in the United States than unemployed workers to fill them. This is the first time this has happened since the government started tracking jobs in 2000. So, our question is, how do we get the unemployed to pick your company over the others? Let’s get to know the three different kinds of candidates.

  1. Future Champs: They have the devotion and love for the job and the company, but don’t have the right experience and knowledge. More times than others, companies don’t have the time nor the effort to put into teaching these new hires.
  2. Indifferent Einstein’s: The brilliant ones that have the right experience, but lack passion and dedication to the company and their position. These employees usually leave soon after they’ve been hired.
  3. All-Stars: Candidates who have the right experience along with the right passion and enthusiasm for the role. Best of both worlds! These are the people you absolutely want to hire, which makes them extremely difficult to find.

Now that we know the different types of candidates, how do you win over the All-stars?

  • Be Flexible and Move Quick. If you found an All-Star for the position, stop wasting time choosing and extend an offer. All-Stars will probably have many other options to consider. Act accordingly so they don’t have time to consider these other options. Keep the second interviews and deliberation to a minimum.
  • Referral Incentive. Almost everyone talks about working with their friends, yet no one does anything about it. Come up with a referral incentive so your employees will want to recruit their friends. Most employees are conscious that this reflects themselves and will not offer just anyone. Also, your employees will be excited to get to work with their friends and you will have workers that want to be at work. It’s a win-win.
  • Employee Benefits. The best thing to hear at an interview are all the unique benefits of working there. Some ideas are costume contests, Jean Fridays, annual team-bonding trips, having a pet-friendly office, or having company event tickets. Get creative and make them irresistible.
  • Open hours. Everyone enjoys their free time. Be open to workers creating their own work schedules. Whether its 7:30-4:30, 8-5, 9-6, they are all working the same amount of time and getting their work done. Work from home days never hurt anybody either!
  • Talent Costs. If you want to hire the All-Stars, they’re going to assume they are worth more than others. Make sure your salaries are competitive to skip out on losing them to a position paying a dollar more. When it comes down to it, it’s not that much of a difference.
  • Fans Always Welcome. If your company is more consumer based, hire people that are already fans. That way, you hire someone who is passionate about the company and their job from the start.
  • Networking! Networking is great for candidates, but it’s also great for hiring managers. It allows you to build relationships with candidates before they even considering working for your company. It’s also a great way to meet applicants you wouldn’t have originally gone for. You never know, someone might surprise you!



HealthCare Support Attends CAHP in the Golden State

California Association of Health Plans Annual Conference

October 22-24, 2018

We are excited about our upcoming conference for the California Association of Health Plans (CAHP) in San Diego, California at the Manchester Grand Hyatt. With the attempted changes to the Affordable Care Act in D.C, stakeholders in California are partnering to improve our healthcare system. There has been some debate over whether California should regulate healthcare prices, expand coverage to the remaining uninsured, create a public option, or start using a single payer healthcare system.

While this is happening, CAHP and its affiliates are working to better the existing healthcare system and improve the way consumers work with health plans. The debate to California’s health plans include expanding coverage, providing increased subsidies for those who buy their own insurance, and persuading lawmakers to think about a state level individual mandate.

HealthCare Support’s Business Development Manager, Jay Bridge, will be in attendance and joining over 1,000 health care professionals. At the conference, Jay will be learning how our health plan partners are handling the changes being made to the health care system in California. Fulfilling new staffing needs and expectations will be instrumental to the success of the implementation of new health plan regulations.


Are Your Employees ‘Office Slackers’?

We’ve all done it. Whether it’s constantly checking your phone, spacing out, or talking to your coworkers, we’ve all slacked. Americans spend almost two hours a day doing something other than their actual work. This means that companies waste an average of $759 billion on unfinished tasks.

Why do employees slack off? It’s a mixture between employees feeling like they are getting underpaid, employees not having enough to do, distracting and talkative coworkers, and the “I’ll do it tomorrow” attitude. Almost half of this wasted time is due to workers checking their cell phones and a third is socializing. And above all, one percent of this wasted time are employees applying for other jobs. So how can we fix this?

Employers, here are some tips to keep your employees productive:

  1. Create a beneficial ambiance.
    1. People feel more connected to nature when there are live plants around the office. Some results show that people with plants on their desks tend to be happier than those who don’t.
    2. Try and work with the sunlight. Make use of the windows or go for more sun-like light bulbs.
    3. It’s always nice to walk into work and have it smell nice in the office. Go buy candles or wall plug-ins. If it’s the season, buy seasonal smelling candles. It will give your workers a sense of home and comfort.
    4. Cater food in the office. Food powers the brain and it keep your em
    5. ployees focused and productive. Also, who doesn’t like free food?
  2. Promote a more personable workplace.
    1. Try to know your employees on a first name basis. It’s more comfortable for them when their boss knows their name.
    2. Join the company’s clubs and organizations. People will connect more when you share common interests– such as sports, book clubs, movies, and video games.
    3. Ask your employees about their lives outside of work, like how their families are. Hold the door open for them and give them a little smile. Any of these can create a more pleasing vibe and will make them feel more at ease.
  3. Make your employees feel appreciated.
    1. People like going into work when they feel they’re doing a nice job. Praise them as much as possible and try not to let anything good go unnoticed. Thank your employees if they do something for you.
    2. Don’t get emotional. It’s hard enough when employees know they did something wrong. Handle negative situations calmly. You hired bright employees and you know this because you wouldn’t have hired them if you thought otherwise.

Something so little, like a small smile or a compliment on someone’s hair might turn around their day for the better. You never know the kind of impact you’ll have on your employees, so remain positive and pleasant every chance you get.

The Fastest Growing Jobs in Healthcare

Healthcare is a rapidly growing field — the U.S. Bureau of Labor Statistics projects an average growth rate of nearly 20% in this industry by 2026. This growth is much faster than any other sector. Though not all healthcare occupations are experiencing the same growth velocity. Many factors impact the jobs that will be experiencing the most demand, such as our large aging population, technological advances, and industry trends.

Shift to Outpatient Care and Home Healthcare

Medical advancements and costs are impacting where people choose to receive their medical care. Inpatient care carries a much higher price tag than outpatient and home healthcare options. Now, with growing improvements in surgical procedures and diagnostic testing, patients have more flexibility in their recovery and treatment choices.

Many surgical procedures are far less invasive than they used to be. This progression increases the number of operations that can be performed in an outpatient setting. It also supports quicker recovery times, allowing patients to leave the hospital sooner than before.

Improved diagnostic tools and innovative testing solutions are minimizing the need for inpatient care to diagnose and treat many illnesses and conditions. And once these individuals have been diagnosed, medical breakthroughs and advancements support numerous at-home treatment regimens. These trends are helping to drive patients out of hospitals into outpatient facilities and back home with the assistance of home care aides.

In-Demand Healthcare Careers

In addition to the shift in where patients are receiving medical care, who they turn to for this care is also important in determining job growth in this sector. These are the 9 top in-demand professions in the healthcare field with a 20 percent or higher projected growth rate.

  • Physician’s Assistant (PA) — 39% growth rate
  • Medical Assistant (MA) — 34% growth rate
  • Pharmacy Technician — 32% growth rate
  • Dental Hygienist — 30% growth rate
  • Physical Therapist — 27% growth rate
  • Radiation Therapist — 25% growth rate
  • Surgical Technician — 24% growth rate
  • Registered Nurse (RN) — 22.2% growth rate
  • Pharmacist — 22% growth rate

If you’re a healthcare professional, looking for a great place to work, we can help. Learn how here: Our Hiring Process.

HCS Healthcare Aqcuired by Healthcare Support

For immediate release: Aug. 8, 2018

ORLANDO, Fl. — Aug. 8, 2018 — HealthCare Support Staffing Inc., a national staffing firm specializing in contract, right-to-hire and direct hire placement of healthcare professionals, today announced that it has acquired HCS Healthcare, formally known as Healthcare Scouts.

The acquisition strengthens HealthCare Support’s presence in the healthcare staffing arena by expanding its portfolio and national footprint. Through this acquisition, HealthCare Support has gained 49 new clients and doubled its Permanent Placement and Managed Service Provider (MSP) Divisions. The Company’s candidate database has also increased by 40% and now reaches over 2 million candidates. HealthCare Support anticipates the increase in both candidates and clients to make a tremendous impact in the Company’s short-term goal of reaching $150 million in annual revenue.

“We are pleased to announce this exciting acquisition that will pull together the best talent and resources to provide both new and pre-existing clients with the most positive experience,” said HealthCare Support President James Thompson. “We were fortunate to bring over senior sales members, talented recruiters, and an experienced support team to help grow our organization. We welcome our new employees and know that these additions will position us as one of the premier healthcare staffing firms in the US.”

About HealthCare Support

HealthCare Support (HSS) is a privately held niched recruitment firm with national headquarters in Maitland, Florida. The company was launched in 2002 with a mission to respond to the biggest challenge Hiring Managers face – finding the right talent at the right time.

By focusing solely on healthcare, HSS has become a trusted partner to many of the nation’s top healthcare organizations, filling both clinical and non-clinical roles with the highest degree of success.

About HCS Healthcare

HCS Healthcare is a specialized healthcare workforce solution firm. Founded in 2007 and headquartered in Winter Park, Florida, HCS specializes in placing talent in Case Management, Utilization Management, Quality Management, and Sales Management roles.

Press Release

Recruiting Top Talent: The Do’s and Don’ts

Recruiting talented employees takes a certain amount of skill. The candidate needs a job, and you need to fill a role. It’s a partnership. So, just like you’re looking for specific qualifications in a potential employee, they too have certain expectations of you.

When hiring staff for your healthcare industry, keep these do’s and don’ts in mind:


  • Do read the candidates resume so that you can discuss relevant information pertaining to the job position.
  • Do introduce yourself with a firm handshake to help the candidate feel more comfortable in an unfamiliar environment.
  • Do make an effort to remember the candidate’s name (ex. “Hello Kathy, it’s nice to meet you.”)
  • Do be on time to show the candidate that punctuality and attendance matters on both their end and yours.
  • Do listen to what your candidate has to say to discover things that may be important to them.
  • Do discuss all of the fantastic perks your business can offer them such as competitive compensation, benefits, career advancement opportunities, catered lunches, paid time off, overtime pay, etc.
  • Do give candidates something to be excited about by putting some focus on your organization’s culture and values.


  • Don’t surprise the candidate. Instead, be transparent about the hiring process being sure to set proper expectations.
  • Don’t forget to write down notes on each candidate’s resume. Throughout the hiring process, you will meet a lot of people, so it’s important to have specific details to refer back to.
  • Don’t stick to certain hiring processes especially if you haven’t been getting the results you wanted with previous new hires.
  • Don’t let inexperienced staff handle the initial screening and interview process. An employee who doesn’t have the proper hiring background could easily overlook candidates whose talent could be best utilized.
  • Don’t forget that everything you say or do during the hiring process could cause the candidate to see the organization, culture, and management in either a negative or positive light.
  • Don’t drag the interview out or lead a candidate on if you know they aren’t the right fit. After all, you could be using that time to recruit someone you feel has more potential for your organization.

Hiring top healthcare talent for your organization can be a daunting task; yet, it’s one of the most critical processes. Recruiting the wrong candidates often leads to loss of productivity, customers, brand integrity, and more. Luckily, there are recruitment firms that can help.

HealthCare Support (HSS) places top talent in the dynamic healthcare industry. And, because we’re focused solely on healthcare, we understand the needs of our clients better than anyone else. For general questions or to acquire our services, please call us today at 1-888-219-6285.

How to Engage Your Employees

When it comes to job satisfaction, individuals want to be valued, appreciated, and feel they are a part of the team. Managers who make an effort to engage their employees, will see that their team members are more productive, enthusiastic, and committed to both their work and workplace.

With 70% of U.S. workers feeling unengaged at work according to Gallup’s State of the American Workplace report, what can you do to help keep your employees happy?

To help engage your employees, you can start by providing these seven things:

  • Fair pay – Compensation must be competitive and fair, or employees will seek work elsewhere. (Read Retaining Employees with Good Pay)
  • Shared purpose – Everyone wants to feel like the work they do is for a purpose. Let employees know how their work makes a positive impact on the business, and they will be more willing to work effectively, cohesively, and as a higher-performing group.
  • Flexible work options – Those who are students, have families, or work additional jobs, need a career that provides flexible work arrangements. Companies that offer flexible schedules allow their employees to thrive both personally and professionally.
  • Recognition programs – Incentive programs are a great way to motivate employees and keep them from wanting to quit. Reward those who reach a particular goal with things such as gift cards, lunches, event tickets, etc.
  • Transparent leadership – To foster a culture of trust between leaders and their employees, senior staff should keep employees updated and informed. Hold bi-weekly meetings where you communicate with your team while getting their feedback or listening to their suggestions.
  • Mentorship programs – Whether it’s focusing on things such as company culture, improving retention rates, and developing leadership skills, you can help retain great employees by giving them the opportunity to receive personalized training.
  • Structured career paths – Employees typically feel more engaged when they believe their employer cares about their growth within the organization. Managers should encourage their staff to enhance their skills and expertise, giving them the opportunity to excel in their current job role, receive promotions or begin a new position with the company.

Job retention is a common issue for companies whether big or small. However, when you engage employees with recognition, praise, training, and fair pay, they are more likely to appreciate their jobs and less likely to leave. You should always remember that investing in your employees only benefits your company in the end.

If you’re looking to obtain top talent for your healthcare organization, HealthCare Support (HSS) can help. Since 2002, we have been the leader in the healthcare recruitment field. Call us today for more information at 1-888-219-6285.


4 Ways Leaders Can Build and Foster a Great Culture

True leaders understand that in order to create a positive culture for their organization, they must lead by example and display the behaviors they want to see exercised by their staff. Employees look to their superiors for guidance, motivation, and inspiration, and are far more likely to follow the leaders they believe practice what they preach.

Building an innovative culture starts by establishing the right environment. This includes looking at yourself as a leader and being willing to grow and develop as an individual. By working hard, obtaining experience over time, gaining necessary skills, being open to learning, and continuously evolving, you can attract and retain talent whose values align with yours.

As a leader, you can influence company culture by doing the following things:

Hold yourself accountable – If you expect your employees to be upfront and open about the mistakes they make, you must also be willing to admit when you are wrong in certain situations. Leaders who hold themselves accountable will see their team do the same, which benefits the company overall. Do your best to keep your word, establish clear goals, and provide employees with the resources they need to do their job well.

Be consistent – Create a stable work environment by being a trustworthy leader, defining expectations, establishing personal rules, and explaining inconsistencies. Deviating away from consistency causes your employees to feel frustrated, often provoking problems which can slow down the speed of the organization.

Define your purpose – When you know what your goals as a leader are, your work ethic and passion are stronger. Others catch on to that and work together to back your vision, which in turn creates a strong culture of leadership.

Recognize the value of others – The most valuable part of your organization are the people. Without them, you would have no business. So, invest in your staff, help them cultivate their leadership abilities, and assist them in achieving their own success.

Anyone can hold a leadership position. However, to be a true leader who can build and foster a great culture, you must go beyond just managing your staff. Connect with your employees, be engaged, step in when necessary, be supportive, and work alongside your team to help get the job done.

If you’re looking to get top talent into your healthcare organization, we can help. Since 2002, we have placed administrative to executive level professionals in clinical and non-clinical healthcare fields. HealthCare Support (HSS) is focused on providing our partners and candidates with exceptional service while exceeding their expectations. For more information on the recruiting and hiring services we offer, please contact us today by calling 1-888-219-6285.

Retaining Employees with Good Pay

With living costs continually rising and more jobs than healthcare workers in the marketplace, employees now more than ever are seeking higher pay to keep up with the demands. Rent/mortgage increases along with monthly bills, and personal life changes like a growing family or school tuitions, are all reasons why employees change jobs. Someone  could love the company they work for, but may pursue employment elsewhere solely for pay.

Knowing there is potential to make more money pushes employees to work harder, and can even keep certain team members in a less than ideal work situation for a longer amount of time. Developing new skills and climbing the corporate ladder are less often the reason employees chose to leave a company. The driving force tends to be an increase in pay.

If employees work hard, put in extra effort, but are left feeling undercompensated with no room for growth, they will take their knowledge and training elsewhere. Most people aren’t expecting absurd pay increases or bonuses, but they do want to get paid what they’re worth. Many tools are available to the public to research average pay rates by position and location. Losing employees over offering a small annual increase means the employer is also losing training and onboarding costs and will hve to invest again in a new employee who may not end up being a fit either. Read more on the cost of a bad hire.

By retaining employees with good pay, you will improve morale, entice them to be more productive, and maintain a lower turnover rate.

At HealthCare Support (HSS), we know that hiring and keeping excellent staff members can be challenging. We offer many recruitment services to help you find the top talent to fulfill your open healthcare positions. For more information, or to begin your partnership with us, please call us today at 1-888-219-6285.