Revamp Your Resume 3 Essential Tips for Receptionists

Revamp Your Resume 3 Essential Tips for ReceptionistsOne of the most time-consuming aspects of job hunting is making sure you rewrite your resume to target every possible position you want to apply for. You need to stay focused to show employers youre serious about the exact job theyre offering.So if youre spreading the net of your job search wide and one of the areas you want to cover is reception, here are three tips to keep in mind Dont forget to check out thesebest practice resume tips for 2016.ReviseYour Focus to Fit the JobAs the face of an amtsstube, usually sitting at the front desk, youll be answering phones, greeting visitors and clients, coordinating schedules, and managing office events and logistical projects. If your most relevant experience welches elsewhere in an office setting or in another industry all together, revise your position descriptions to highlight any experience you had with multi-tasking, interacting with the public, and communicating effectively. These tasks willbe your priority on the job, so it should be your priority on your resume.Format StrategicallyHowever you format your resume to correspond with other industry standards, your Receptionist Resume should have your name and contact info at the top, with Receptionist as your title. The major headings should includeKey Skills, Professional Experience, and Education.Key Skills covers both office and technology skillsinclude anything youd be comfortable doing on a daily grund or under a tight deadline. Be confident in your abilities, but dont exaggerate.For each prior employer, highlight your title, the company name,dates of employment, and then describe your specific responsibilities in paragraph form or in a tidy list (see 3 Demonstrate Your Skillset).Education should include the names of any colleges or institutions of higher learning youve attended along with dates of graduation, degrees, certifications, or even relevant coursework. Dont duplicate anything that was covered in Key Skills.Demonstrate Your Skillset with ExamplesIn the descriptive sections of your resume, make sure youre illustrating your skills and experience, not just telling your prospective employer about them. Sit down with a friend and brainstorm specific instances where you successfully multi-tasked in a busy office environment, organized a chaotic project or packed schedule, or communicated effectively during a stressful time. Answering a question like How would you evaluate your organizational skills by referring to a particular project you managed with flying colors will impress your future boss more than a recitation of your abilities.Finally,as with any job, make sure you proofread carefullyeven down to formatting consistency and accurate punctuation. The polish you give to your resume will speak for your ability to present clean and concise documents at work, too

When to Quit Your Job and How to Get a Better One - Jobscan Blog

When to Quit Your Job and How to Get a Better One - Jobscan BlogPosted on August 3, 2017October 23, 2018 by Tess Taylor, CCC, SHRM-CP Does your Monday start to feel more dreadful week by week? Have you lost the enthusiasm for your career that you once had? Perhaps its time to start thinking about when to quit your job and what it will take to get a better one.Experts say that the average adult changes jobs about 12 times in their lifetime. According to the US Bureau of Labor Statistics, gender, age, and life experience can play a role in this. On average men between the ages of 18-48 have held 11.8 jobs, women 11.5 jobs. Working people 18-24 years of age held an average of 5.5 jobs, but by the time workers reach age 25-39, they slow down switching jobs to about 2.1 jobs during this period.How to know when to quit your jobThere can be a number of personal and professional factors that can influence your decision to switch careers. These can range from general dissatisfaction with the job itself to an impending move to another region. If you fall into the first category, you may be seeing signs around you that includeNo further advancement opportunities available in the job or companyPoor compensation and benefits that are below industry averagesConstant conflicts between staffers and members of the management teamBad business decisions putting the company, clients, and employees at riskToxic working conditions or co-workers that have become part of the cultureA job that no longer meets your professional goals or career growthIf you find yourself feeling overwhelming stress, anger, or disappointment in your job, by all means try to talk with your supervisor about ways to improve things before you walk away.Planning a job changeWhenever possible, plan your departure from this company ahead of time and do so with one goal in mind to find a better job and company where you can shine. From a professional standpoint, its always preferable to leave on a positive note a nd with plenty of notice given. Use the following steps to get ready to find a new job and leave this one behind.Step 1 Take a good look at your current skills and how they align with your career goals.Before you can start applying for new jobs you may need some brushing up on certain skills and knowledge. For example, if you are looking to make a career leap into a management role, there are some free and low cost leadership development programs you can get involved in. Consider online classes and after-work groups that enable you to maintain your current job while you work on improving your skills something that todays employers like to see on a resume.Step 2 Evaluate the current resume and titelbild letter you are sending to employers.It can be easy to get stuck in a rut by using the saatkorn old resume and titelseite letter, but things have changed a lot since your last job search. Employers are no longer interested in reading through a long detailed resume. Many no longer re quire much more than a brief email introduction or a link to a social media profile in lieu of a cover letter. Take the time to get your resume scanned and reviewed to make sure you know what areas to improve. Create a short-form cover letter and customize it to each job you apply to (no form letters).Step 3 Meet with a certified career coaching professional.A job change is not something to look at lightly. This can have a major impact in yourself, your spouse or partners, kids, and even friends and other family members. Its important to understand how to handle things with tact, from searching for jobs to arranging for interviews around work time. A career coach can help you establish clear career goals, focus on the right career opportunities, and make the transition more smooth. An added bonus many career coaches have connections and can refer you to hiring companies.Step 4 Improve your brand image, and your confidence.Before stepping outside into the world of job seekers, take an inventory of your current image. How up to date are your social media profiles? Is your LinkedIn profile optimized?We know that around 70% of employers routinely check out the social media profiles of candidates before calling them in for an interview. Yours needs a professional photo, a good overview of your skills, written references from past and current colleagues, and some featured content that shows off your achievements. Clean up anything else. Do the same with the way you present yourself in person get a haircut and get some new clothes for interviews and networking opportunities.Step 5 Understand the current job market.How people apply for jobs and how employers seek out candidates are continually evolving. The current job market favors job seekers, mostly due to shortages of skills in many core areas and industries. Soft skills are critically important, but so are technical, analytical, and project-focused abilities. How well does your resume reflect these areas? Use a resume scanning service to get matched to targeted jobs and companies that should be on your radar. Evaluate how well you are matching with desired jobs so you can get better results.The above steps are just a few ways you can start getting ready to leave your current job and move into a new one. Take your time and leave your old job behind when the right job offer arrives.facebook inc Commentswpdevar_comment_1 span,wpdevar_comment_1 iframewidth100% important

Is Your Video Interview Candidate Naughty or Nice

Is Your Video Interview Candidate Naughty or NiceDuring the holiday season, we might be more focused on perfecting our cookie receipes than finding the perfect candidate. But just because we have wrapping paper on the brain and presents to hide doesnt mean the hiring process stops. Smart candidates wont give up looking for their perfect job this holiday season just because the winter winds are howling a little louder.But this holiday season, how can you tell if the motivated job seeker youre watching in the video bewerberinterview is naughty or nice? Will they be a gift to your organization, find new ways of improving your company culture, and think up great innovations? Or once they get the job will they revert back to the office Grinch theyve always been? You want to know if youre candidate is a superstar or a lump of coal in the video interview before they ever set foot in the office.Here are some clues to watch out for directly in the video interview in order to tell if your work er will be as efficient as one of Santas elves or as bah-humbug as ScroogeWatch Body LanguageIn your video interview, its important to watch how a candidate holds themselves in addition to what they say. Words are important, but nonverbal cues are a prime reason to use job interview videos to connect with candidates.In the virtual interview, make sure to watch not just what the candidate says but how exactly they say it. Is their posture defensive? Do they have their arms crossed? If so, this might signal a defensive worker who wont be open to criticism or learning from their mistakes.Likewise, are they paying attention to you in the virtual interview or is their attention seemingly wandering along with their eye contact? Good eye contact tells you the job seeker is listening and paying attention. Bad eye contact in the video interview lets you know the candidate is either distracted or uncomfortable. You want the job seeker to be able to go from the virtual interview into the offic e without a hiccup and this will certainly be hard if theyre terrified.For a successful video interview, make sure your candidate is making good eye contact and will answer questions calmly. Closed-off candidates with poor eye contact in the virtual interview should probably end up on your naughty list, because their body language tells you they probably wont be able to fit into your company culture with ease.Watch Out for Candidates Who Avoid Real World ExamplesYou want job seekers who can show you examples of the way theyve brought value to former companies and in former positions. You will want to use job video interviews to encourage candidates to share specific examples of their prior experience. For instance, a candidate might spend the entire virtual interview telling you how good they are at keeping organized. But are they really? How do you know if the candidate is really naughty or nice when it comes to their organizational skills? They might just be telling you what you w ant to hear, and by keeping it general, you have no specific evidence to the contrary.Instead, look for candidates who can answer questions calmly while also giving you specific examples of the way theyve brought value. Instead of hearing about a candidates organizational skills, this smart applicant would use the video interview to provide you with specific examples of a new organizational system they established at their old company. This is an example providing you with real-world value, instead of a lot of hot air which cannot be measured.Watch Out for EgoWhen trying to determine whether your job seeker is naughty or nice, make sure to check their ego. Egotistical candidates wont be a good fit for your organization, company culture, or open position. This is because egotistical candidates dont learn from their mistakes and often refuse to accept responsibilities for their own failings. In the video interview, watch out for candidates who purposefully shift blame onto former cowo rkers or bosses.A good way to do this is to ask a question about a time the job seeker has failed in the past. If candidates answer questions calmly and accept responsibility for their mistakes, you know their ego isnt likely to block their ability to learn. However, if the candidate gets defensive and starts to rattle off a list of excuses, this is most likely a candidate who cant accept responsibility for their actions. These employees will drag down your company culture with their lack of accountability.This holiday season, remember how important it is to find the best candidates for your open positions. This talent can impact your organization and company culture in ways both big and small. Watch out for body language, look for real world examples, and steer clear of egotistical candidatesWhat are some ways you can tell if a job seeker is naughty or nice in the video interview this holiday season? Share in the commentsIMAGE Courtesy ofFlickr by Methodshop.com.

The 7 People You Should Befriend at Work

The 7 People You Should Befriend at WorkThe 7 People You Should Befriend at WorkWhen you dont quite know your way around the sekretariat- or heck, even if you do- its good to know people in high places.But by high places, I dont necessarily mean the executive suite. While buddying up with the CEO probably wouldnt hurt, there are a few other well-known office archetypes who can really help you out.So, when youre kicking off a new job, seek out these seven officemates- stat.1. The Human Snack MachineYou know the feeling Its 3 PM, youre starting to get the maybe that rice cake wasnt enough for lunch shakes (or the a client just yelled at me for 20 minutes straight need for stress-relieving indulgence), and youre a quarter short for anything in the snack machine.This is precisely when it pays to know that guy in the absatzwirtschaft department who keeps a drawer full of candy- and is willing to share in exchange for a few minutes of office chit-chat. (Just make sure to occasionally offer treats in return or contribute to the snack fund)2. The SocialiteIf youre not actively filling the role of Happy Hour Coordinator Extraordinaire, you should befriend whoever is- and quick. At least, you should if you want to be in the loop about co-worker get-togethers, informal company sports leagues, and summer BBQs.Besides the obvious fact that this will help you make new pals, youll also get to know people in other departments- so when you need help with marketing an upcoming event or hiring a new employee, youll know exactly who to ask.3. Your Personal IT GuruWhen Monday morning brings a much-too-early alarm and an accidentally decaf pot of coffee, the last thing you want to face is the blue screen of death on your monitor. Sure, you could put in an IT ticket, but youll be forced to wait for a response- helpless- while the minutes tick away and your work continues to pile up.Or, you could get to know someone a few cubes over who can help you out in a crunch- like when you have a report due and your computer wont turn on or you cant figure out how to adjust your margins without destroying your formatting. With some quick handiwork from a techy colleague, youll be good to go.4. The Older SiblingMentors are great when you need important advice about your professional development. But an older work sibling can really help you out when it comes to your less serious career quandaries. Think I really want to get involved in the new product launch, but Im not sure how- what should I do? Or even, Youve been to the company holiday party a few times- what in the world am I supposed to wear?Typically, this person is a little higher up, has been with the company a bit longer, and, well, just generally knows more than you. (Hey, I never said the older sibling is never slightly obnoxious.)5. The Selfless VolunteerIts Friday afternoon at 430 PM, and youre working on a project with a strict 5 PM deadline. And lets just say- things are not looking good.Enter the dependabl e volunteer- the person who seems to pop out of nowhere asking if you need help. Even when he was planning on heading out of the office at 445 PM (oh, summer Fridays), hell hunker down and help you meet that deadline. Best of all, he wont hold it over your head the next time he needs a favor. (But yes, you should help him out anyway)6. The EncouragerMost offices have an ample supply of pessimists- the co-workers who tell you why ideas wont work, swear that youll never get a raise, and find a hole in any suggestion you make.Then- every once in a while- youll come across someone who always manages to put a positive spin on things. Even if your idea for a Sriracha-and-gummy-bear-flavored cupcake for your office cook-off isnt the best idea youve ever had, shell be sure to let you- and the team- know that by experimenting with unique flavors, youre definitely headed in the right direction.And when you find that optimist- hold onto her Theres nothing better than having a constant source o f encouragement.7. The Helpless NewbieWhile its nice to be on the receiving end of all these benefits, its also good to step out of your way to help out someone less experienced. Spot a newbie who isnt sure which printer to use? See someone wandering the halls, aimlessly looking for office 702?By adopting a less-experienced co-worker, youll boost your leadership abilities and have the gelegenheit to become a kick-ass mentor. (And he or she might just turn out to be one of the above six must-have colleagues)Whod we miss? Any other officemates everyone should have?Photo of co-workers talking courtesy of Shutterstock.

The primary reason young women become financially independent quicker than men

The primary reason young women become financially independent quicker than menThe primary reason young women become financially independent quicker than menIn Early Adulthood The Pursuit of FinancialIndependence,Merill Lynch offers some interesting insights into the wants and needs of young American adults. Before diving into the analytics, the study notes the shift in objectives that has occurred with many young people in recent years one that sees them privilege financial milestones over mora traditional ones like marriage for instance.To 75% of the 2,000 Americans surveyed, youre not an adult until youve achieved complete financial independence. Sixty-one percent said that having a full-time job more accurately signaled maturity, and 42% cited living away from home.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreUnder pressureSo what is making these young adults feel pressured as they pursue their financial dreams? Of all the stressors that rattle around the brain of the respondents observed, getting married and having children landed in the bottom three. The top three? Making a lot of money (82%), being more physically attractive (77%), and finding a better job/getting a promotion (77%).These percentages suggest a pretty clear objective, except women, seem to be fairing a little better at acquiring it than young men are. The authors of the recent study proffer an intriguing delineation.The race to leave the nestDespite the bold assertions mentioned above, an additional 70% of Americans surveyed in Merill Lynchs study received financial support from their parents in 2018. FIfty-eight percent of that group could not afford theirlifestyle without a little help from their folks. It should be noted that among 18-24-year-olds these statistics remain relatively equal in men and women.Although instances, where young adults requested assistance, was found to be reasonably comm on, women are much quicker than men to get their act together in the long-run-despite theheadwinds of unequal pay (median weekly earnings of full-time employed 25- to 34- year-olds is $864 for men but $766 for women). Moreover, 11%more American women have degrees compared to men.The discrepancy seems to be authored by a difference in priorities. Seventy percent of women reproached the temptation to seek help from their parents because it made them more dependent, compared to the 57% of men that agreed. This means women are making a concertedeffort to launch both more quickly and closer to the target-i.e ensuring they earn degrees relevant to their desired fields, even if it means they make up a sizeable portion of the student debt demo. However, the outlay seems to be worth it, as the study reports, Education translates into better job opportunities, and the labor force participation rate of early adult women continues to increase, while that of men has declined slightly. Given the lifetime earnings value of higher education, these trendsbode well for women in the future as more of them start their careers onhigher trajectories.The finish lineOver the age of 30, 13% more men receive support from their parents than women. Below is a breakdown of the differences in the degrees men and women over the age of thirty receive assistance with different expenses.As previously stated, having the long-view perpetually in mind continues to fuel womens edge over men in the financial ecosystem. The vast majority of women (72%) studied in the recent report said that their highest economic priority was either saving for the future or eroding an existing debt. They were also found to be much less likely to tap into retirement accounts. The majority of men said that their priorities belong to enjoying life in the moment.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

5 Authentic Workplace Strategies for Countering Seasonal Affective Disorder

5 Authentic Workplace Strategies for Countering Seasonal Affective Disorder5 Authentic Workplace Strategies for Countering Seasonal Affective DisorderDoes it seem as if once-perky employees are wilting like week-old birthday balloons? And youre getting mora and more manager reports that staff members find it hard to stay motivated throughout the day? At the start of fall, HR managers across the country often see a sudden shift within their workplaces.Its not their imagination. Its Seasonal Affective Disorder (SAD). Its a side-effect of the fall and winter season for the 6 percentof the population affected by SAD and the 14 percent that suffers from a lesser form of seasonal konjunkturtief known as the winter blues.SAD has been a workplace issue since 2010 when U.S. 7th Circuit Court of Appeals in Chicago ruled SAD was an admissible workplace disability. Ever since, HR teams have been working hard to figure out what they can do to make their workplaces more productive during this seas on.While you cannot (and should not) attempt to diagnose or treat this illness within your workplace, here are five different approaches you can implement to create the most welcoming and productive work environment for staff members suffering from SAD1. Counter SAD with Sunlight and Bright Light TherapyThe underlying cause of SAD is still being studied, but experts agree that it is related to decreased access to high-quality sources of sunlight. Depending on your geographic location, theres not much you can do about it being darker during the winter months. However, you can combat SAD by helping your employees get as much sunlight as possible when it is available.Encourage employees to eat lunch outdoors or take walks on clear days. If its in the budget and fits the calendar, host an outdoor potluck or field trip to a local park before the weather turns too cold. Activities that promote socialization and sunlight will go a long way towards lifting the mood.If possible, find alterna tive light sources. Invest in bright light therapyfor common areas and conference spaces. For a one-time cost of a few hundred dollars, you could literally bring sunshine into your office for many seasons to come.2. Brainstorm Creative Solutions for Physical SymptomsHeres a typical list of symptomsemployees suffering from SAD might experienceLess energyTrouble concentratingFatigueGreater appetiteIncreased desire to be aloneGreater need for sleepWeight gainThink of ways to lessen unterstellung side-effects. For example, to counter employees feeling less energized, you might be able to offer discounts on group exercise classes at a local gym a few days per week. For employees who have difficulty concentrating, encourage your management team to express openness to increased breaks throughout the day. You could also offer flexible schedules for those who need more time to complete their work.Not every morale booster needs to be a budget-blaster, but its important to invest time and atte ntion into your employees during this season to build trust and encourage year-round productivity.3. Educate Your Management Team and Embrace the EAP While many symptoms of SAD are physiological and are brought on by the changing season, counseling and group therapy can bring comfort to employees dealing with those symptoms.Educate your managers to identify symptoms of SAD in employees and encourage your employees to take advantage of their Employment Assistance Program (EAP) whenever they feel overwhelmed or depressed. Within reason, make sure managers allow flexible breaks to attend these appointments.While it may require an adjustment to the normal work schedule, the quality of work and quality of life your employees experience will be enhanced by properly positioning EAP benefits.4. Offer Alternatives to Sweets and CaffeineSugar and caffeine both have a reputation as a quick energy boost. But did you know that they are in fact depressants? And that consuming food or drink with e ither can significantly worsen symptoms of depression? Unfortunately, this means that your office treat bowl and never-ending coffee pot may have a lot to do with deepening or worsening the symptoms of SAD.While you wont get far trying to ban chocolate or coffee from the workplace, you can make small changes that will encourage your employees to make better choices.Start by encouraging employees to consider the benefits of avoiding sugar and caffeine. Then invest your office treat fund in healthier snack alternatives such as non-legume mixed nuts, organic string cheese and pre-cut vegetables. unterstellung activities will keep your budget intact and help your employees make smarter nutritional choices during the winter months.5. Consider Flexible SchedulingMany people who suffer from SAD cite morning and evening darknessas a major factor in feelings of depression. Arriving at work when its dark and departing from work when its dark makes it seem like the winter months merge into one long, dark day.To help your team get more sunlight and come to work more energized, consider offering flexible scheduling or flex time for each department or team.While some workplaces simply do not lend themselves to flexible scheduling, there are many professional services that do. Allowing employees to arrive to work later, arrive earlier and depart later, or work different hour sets during the day might help them jumpstart productivity and avoid long periods of presenteeismor showing up to clock in but not being as effective as usual. Your employees may benefit from adopting this schedule a few times per week.While most of us are looking forward to the good things that come with the changing seasons- apple cider, pumpkins, and holiday celebrations, just to name a few- the fall season brings with it something else entirely for many employees and managers in the modern workplace. If you are concerned about the impending effects of SAD within your workplace, consider implementin g some or all of these ideas so that you and your team can enjoy the good things that come with the fall and winter holiday season.How are you preparing your workplace for the mood changes that come with the winter months?

Healthcare Reform Slated to Drive 2013 Hiring

Healthcare Reform Slated to Drive 2013 HiringHealthcare Reform Slated to Drive 2013 HiringHealthcare Reform Slated to Drive 2013 Hiring RossheimWhile many organizations digest the impact of theAffordable Care Act (ACA) on healthcare staffing, one thing seems certain the pace of healthcare hiringin 2013will be hectic.Thats the consensus of recruiters and clinicians who themselves are alfruchtwein too busy breath.On 2012, hiring has been gangbusters, especially from the summer on, says John Fulcher, CSAM, director of healthcare recruiting for Bauer Consulting Group in El Paso, Texas.Sensing that their rivals are on firmer financial footing, healthcare employers have picked up the pace of hiring.Companies now have to make hiring decisions very fast or risk losing talent to the competition, Fulcher says.The sectors of medicine with the strongest need to hire will follow the long-term trend.There will be continuing rapid growth in geriatric care and preventive health services enabled by the Affordable Care Act, says Gerrit Salinas, director of medical staffing at Snelling Staffing Services in Dallas.ACA Spikes Rising Demand for Healthcare WorkersThe continuing implementation of Affordable Care Act hiring will create a surge of demand on top of the growing need for healthcare spearheaded by the aging of the boomer generation.In 2013, more people will be seeking healthcare, and clinician-to-patient ratios must be met, says Fulcher. But health care reformisnt the only mammoth government program that will affect how much healthcare Americans will consume.Healthcare employers arent really sure what the ACA means, says Salinas. Many tell me theyre more concerned about cuts in Medicare and Medicaid.The Growing Demand for MDsWith the ACA in place, the biggest trend in demand is for primary care and internal medicine doctors, says Tony Stajduhar, president of the permanent physician recruitment division at Jackson Coker in Alpharetta, Ga.Hospital employment is further stre tching the already thin supply of primary care doctors.Employers know they have to add more primary care physicians to staff, so recruitment is more competitive and fierce than ever before, says Stajduhar.He notes that theres a shortage even before you put in the 30 million Americans to be covered under ACA.The physician shortage is exacerbated on the supply side as well, Stajduhar says. Residency programs arent growing, and the percentage of doctors age 55 and up is hitting the panic point.As hospitals strive to boost their top lines wherever they can in 2013, demand for some physician specialties will also rise.The most growth will be in the moneymaking service lines especially cardiovascular and orthopedic surgery, says Fulcher. The creation or expansion of service lines also requires headcount increases in supporting health occupations.Many Clinical and Allied Specialties Are Increasingly CompetitiveThe same demographic trends among both patients and the health professionals wh o care for them will drive recruiting for healthcare in many occupations in addition to physicians.Salinas says that most competitive recruiting for in-demand healthcare jobs in 2013 will be for occupational therapists as well as hiring physical therapists,speech-language pathologists, specialist nurses, certified nursing assistants and home health aides.Health care recruitment in the therapy professions will be particularly strong.In OT, the range of job opportunities is fantastic, says Karen Jacobs, Ed.D., OTR/L, a clinical professor of occupational therapy at Boston University. With the aging American population, we seem to be recession-proof.OT has expanded its scope to include mental health, krebs care, child obesity, chronic disease management, and even telehealth, according to Jacobs.Skilled nursing facilities, schools, rehabs and home health agencies all compete for occupational therapists, who along with PTs, are in perennial shortage.But even as they compete for scarce cl inical talent, employers at least prestigious ones are often setting a higher bar for health professionals in some specialties.Everyone wants you to have a four-year degree now, says Tara Malkiewicz, who received her BSN from West Chester University in spring 2012 and is starting work in an ICU step-down unit at the University of Pittsburgh Medical Center.Hospitals in bigger cities have more applicants to choose from. Penn Health in Philadelphia is huge, but I would have needed two to three years of experience.Indeed, geography can be a substantial factor in the difficulty of filling orders for clinicians. Were seeing surges in demand wherever theres a low supply of doctors especially in Texas, Louisiana, Mississippi, Alabama, Utah and Idaho, says Salinas.