Eskridge & Associates: Nikkisa Christian joins the team

Round Rock, TX, February 12, 2008. Eskridge & Associates is excited to announce Nikkisa Christian has recently joined the sales team as a Physician Recruiter. Ms Christian has a strong background in sales and consulting, mainly in the field of technology. "I have known Nikkisa for about a year and count myself very lucky to have her join us. I am looking forward to working with her," says Bob Eskridge, President of Eskridge & Associates.


Ms Christian spent her undergraduate at the University of Missouri-Columbia in physics before realizing computer science was a better fit. Early in her career she was in supervisory sales roles and did marketing pieces for Socket Holding Corp. for their internet sales division. When she relocated to Austin, TX she went to work for Dell, Inc. at their corporate headquarters. She spent over four years with Dell as a Sr. Account Manager starting in their Channel (VAR) division working with Major Accounts before moving into Direct Sales in their Middle Market Corporate division. She’s worked with small businesses and global corporations across a wide range of industries including Banking, Retail, Sports, Real Estate, and more.

Nikkisa also has experience in the game development industry and continues to do freelance writing. Her main interests include gaming, writing, almost anything related to the internet, satisfying the demands of her dog, and Shaolin-Do Kung Fu where she is a 2nd degree brown belt.

About Eskridge & Associates. Eskridge & Associates (www.eskridge-associates.com) is a service disabled, veteran owned, small business (SDVOSB), recruiting Physicians of all specialties for locum tenens (contact) and permanent employment opportunities in hospitals and practices nationwide.

For more information:

Bob Eskridge, CPC, CTS, PRC, CSP, CERS
President &
Board Certified Physician Recruiter
Eskridge & Associates
512.244.7023 (Office)
512.532.0771 (fax)

Member - National Coalition of Healthcare Recruiters
Member - National Association of Physician Recruiters
Member - National Association of Personnel Services
"A Service Disabled, Veteran-owned, Small Business"


"Top Ten Most Dependable Search Firm in Texas - Texas Monthly Magazine, Jan 08"

Visit our website: http://www.eskridge-associates.com/

What's a Recruiter Worth?

Though this is an older post, Paul Hawkinson at The Fordyce Letter wrote an excellent explanation of why a top-notch recruiter is worth the cost. His blog post, Why Recruiters Are Worth What They Charge, explores the value that a recruiter adds to a job search – through expertise, networking, access to “hidden” job markets, neutrality, and negotiation skills. I second many of his opinions, and would like to underscore a few of the ideas presented in his post.

Clients sometimes question the need for a third-party recruiter, especially when there are in-house Human Resources experts. But a physician recruiter has access to job markets and information far beyond looking up jobs on Google and searching through job posting directories. The recruiter is in the job market every day, and is aware of many more opportunities and possibilities than a hiring manager.

Physician Recruiters are neutral parties that can assess the candidate and work opportunity with an outsider’s eye to make an impartial job match. He or she can coach the client on how to present the job in a way that most clearly indicates the skills and daily duties. The recruiter can help the client to accurately describe the culture, which will help the physician decide whether he or she can excel in that environment. An internal staffing expert might have more trouble looking at these factors critically.

One of the most valuable services a recruiter offers is facilitation. While the client keeps the practice running, the recruiter is screening and lining up the best candidates for the job. The client doesn’t have to spend valuable time weeding out inapporapirate CVs or taking an initial interview to learn that what sounded good on paper will not work for their practice. The physician is prepared for an interview so that he or she is ready to provide the most important information about skills and experience – eliminating the painful, rambling interview. And during negotiations, the recruiter knows the client and candidate’s bottom lines, so the parties don’t spend their time dancing around in the dark.

I believe that the cost of hiring a physician recruiter bears a great return – in time, peace of mind, and efficiency. These returns benefit both the physician and the practice, and add value to the hiring process.