Kellion Johnson joins Eskridge & Associates

FOR IMMEDIATE RELEASE:

"Kellion Johnson has recently joined Eskridge & Associates as a Physician Recruiter. "

Round Rock, TX, March 28, 2008. - Eskridge & Associates is excited to announce Kellion “KJ” Johnson has recently joined the sales team as an Associate Physician Recruiter. Mr Johnson has a strong technology sales and consulting background after having spent close to five years with Dell, Inc., where he held various positions from Sr. Account Manager to Technical Sales Consultant specializing in servers, storage, and networking. At Dell, he was recognized and honored for multiple Team Player, Customer Experience, and Rep of the Quarter awards for his hard work and dedication to excellence on both the internal and consumer sides of the business.. "I have known KJ for about a year and count myself very lucky to have him on our team. I am looking forward to working with him," says Bob Eskridge, President of Eskridge & Associates.

Kellion attended The University of Texas at Austin for his undergraduate career with a focus in Psychology/Pre-Medical, minoring in Biochemistry. After deciding to take some time off after graduation, Kellion held both sales and supervisory roles in the residential, restaurant, and healthcare industries.

Personally, Kellion’s interests lie in multiple outdoor sports, multiple disciplines of martial arts, to include Shaolin-Do Kung Fu where he is a 1st degree brown belt, gaming, culinary arts, poetry, and spending time with his son..

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:

CONTACT:

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

Managing the Next Generations

We’ve all heard stories about the younger generations – the “slacker” Generation X, the inexperienced Generation Y (or N-Gens) – and how their work values and efforts are much different than the Baby Boomers who are starting to retire. Researchers have noted that the events happening while an individual comes of age greatly impacts how the person perceives work and how he or she will typically perform as an employee. A group of people reaching adulthood at a particular time, called a group of cohorts, tend to have similar characteristics.

With a shifting work population we will see changes in what an employee values, how they respond to authority, and what will motivate them to do their best. Truly, the workforce will look different in 10-15 years, and managers must prepare for the future.
That preparation starts during the recruiting process. By understanding a cohort’s characteristics, a recruiter can more effectively place an individual, and an employer can manage the professional to the greatest benefit for both the company and the employee.

The generations taking over for the retiring Baby Boomers are technically savvy and un-intimidated by authority. They communicate best when the conversation is interactive – even if the communication tool is an instant message or an email. Gen X’ers tend to be goal-oriented, adaptable, and independent; they have a strong interest in balancing work and life, and place more importance on their careers than on loyalty to an employer. For this reason, employers who offer opportunities for advancement and self-improvement will best motivate this cohort. Gen Y’ers like to work in teams, but have a strong need to assert their individuality. This group will work well in self-directed teams, in a position that offers flexible hours. Mentoring programs can be especially effective.

A physician recruiter takes time to understand the characteristics of different cohorts, as well as the qualifications, personality, and desired work environment of the candidate. At the same time, the recruiter become familiar with the client’s work culture and expectations. From this information, he or she can help place a cohort into the position that will work best for both the client and the physician.