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Please share your career path stories and insights. I would like to publish them on Great Jobs Health Care to help others looking to follow in your foot steps. There are those who want to do what you do! Stories from any of these topics or your own. Do Well While Doing Good – thank you!
Be creative.
1) Degree Path
2) Internship
3) First Job
4) Most Difficult Boss
5) Best Boss ever
6) First Management Position
Thank you. We can change the names to protect the innocent and the guilty. These stories will help others.

8 Tips for Writing an Effective Nursing Cover Letter

The idea of the cover letter is to get the employer to look at your resume. Therefore, the cover letter serves as the prelude to your CV. If it is written correctly and presents a polished look, it can open up many doors to nursing opportunities. Therefore, you don’t want your cover letter to look like all the other cover letters out there. It should pique an employer’s interest if written correctly. nursing-cover-letter-9-13-16

#1 – Make Sure the Letter is Grammatically Correct and Use the Spell-check

First, you want to make sure you cover the basics. That means making sure you use the proper grammar and employ the correct spelling. The best way to ensure that your letter sounds well-crafted is to read it out loud. When composing the letter, make sure the employer information is also correct. That means using the right employer name and address, and adding the contact person’s name and title.

Use formality and professionalism when writing the salutation. Dear. Mrs. _______________: should be used. If you don’t have the contact name, use Dear Human Resources Department:

 #2 Make Sure the Date is Correct

Also include the current date. Sometimes, candidates use last year’s date because they are using a template from a previous job search.

#3 – Make Sure the Information Corresponds with the Job Source

The information in the cover letter should also correspond with the job reference information. For example, if you are replying to a job ad, the cover letter should reference the ad, the job ID, if applicable, and the title of the job. If you are applying for a job that was obtained through a professional contact, the cover letter should feature the name of the contact, their title, and your association with the referenced person. If you are simply expressing a general interest in the job, then be clear about the roles that are of particular interest.

#4 – The First Paragraph is Where You Introduce Yourself

The first paragraph of the cover letter should be an introductory paragraph. Here is where you briefly introduce yourself and give the reason why you are writing. In the paragraph, you might also praise the employer on a recent milestone or accomplishment they achieved.

#5 – Demonstrate Your Strengths in the Second and Third Paragraphs

In the next two paragraphs, describe your nursing strengths, showing why you are a good fit for the referenced position. Then, follow up, by describing how your experience and skills fit the job criteria. To add emphasis, describe some past related experiences and maybe even include some stats.

#6 – Use the Final Paragraph to Recap Your Interest and as a Call to Action

Finally, end the letter with a recap of your interest in the nursing position. Once more, summarize why you feel you are a good fit for the job. You might also offer some well wishes and pleasant sentiments in parting. Let the employer know you will try to contact them, or they can contact you, when convenient, for an interview.

# 7 – Research the Employer

The above approach, while assistive, in helping your write your letter, still does not permit you to stand out. In order to stand out from the crowd, you need to research the employer. Visit the employer’s website and look at its blog, news room, or “About” page. Next, review the employer’s social media page and the related channels. Look for information that you can use to show how your skills can be used to take care of a current problem or a potential issue, or how you can help the employer maintain certain milestones they have achieved.

  #8 – Show an Employer How You are a Solution to a Problem or Challenge

Therefore, you cannot merely define a problem and challenge, you have to show how your experience and skillset can be used to the employer’s benefit. This problem/solution approach can be easily integrated into a conventional cover letter format. It is also much more inventive than regurgitating major points from your CV.

A Quick Overview of the Above Tips

In order to incorporate this technique, consider the angle you are after when you frame your letter. Write the introductory paragraph to let the employer know why you are writing. Define an employer’s problems or challenges, and how your experiences and skills can provide the solutions.  Close the letter by letting the employer know you would like to discuss the aforementioned solutions in greater detail. Offer your contact information and let them know you will be calling or e-mailing them.




Image Reference:

Flickr: Creative Commons –

Photographer: Eddie Rios


Interview Tips for Healthcare and Medical Professionals in Hospitals

Healthcare Interview

It pays to be prepared when you are interviewing for a job. The following tips cover those tough interview questions that healthcare applicants face during an interview. How you respond to the following possible questions will give you added self-confidence during an interview.

Tell Me About Yourself

Interviewers often ask applicants to tell them a little about themselves. If you are asked the question, limit your response to a couple minutes. Be logical when you reply. The interviewer is checking your skills in communication and linear thinking. When telling the story, add a key personal attribute, such as dedication or initiative.

Why are You Leaving Your Current Job?

Interviewers are always curious about why you may be leaving a current job. This question is crucial. So, avoid bad-mouthing your employer. Also, you don’t want to sound too opportunistic. Reasons you can provide include buy-outs, making a positive career move, or downsizing.

 Showcase Your Accomplishments

Hiring managers or interviewers are always interested in your accomplishments, especially those successes that were significant. You can obtain the position you are seeking if you focus on giving the right answer during this part of the interview.

Tell a short story (no longer than 2 minutes) and outline your personal involvement. Make each accomplishment tie in to how you successfully achieved certain goals. Discuss how hard work, long hours, and important company requirements led you to accomplish your objectives.

Why are You Qualified?

Interviewers often ask why you believe you are qualified to fill a certain position. Choose two primary factors about a job that are the most pertinent. Detail your qualifications for a couple minutes. Select a specific management skill (staffing, planning or organizing) or a technical skill that qualifies you for the job. Add a success attribute, such as perseverance or devotion.

What Do You Like or Dislike about Your Job?

Interviewers always ask what you dislike or like about your current job. When they ask this question, they are trying to determine compatibility. Will your temperament fit in with what they are seeking? Therefore, you have to be careful when answering this question.

For example, you don’t want to state that you do not like overtime or detailed work. On the other hand, you also don’t want to state that you like to manage. Any of those answers could cost you the job. Instead, stress how you like pressure situations, challenges and opportunities to grow in your career. Also, there is nothing wrong with disliking frustrating situations or bureaucratic procedures as most people can relate to these kinds of experiences.

Do You Handle Pressure Well?

Interviewers frequently ask how you handle pressure. Usually, high-achievers perform well in pressurized situations. If you do perform well under stress, provide the interviewer with an example and details of what you did.

One Final Important Note

Remember, when you are on an interview, that most hiring managers like job candidates that can show they are pro-active. In other words, they do not need to be told what to do. They are not only self-motivated, they are results-oriented as well.


Creative Commons Flickr

Photographer: flickr






Please Share Your Career Stories to Help Others

Please share your career path stories. Please share your insights. I would like to publish them on Great Jobs Health Care to help others looking to follow in your foot steps – yes there are those who want to do what you do! Stories from any of these topics or your own. Be creative.

1) Degree Path
2) Internship
3) First Job
4) Most Difficult Boss
5) Best Boss ever
6) First Management Position

Thank you. We can change the names to protect the innocent and the guilty. These stories will help others and draw attention to the Career Site helping to fund Alzheimer’s care.

Sexual Harassment – Is it just a “Hot News Topic”?

See the EEOC Sexual Harassment description below the article

Being a female with a long career, Susan experienced explicit and subtle forms of sexual harassment in the work place. There were times when she simply put the aggressor in their place, times she physically responded to actual physical assaults and one time when it was a particularly nasty verbal harassment she complained.

Susan was employed by a Not for Profit with a board of directors and was harassed by 2 or more board members each month when she gave her mandatory board presentation. Susan’s boss was aware and they were strategic keeping the presentations brief. Susan would enter at the time of her presentation and leave immediately. These “adult” business men who were former state legislators (translation law makers) behaved like boys and fought over who would come out to invite Susan to enter the meeting. There were comments under their breath, looks that made Susan want to run home and shower (giggling by the other members) and general bad behavior that no “employee” should ever be expected to endure. The management company representative was in attendance and although there was no denying the disturbance caused by these people, nothing was done to stop it. After one annual meeting, an open forum where others were invited, a male board member stated as Susan approached the microphone, “Wouldn’t you like to have a piece of that”? The lone female board member asked if Susan to drive her back to the office which Susan did. The board member offered her assistance if needed. Following that conversation, Susan reached out to the EEOC, filed a complaint and a lawsuit. The immediate response from the board and the management company was to attack Susan and her boss who had supported Susan by accusing them of having an affair and conspiring on the complaint. To keep his job, Susan’s boss was relocated from Texas to New Jersey.  By the time the lawsuit reached depositions the female board member who offered support had passed away and the fine upstanding “wealthy white male” board members lied under oath. The judge who was acquainted with these men and their attorney dismissed the case and ordered Susan to pay the board’s court cost. Ironically this was the first employer Susan worked for where employees went through “Sexual Harassment” training, ordered by the board during their harassment of Susan.

We would like to think in a professional world 23 years later this would not happen but it does every day. It is always in the news either locally or nationally. Susan is taken by surprise when it happens to her.

Employers your sales team and other employees can be harassed by customers or vendors, still the company’s responsibility. It occurs with both male and female employees. Train, train and re-train all employees.

Sexual Harassment

It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Alzheimer’s and Missing

I worked in Senior Housing communities for 28 years. Daily I spent time with patients and families devastated by Alzheimer’s.

On one scheduled visit to a husband and wife’s home I found a tiny woman clad only in a thin nightgown clutching a teddy bear on the highway. She was completely helpless and unable to communicate. I had a gut feeling that she was the wife whose husband who had phoned me. I was very lucky to get her safely in my car. I drove to the house and the husband was not home. I phoned the police and we waited together. The husband was out searching for his bride. His bride had left home on more than one occasion. Caring for someone 24 hours a day is impossible to do alone. When he slept from the pure exhaustion his bride simply walked out of the house.

  • In 2014, 46.2 million Americans were age 65 and older. Half of all older adults had less than $22,248 annual income from all sources.
  • Average Cost for a secure community with quality programming is $6500.00 monthly
  • Average Cost for 24-hour care at home is $13, 440.00 monthly
  • 5.1 Million Americans have Alzheimer’s
  • 1 in 3 seniors dies with Alzheimer’s or another dementia related disease
  • Every 66 seconds someone in the USA develops Alzheimer’s
  • In 2015 18.1 billion hours of unpaid care was provided by a spouse or adult child
  • Family caregivers spend more than $5,000 per year caring for their loved one with Alzheimer’s
    • For some that means missing a vacation
    • For others that means going hungry

In 2016 Alzheimer’s and other Dementia’s will cost the nation $236 Billion Dollars

Statistics came from Alzheimer’s Association

To change this and allow families to afford care for their loved ones, our fund will be forever funded by Great Jobs Health Care Job Site.

  • 25% of each ad placed on our Job Board will go directly to the care of those with Alzheimer’s.
  • 30% – job board for processing and managing all of the backend functions
  • 30% – Advertising and Promotion
  • Taxes, Expenses, Staffing

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