Website Design Solutions: Making your website work for you
Why are there different pricing in website development?
Website designs can start as low as $50 all the way up-to $5000 depending on the features and quality of design being provided to you. Understanding how your website will benefit you, will help you to make better decisions on what type of budget you want to allocate for your new website. Many web development companies out there will sell websites cheap.
Why do website pricing vary so much? Listed are key factors in how they are priced!
· Pre-made websites also referred to as templates are relatively cheaper because the design stage has already been done. You simply choose which design that closely matches your preference and the web developer plugs in your content information, submits it on the internet and bills you a reasonable amount.
· Custom design- is catered to your specific preference. In this type of design, web developers will create the theme that precisely matches your current logo. If a logo is not available, web developers can usually provide their in-house team to create a logo based on your name and/or the industry of your business. Because this is custom designing, they will price out into the thousands, as much as $2000.00
·Custom web programming is different from custom web design where custom programming focuses on the backend of your web-site, custom web design is in the theme creation. This part of the web development is the most expensive in the web development process. It is because it focuses on coding scripts which can sometimes take hundreds of hours to program.The purpose of having a website for your nursing agency / medical recruiting business!
Having a website is always nice for any business. But in the case of having one for your nursing agency or healthcare recruiting business, a website should always work for you. There are websites that basically are used to establish only exposure in the outside world. It basically encompasses static links which lead to one page to another. Although these sites are useful in other sectors of the market, it definitely does not benefit the Nursing Agency or Medical Recruiting business.
Your goal in your nursing agency or medical recruiting website is to basically collect data and be able to process them effectively. What exactly are the data you are collecting? They are employee applications which include contact information, work history, education and more. You should also be able to administer nurse competency exams and have your website dynamically and instantly correct the exam and associate it into the employee candidate’s personal file located in your websites backend server. When an employee candidate signs on or registers in your website after submitting their resume, employee candidates would have their own profile section in your website which only they can see, other than you, the administrator. This profile section is referred to as the employee profile panel or EPP. In the EPP, the employee candidate will have to fill out an employee check-list form that was catered specifically for the health care industry. These check-list forms are numbered from 1 – 5, where 1 is classified as un-experienced and 5 being an expert in this specialty. These checklist forms can be used for Employee matching as defined by your clients specific needs. With this complex algorithm of employee candidate and client matching, you no longer have to go into your filing cabinet or your spreadsheet to find the perfect match.
In the EPP, the employee candidate can define their availability, so during the matching process, the backend server not only matches based on a specific need of a client but also the availability of your employee candidate.
Other than the EPP there is the Client Matching System or referred here as the CMS. In the CMS, your client candidates, after creating an account, can login and begin searching for their nurse staffing needs. They can easily define the criteria they are looking for in an employee, and you web server will on the fly search for possible matches. If multiple matches are found it will display all matches found. The client simply clicks on each match to show employee candidate resume and other pertinent information that satisfies client needs.
Your job as the nursing agency or medical recruiting firm is to provide manpower to hospitals or to other recruiting firms. But, to protect your business and preserve your employee leads, your employee contact information as well as their names, will be blocked from client view. Only an Employee candidate ID is available for reference. If a match is found, the client will contact you referencing the employee candidate’s id.
What exactly do we provide for you in your website that others don’t?
We provide you real solutions as mentioned above. We don’t simply create a website with a simple employee application form that gets sent to your specified email address. We have your website collect that data and keep it in your website’s server so your clients can find their nurse staffing needs. No other company will provide you these features. We specialize in the healthcare business, and our in-house team of web designers and programmers know your goals.
Don’t be carried away by low priced web solutions as these websites being provided are nothing but a business card on the internet. If you want a website that will do most of the client and employee recruiting for you, then let us create your custom web solution.
Just exactly how much does a custom website like this cost you?We hate to think that a website is a cost, it is more an investment. Why do we say it is an investment? It is because, an investment is defined as a certain amount of money spent with the expectation of profit. If you look at it from this stand point, then you should realize that investing in the right product or service will bring you a better return on your money. In this case you’re investing into, a virtual employee working for you to recruit and process request.
We provide you all this as package for only $1499.00.
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A better understanding in the nursing shortage and efforts to resolve the crises!
The supply of registered nurses (RNs) in the United States was estimated in 2000 at 1.89 million while the demand was estimated at 2 million. Thus, there had been a six percent shortage in RNs, which represent the largest healthcare in the nation, or about 110,000.
But hospitals in the U.S. had had to deal with the recurring shortages of nurses since World War II. The War Labor Board then froze wages and workers were in short supply although Otto von Bismarck introduced a concept in Germany more than a century ago to encourage the entry of people into the healthcare profession. Modern industrial nations, except the world’s richest, had come to this conclusion.
The Bismarck proposal is that health problems beyond an individual’s control should be insured by the community’s pooling of resources so that a part of government financial resources spent to health care will augment the salaries medical professionals.
Moreover, the nursing shortage is projected to be 808,400 by 2020, or 29 percent. The shortage is not being experienced only in hospitals, but also in nursing homes, which project to need 66 percent more RNs in 2020 based on 1991 data.
Attempts had been made in the 2002 national reports to quantify the nursing shortage and explain the threat the crisis poses to health care delivery. The report of the Health Resources and Services Administration within the U.S. Department of Health and Human Services indicates that the shortage of RNs is projected to grow from 30 states in 2000 to 44 states in 2020.
The current crisis is, as researches point out, is the product of several developments. Aside from an aging population that will entail intense health care services, the diminishing number of new students to nursing to replace the present aging workforce has been compounding the problem. Actually, thousands of qualified men and women who want to enter the field are being turned away by the nation’s schools of nursing due also to scarcity in nursing faculty. The average age of professional nurses is in the forties and they are not being replaced by the new generation.
A decline in RN earnings relative to other career options, and low job satisfaction and poor working conditions that contribute to high workforce attrition rates are also primary factors to the crisis. This has been leading to “burnouts” in hospitals, leading nurses to retire.
In the 1980s, a serious shortage of nurses across the country prompted the development of the travel nursing industry, a short-term solution to meet the nurse staffing needs, particularly in states as Arizona and California where seasonal turnover of population is high due to tourism. Whether or not they choose to travel, nurses today are responsible many aspects of patient’s care, including assisting in diagnosis, creating care plans and educating patients about procedures.
There are more than 200 specialty areas for RNs in the U.S. wherein duties and responsibilities vary within each specialty but all guided by local, state and federal laws as well as ethical codes. The explosion of new and improved medical technology will surely provide even more opportunities for nurses. According to the occupational outlook handbook of the Department of Labor, employment of RNs is expected a growth of 27 percent or more by 2014.As to the prevailing nursing crisis, experts say that the short-term solutions made to address past nursing shortages will have little impact. The typical solutions included increase in salaries and recruitment of nurses from other countries, aside from encouraging the entry of students into the nursing schools, both online and offline.
Due to the reported “burnouts,” some states have made efforts to ensure safer working conditions for nurses by passing legislation concerning minimum staffing ratios and prohibiting mandatory overtime practices. Aside from California, about 20 other states introduced similar statute.
The Nurse Reinvestment Act of 2002 is the federal response to the shortage, which encourages recruitment and retention strategies in addition to loan repayment programs and scholarships for nursing students. Various supports from professional nursing associations prompted the passage in Congress on 18 February, 2003 of the $397.4 billion FY 2003 Omnibus Appropriations bill. It further led to the enactment of the Nurse Reinvestment Act (PL 107-205) and appropriation of funds covering the Act.
Although professional organizations and health care institutions succeeded in alerting policy makers to the problems associated to the shortage in the skilled nursing workforce, the level of public and private financial resources needs to be expanded the reverse prevailing trends.
