Doccupations employment agency

Doccupation Employment Agency

 
Doccupation Employment Agency
Introduction
Employment Agencies have increased rapidly in recent years. However, the increase in these agencies increases the number of workers employed on a temporary basis (Kalleberg, 2011). Employment agencies are highly concerned about the social and economic impacts of unemployment. It also arranges for job seekers to acquire jobs and employers to fill the vacancies in their firms. There are two employment agencies recognized worldwide. They include private and public agencies Private employment agencies have also been developed to handle several human resources’ evolution (Kalleberg, 2011). Qualification of the labor force changes the international competition and the need to depreciate the cost of production and labor. Private agencies have rapidly developed in order to focus on labor market flexibility.
Through registering in employment agencies, unemployed workers search the other side of the market in order to attain the equilibrium of the model of the labor market. These agencies have a policy that they should adopt with respect to the unemployed workers and vacancies. When market conditions have a variation, the workers are also forced to have a variation in their method of search. Since the variation of wage across the business is not sufficient for variation in the method chosen of search, agencies give an analysis by having an assumption that all jobs have the same salary rate (Kalleberg, 2011).
Through this, agencies have an easier time maintaining the equilibrium of the market hence avoiding the problem that is associated with wage variability for markets. Once a job vacancy is acquired all search activities are terminated. A background investigation of employment agencies has been conducted. Results of the investigation are brought together and this reveals the impacts that will be experienced in the years to come. Through several investigations, an agency does away with unqualified applicants and acquires qualified employees and dedicated ones
Background
Doccupations began with an entirely honest, though: getting a dental line of work or finding the correct dental worker should not be troublesome. We realize that there are such huge numbers of incredible individuals in the field of dentistry, which should have the option to locate one another quickly. As former dental instructors and educators, we see skilled, brilliant, persevering understudies experiencing difficulty securing dental positions (Kalleberg, 2011; Baird, Baiard, & Vesely, 2016). Furthermore, as dental specialists, we realize that it is so difficult to fill the correct activity with the ideal individual. Our vision is to coordinate dental occupation searchers with dental businesses.
The agency focuses on changing the teeth healthy status of the adults. Education on care for teeth is a pressure to the dentistry agency since every older adult needs to acquire knowledge on this. The activity of educating them is the work of the agencies for the promotion of better tooth care. The different states of dental health activities are not known to the agencies, although several programs of dental public health have been checked on. Consultation of dental problems with gerontologists on oral health leads to the improvement of teeth health. Programs concerning dental public health have shown the power to increase dental health improvement and health promotion among young people.
Objectives
Doccupations Employment Agency was created to employment chasing and representative employing process more straightforward and progressively successful. Suppose you have a dental practice, and you have to contract a dental specialist, hygienist, dental right hand, or anybody in the dental calling. For sure, in case one is a work searcher, wanting to locate that next incredible dental occupation? Before Doccupations, the pursuit of employment was a piece all in or all out. Better coordinated toward screening out the dental occupations or workers that are wrong, and pointing you toward the activity or representative that is perfect for you. Your next dental activity. Your next dental contract. It begins right here.
Mission
Our mission is to serve the dental community to ensure that staffing is never an issue and that service can run smoothly without disrupting patient care and needs. Providing state of the art, calibrating digital match system save time and money on having to go through countless resumes. No losing office hours spend conduction interviews; we want to be your online steaming dental service when you need us. Giving high qualified individuals the right office at the right time, the right way.
Vision
Providing talented and professional staff members no matter the size of the office, creating a trusting environment, and a home office for all dental personnel. Building a lasting relationship with organizations and private offices that can trust our agency to provide workers when they need it. Employees can call Doccupation home and a place that saves time in job searching.
Situation Analysis
Market Analysis
The employment agencies provide other firms with very equipped effective and well-equipped personnel. The reason as to why they fulfil this benefit to the firms is because some companies know the importance of recruiting personnel until when the need comes. They try hard to recruit the personnel with the required skills that can match the firms’ requirements. They have to ensure that they provide good services to the customer. It is a guarantee to the employment agency to give out qualified employees.
The U.S. Bureau of Labor Statistics (2019) indicates that in 2019, 2,110 dentists were employed by the Federal Executive Branch, hence making up 0.11% of the labor industry with a minimum wage of $59.51. 0.21% of the industry employment was made up of office dentists (1,960) with a minimum hourly wage of $117.37, while 40% were employed in higher learning institutions with a minimum wage of $39.98. The differences in the minimum wages are incentives for dentists to search for better-paying jobs. It implies even though many dentists would be employed, they will keep on looking for better jobs hence Doccupation Employment Agency can in the data to help them acquire better-paying jobs and working environments. For instance, Baird et al. (2016) note that in Pennsylvania, more than 70% of the dentists are hired on a full-time basis with over 40 hours a week while the remaining 30% work on a part-time basis. Despite 70% being employed on a permanent basis, a significant of them are not satisfied with their jobs; thus, they will keep looking for better alternatives. Doccupation Employment Agency is thus available to help these dissatisfied and part-time dentists to find employment whether on a full time or part-time basis. Due to specialization in firms, the agencies have to provide accurate and predictable prospective dentists for placement. Due to the increase in technology, it is now sustainable to have an agency that works on providing job seekers and employment vacancies.
Service Business Analysis
There are two types of firms that the employment agencies interact with. They include retainer and contingency firms. The former is one that is paid whether it has found personnel or not. Its advantage is that it gives pressure to the searchers so as to get the best personnel. The number of positions that the search firm can look for is also limited. The contingency firm is an affirmed entity where a fee is paid when the needed personnel has been found and recruited. The payments are paid by the client after receiving the services. Incentives are lost when the company is in a hurry to attract the client or employee. Many customers have appreciated this type of firm, hence giving an advantage to the search entity.
For instance, there is the Doccupation Employment Agency. The organization advocates for nurses being allocated to appropriate and good conditions of the working environment. The agency managers attempt to agree with the permanent nursing staff to ensure that they balance the nursing requirements. It was to ensure that the nurses are comfortable with any particular shift. The agency ensures that their nurses are competent to work regardless of their different working environments. They aim at conducting social functions regularly to ensure that the agency nurses do not feel isolated since they are not used to the supportive hospital network. Contact between the agency and the hospital is facilitated through several discussions concerning the quality of the agency staff.
Evaluation forms are provided to hospitals to give information about the nurses’ workability and competition. Often and constructive communication with the hospitals is made often to ensure quality services are rendered. Professionalism is ensured by the agency nurses since it is their career choice. The organization focuses on their nurses maintaining their professionalism. They also ensured that good payments were provided to their nurses to increase the morale of working for extra hours. An educative resource is offered to address their needs for learning. Employment agencies also provide basic and life support that is advanced.
Challenges of Dentistry Agencies
The dentistry agencies try their best to provide every service needed for good and healthy teeth. However, they also face some challenges while trying to impose the treatment. For instance, a biometric identifier that is used has to early decay that brings some effects to the body tissue. For dental education to be addressed to the society, the agencies need graduates who have the desire to fulfill the duty of educating society (Davis et al., 2007; Baird et al., 2016). However, it becomes a challenge to them since there are few volunteers willing to provide the education to the people.
The organization ought to resolve any related problems that may prevent patients from accessing dental treatment. Sick and poor people cannot manage to access quality care due to lack of good dentists yet there are graduates who are unemployed.
Marketing Situation Analysis
Strengths
• A large job market that needs temporary and permanent workers
• Dental organizations that need qualified staff and clinicians
• Strong customer base with dental colleges and universities Weaknesses
• Change in the job market
• Lack of clear leadership in the market
• Confusion on the target market for candidates
• Pricing plan
• Lack of engagement in social media
• Vetting is not performed before matching employment.
Threats
• Competition from new vendors
• Social media inactivity
• Lack of recognition
• Limited amount of businesses sign-up
• Low employee sign-up and monthly plan Opportunities
• Partnerships to gain a larger platform
• Website improvement to attract organizations
• Lower fee subscription for candidates and business owners
• Add testimonials

Competition Analysis
Dentistry agencies have experienced a lot of completion from other firms and medical organizations. Herbal drugs have spread all over the world replacing the hospital medications. It has shown a great symbolism of safety which has created a contradiction to the synthesized ones which are seen to be unhealthy for human consumption. Herbal medicines are manufactured from shrubs and trees (Kumar, Jalaluddin, Rout, Mohanty, & Dileep, 2013). They are effective in treating various diseases. Products of herbs are also used in tooth treatment and also cleaning. These drugs have spread all over the world giving a challenge to synthetic medicine.
Other uses of herbs in dentistry include: inflammatory reduction, treatment of plaque on teeth, used as antiseptic, antibacterial, antifungal, and antiviral. These traditional medicines have been used for long even in the treatment of inflicted animals. The Herbal Mouth and Gum Therapy has been proven to be a beneficial way of treating toothaches hence providing a positive impact on the oral environment. Gingival bleeding, gingivitis, and inhibition of aerobic bacterial growth have been reduced. Aloe Vera and calendula products are used as mouth rinses, since they contain anti-inflammatory agents (Kumar et al., 2013). The low cost of these herbal medicine results in a major attraction to the treatment of oral infections. There has been a great challenge to the Doccupation Employment Agency since they are competing with the herbal manufacturing industry.
Marketing Strategy
Employment agencies target their markets through firms and their professional workers in order to campaign for their products. At first, the organizations will target their markets through networking and making calls to a potential customer privately (Aldrich & Laliberte Rudman, 2016). Another way of marketing their products is by focusing on small businesses that consist of a few workers. Such entities are reached because they lack the capability to acquire potential professional workers. They utilize this opportunity to ensure that these workers have campaigned about their goods.
Businesses
Employment agencies market their businesses through different survey personnel. The entities approach different firms for more information on their professional and temporary workers who can campaign their products. Several interviews are done to the workers and adjustments to recruiting the workers are done to meet the agency’s demands. Another way of marketing their products is by engaging in different business groups and attending business meetings (Bloch, 2013). It helps the organizations keep following what is happening in the market and checking the progress of their products.
They also call for a face to face meeting with the potential customers to discuss more the business. It is done through brochures and or business cards. The customer collects a lot of important information from the firm. For instance, one can find out the number of employees that the firm has, which sectors have experienced the need to acquire more professional personnel, and how to contact them respectively.
Professional Workers
The employment agencies come up with an idea of working with a small number of personnel surveys and professional workers. The managers recruit staff by sending some online advertisements, through trade shows, advertising in newspapers and magazines. For a positive outcome in the firm each field within the company requires a different approach for recruitment (Bloch, 2013). For better results of attaining professional workers, the organization has to work with the employment department.
Trust
For good marketing of the agency’s products, they have to build trust with the businesses and the employees. They ought to treat the employees and each business with a lot of integrity. They work with the employees to ensure that there is a clear understanding of what the firm is offering and what they expect in return (Aldrich & Laliberte Rudman, 2016). Doccupation Employment Agency puts a lot of effort to ensure that high-quality services are offered to its clients. The managers ensure that the service offered today is much better compared to the one that was offered previously. It guarantees that the prospective employees and employers trust the system to seek employment opportunities and employees respectively.
Supporting Research
An analysis has been done on the research conducted about the employment agencies. They try to visualize their firm enterprises having employed full-time workers who expect to maintain their jobs and get to the top positions since they are performing well in the well in the businesses and there is positive progress (Walcott & Hyson, 2018). Statistics, as shown by the U.S. Bureau of Labor Statistics (2019), explains that changing the conditions of labor markets gives a threat to the full-time workers that are employed permanently. Employment agencies are service companies that ensure that businesses hire well-equipped personnel in the sector required. It is done by connecting the equipped personnel with the workforce.
There are several reasons why firms are turning to a troop of workers. Research suggests that part-time employment increases the chance of growth to full- time employment. The same happens to hours of part-time workers who are growing faster than hours of full-time workers. In most firms, temporary workers are used to working for more hours than full-time employment (Walcott & Hyson, 2018). The structural changes of workers in several firms explain more about the growth rate of employment. Agencies have a great duty of labor supply. By so doing, the economic benefits are highly improved. The agencies aim at satisfying the firm demands for labor and act immediately to changes in workforce needed. Quality methodologies are practiced in interviews conducted by the managers.
The employment agencies link people to jobs that are more appropriate to the skills they own. As such, skills undermining is avoided. They also help a high lot like the migrant workers, females and the people who have stayed for a long period without employment. They ensure that there are flexible working practices in order to avoid differences that are brought about by a lack of understanding (Walcott & Hyson, 2018). The manager adopts the flexibility of labor which is a control mechanism and cost-effective. The flexible workers enjoy a life-work balance since the employment agencies are also flexible and effective. Higher job securities are ensured by the potential workers by the agencies. Research states that well-educated workers tend to perform more than one job. Many retired people like to perform undetermined jobs. 
References
Aldrich, R., & Laliberte Rudman, D. (2016). Situational analysis: A visual analytic approach that unpacks the complexity of occupation. Journal of Occupational Science, 23(1), 51-66.
Baird, M. D., Baiard, M. K., & Vesely, J. V. (2016). Access to dental providers in Pennsylvania: Exploration of the county-level distribution of dental providers and populations in 2013. Santa Monica, CA: RAND Corporation.
Bloch, A. (2013). The labor market experiences and strategies of young undocumented migrants. Work, Employment and Society, 27(2), 272-287.
Davis, E. L., Stewart, D. C., Guelmann, M., Wee, A. G., Beach, J. L., Crews, K. M., & Callan, R. S. (2007). Serving the public good: challenges of dental education in the twenty-first century. Journal of Dental Education, 71(8), 1009-1019.
Kalleberg, A. L. (2011). Good jobs, bad jobs: The rise of polarized and precarious employment systems in the United States, the 1970s-2000s. New York, NY: Russell Sage Foundation.
Kumar, G., Jalaluddin, M. D., Rout, P., Mohanty, R., & Dileep, C. L. (2013). Emerging trends of herbal care in dentistry. Journal of Clinical and Diagnostic Research: JCDR, 7(8), 1827.
U.S. Bureau of Labor Statistics. (2019). Occupational employment and wages, May 2018. 29-1029 dentists, all other specialists. Retrieved from U https://www.bls.gov/oes/current/oes291029.htm#nat
Walcott, C. M., & Hyson, D. (2018). Results from the NASP 2015 membership survey, part one: Demographics and employment conditions. NASP Research Reports, 3(1), 1-17.