The past few weeks I have been traveling around and speaking to a number of advanced practice clinicians who will be graduating this spring and launching their first job search. During these sessions we cover a lot of ground. We talk about resume writing, cover letters, job searching, interviewing and negotiating.  

The new grad job search is similar to the job search of a seasoned clinician in many ways. Most of the standard principles apply. Your resume should be well organized and pertinent to the position you seek. Always write a cover letter. Detail your accomplishments, give specific examples whenever possible. Get your references lined up ahead of time. 

What's different? 

Don't bother to put your GPA on your resume. I know you are proud of it, but it doesn't belong on your resume. 

Your clinical rotations are your most relevant work experience and thus your biggest selling point. Devote the bulk of your resume space to outlining your different rotations and what you accomplished. But take care not to take up space with the mundane. Instead, you should highlight skills you mastered and that are more than your basic entry level competency. This is where those clinical logs you all complain about having to keep come in handy!  

Sum up the ages, genders and cultural backgrounds you saw during your rotations. Identify specific illnesses or diseases you became proficient in treating and the procedures you mastered. Use numbers to quantify your student encounters whenever possible. 

You need to have at least one faculty reference. Employers get suspicious when a new graduate does not have at least one faculty from their program on their reference list. 

Previous work experience should only be listed if it is medically related. Employers don't care about your previous career in construction or the fact that you cashiered at the local department store.

Always include any military service. Employers do care that you served our country.

If you have previous medical work experience you only need to list your job title. Don't bother listing all your duties. And yes, this goes for you nurses, too. Employers like to know you had previous medical experience, but a detailed job description about what you did prior to becoming an NP or PA will not make you more marketable. Think of it this way: your competition is experienced clinicians, so what you did as an RN or some other healthcare-related position is not likely to be the deciding factor.   

Questions? Email me at info@nursepractitionerjobsearch.com.

Answers are important, but you shouldn't overlook some other aspects of the interview. It has been said that people won't always remember what you said, but they will always remember how you made them feel.

Part of making your interviewers feel good means you should be alert to how you come across in your interview. People generally make up their minds within the first few minutes of meeting someone, so it is extremely important that you start making them feel good right from the start.

The first feeling your interviewers should get from you is one of respect.

Show them that you respect their time. You can accomplish this by arriving on time for your interview. Make sure you have verified the address where your interview will take place. Allow yourself extra driving time in case there is construction or other traffic delays. Know the number of the room or office where you will be meeting or who you should check in with when you arrive. Ask about parking; the last thing you need is to be frantically circling the block looking for street parking because you don't have any quarters for the parking meters.

Show them that you respect their organization. Do this by dressing professionally. I don't care if all their current employees wear jeans and nose rings to work, you are still going to dress your best for your interview. Watch the perfume, make-up and jewelry. Wear clothing that fits well and is not outdated. Your hair should be clean and neatly styled.

Show respect to everyone who is present. When you schedule your interview, ask for the name and title of everyone who will be attending. Be sure to bring a copy of your resume for each person. Before your interview, spend a little quality time with Google so that you can learn about the people who will be interviewing you. Your interviewers will feel good when they can see you are truly interested in them and their accomplishments.

The person who initiates the handshake is perceived as the most confident - and confident people make others feel good. So always be the first to extend your hand and make eye contact with each person.

I realize this is not what anyone wants to hear, but I wouldn't say it if it weren't important. To compete in today's market, you must tailor your resume to the job opening or you run a high risk being overlooked.

Creating a customized resume doesn't have to be difficult. I have a time saving solution for you.

Start by creating a master resume. In this master version, create one massive list of every job you have held. Include every skill and accomplishment that you can recall. Gather and list the following information under each position you have held:

All aspects of the demographics of the patients you treated. List age ranges, cultural or ethnic backgrounds, gender and any socioeconomic factors. Employers are often looking for providers who have experience with specific patient groups.

Next, add to your list any procedures you routinely performed often enough that you consider yourself to be independent, proficient and efficient in them. Most notable are skills such as suturing, casting, splinting, I+D, joint injection, IUD insertion, etc. This is important because these are all procedures that may not be in the skill set of every NP or PA, so these can make you more marketable. Since this is your master list, feel free to include history and physicals, well child checks, etc. I generally don't recommend putting core competencies on your customized resume, but it won't hurt to have them on this master list just in case you need to reference them.

Now create a list of all the health conditions you manage. Assign percentages if appropriate. For example, if in your practice 25% of your patients were diabetic, you should note that in your master list.

Finally, include all skills and accomplishments that don't fit the other categories. Examples would be patients seen per day, taking call, rounding in the hospital. You might also include committee work or other administrative duties. Note the type of EHR you are using. Think really hard about your work day and include anything that comes to mind.

Now that you have your master list, you can easily create your customized, job-specific resume by simply cutting and pasting the relevant data into a new document.

After all, it's about working "smarter not harder," right?

Cover letters serve as an introduction. An effective cover letter should be brief, well organized and tailored to match the job for which you are applying.

There are 3 basic sections to a good cover letter.

1. The opening. This section should contain 3 pieces of information. Who you are (your name), the position you are seeking and how you heard about the position. Be specific, state the job by name. DO NOT say "I am Joe Smith and I am interested in your job opening" - this will get you nowhere fast. You also should mention how you heard about the position. Employers like to know where you found their ad because this helps them evaluate their search efforts. It's OK to be a name dropper. If you have been personally referred by a colleague or a current employee, by all means say so! A personal referral is worth its weight in gold.

2. The body. This is your elevator speech. State why you believe you are a good fit for this position. Give stats and examples to back up your assertion. Stay focused on what you can do for the employer - not what the job will mean to you. Remember, it's about what the employer needs, not what you want. Review the employer's mission and vision statement and then frame your skills to fit into that context. Watch your grammar and spelling because this is the section that showcases your written communication skills. And most importantly, keep this section concise. Long and windy cover letters get ignored, so get to the point. Ideally the body of your cover letter should be no more than about 200 to 300 words. (As reference, this paragraph is about 125 words; my entire blog thus far is 325.)

3. The closing. In this section, you thank the reader for his or her time, reassert that you are a good fit for both the position and their organization, and ask for an interview. Before signing off, state your plan for follow-up. Give the reader a date and time that they can expect you to call. Then be sure you call.

Sign the cover letter with your signature and credentials.

Dear Job Seeker: I am asked this by both new and seasoned clinicians. It has been especially difficult to gauge an offer this past couple of years because the economy and wages have been in such transition. Thankfully, this has slowed down and things are beginning to stabilize.

Salary surveys are helpful tools for determining your wage requirements. Look at as many as you can find. I would start by reviewing the survey that ADVANCE for NPs & PAs published every February. It's nicely broken down by specialty and practice locations. See if you can also find any surveys done locally. Many state chapters of your professional organizations do salary surveys. You may have to pay a couple bucks to get some of them, but it will be worth it. Surveys do have some limitations; they are retrospective in nature and the respondents are self-selected. This doesn't mean you shouldn't use them, it just means they shouldn't be your only method of obtaining wage information.

Reviewing current job ads will tell help you determine if there have been any significant changes in the market since the survey was done. Most employers post the pay scale in their ads. This will also help you get a more local view of salaries.

When you evaluate an offer, you should look at it as a package. If you add in the value of CME, insurance, malpractice, vacation, etc., you will get a more accurate picture. This is important because an employer sets the value of an offer on the entire compensation package while the employee tends to look only at the wage. Evaluating the offer as a whole will help you speak the same language as the employer. You should also be aware that in some healthcare organizations, the employer may be very constrained in the hourly wage it can offer but may have considerably more leeway in adding other benefits to compensate.

Don't hang up on recruiters. They are wonderful sources of current wage trends. Subscribe to as many email lists as you can find, and study their job listings. You will not only find wages but also other emerging trends in NP and PA job openings.

I have noticed that when it comes to creating a resume, most people just can't seem to say enough about themselves. They continue to add more and more content. The vast majority of resumes that I review are far too long and much too wordy. I'm not entirely sure why this happens. Maybe it's a carryover from their college days, when long and tedious papers resulted in a better grade. Or maybe it is a habit developed from doing patient charting and the writer feels compelled to document every little thing for the sake of accuracy. At any rate, the result is a resume that is long in length but short on truly useful information.

One of the toughest jobs I have is to convince job seekers to trim down their resumes. In fact, when I suggest eliminating certain entries, I can actually see their anxiety rise. I sometimes feel like that therapist on the TV show "Hoarders," who has to convince people that it really is OK to let go of that nonfunctioning item they are so dead set on keeping.

If your resume is more than 1 to 2 pages, it's time we talked. Maybe I can convince you to downsize. Remember, most resumes are reviewed in less than 30 seconds. During that first quick look hiring managers need to see what I call the "Big 3."

1. Do you meet the educational requirements?
2. Do you possess the correct certification?
3. Do you have the skills necessary to meet the job requirements?

If they can see all 3 of those points on the first page of your resume, it increases the likelihood that they will take a second look. Not so much if this information is buried on page 3 or 4 ...

Always keep in mind that the function and purpose of the resume is to get you an interview. I can't stress enough that no matter how chock full of words your resume may be, your resume alone is not enough to get you the job. Try to think of your resume as a marketing tool, not unlike a commercial. The information doesn't have to be comprehensive, it only has to be relevant.

If you choose your words wisely, you can convey a great deal of information in a small amount of space.

Looking for a template? Check www.nursepractitionerjobsearch.com and www.Facebook.com/NPCareerCoach

It's no secret that jobs are still competitive. Tight market conditions have led to more and more clinicians broadening their searches to include a larger and wider geographical area. More NPs and PAs are finding it necessary to consider relocating in order to find a suitable position. Unfortunately, many are also finding it tough to get a response to their applications.

Employers still get dozens of resumes for every open position. Dozens of applicants means the employer must find some criteria to help weed the pool of candidates down to just a handful. Eliminating out-of-state applicants is one way to accomplish this task. I know that sounds unfair, but you must remember that in this market employers do enjoy the luxury of being fussy. Of course employers want to hire competent and hard-working PAs and NPs, but with so many local applicants, many employers are skipping over those who are out of state. In other words, the address on your resume might be speaking louder than your qualifications.

What I am going to suggest to you might seem a little controversial or even radical. Hear me out.

Don't put your address on your resume. (I told you this was going to sound radical!) In this day and age, your phone number and an email address on your resume can be adequate. I don't know of any employers who are responding to applications with paper and pen anymore, so why call attention to the fact that you are not living locally? If this suggestion makes you uneasy, you might consider renting a PO Box or using the address of friends or family who live in the area you are seeking to work in.

If this strategy works and you do get a call from a potential employer, be sure that you also have prepared a reasonable explanation for why you are willing to relocate. "I need a job" is not going to cut it. Employers are more open to hiring out-of-state applicants if they not only have a good reason to relocate, but they also have a good reason to keep them there AFTER they relocate. Candidates who have family or other ties to a community are more likely to stick around. Thus, they make employers less nervous than those who are simply following the job.

WHO: Always establish who will be present for the interview. Knowing who will be present allows you do some research to better prepare questions to ask your interviewers. It also ensures you will have a copy of your resume for each person who is attending.

WEAR: Choosing the wrong attire may very well cost you the job. Dress professionally and conservatively. Go easy on the fragrance and accessories. Too much perfume and too much bling are considered to be an "epic fail" in an interview. You want to be remembered for your skills, not your wardrobe malfunctions.

WHAT: Every applicant wants to know what questions will be asked in an interview. Expect to be asked more behavioral questions than clinical ones. Your skills are important, but employers are also trying to learn whether or not you will be a good fit with their workplace culture. How you react to these questions can be as important as how you answer.

WHY: You should be able to articulate clearly why the employer should hire you. Keep your answers focused on the needs of the employer rather than your needs. Your answers should demonstrate why your skills and expertise will meet the job requirements and benefit the employer, not vice versa.

That brings us to the final "W": when. As in when is the right time to ask about pay or benefits? Is it even appropriate to ask about salary during an interview?

Relax. It's perfectly fine to ask about compensation at your interview. Just don't let it be the first thing that comes out of your mouth. Obviously, it's less awkward and stressful if the employer brings up this subject, but you can't always count on that happening. If you are going to broach this subject, I think it's most appropriate to bring it up during the "do you have any questions for us?" phase of the interview. However, do not start negotiating! If you are asked about your salary requirements, you can respond honestly but don't start a debate about whether or not they would consider paying you more or giving you a particular benefit. Save that discussion for when you get an actual offer...

Follow-up is the other important when. Before you leave the interview, you ask when they expect to make their final decision and when you can expect to hear from them.

The interviewing “W” for this week is “Why?”

If you asked an employer to sum up the purpose of calling you in for an interview they would tell you it is to answer one question and one question only. That question is “Why should I hire YOU?”    

But please, don’t take that to mean that the interview is all about you. 

Quite the contrary, if you want to convince the employer you are the perfect fit for the job then the interview has to be about more than just you. Yes, the employer wants to get to know more about you but it’s not because they want to fulfill your dreams. They are interested in how your dreams and skills will benefit their organization. Period.

I have conducted hundreds of interviews and I am going to let you in on a little secret. It’s touching and really nice to hear what my job will mean to you and your family but as the employer I really only care about what you can do for me. In other words, how do your dreams and goals fit into what I need?

To put it more bluntly, it’s not about what you want it’s about what I as the employer need. Yes, I admit that as an employer I am rather self-centered in that way! So keep that in mind when answering all my interview questions. Try to frame all your answers in that context of what your skills and experience will mean to me as an employer. Convince me that you can meet my needs.

For example, when I ask you about your goals your answer should make sense for the position. Telling me that your long-term goal is to run a bed and breakfast in New England does not prove to me anything about why you are right for the position, it only makes me think you aren’t going to stick around. Likewise, it’s also not very compelling to have you tell me that you are interested in my job just because you have always wanted to learn more about a certain condition or work with a specific population. Instead, you should tell me how your passion translates in to a benefit to my patients and my clinic. 

So if you are going to convince me of WHY I should hire YOU, just remember, it’s really all about ME.

Next blog I’ll tell you “when” in the interview is it ok to ask about compensation?

Comments, suggestions? Email me at:  info@nursepractitionerjobsearch.com

www.nursepractitionerjobsearch.com

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As in, “WHAT will they ask me in the interview?”

Most NPs and PAs go into their interviews prepared to be asked some clinical questions. It’s been my experience that most of the questions surrounding your clinical skills are asked early on in the process and usually by the human resources folks. Their questions tend to be straightforward, they are trying to determine if you have managed certain types of conditions or if you have done specific procedures. They ask this type of question primarily to see if your skill set fits the job description.

When you are interviewing with the medical director or clinic supervisor you can expect more behavioral questions. In order to advance to this level in the application process the employer has determined you possess the clinical training and competence so now the employer turns their attention to learning whether or not you would be a good fit for their organization. You should expect to be asked questions about how you deal with conflict, what qualities you look for in a manager and the always popular questions about your strengths and weaknesses. It’s rare to be asked clinical scenario questions, such as what medication or treatment you would choose. Instead the interviewer will want to focus on your interpersonal skills and might ask things like, how might you handle an angry or demanding patient? Have you ever had to deliver bad news to a patient?

When you are formulating your answers to these questions it’s always best if you can give concrete examples that are pertinent to the position. Your answers should be concise but adequately answer the question. If you can’t think of a good example, resist the urge to make up a situation (we can tell when you do that!). Also avoid giving politically correct vague answers like “I would respect the patient’s autonomy while assessing their sociocultural yadda, yadda, yadda...” The last thing you want is to sound like a pandering politician!

And while we are on the subject, please don’t try to “turn a weakness into strength.” We can see right through statements like “I just work too hard!” Instead, tell us about a clinical skill you would like to improve.

And last, don’t forget to plan for another “what”: what YOU are going to ask your interviewers. There is nothing worse than conducting an interview in which the candidate has asked no questions. Formulating a few questions of your own shows the employer you are engaged and interested in their position.

Our next post will tackle “Why” – or “Why should they hire me?"

Have a great holiday!

http://www.nursepractitionerjobsearch.com 

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I’m no fashion expert but there are a few things you need to keep in mind when you are dressing for your interview. Remember, first impressions are crucial. It’s a fact that employers begin to size you up and form an opinion about you within the first few minutes of meeting you. Your appearance and attire play a major role in whether or not they can see you as someone they wish to hire.

Your clothing choice for any interview should always be business formal. When you dress your best you communicate how much you value and respect the employer and their potential position. I don’t care how laid back and informal the job setting may be you still need to wear your best duds to the interview. This holds true no matter how well you may know the people interviewing you or even if you work for or have previously worked for the employer in a different capacity. Guys, this means you need to wear a suit and tie. For women, a business suit is also appropriate but always be sure to wear hose and avoid all open toed shoes.

Don’t wait until the last minute to pick out your interview attire. If you haven’t had to wear your “good clothes” for a few months, be sure to try them on to see if they still fit properly. And this is another important detail, if you haven’t worn your “interviewing” outfit for a few years then please go shopping. There is nothing worse than showing up to an interview looking like a '90s or even a millennial throwback. Really. Remember, you want to be remembered for your poise and skills, not your clothes. This goes for your hairstyle too. Visit your stylist to see if you are in need of some updating, because an outdated look can make you appear tired and old. That’s not the sort of impression you want to make.

Go easy on the jewelry and perfume/cologne. And if you have visible piercings in places other than your earlobes you need to remove the jewelry from them. One of the most common complaints I would get from employers after I sent a candidate for an interview was “too much perfume” and “too much jewelry.” You are supposed to be on an interview, not a date.

Next time we will cover “What,” as in, “What will they ask me?”

Comments, suggestions? http://www.nursepractitionerjobsearch.com www.Facebook.com/NPCareerCoach

The interview is critical. No one fails an interview and still gets the job. Much like resumes you need to make a good impression right from the beginning. They say the interviewer makes up their mind about you within the first couple of minutes after meeting you, so you need to get it right.

I am going to devote my next few blogs to exploring the “5 W's” (who, where, when, what and why) of interviewing.

Let’s begin with “Who.”

It’s exciting to get that call to be invited to interview for a job, but before you hang up and start doing a happy dance you should get a few important pieces of information beyond the date and time.

Find out WHO will be attending the interview. I know this sounds a little obvious but it’s a good idea to establish whether the interview will be a one-on-one interview or a group interview. Interviews are nerve wracking enough and getting surprised by a group or a panel interview will only increase your stress. Good manners also dictate that you bring a copy of your resume for each person in the interview, so you will be glad you asked! Make sure also to get the names of each attendee so that you can do some research on their background prior to the interview. It’s helpful to know a little something about the person or persons you will be trying to impress.

I’m going to include location in the “who” category as well. Make sure you are clear on exactly where the interview is going to take place. Again, this is not as silly as this may sound. Many healthcare organizations have multiple locations or they may wish that you interview at their business office rather than the actual clinic location. Confirming the address will get you to the right place but if you want to get there on time don’t forget to check for possible construction detours. I don’t know about where you live but I am constantly amazed at the way entire roads seem to disappear overnight. Ask where you should park. Is it a ramp or meters? Nothing like a getting a parking ticket or being towed to ruin your big interview day. And most importantly, get a contact phone number just in case a flat tire or some other unforeseen circumstance occurs.

Contact me at www.nursepractitionerjobsearch.com or www.Facebook.com/NPCareerCoach.

Number 5 – The “Cover Letter Fail”
Every time you send your resume you should include a cover letter. Cover letters are the best way to introduce yourself and help you stand out from the crowd. They also provide an example of your written communications skills.

Number 4 – The “Organizationally Challenged” Resume
To be effective your resume must be organized in a logical and coherent manner. Stay consistent in formatting and flow. Critical pieces of information should be easy for the reader to find.

Number 3 – The “One Size Fits All” Resume
You must customize your resume to fit each job for which you apply. Resumes must be tailored to fit the requirements for job, using a standard or boilerplate resume increases the chances that you will be passed over.

Number 2 – The “Everything but the Kitchen Sink” Resume
Don’t clutter up your resume with unnecessary information. Resumes must be concise and should contain only data that is relevant to the position. Avoid including baseline skills and laundry lists of your job duties.

And the Number 1 Resume Wrong is … believing your resume will get you the job.

You should view your resume as a tool, but your resume is only one of many tools that you will need for your job search.

A great resume cannot guarantee you will be hired. Resumes are not meant to get you the job, they are meant to get you an interview. No one is ever hired based on their resume alone. This doesn’t mean your resume isn’t important, if your resume is poor you won’t even make it to the interview stage, so in that sense you could say a poor resume might prevent you from getting the job.

An effective resume should highlight your credentials and the skills that match the opening. This is the information that the hiring manager or recruiter needs to determine if you should be called in for an interview. This is why I encourage you to keep your resume simple and on point. Many job seekers make the mistake of trying to anticipate and include answers to all the possible questions they might be asked in an interview in their resumes. I cannot say this enough: Your resume is not meant to tell your life story!

My point here is that you shouldn’t put so much effort into your resume that you neglect other steps in the job search. You should put equal or as much emphasis on your interviewing skills. I don’t care how great your resume is; you must ace the interview, or it’s over. Stay tuned for some interviewing tips next time!

You can find and download resume tools at www.nursepractitionerjobsearch.com.

The “everything but the kitchen sink” resume ranks number 2 in my list of “Top 5 Resume Wrongs.”

When it comes to writing an effective resume, more is often less. Very few clinicians need a resume that is more than one or two pages. Unfortunately, the majority of resumes I read tend to be longer. Please don’t confuse longer for better.

A well written resume should be concise and address the requirements of the job opening. Instead what I often see is a resume that includes far too much irrelevant data. Lately, I have noticed a trend where the job seeker creates a section in their resume called “skills” or “proficiencies” and proceeds to do a laundry list of all the job duties they have ever had. Someone out there must be advising NPs and PAs that they should format their resume in this manner. Well, that someone is wrong.

First of all, listing random “skills” that aren’t attached to jobs is pointless. If an employer has no idea where or when you performed said “skills,” then those skills are essentially meaningless.

Second, this generic section too often includes “skills” that are really just baseline competencies. This is more than pointless; it’s a waste of valuable resume real estate. And yes, I’m going to use my real estate analogy again. (Sorry, I watch a lot of home improvement programming.) You have only a limited amount of square footage on your resume and you shouldn’t fill it up by showcasing entry-level duties. I’m talking about statements such as “performing physical assessment,” “diagnosing and prescribing” or “patient education.” Really? This is like a chef boasting he can operate an oven. You need to be more specific if you want to impress a potential employer.

Third, you should really only list the skills that are relevant to the job opening. It’s important that you list all your jobs on your resume, but it’s not important that you list all your job duties from every job. Pick out your relevant accomplishments, again those that match the description of the job for which you are applying. And by the way, use bullet points and try to keep it down to 3 entries under each of your job headings. If you can’t name 3 pertinent accomplishments, go with something that gives me a clue to your productivity. For example, number of patients seen per day.

And finally, you don‘t need to include your GPA, hobbies and interests, or continuing education classes.

Comments or questions? Email info@nursepractitionerjobsearch.com, visit www.nursepractitionerjobsearch.com, like me at www.facebook.com/NPCareerCoach.

Editor's Note: This post was published by editor Michael Gerchufsky on behalf of post author Renee Dahring.

Welcome to the No. 3 “resume wrong” in my countdown of the top 5 most common resume mistakes.

I’m willing to bet you have heard this piece of advice before — many times before. I’m also willing to bet that many of you will continue to make this mistake despite all the advice:

When putting together a resume, “one size fits all” is a myth.

What do I mean by that? Every job is different, and so every resume you submit should be different. One “stock” resume simply will not adequately address the unique requirements of each job opening. This means you will need more than one version of your resume.

One standardized generic resume that lists all your previous jobs and job duties will not tell the employer enough about why you are a good match for that particular position. If you want your application to be noticed, you should customize your resume to speak to the requirements of each and every position for which you apply.

If an employer has stated in their ad that they are seeking an NP or PA for a position, and they indicate that the ideal candidate must have experience in diabetes, hypertension and the elderly, then it is essential that they see evidence that you possess those skills in your resume. If your stock one-size-fits-all resume states something broad, like “assessment and management of various health conditions,” the employer might wonder not only if you have the experience but also if you even have read the job ad. Yes, I suppose you can argue that your statement technically does meet the job requirements, but I am going to let you in on a secret: Hiring managers and recruiters don’t like to read between the lines!

The biggest drawback to using a stock resumes is that it can render you invisible when your goal is to be noticed. Employers won’t see your resume, and more importantly, neither will their computers. If an employer has asked for something specific, you can rest assured they have programmed their software to scan for those exact key words in your resume. Bottom line, if you want your resume to be noticed, then you had better be sure those words are in there.

Incidentally, this is why I believe it is a mistake to hire someone to create a resume for you. You can spend a lot of money, but in the end you still end up with one generic broad resume that looks nice but doesn’t speak to specifically to the requirements of any one position.

For more resume information visit www.nursepractitionerjobsearch.com.