February 27, 2024 • 26 mins
Ever wondered how a childhood psychology major ends up spearheading candidate recruitment in Nashville? Join us as Sydney Krieg shares her remarkable journey alongside Kristin Register, whose impressive ascent from intern to sales specialist is reshaping the way HTM Jobs connects employers and job seekers. This episode is a great place e of insights for anyone in the HTM community, offering candid conversations about the nuances of job searching, the thrill of international career opportunities, and the transformative power of a well-crafted resume.
Now, imagine unlocking the full potential of your HTM career with expert advice at your fingertips. That's exactly what you'll get as we navigate the complexities of interview prep, the art of soft skill enhancement, and the strategy behind choosing the right job offer. Plus, we sprinkle in a dose of inspiration with a motivational nugget from Steve Jobs himself—because who doesn't need a little extra push to hire the best or be the best? Don't miss out on this empowering session tailored to elevate your professional journey in the HTM industry.
This podcast is sponsored by The College of Biomedical Equipment Technology. You can find out more information about this outstanding institution at CBET.EDU.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome to HTM on the line.
I'm your host, Bryant Hawkins,senior.
This week's podcast is a veryimportant episode for the HTM
industry.
We have two very ambitiousyoung ladies who are leading a
great resource for the HTMindustry.
Let's get into this week'spodcast.
(00:32):
My special guests today arefrom HTM Jobs.
We have Kristin Register andSydney Krieg.
Welcome to the show, ladies.
Speaker 2 (00:43):
Hi, thanks for having us.
Speaker 1 (00:45):
Before we get into this podcast, let's start off
first with tell me a little bitabout yourself.
We'll go with you.
Kristin, Tell me about yourself.
Speaker 2 (00:52):
I'm Kristin Register.
I'm the sales specialist forHTM Jobs, so I work on the
employer side on getting anyopen positions up on the site
and any advertising on the site.
I'm originally from a reallysmall town called Standardville,
georgia.
I moved to Nashville about twoand a half years ago and I've
(01:16):
been here ever since.
I really love MD publishing andworking here.
I love the city of Nashvilleand don't see myself leaving
this city anytime soon.
Speaker 1 (01:28):
Great.
But, kristin, let me ask youthis question Were you with MD
publishing before HTM Jobs?
Speaker 2 (01:34):
So HTM Jobs actually is my first job out of college.
I started at MD publishing,actually as an intern, so I was
working part-time right afterHTM Jobs launched, I would say I
joined a couple of months intothe website being live, so I was
doing kind of data entry on theback end, just helping out
(01:57):
where I could, and I justnaturally fell into the sales
role and the next thing I knowour president, john Creek, was
offering me a full-time job.
I was traveling to the showsnot long after Sydney joined and
that's when the dynamic duoreally started.
So I'm lucky to say this is myfirst job and I'm really loving
(02:18):
it so great.
Too much before.
But I was the lucky one thatgraduated college in 2020, the
best time to find a job so I wasreally fortunate to land where
I am.
Speaker 1 (02:32):
Ms Sydney, let's hear your story.
Speaker 3 (02:35):
Okay, so I'm Sydney Creek.
I am the recruiting specialistfor HTM Jobs.
So, like Kristin said, shedeals with sales and I am more
on the candidate side, sohelping get people into our
talent network and then helpingfill those jobs that employers
are needing people for.
So we kind of have team.
They call us the dynamic duo.
(02:56):
A little bit about me.
I grew up in Atlanta, georgia.
I then went to school at theUniversity of Colorado in
Boulder, gobus, and then afterschool I moved to New York City
where I was an MRI participantnavigator for the Child Mind
Institute.
I studied childhood psychologyso I worked there helping kids
(03:20):
scan with MRIs as part of a bigresearch project.
I then, like most people, leftthe city during the pandemic and
moved to Nashville with myfamily.
I started working at MDPublishing with HTM Jobs as a
temporary gig until I kind offigured out what I wanted my
(03:40):
next move to be and I fell inlove with it and Kristin and I.
That's when we kind of got ourstart here at HTM Jobs.
Speaker 1 (03:48):
HTM Jobs.
Where did this brainchild comefrom?
Htm Jobs.
Speaker 3 (03:55):
So HTM jobs came about pretty organically, I
would say.
I'm sure a lot of you know, butmaybe you don't we do a lot of
in-person shows.
So we have two MDXOs, one inthe spring, one in the fall.
We have imaging conferences anda bunch of other smaller shows
for HTM mixers, things like that.
When we would go to the showsour president, john Krieg, would
(04:18):
get so much feedback withpeople coming up asking him if
they knew of anyone in this arealooking for a position, any BMX
looking for jobs here.
Really a lot of peopleexpressed how difficult it was
to find people in this industryto fill their vacancies, and so
he heard this over and overagain and he saw a need in our
(04:40):
industry for a centralized hubthat listed multiple openings
throughout the country forimaging professionals and
biomedical equipment tech.
There were only really a fewrecruiters out there.
It was kind of one man showsjust based on their role at the
DEC, finding people helping filljobs, and so that's kind of
where this idea started.
He would create a hub, create awebsite where it would be easy
(05:02):
for candidates to come find jobsand it would be easy for
employers to list them.
That's kind of how it gotstarted.
Speaker 1 (05:08):
Kristen, maybe you can tell us how does the HTM
jobscom website work?
Say I'm a new technician andI'm looking for a job, how do I
go about registering?
Speaker 2 (05:22):
Yeah, so it's completely free to register.
We wanted to make this an easyand simple resource on the
candidate side.
We know it can be difficultwhen looking for a job in a very
overwhelming process, so wemade a lot of the questions you
can do on your smartphone, onits tablet, on your computer.
It's just simple questionsabout your information, and then
(05:45):
we even asked questions likewhat's your salary requirement?
Are you willing to relocate?
That gives Sydney and I abetter idea of helping find you
that position.
You're able to get emailnotifications, based off your
answers, of new positionslocated in the areas that you
put, and then, once you completeyour candidate portal, you can
(06:07):
go in and upload your resume.
Like I said, it's free and it'sextremely safe.
Sydney and I are the only oneson the back end seeing that, so
it's a super easy process tonavigate.
Once that candidate portal setup, you can browse all the
positions we have, and we evenhave incredible resources like
our career center.
If you're not actively lookingfor a position, you can go in
(06:29):
there and read some industryarticles or even before you feel
comfortable in applying orinterviewing, we have a lot of
tips and tricks on how to betterset yourself up during this
interview and hiring process.
Speaker 1 (06:43):
Now, this is amazing, I can tell you.
When I came into the industry,nothing like this existed.
It's unbelievable what youladies are offering technicians
out there in the industry tryingto find a job.
But now let me ask you thisquestion, and maybe Sydney, you
can answer this for us.
I want to get my jobs listed onyour website.
(07:05):
How does that work for the jobside, the guys that need to hire
, the people?
Speaker 3 (07:11):
Yeah, that's a really good question.
So we have a few avenues youcan go down.
If you're an employer lookingto fill vacancies, you can
submit a web request on ourwebsite that kind of asks you
just the basic of your name, howmany vacancies you're looking
to fill, stuff like that.
Kristin will then receive theform and reach out to you, or
(07:31):
you can email her directly athcm-jobsmbpublishingcom.
Either way, you will get intouch with one of us.
We're active on LinkedIn.
You can message us there.
We post all the time aboutcandidates looking for jobs or
our different posting options.
So once you get in touch withone of us, kristin will go over
(07:54):
our different posting options.
So we have a wide range oflistings that you can pick to
have your jobs on our site.
So we have one like a singlejob posting that's for 45 days.
We have a pack of five.
If you have maybe two vacanciesat the moment, but you know
you're going to have a few moredown the road, that's good for a
(08:15):
year.
And then we also havemembership options.
So we have six or 12 monthsmembership options.
So if you're a big guy outthere, like Cacofill or Agility
or Saris companies like thatthat's an unlimited package, so
you pay monthly and you can postas many jobs as possible.
We deal with all of the postingon our end, so it's pretty easy
(08:37):
for you to get those jobs upquickly and then we'll promote
them on all of our platforms.
Speaker 1 (08:43):
What makes HTM jobs different from any other job
website?
Either one of you can answerthis one.
Speaker 2 (08:51):
Yeah, well, I can speak to kind of the employer
side of how it makes itdifferent for the employer and
sitting.
You can kind of speak to thecandidates experience.
But on the employer side, whywe believe HTM jobs is different
is, you know, on some of theselarger job boards you're
reaching masses that arenecessarily the talent network
that you're looking for.
The number one thing I hear isthat they're getting a lot of
(09:14):
quantity but not quality.
So what we can offer to thetable is we have a great talent
network of over 2,000 peoplealready registered into the
system and as we continue togrow as a website and attend
these in person shows and meetcandidates face to face and
advertise on social media more,that's just constantly growing
(09:37):
with newer talent.
We're connecting with studentsin different college and
programs that join our talentnetwork on a regular basis.
So what sets us apart is thetalent network being HTM
specific.
Speaker 3 (09:52):
And, as far as the campus side goes, we find that a
lot of times when candidatesthat are looking for positions
use other, larger job boards,they spend a lot of time getting
their application together,submitting their resume, cover
letter, things like that, andthen they don't end up hearing
from the employer.
And, like Kristen was saying,they get so many applications
(10:14):
that it's hard to kind of zipthrough all of them and a lot of
times when you submit anapplication or your resume, it's
not a person on the other end.
It's either an algorithm or aresume scanner or HR teams that
aren't even in the BioMeddepartments looking at these.
And I think that we offer areally personalized touch, like
we were saying earlier, whereKristen and myself we physically
(10:36):
look at the resumes and wephysically send them to our
hiring teams and if that's not agood match for you, we'll find
a job.
That is without you even havingto look for it.
So I think the personalizedtouch is really what sets us
apart.
Speaker 1 (10:49):
I'm Brian Hawkins, newly graduate from BioMed
school, and I applied for a job.
Do y'all keep in touch with theapplicant, giving them
information or feedback?
Speaker 3 (10:59):
Yeah, so that's a really good question.
I think we do a bit of both.
We have a large candidate pool,as Kristen was saying, so it's
kind of hard to keep in touchbecause it is just the two of us
.
It's hard to keep in touch withevery single one.
But as soon as your applicationis submitted, we will reach out
, let you know that we'vereceived it, we will let you
know that we've passed it alongand we will continuously check
(11:22):
in with yourself and with theemployer to make sure that the
communication is there, thatit's happening organically, that
the interviews are going on andwe'll stay in touch that way.
And additionally, we have a bigdatabase separate from our.
You know, we take our H2M jobdatabase and then we break it
down into specific candidates,what types of jobs they're
looking for, what regionsthey're looking in, things like
(11:44):
that.
So we stay in touch that way.
My bit of advice is, if you area candidate looking for a job,
make sure you're stayingconnected with us, reach out to
us periodically, let us knowyou're still looking, let us
know things have changed and wewill definitely continue to stay
in touch and continue to sendjobs your way that we think
you're a good fit for.
Speaker 1 (12:02):
So if I was looking for a job, I'm living in
Louisiana and I wanna live inPhoenix Arizona area.
Is there like an apply and sayI wanna look in this specific
region?
Is there a feature there whenyou register?
Speaker 2 (12:19):
Yeah, so when you register, there's an option to
put if you're willing torelocate into what region.
So that's a great way for Cityand I to indicate that you're
looking to move when you apply,and then also on our online
application, there's a messagebox.
We encourage a lot ofcandidates, when they're
applying to an out-of-stateposition, to go in there and put
(12:41):
that they're willing torelocate and move for this
position specifically and whythey would be a good candidate.
That just helps them stand outand it helps sometimes, like we
said, if there's a disconnectbetween the hiring manager and
the Viomed department or anyinternal recruiters.
They're able to go in there andphysically see okay, even
though this candidate is inLouisiana, they are willing to
(13:02):
move to Arizona.
Speaker 1 (13:04):
Now I noticed this was on one of your someone
applying from overseas.
How do y'all handle those typesof candidates who may be in
other country?
Speaker 3 (13:14):
So we do get a lot of international candidates, which
is wonderful.
We definitely want to helpeverybody get a job as much as
we can.
This is more of a case-by-casebasis, so this would be a great
time to reach out to one of usto kind of explain your
situation.
I would say a good majority ofour employers require candidates
(13:35):
to provide their ownsponsorship or visas.
So if you definitely have thatunder control and you have that
all squared away, it'll be superseamless for you to apply to
jobs and get into the interviewprocess.
If that's not the case for thecandidate, then we do have a few
employers that are willing tosponsor candidates.
So that's more of acase-by-case basis, like I said.
(13:56):
So we really try to take eachinternational candidate's story,
kind of place them where wethink that there'd be a good fit
and definitely get them intothe hands and in front of the
hiring teams.
You can kind of explain thatprocess a bit more.
Even for a Christian nightsometimes it gets a bit over our
heads with the logistics ofthat.
(14:17):
So we definitely, if we can'tanswer any of your questions or
are having trouble, we'lldefinitely put you in the hands
of somebody who can help.
Speaker 1 (14:24):
Now HTM jobs is basically in the United States,
I would assume.
Speaker 3 (14:30):
We do have a few positions overseas.
I think we have a few inEngland, we have some in Italy.
Our positions are changing.
We update them twice a week, sothey're constantly changing.
If you don't see something thatspeaks to you, then make sure
to check back.
And we have expanded.
We have a few in Canada, thingslike that.
Speaker 1 (14:48):
Oh, that's great.
Oh, I learned something newthis evening.
I just thought it was anAmerican job site.
That's awesome.
Right?
Y'all are going to be worldwidein five years.
Let me ask you this question,ladies have y'all been doing any
outreach work other than withHTM jobs?
Speaker 3 (15:10):
Yeah, so we actually started an initiative with the
College of Biomedical EquipmentTechnology, cbet, in San Antonio
, where we host a nightlywebinar.
I think it's every six weeksfor their new cohort and we
recently become kind ofingrained in their curriculum so
we're one of the last classesthat they'll take, kristin and I
(15:32):
, during the webinar.
It's a Monday night every sixweeks where we kind of introduce
HTM jobs.
We hear the students'perspective, what they've kind
of struggled with or what theiryou know their concerns are
going into the job fields.
So we have started working withschools in that capacity.
A few other schools are in theworks kind of doing more work
like that, but we really are.
(15:54):
Every time we go to these showswe hear how people are leaving
the field faster than they'recoming in.
So we definitely have a lot ofstuff in the works about kind of
fostering the youth, gettingthe word out there about Biomed
and really making sure that thisup-and-coming generation is
prepared and equipped witheverything they need, especially
when entering the workforceafter school.
Speaker 1 (16:15):
Right, right, yeah, cbet.
My son went to CBET also.
That's a great school out there.
If you had to put into a numberhow many jobs you guys have
listed on your website, itreally does vary.
Speaker 2 (16:27):
right now we have over 400, I would say anywhere
between 300 and 500 openpositions.
Speaker 1 (16:35):
Compared to technician manager.
You would say 60, 40, 70, 30,technician side, manager side.
I know you have managerpositions also, which would you
say you have more of a need for.
Speaker 3 (16:48):
I would say we have a pretty good mix of internships
internships imaging, bio-med andmanager director roles.
I would say, talking to ouremployers, the biggest need and
the hardest positions they'rehaving to fill are those bio-med
, 2, 3 or kind of the middlearea.
You're not entry level butyou're not management just yet.
(17:11):
So those are definitely theharder positions to fill.
Our director management rolesare pretty popular as well as
our entry level.
So I would say the majority wehave a good mix, but I would say
the majority, the big trunk,are that kind of mid-range.
Speaker 1 (17:28):
I know there's a large influx of young people
coming into the industry, but doyou find yourself assisting
individuals that are between theage of 30s to lower 40s who may
be going through a careerchange?
Speaker 2 (17:45):
Yeah, absolutely.
We spoke with a candidate inthe ex-Witliana who was kind of
in that position.
He was a student just now,learning what HTM even really
was.
That's why he came to Indianato learn a little bit more about
the industry he was gettinginto.
He was a to de-correct me ifI'm wrong an airport.
(18:09):
What was he doing?
Speaker 3 (18:10):
before.
I think it was an aviation testor something along those lines.
Speaker 2 (18:16):
Something along those lines oh, traffic controller,
airport Traffic controller.
Maybe he was very interested inthe skill, didn't know a lot
about it, started doing someresearch and coming to an MDXO
and speaking with us about allthe opportunities.
He was really excited at allthe opportunities that he had.
Right now it definitely is acandidate's market.
(18:37):
Like we said, we have so manyopen positions with great
benefits and relocation money tohelp you move to the position
that you want to start at andsign on bonuses and all these
great things.
So we definitely do see, likeyou said, a lot of people
looking at a career change intothis field.
Speaker 1 (18:57):
In closing, I know you mentioned you talked to the
young ones at CBET.
Can y'all possibly share,because everyone that's come
into this industry don't attendCBET in San Antonio, so can each
of you share some of what youshare with those students?
Speaker 3 (19:13):
Of course, I think, aside from telling the students
what it's like to enter theworkforce here kind of what we
hear as an industry whole Ithink, aside from that,
something that Kristen and Ireally, really emphasize is the
need for soft skills.
So that would be your socialskills, your networking skills,
(19:36):
how you start and leave aninterview, so the skills that
are sometimes overlooked but areequally, if not more, important
than your experience.
I think everyone we come acrossin this industry is pretty
talented.
They have the work experience,they have the certifications,
they have the credentials toback them up.
Where employers get hung up iswhen they are interviewing
(20:01):
candidates that might not fitwith their team.
It has to fit with the officeenvironment, it has to fit in
the workshop environment.
That's equally as important, ifnot more important, when you're
looking for a job andespecially when you're
interviewing.
I think it goes a long way,especially in this industry.
I would say a lot of peoplekind of neglect those skills and
employers definitely show andthey are definitely looking for
(20:24):
people that are asking about theindustry, what they're looking
for in an interview, or sendinga thank you note, or coming to
these shows and being brave andbeing bold and going up to these
employers and having theseconversations and networking.
So that would be my bit ofadvice if you are looking to
enter this field and you aregetting your certificates,
(20:44):
you're in school but you want togo that extra mile and stand
out to employers, definitelyhone in on those soft skills.
Like Chris mentioned earlier,we have a great career center
that, even if you aren't lookingfor a job right, this very
second, you can go over resumebuilding tips, you can go over
interview tips, how to ask for araise, how to negotiate things
like that that are definitelyuseful down the line.
Speaker 1 (21:06):
Chris, you have a thought.
Speaker 2 (21:09):
Yeah, I definitely agree with Sydney on all of that
.
The technical side is what yougo to school for and that's what
you're good at and that's whatyou're going to be doing in your
career.
This industry is so close knitand has so many great resources
like this podcast, like BMDXOs,like our webinar Wednesdays that
students can access to learnmore, whether that's on the
(21:32):
technical side or the soft skillside, connecting with other
Biomed, getting into your stateassociation where you can join
monthly meetings Things likethat really make this industry
stand out and just form thisgreat bond that we do have.
So we always encourage studentsto join as many resources as
they can so they can ask forhelp, advice, questions.
(21:55):
We have another great platform,medwrench, where you can ask
any questions if you need helpon equipment.
Not a lot of other industriescan say that they can hop on and
hear from someone halfwayacross the world to get some
advice from.
So we just always tell studentsto get as involved as they can
in their department, into theirstate associations if you're
(22:18):
able to go to an MDXO, becausethat really will help your
career advance and just make youa better working professional
as well.
Speaker 1 (22:29):
Ladies, I want to thank you for being on the
podcast and I have to tell youwhat you, ladies, are doing is a
one-of-one and take a bow,because you are truly
contributing to the HTM industryand you are well appreciated,
and I thank the both of you.
Speaker 2 (22:45):
Oh, thank you, brian.
Speaker 3 (22:46):
You too.
Without that platform, wecouldn't get our word out, so
we're really grateful to haveyou as a resource as well.
Speaker 1 (22:53):
If you ever need me for anything, I'm here for you.
Just give me a call.
I'll try my best to help you inany way.
You'll need me here for you.
I want to take a minute andgive you my thoughts on the
great work Sydney Creek andKristen Register are doing at
HTM Jobs.
Htm Jobs is truly a one-of-onein the HTM industry.
(23:16):
I don't think we realize howgreat HTM Jobs is for the HTM
industry today and in the future.
I don't think you understandwhat I'm saying.
They have over 40,000 employmentsites that serve job seekers,
employers and recruitersworldwide.
(23:37):
More than 40,000 employmentsites.
This is not counting the tensof millions of companies that
post their own jobs.
But if we focus on the 40,000employment sites, the top five
employment sites will probablybe indeed, monster, glassdoor,
(23:57):
flexjob and Angelis.
None of the top five isstrictly for one job industry.
Let me give you another exampleto make my point, because I
don't think you're hearing me.
Let's look at nursing.
Nursing has thousands of jobplacement websites.
(24:17):
Let me name the top five jobsites for nurses Nursecom,
nursejunglecom, nursefinders,campusrn and RN Wanted.
If you Google search nursingjobs, engineering jobs, you come
up with a number of jobplacement sites.
But now let's Google HTM jobs.
(24:41):
See what comes up.
Maybe five websites, and threeout of the five are HTM
companies.
So out of the 40,000 employmentsites, there is only one for
HTM exclusively.
Htm jobs may not be number onein the job searching online
(25:03):
industry, but it's number one inthe HTM industry.
Htm jobs is for the HTMindustry.
Let me say it again HTM jobs isfor the HTM industry.
Tell me a website that givesyou 100% HTM job listings.
(25:24):
Tell me a job search enginethat have a talent network of
HTM professionals.
Only HTM jobs have an HTM careercenter to help you with topics
like how to prepare forinterviews, how to create a
resume and cover letter,preparing for uncertain times in
the HTM industry, soft skilldevelopment, how to achieve HTM
(25:48):
goals, how to decide between twojob offers in the HTM industry.
This is just a career center.
If you're not registered withHTM job, go to HTM jobscom and
register.
Or if you're an HTM company,reach out to HTM jobs and see
how they can help you withlocating candidates.
(26:09):
As always, I have to leave youwith a quote at the end of each
podcast, and this quote is fromSteve Jobs.
No pun intended.
Steve Jobs says the secret ofmy success is that we have gone
to exceptional lengths to hirethe best people in the world.
(26:29):
Please share this podcast onall your social media platforms.
Y'all be safe out there.
Welcome to HTM on the line.
I'm your host, Bryant Hawkins,senior.
This week's podcast is a veryimportant episode for the HTM
industry.
We have two very ambitiousyoung ladies who are leading a
great resource for the HTMindustry.
Let's get into this week'spodcast.
(00:32):
My special guests today arefrom HTM Jobs.
We have Kristin Register andSydney Krieg.
Welcome to the show, ladies.
Speaker 2 (00:43):
Hi, thanks for having us.
Speaker 1 (00:45):
Before we get into this podcast, let's start off
first with tell me a little bitabout yourself.
We'll go with you.
Kristin, Tell me about yourself.
Speaker 2 (00:52):
I'm Kristin Register.
I'm the sales specialist forHTM Jobs, so I work on the
employer side on getting anyopen positions up on the site
and any advertising on the site.
I'm originally from a reallysmall town called Standardville,
georgia.
I moved to Nashville about twoand a half years ago and I've
(01:16):
been here ever since.
I really love MD publishing andworking here.
I love the city of Nashvilleand don't see myself leaving
this city anytime soon.
Speaker 1 (01:28):
Great.
But, kristin, let me ask youthis question Were you with MD
publishing before HTM Jobs?
Speaker 2 (01:34):
So HTM Jobs actually is my first job out of college.
I started at MD publishing,actually as an intern, so I was
working part-time right afterHTM Jobs launched, I would say I
joined a couple of months intothe website being live, so I was
doing kind of data entry on theback end, just helping out
(01:57):
where I could, and I justnaturally fell into the sales
role and the next thing I knowour president, john Creek, was
offering me a full-time job.
I was traveling to the showsnot long after Sydney joined and
that's when the dynamic duoreally started.
So I'm lucky to say this is myfirst job and I'm really loving
(02:18):
it so great.
Too much before.
But I was the lucky one thatgraduated college in 2020, the
best time to find a job so I wasreally fortunate to land where
I am.
Speaker 1 (02:32):
Ms Sydney, let's hear your story.
Speaker 3 (02:35):
Okay, so I'm Sydney Creek.
I am the recruiting specialistfor HTM Jobs.
So, like Kristin said, shedeals with sales and I am more
on the candidate side, sohelping get people into our
talent network and then helpingfill those jobs that employers
are needing people for.
So we kind of have team.
They call us the dynamic duo.
(02:56):
A little bit about me.
I grew up in Atlanta, georgia.
I then went to school at theUniversity of Colorado in
Boulder, gobus, and then afterschool I moved to New York City
where I was an MRI participantnavigator for the Child Mind
Institute.
I studied childhood psychologyso I worked there helping kids
(03:20):
scan with MRIs as part of a bigresearch project.
I then, like most people, leftthe city during the pandemic and
moved to Nashville with myfamily.
I started working at MDPublishing with HTM Jobs as a
temporary gig until I kind offigured out what I wanted my
(03:40):
next move to be and I fell inlove with it and Kristin and I.
That's when we kind of got ourstart here at HTM Jobs.
Speaker 1 (03:48):
HTM Jobs.
Where did this brainchild comefrom?
Htm Jobs.
Speaker 3 (03:55):
So HTM jobs came about pretty organically, I
would say.
I'm sure a lot of you know, butmaybe you don't we do a lot of
in-person shows.
So we have two MDXOs, one inthe spring, one in the fall.
We have imaging conferences anda bunch of other smaller shows
for HTM mixers, things like that.
When we would go to the showsour president, john Krieg, would
(04:18):
get so much feedback withpeople coming up asking him if
they knew of anyone in this arealooking for a position, any BMX
looking for jobs here.
Really a lot of peopleexpressed how difficult it was
to find people in this industryto fill their vacancies, and so
he heard this over and overagain and he saw a need in our
(04:40):
industry for a centralized hubthat listed multiple openings
throughout the country forimaging professionals and
biomedical equipment tech.
There were only really a fewrecruiters out there.
It was kind of one man showsjust based on their role at the
DEC, finding people helping filljobs, and so that's kind of
where this idea started.
He would create a hub, create awebsite where it would be easy
(05:02):
for candidates to come find jobsand it would be easy for
employers to list them.
That's kind of how it gotstarted.
Speaker 1 (05:08):
Kristen, maybe you can tell us how does the HTM
jobscom website work?
Say I'm a new technician andI'm looking for a job, how do I
go about registering?
Speaker 2 (05:22):
Yeah, so it's completely free to register.
We wanted to make this an easyand simple resource on the
candidate side.
We know it can be difficultwhen looking for a job in a very
overwhelming process, so wemade a lot of the questions you
can do on your smartphone, onits tablet, on your computer.
It's just simple questionsabout your information, and then
(05:45):
we even asked questions likewhat's your salary requirement?
Are you willing to relocate?
That gives Sydney and I abetter idea of helping find you
that position.
You're able to get emailnotifications, based off your
answers, of new positionslocated in the areas that you
put, and then, once you completeyour candidate portal, you can
(06:07):
go in and upload your resume.
Like I said, it's free and it'sextremely safe.
Sydney and I are the only oneson the back end seeing that, so
it's a super easy process tonavigate.
Once that candidate portal setup, you can browse all the
positions we have, and we evenhave incredible resources like
our career center.
If you're not actively lookingfor a position, you can go in
(06:29):
there and read some industryarticles or even before you feel
comfortable in applying orinterviewing, we have a lot of
tips and tricks on how to betterset yourself up during this
interview and hiring process.
Speaker 1 (06:43):
Now, this is amazing, I can tell you.
When I came into the industry,nothing like this existed.
It's unbelievable what youladies are offering technicians
out there in the industry tryingto find a job.
But now let me ask you thisquestion, and maybe Sydney, you
can answer this for us.
I want to get my jobs listed onyour website.
(07:05):
How does that work for the jobside, the guys that need to hire
, the people?
Speaker 3 (07:11):
Yeah, that's a really good question.
So we have a few avenues youcan go down.
If you're an employer lookingto fill vacancies, you can
submit a web request on ourwebsite that kind of asks you
just the basic of your name, howmany vacancies you're looking
to fill, stuff like that.
Kristin will then receive theform and reach out to you, or
(07:31):
you can email her directly athcm-jobsmbpublishingcom.
Either way, you will get intouch with one of us.
We're active on LinkedIn.
You can message us there.
We post all the time aboutcandidates looking for jobs or
our different posting options.
So once you get in touch withone of us, kristin will go over
(07:54):
our different posting options.
So we have a wide range oflistings that you can pick to
have your jobs on our site.
So we have one like a singlejob posting that's for 45 days.
We have a pack of five.
If you have maybe two vacanciesat the moment, but you know
you're going to have a few moredown the road, that's good for a
(08:15):
year.
And then we also havemembership options.
So we have six or 12 monthsmembership options.
So if you're a big guy outthere, like Cacofill or Agility
or Saris companies like thatthat's an unlimited package, so
you pay monthly and you can postas many jobs as possible.
We deal with all of the postingon our end, so it's pretty easy
(08:37):
for you to get those jobs upquickly and then we'll promote
them on all of our platforms.
Speaker 1 (08:43):
What makes HTM jobs different from any other job
website?
Either one of you can answerthis one.
Speaker 2 (08:51):
Yeah, well, I can speak to kind of the employer
side of how it makes itdifferent for the employer and
sitting.
You can kind of speak to thecandidates experience.
But on the employer side, whywe believe HTM jobs is different
is, you know, on some of theselarger job boards you're
reaching masses that arenecessarily the talent network
that you're looking for.
The number one thing I hear isthat they're getting a lot of
(09:14):
quantity but not quality.
So what we can offer to thetable is we have a great talent
network of over 2,000 peoplealready registered into the
system and as we continue togrow as a website and attend
these in person shows and meetcandidates face to face and
advertise on social media more,that's just constantly growing
(09:37):
with newer talent.
We're connecting with studentsin different college and
programs that join our talentnetwork on a regular basis.
So what sets us apart is thetalent network being HTM
specific.
Speaker 3 (09:52):
And, as far as the campus side goes, we find that a
lot of times when candidatesthat are looking for positions
use other, larger job boards,they spend a lot of time getting
their application together,submitting their resume, cover
letter, things like that, andthen they don't end up hearing
from the employer.
And, like Kristen was saying,they get so many applications
(10:14):
that it's hard to kind of zipthrough all of them and a lot of
times when you submit anapplication or your resume, it's
not a person on the other end.
It's either an algorithm or aresume scanner or HR teams that
aren't even in the BioMeddepartments looking at these.
And I think that we offer areally personalized touch, like
we were saying earlier, whereKristen and myself we physically
(10:36):
look at the resumes and wephysically send them to our
hiring teams and if that's not agood match for you, we'll find
a job.
That is without you even havingto look for it.
So I think the personalizedtouch is really what sets us
apart.
Speaker 1 (10:49):
I'm Brian Hawkins, newly graduate from BioMed
school, and I applied for a job.
Do y'all keep in touch with theapplicant, giving them
information or feedback?
Speaker 3 (10:59):
Yeah, so that's a really good question.
I think we do a bit of both.
We have a large candidate pool,as Kristen was saying, so it's
kind of hard to keep in touchbecause it is just the two of us
.
It's hard to keep in touch withevery single one.
But as soon as your applicationis submitted, we will reach out
, let you know that we'vereceived it, we will let you
know that we've passed it alongand we will continuously check
(11:22):
in with yourself and with theemployer to make sure that the
communication is there, thatit's happening organically, that
the interviews are going on andwe'll stay in touch that way.
And additionally, we have a bigdatabase separate from our.
You know, we take our H2M jobdatabase and then we break it
down into specific candidates,what types of jobs they're
looking for, what regionsthey're looking in, things like
(11:44):
that.
So we stay in touch that way.
My bit of advice is, if you area candidate looking for a job,
make sure you're stayingconnected with us, reach out to
us periodically, let us knowyou're still looking, let us
know things have changed and wewill definitely continue to stay
in touch and continue to sendjobs your way that we think
you're a good fit for.
Speaker 1 (12:02):
So if I was looking for a job, I'm living in
Louisiana and I wanna live inPhoenix Arizona area.
Is there like an apply and sayI wanna look in this specific
region?
Is there a feature there whenyou register?
Speaker 2 (12:19):
Yeah, so when you register, there's an option to
put if you're willing torelocate into what region.
So that's a great way for Cityand I to indicate that you're
looking to move when you apply,and then also on our online
application, there's a messagebox.
We encourage a lot ofcandidates, when they're
applying to an out-of-stateposition, to go in there and put
(12:41):
that they're willing torelocate and move for this
position specifically and whythey would be a good candidate.
That just helps them stand outand it helps sometimes, like we
said, if there's a disconnectbetween the hiring manager and
the Viomed department or anyinternal recruiters.
They're able to go in there andphysically see okay, even
though this candidate is inLouisiana, they are willing to
(13:02):
move to Arizona.
Speaker 1 (13:04):
Now I noticed this was on one of your someone
applying from overseas.
How do y'all handle those typesof candidates who may be in
other country?
Speaker 3 (13:14):
So we do get a lot of international candidates, which
is wonderful.
We definitely want to helpeverybody get a job as much as
we can.
This is more of a case-by-casebasis, so this would be a great
time to reach out to one of usto kind of explain your
situation.
I would say a good majority ofour employers require candidates
(13:35):
to provide their ownsponsorship or visas.
So if you definitely have thatunder control and you have that
all squared away, it'll be superseamless for you to apply to
jobs and get into the interviewprocess.
If that's not the case for thecandidate, then we do have a few
employers that are willing tosponsor candidates.
So that's more of acase-by-case basis, like I said.
(13:56):
So we really try to take eachinternational candidate's story,
kind of place them where wethink that there'd be a good fit
and definitely get them intothe hands and in front of the
hiring teams.
You can kind of explain thatprocess a bit more.
Even for a Christian nightsometimes it gets a bit over our
heads with the logistics ofthat.
(14:17):
So we definitely, if we can'tanswer any of your questions or
are having trouble, we'lldefinitely put you in the hands
of somebody who can help.
Speaker 1 (14:24):
Now HTM jobs is basically in the United States,
I would assume.
Speaker 3 (14:30):
We do have a few positions overseas.
I think we have a few inEngland, we have some in Italy.
Our positions are changing.
We update them twice a week, sothey're constantly changing.
If you don't see something thatspeaks to you, then make sure
to check back.
And we have expanded.
We have a few in Canada, thingslike that.
Speaker 1 (14:48):
Oh, that's great.
Oh, I learned something newthis evening.
I just thought it was anAmerican job site.
That's awesome.
Right?
Y'all are going to be worldwidein five years.
Let me ask you this question,ladies have y'all been doing any
outreach work other than withHTM jobs?
Speaker 3 (15:10):
Yeah, so we actually started an initiative with the
College of Biomedical EquipmentTechnology, cbet, in San Antonio
, where we host a nightlywebinar.
I think it's every six weeksfor their new cohort and we
recently become kind ofingrained in their curriculum so
we're one of the last classesthat they'll take, kristin and I
(15:32):
, during the webinar.
It's a Monday night every sixweeks where we kind of introduce
HTM jobs.
We hear the students'perspective, what they've kind
of struggled with or what theiryou know their concerns are
going into the job fields.
So we have started working withschools in that capacity.
A few other schools are in theworks kind of doing more work
like that, but we really are.
(15:54):
Every time we go to these showswe hear how people are leaving
the field faster than they'recoming in.
So we definitely have a lot ofstuff in the works about kind of
fostering the youth, gettingthe word out there about Biomed
and really making sure that thisup-and-coming generation is
prepared and equipped witheverything they need, especially
when entering the workforceafter school.
Speaker 1 (16:15):
Right, right, yeah, cbet.
My son went to CBET also.
That's a great school out there.
If you had to put into a numberhow many jobs you guys have
listed on your website, itreally does vary.
Speaker 2 (16:27):
right now we have over 400, I would say anywhere
between 300 and 500 openpositions.
Speaker 1 (16:35):
Compared to technician manager.
You would say 60, 40, 70, 30,technician side, manager side.
I know you have managerpositions also, which would you
say you have more of a need for.
Speaker 3 (16:48):
I would say we have a pretty good mix of internships
internships imaging, bio-med andmanager director roles.
I would say, talking to ouremployers, the biggest need and
the hardest positions they'rehaving to fill are those bio-med
, 2, 3 or kind of the middlearea.
You're not entry level butyou're not management just yet.
(17:11):
So those are definitely theharder positions to fill.
Our director management rolesare pretty popular as well as
our entry level.
So I would say the majority wehave a good mix, but I would say
the majority, the big trunk,are that kind of mid-range.
Speaker 1 (17:28):
I know there's a large influx of young people
coming into the industry, but doyou find yourself assisting
individuals that are between theage of 30s to lower 40s who may
be going through a careerchange?
Speaker 2 (17:45):
Yeah, absolutely.
We spoke with a candidate inthe ex-Witliana who was kind of
in that position.
He was a student just now,learning what HTM even really
was.
That's why he came to Indianato learn a little bit more about
the industry he was gettinginto.
He was a to de-correct me ifI'm wrong an airport.
(18:09):
What was he doing?
Speaker 3 (18:10):
before.
I think it was an aviation testor something along those lines.
Speaker 2 (18:16):
Something along those lines oh, traffic controller,
airport Traffic controller.
Maybe he was very interested inthe skill, didn't know a lot
about it, started doing someresearch and coming to an MDXO
and speaking with us about allthe opportunities.
He was really excited at allthe opportunities that he had.
Right now it definitely is acandidate's market.
(18:37):
Like we said, we have so manyopen positions with great
benefits and relocation money tohelp you move to the position
that you want to start at andsign on bonuses and all these
great things.
So we definitely do see, likeyou said, a lot of people
looking at a career change intothis field.
Speaker 1 (18:57):
In closing, I know you mentioned you talked to the
young ones at CBET.
Can y'all possibly share,because everyone that's come
into this industry don't attendCBET in San Antonio, so can each
of you share some of what youshare with those students?
Speaker 3 (19:13):
Of course, I think, aside from telling the students
what it's like to enter theworkforce here kind of what we
hear as an industry whole Ithink, aside from that,
something that Kristen and Ireally, really emphasize is the
need for soft skills.
So that would be your socialskills, your networking skills,
(19:36):
how you start and leave aninterview, so the skills that
are sometimes overlooked but areequally, if not more, important
than your experience.
I think everyone we come acrossin this industry is pretty
talented.
They have the work experience,they have the certifications,
they have the credentials toback them up.
Where employers get hung up iswhen they are interviewing
(20:01):
candidates that might not fitwith their team.
It has to fit with the officeenvironment, it has to fit in
the workshop environment.
That's equally as important, ifnot more important, when you're
looking for a job andespecially when you're
interviewing.
I think it goes a long way,especially in this industry.
I would say a lot of peoplekind of neglect those skills and
employers definitely show andthey are definitely looking for
(20:24):
people that are asking about theindustry, what they're looking
for in an interview, or sendinga thank you note, or coming to
these shows and being brave andbeing bold and going up to these
employers and having theseconversations and networking.
So that would be my bit ofadvice if you are looking to
enter this field and you aregetting your certificates,
(20:44):
you're in school but you want togo that extra mile and stand
out to employers, definitelyhone in on those soft skills.
Like Chris mentioned earlier,we have a great career center
that, even if you aren't lookingfor a job right, this very
second, you can go over resumebuilding tips, you can go over
interview tips, how to ask for araise, how to negotiate things
like that that are definitelyuseful down the line.
Speaker 1 (21:06):
Chris, you have a thought.
Speaker 2 (21:09):
Yeah, I definitely agree with Sydney on all of that
.
The technical side is what yougo to school for and that's what
you're good at and that's whatyou're going to be doing in your
career.
This industry is so close knitand has so many great resources
like this podcast, like BMDXOs,like our webinar Wednesdays that
students can access to learnmore, whether that's on the
(21:32):
technical side or the soft skillside, connecting with other
Biomed, getting into your stateassociation where you can join
monthly meetings Things likethat really make this industry
stand out and just form thisgreat bond that we do have.
So we always encourage studentsto join as many resources as
they can so they can ask forhelp, advice, questions.
(21:55):
We have another great platform,medwrench, where you can ask
any questions if you need helpon equipment.
Not a lot of other industriescan say that they can hop on and
hear from someone halfwayacross the world to get some
advice from.
So we just always tell studentsto get as involved as they can
in their department, into theirstate associations if you're
(22:18):
able to go to an MDXO, becausethat really will help your
career advance and just make youa better working professional
as well.
Speaker 1 (22:29):
Ladies, I want to thank you for being on the
podcast and I have to tell youwhat you, ladies, are doing is a
one-of-one and take a bow,because you are truly
contributing to the HTM industryand you are well appreciated,
and I thank the both of you.
Speaker 2 (22:45):
Oh, thank you, brian.
Speaker 3 (22:46):
You too.
Without that platform, wecouldn't get our word out, so
we're really grateful to haveyou as a resource as well.
Speaker 1 (22:53):
If you ever need me for anything, I'm here for you.
Just give me a call.
I'll try my best to help you inany way.
You'll need me here for you.
I want to take a minute andgive you my thoughts on the
great work Sydney Creek andKristen Register are doing at
HTM Jobs.
Htm Jobs is truly a one-of-onein the HTM industry.
(23:16):
I don't think we realize howgreat HTM Jobs is for the HTM
industry today and in the future.
I don't think you understandwhat I'm saying.
They have over 40,000 employmentsites that serve job seekers,
employers and recruitersworldwide.
(23:37):
More than 40,000 employmentsites.
This is not counting the tensof millions of companies that
post their own jobs.
But if we focus on the 40,000employment sites, the top five
employment sites will probablybe indeed, monster, glassdoor,
(23:57):
flexjob and Angelis.
None of the top five isstrictly for one job industry.
Let me give you another exampleto make my point, because I
don't think you're hearing me.
Let's look at nursing.
Nursing has thousands of jobplacement websites.
(24:17):
Let me name the top five jobsites for nurses Nursecom,
nursejunglecom, nursefinders,campusrn and RN Wanted.
If you Google search nursingjobs, engineering jobs, you come
up with a number of jobplacement sites.
But now let's Google HTM jobs.
(24:41):
See what comes up.
Maybe five websites, and threeout of the five are HTM
companies.
So out of the 40,000 employmentsites, there is only one for
HTM exclusively.
Htm jobs may not be number onein the job searching online
(25:03):
industry, but it's number one inthe HTM industry.
Htm jobs is for the HTMindustry.
Let me say it again HTM jobs isfor the HTM industry.
Tell me a website that givesyou 100% HTM job listings.
(25:24):
Tell me a job search enginethat have a talent network of
HTM professionals.
Only HTM jobs have an HTM careercenter to help you with topics
like how to prepare forinterviews, how to create a
resume and cover letter,preparing for uncertain times in
the HTM industry, soft skilldevelopment, how to achieve HTM
(25:48):
goals, how to decide between twojob offers in the HTM industry.
This is just a career center.
If you're not registered withHTM job, go to HTM jobscom and
register.
Or if you're an HTM company,reach out to HTM jobs and see
how they can help you withlocating candidates.
(26:09):
As always, I have to leave youwith a quote at the end of each
podcast, and this quote is fromSteve Jobs.
No pun intended.
Steve Jobs says the secret ofmy success is that we have gone
to exceptional lengths to hirethe best people in the world.
(26:29):
Please share this podcast onall your social media platforms.
Y'all be safe out there.
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