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How Brian Torchin Helps Healthcare Companies Deal With Staff Turnover

Posted on 21 September, 2018 in Author, Entrepreneur

Brian Torchin grew up with a strong interest of being in the healthcare field once he grew up. After graduating from high school he attended the University of Deleware, graduating with a bachelor of science degree in exercise science. He then attended the New York Chiropractic College, graduating in 1995. He then spent a number of years managing a number of medical offices in the states of Florida, Delaware, and Pennsylvania. This included staffing these offices and so he gained a lot of experience when it comes to finding good job candidates and interviewing people. Find out more about Brian at

In January 2000, he joined Practice Management Inc. He was their director of medical marketing. As of January 2007, he was ready to start his own staffing firm and so he launched Health Care Recruitment Counselors (HCRC) Staffing in the greater Philadelphia area. From his own experience, he says that staff turnover is one of the biggest challenges of running a healthcare company. He is able to find his clients the right candidate for an open position inside of 72 hours.

He is able to locate job candidates for a wide range of positions. This includes urgent care, nurse practitioners, dentists, medical doctors, physical therapists, office managers, receptionists, and more. Brian Torchin offers his clients flexible staffing solutions and consistent results. What he offers to those seeking a job is a nationwide search service combined with career consultation services.

The healthcare staffing industry is one that is worth $11.1 billion. It is growing by around 5% to 7% a year and this will continue as the baby boomer generation ages. Nurses are the most in demand, especially as over the next five years around 500,000 of them will likely retire. This will be happening as demand for nurses goes up by 16% so company’s need a good recruiter to make sure they have the nurses they need.

Brian Torchin says that he looks at job candidates individual skills. He also talks to them to make sure they are a good fit for his client’s goals and culture. For the job candidate he wants to make sure that if he recommends them for a position they will have opportunities for growth.

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