Robots in the Operating Room are the Future and the Present of Healthcare

Robotic Surgeries are the future! And… they are the present. To be clear, robots are not operating on patients alone in operating rooms; at least not yet. What is happening is surgeons are operating in-person and remotely, on patients with the help of robotic arms. Some people this think is a wonderful development and wax eloquently about the advantages whereas other people are like… meh, whatever and think the traditional methods of scalpels in hand is still best. I’ll go over the pros and cons, of robots in the operating room on this episode of “The Jim Stroud Podcast.” | Special thanks to my sponsor – Supapass.app.

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TRANSCRIPT:

Hi! I’m Jim Stroud and this is my podcast.

Robotic Surgeries are the future! And… they are the present. To be clear, robots are not operating on patients alone in operating rooms; at least not yet. What is happening is surgeons are operating in-person and remotely, on patients with the help of robotic arms. Some people this think is a wonderful development and wax eloquently about the advantages whereas other people are like… meh, whatever and think the traditional methods of scalpels in hand is still best. I’ll go over the pros and cons, of robots in the operating room, after this…

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When you hear someone talk about robots in the operating room, chances are they are describing the Da Vinci Surgical System, which is a robotic surgical system made by the American company Intuitive Surgical. Approved by the Food and Drug Administration (FDA) in 2000, it is designed to facilitate surgery using a minimally invasive approach, and is controlled by a surgeon from a console. The system is used for prostatectomies, and increasingly for cardiac valve repair and gynecologic surgical procedures.

Da Vinci Surgical Systems were used in an estimated 200,000 surgeries in 2012, most commonly for hysterectomies and prostate removals. As of September 30, 2017, there was an installed base of 4,271 units worldwide – 2,770 in the United States, 719 in Europe, 561 in Asia, and 221 in the rest of the world. According to Wikipedia.

Having a Da Vinci Surgical System in your hospital was, and is, a big deal. Its almost a guarantee to get a hospital free publicity like this news report from 2009. {VIDEO CLIP: “da Vinci Hysterectomy Surgery”} Some doctors sing the praises of the Da Vinci system, often citing these 4 advantages.

    1. From an ergonomic point of view, the system is set up better so that the stresses on the body are less, reducing injury rates for surgeons and making it easier on those surgeons who perform multiple procedures without any breaks.
    2. Robotic surgeries make use of dual camera systems, which can provide the surgeon with a clearer view of the area of operation of the surgeon. The enhanced image can help the surgeon to easily maneuver the equipment in tight spaces. This is especially beneficial in procedures that require precision in surgical movements such as neurological or orthopedic procedures.
    3. It also allows for surgeons to carry out procedures from remote locations which is especially handy when there are no surgeons available on site at the hospital.
    4. And while all that is great for the doctor, the patients enjoy the benefits of less post surgical pain. Less blood loss and improved accuracy.

While some doctors see it as wonderful (and that is a LOT of doctors, by the way) the naysayers tend to point out 2 setbacks:

    • If the operating surgeon is not well-trained, accidental injuries can and will likely occur.
    • The cost of robotic surgery is not fixed so, people who are going to undergo treatments facilitated by robotic surgery will have to be prepared to pay higher medical bills. In fact, a 2010 study in the New England Journal of Medicine found that using a robot added about US$3,200 to the average cost of a procedure.

From a patient care point of view and a financial perspective, I wondered to myself if robotic surgery really worth it? Which is why I was glad to stumble across this website – “The Doctor Weighs In” because in one of its articles some very interesting arguments about robotic surgeries were made and worth considering; especially if you are a hospital administrator debating on investing in a da Vinci or some similar system. The title of the article is “Is Robotic Surgery Really a Game Changer?” and here are some of the points it made:

  1. Robotic surgery is a lot more time-intensive than laparoscopic surgery. The author of a paper published in the Journal of Minimal Access Surgery claims that the time taken to complete one surgical case laboriously and meticulously in a robotic operating room (OR) is almost equivalent to completion of four complex laparoscopy cases in other ORs.
  2. It is costlier than laparoscopic and open surgery: The same research paper also details on the cost associated with the use of robotic technology. Robot installation in the ORs required an initial investment of at least $1,500,000 to $2,000,000 and the maintenance costs are estimated to be around $350,000 to $400,000.
  3. It cannot act independently: Robotic hands can access inoperable areas and other remote tissues in the human body. But a surgeon is almost always required to make the decision and guide the robotic tools to perform specific actions.
  4. Keeping up with the Jones: Many surgeons have a little knowledge and no experience of robotic surgery. Considering the increasing popularity of it, there are many of them who would like to join the bandwagon by upgrading their skills and do not want to miss out the opportunity. Many researchers fear that this may actually divert the interest of the surgeons…The ultimate objective of the surgeons should not be to master the skill and join the prestigious team of robo-surgeons but to use it as a tool for improved healthcare delivery and outcomes.

I’m pro-robot in this instance as I think the benefits outweigh the disadvantages. My only concern however is that doctors using this technology might lose the ability to perform these types of surgery without robot assistance. And that might sound strange but ask yourself this, can you recall the phone numbers of the 3 people you call most often? If not, its probably because you are used to asking Siri to connect you or you developed the habit of clicking a name in your contacts and not dialing a phone number. Am I right? Technology is a great way to enhance the skills we already have. If they ever replace our skills to a point that we no longer remember them, then I think we are in trouble.

If You’re Not Texting, You’re Not Recruiting

So, the other day I was in Home Depot picking up a few items when I noticed something that confirmed a trend.

By texting a short code to a certain phone number, job seekers can opt in to receive information on opportunities at Home Depot. I have been seeing this strategy in practice for some time now and fully expect it to become standard in the very near future. To date, I have noticed in action with various retail opportunities and fast food restaurants.

WHAT’S NOT TO LIKE ABOUT SHORT CODES?

What I admire about this process is that once someone has opted in to receive job alerts, presumably the system can customize the alerts to a candidate’s location. I imagine that if I opted in to learn of Home Depot opportunities, I would only get information related to the Home Depot I was presently in and/or within a few miles of my present location. I also imagine that I would engage with a chatbot and release my zip code information which would allow their system to pitch me jobs that are near my home address; something I would appreciate and applaud. Why? Let me count the ways.

  • Posting a job in Atlanta would result in resumes from people all over the city. While it is possible that someone would be willing to travel from one end of the city to the other for an opportunity, after awhile retention may be an issue as they would likely seek a job closer to home.
  • Some resumes do not list their zip codes. More than likely, a recruiter would want to target candidates closest to the retail outlets they are recruiting for. Without that knowledge, a recruiter’s work increases exponentially as they try to qualify as many candidates as they can.

Oh! While I’m thinking about it, short codes are an option with Emissary.ai. Well worth a peek if you are not already engaged with them.

AND HAVE I MENTIONED COMPLIANCE ISSUES?

A recent study found a “a striking persistence of racial discrimination in U.S. labor markets.” White applicants receive 36% more callbacks than black applicants and 24% more than Hispanic applicants. The reason behind this is often unintentional and/or unconscious biases. Consider this quote from the study I am citing.

“Many scholars have argued that discrimination in American society has decreased over time, while others point to persisting race and ethnic gaps and subtle forms of prejudice. The question has remained unsettled due to the indirect methods often used to assess levels of discrimination. We assess trends in hiring discrimination against African Americans and Latinos over time by analyzing callback rates from all available field experiments of hiring, capitalizing on the direct measure of discrimination and strong causal validity of these studies. We find no change in the levels of discrimination against African Americans since 1989, although we do find some indication of declining discrimination against Latinos. The results document a striking persistence of racial discrimination in US labor markets.”

When engaging candidates via text, biases are assuaged to non-existence. Recruiters can’t hear or see applicants via text and make wrong assumptions based on assumed demographics.

TEXTING IS TOO CONVENIENT TO IGNORE

We are currently in a great economy with unemployment at historic lows. It is an employer’s best interests to make opportunities as attractive and as seamless as possible to apply to. According to a 2018 study by Indeed.com, the majority of people currently employed are considering a job change. Consider these stats:

    • 71% of workers admit to active job searching or at least openness to a new opportunity
    • Among all employed adults, 65% look at new opportunities within 3 months of starting their new job
    • 58% of workers look at other jobs at least every month
    • 72% of adults keep track of other open jobs in the market, regardless of their current status

As encouraging as these stats may be for recruiters seeking talent, most likely they are not in a position to respond to a recruiter’s call at work; especially in light of the trend of open offices. However, texting allows for a quick and unobtrusive way for recruiters to connect that a candidate can appreciate.

OTHER STATS TO CONSIDER

According to multiple sources:

  • 90% of SMS messages are read in the first 3 minutes
  • 82% of people say they open every text message they receive
  • 19% of links in text messages are clicked
  • 45% is the average response rate for SMS

According to MarketingProfs:

  • The response rate of SMS text message marketing is 45% vs email response rates at 6%

According to GSMA:

  • It takes the average person 90 seconds to respond to a text message

According to eWeek:

  • 80% of people use texting for business purposes.

I think texting should be the industry standard for the least of all reasons, it is effective in location based recruiting, reduces bias and is extremely popular with the general population. Honestly, it is difficult to find a reason why a company should not already be experimenting with texting to some extent. But, I am open to debate. Send me a text and we can discuss it.

Killer Robots are Real and They’re Coming to Get You!

One of my favorite sci-fi films of all time is The Terminator. In case you have not seen these or the other Terminator films, the movies are about killer robots making war against the human race. I remember watching the film and being terrified, eventhough I knew it was just a movie. Now, I am just as nervous as I was then because the possibility of killer robots is more real than its ever been. Wait until you hear what I have to share on this episode of Jim Stroud podcast.

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Song 1 – (208) If I Can’t Dance It’s Not My Revolution – Quantum Jazz (No Copyright Music) http://j.mp/2m7UzEg

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► Music Credit: LAKEY INSPIRED Track Name: “That Girl” Music By: LAKEY INSPIRED @ https://soundcloud.com/lakeyinspired Original upload HERE – https://www.youtube.com/watch?v=RlVfB… Official “LAKEY INSPIRED” YouTube Channel HERE – https://www.youtube.com/channel/UCOmy… License for commercial use: Creative Commons Attribution 3.0 Unported “Share Alike” (CC BY-SA 3.0) License. Full License HERE – https://creativecommons.org/licenses/… Music promoted by NCM https://goo.gl/fh3rEJ

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How To Turn Job Descriptions into Marketing Pieces

In this episode of “Its All Recruiting” (IAR), I discuss job descriptions as marketing pieces with Rob Kelly, Chief Ongiggitizer at Ongig.com. During our conversation we brainstormed a variety of ideas with one in particular being sure to cause a shudder throughout the HR world. Tune in the find out what it is and to do it yourself, before anyone else.

ABOUT ONGIG

Check out Ongig’s job description software. Ongig helps employers create awesome job descriptions that attract, engage, and convert candidates.

ABOUT OUR GUEST

Rob Kelly is a 4-time CEO, author and proud father of Maverick! Rob is now CEO of Ongig, a software business whose mission is to transform job descriptions to boost quality candidates and diversity.

Rob was previously CEO for companies in the fields of dating advice, healthcare and live music.

Rob began his love of business early, attending his first shareholder & board meetings when he was 16 years old. He began his career as a journalist and has interviewed such business titans as Steve Jobs, Bill Gates and Andy Grove.

Rob is the author of the book An Enlightened Entrepreneur: 57 Meditations On Kicking @$$ In Business & Life and still loves to write.

He holds a Bachelor of Science in Finance & Economics from the University of Bridgeport and has completed programs at Stanford University, Harvard Law School , The Syracuse University International Business Program in London and Trinity College in Dublin, Ireland.