Blumenthal to hospitals on meaningful use: We hear you loud and clear
April 28, 2010
Diana Manos, Senior Editor
WASHINGTON – At the American Hospital Association Conference on Monday, chief information officers at some of the most wired hospitals in the country said they would be hard pressed to qualify for stimulus package healthcare IT incentives by next year.
In a session focused on incentives provided under the American Recovery and Reinvestment Act (ARRA), hospital executives and CIOs called for more flexibility in allowing hospitals to qualify.
David Blumenthal, National Coordinator for Health Information Technology (ONC) said, "We've heard this point of view loud and clear."
Doctors share the sentiment, he added.
Blumenthal told AHA attendees that he could not comment on the rule while it is in the rulemaking process, but indicated he is sympathetic with how hospitals feel about flexibility. "We are listening and anxious to make this work for you," he said.
Complaints about the proposed meaningful use rules rippled through the AHA conference from plenary keynotes to smaller sessions.
Currently there are 23 measures proposed that hospitals must implement before 2011 in order to gain the maximum amount possible under ARRA. The Centers for Medicare and Medicaid Services (CMS) and ONC are jointly drafting a final rule expected out by late spring.
"I realize there a large number of hospitals who have been ahead of their time, not just big institutions, but small ones," Blumenthal said. "We look forward to working with you as we develop policies going forward. Your partnership is vital to our success."
Blumenthal said "getting standards right" is critical to exchange, and ONC is "extremely mindful" in the regulatory process of not preventing innovation with over restrictive standards.
This will be the first in a series of regulations that will change over time, he added. Standards will change and definitions of meaningful use will change.
Pam McNutt, senior vice-president and CIO Methodist Health System in Dallas, said her organization began a complete healthcare IT overhaul in 2003 and had some advanced functionality.
Under ARRA, Methodist believes it will attain $450,000 for its Medicare physicians in its teaching clinics; $10.4 million for its 4 acute care hospitals, and a similar amount for Medicaid, McNutt said.
Methodist hopes to be ready by 2011, but "only if there is some relief to the all or nothing approach in the proposed rule," she said. If the final rule does not have flexibility options for qualifying, then Methodist won't be ready until 2013, she added.
"I think we will only get two to three years of stimulus funding," McNutt said. "State 2 and Stage 3 are a little out of reach for us."
One of the challenges McNutt has already encountered is "the need for manual calculations for meaningful use measures to document things that aren't done electronically."
Mark Probst, CIO for Intermountain Healthcare in Salt Lake City, a hospital known for its advanced use of healthcare IT to improve quality of care, said he would like to see more flexibility in the qualification requirements for meaningful use.
Since the proposed rule came out, Intermountain has had to add 19 or 20 new items to its IT strategy for this year. "It's a bit disconcerting," he said.
Intermountain plans on spending $13 million to $15 million to achieve meaningful use for Stage 1 by 2012, according to Probst.
Friday, April 30
Wednesday, April 28
HIT Mergers & Acquisitions (04/15/10-4/21/10)
Medical Transcription Billing, a provider of physician office practice management and EHR services, has acquired Medical Accounting and Billing for an undisclosed sum.
MedQuist, a transcription services and software vendor, and its corporate parent CBay will acquire Spheris, a technology platform and transcription services provider, for $98,833,900 in cash and a $17.5 million promissory note from MedQuist.
*courtesty of iHealthbeat
MedQuist, a transcription services and software vendor, and its corporate parent CBay will acquire Spheris, a technology platform and transcription services provider, for $98,833,900 in cash and a $17.5 million promissory note from MedQuist.
*courtesty of iHealthbeat
Tuesday, April 27
Ask a Recruiter: The Inquisition
A job interview is meant to help your prospective employer get to know you; sometimes it comes in the form of a free-flowing conversation and other times it feels more like you're sweating under the hot light of a police interrogation. Either way, it's extremely important that you don't walk away without asking a few questions of your own.
Why do I need to prepare questions if they are interviewing me?
Why do I need to prepare questions if they are interviewing me?
- There are important questions that won't be addressed no matter how good your interviewer is; it's your job to protect yourself by not only ensuring that this is a good place to work but that it's a good fit for you in terms of values and culture, that you're making a sound business and financial decision and that the situation you are walking into is truly what you've been told it is
- It demonstrates that you're thoughtful; that you have an interest in the organization and that you have done enough research to engage in a conversation about their business
- It can save your interview (keep reading)
- Ask questions about who you'll be working with and what has made those individuals successful; ask questions about the territory, clients or product; don't be afraid to demonstrate what you have learned about the company's financial situation--especially if you have concerns; ask about the long term goals of this position and how you will contribute; ask about training and what you should accomplish in the first 3-6-9 months
- ALWAYS ask about next steps and make sure they don't have any additional questions for you before you leave; ask if the interviewers have heard anything about your background that may keep you from moving forward/what their concerns are (the answers might surprise you and you'll be relieved to have the opportunity to address them) or ask what they envision as your greatest challenge
Monday, April 26
Weekly Wisdom-April 26, 2010
How to Recruit, Hire, and Retain the Best of Generation Y: 10 Workplace Issues Most Important to Gen Y
by Randall S. Hansen, Ph.D.
Experts have been warning employers for years about the impending brain drain as baby boom workers -- the heart and soul of many organizations over the last three decades -- leave corporate America in droves for retirements and re-careering options.
But with the gloom associated with the baby boomers' exit, comes the hope of a new generation of workers. Roughly the same size as the boomers, Generation Y is the foundation for the next three decades of employment and leadership.
So, what's the problem? It lies with the attitudes that Generation Y has to employment and work. Generation Y has been the most pampered and indulged generation. Growing up with the Internet and various technological gadgets, this generation is also the most tech-savvy and wired (or perhaps wirelessly connected) cohort. Their views of life and work are different from any others -- and if employers want to recruit and retain these people, strategies and policies and procedures will have to change.
There is no question that a paradigm shift is occurring in recruitment and retention -- with the most successful organizations already implementing changes to cater to this new generation of workers.
Besides obvious things such as using social-networking sites to recruit employees and offering a corporate career site that is interactive and engaging (like the Deloitte career site that offers grads videos on life at Deloitte), what else can employers do to help ensure that they will be able to recruit, hire, and retain Generation Y workers?
Here is a list of the 10 workplace issues most important to Gen Y job-seekers and workers:
1. Nurturing corporate culture. Gen Ys view having strong friendships with co-workers and bosses as extremely important to them. There is much anecdotal support of workers staying longer in jobs simply because they loved the people they worked with -- and did not want to leave them. Management styles must be Theory Y for Gen Y. Consider too a formal or informal organization-wide mentoring program.
2. Job flexibility. Gen Ys not only want flexible hours and schedules, but remote work options because of their perception of the never-ending intersection of work and life. They see themselves doing work everywhere -- except in a cubicle. Jobs must be designed to accommodate these workers personal lives -- not the other way around.
3. Challenging work. Gen Ys, more than any previous college grads, are graduating college with a dynamic mix of academic and work experiences that have them positioned to contribute from day one. They are not interested in "grunt" jobs, or jobs in which they have to "pay their dues;" they seek challenging work from the start.
4. Professional and personal growth opportunities. Gen Ys value lifelong learning. They also tend to get bored easily and seek out new things. They want employers that offer tuition reimbursement, sabbaticals, and other growth opportunities.
5. Volunteering options. Gen Ys have been involved in service most of their lives and have a true commitment to bettering the world around them. Employers should develop organizational volunteering programs and options that allow workers to continue these efforts. Having an organizational culture that supports these values is essential.
6. Competitive salaries. Gen Ys -- especially younger ones fresh out of college -- have more debt (both student loans and credit cards) than any previous generation, and they demand a salary that not only recognizes their contributions, but also helps them pay down the debt. Some employers even have programs in place to help these workers pay off student loans.
7. Advancement opportunities. While Gen Ys are certainly not the most loyal bunch (but don't blame them -- blame those employers that downsized their parents), they do seek out employers that have a plan for their success. Employers should examine and create new ladders to guide younger workers through a steady progression in the organization.
8. Recognition programs. Gen Ys were raised in a bubble of constant praise and recognition from their families, and so this kind of constant reinforcement and recognition is something they expect. But please, no Office Space "flair" programs; instead, implement authentic work recognition programs.
9. Business casual. Gen Ys, as a whole, have more tattoos and piercings than any previous worker cohort -- and that personal style also applies to how they dress and how they want to dress for work. While they can look great in business suits, many prefer a work environment in which they can wear comfortable clothing that expresses their individuality.
10. Intrapreneurship programs. Study after study show that Gen Ys have an extremely strong entrepreneurial focus -- with many planning to start their own businesses (partly so that they can control their own fate). Employers can retain workers longer -- while leveraging that entrepreneurial sprit -- by developing incubator and intrapreneurship programs and opportunities.
Final Thoughts
Just as the work that is completed changes to meet the times, so, too, must the way we perform the work -- and Generation Y workers are some of the most independent-minded and tech-savvy workers employers have seen. Changing the way you do business -- and the way you manage, recognize, and reward your employees (including the mix of benefits and perks you offer) -- is essential not only to your success in recruiting and retaining Generation Y workers, but to the organization's future success as well.
by Randall S. Hansen, Ph.D.
Experts have been warning employers for years about the impending brain drain as baby boom workers -- the heart and soul of many organizations over the last three decades -- leave corporate America in droves for retirements and re-careering options.
But with the gloom associated with the baby boomers' exit, comes the hope of a new generation of workers. Roughly the same size as the boomers, Generation Y is the foundation for the next three decades of employment and leadership.
So, what's the problem? It lies with the attitudes that Generation Y has to employment and work. Generation Y has been the most pampered and indulged generation. Growing up with the Internet and various technological gadgets, this generation is also the most tech-savvy and wired (or perhaps wirelessly connected) cohort. Their views of life and work are different from any others -- and if employers want to recruit and retain these people, strategies and policies and procedures will have to change.
There is no question that a paradigm shift is occurring in recruitment and retention -- with the most successful organizations already implementing changes to cater to this new generation of workers.
Besides obvious things such as using social-networking sites to recruit employees and offering a corporate career site that is interactive and engaging (like the Deloitte career site that offers grads videos on life at Deloitte), what else can employers do to help ensure that they will be able to recruit, hire, and retain Generation Y workers?
Here is a list of the 10 workplace issues most important to Gen Y job-seekers and workers:
1. Nurturing corporate culture. Gen Ys view having strong friendships with co-workers and bosses as extremely important to them. There is much anecdotal support of workers staying longer in jobs simply because they loved the people they worked with -- and did not want to leave them. Management styles must be Theory Y for Gen Y. Consider too a formal or informal organization-wide mentoring program.
2. Job flexibility. Gen Ys not only want flexible hours and schedules, but remote work options because of their perception of the never-ending intersection of work and life. They see themselves doing work everywhere -- except in a cubicle. Jobs must be designed to accommodate these workers personal lives -- not the other way around.
3. Challenging work. Gen Ys, more than any previous college grads, are graduating college with a dynamic mix of academic and work experiences that have them positioned to contribute from day one. They are not interested in "grunt" jobs, or jobs in which they have to "pay their dues;" they seek challenging work from the start.
4. Professional and personal growth opportunities. Gen Ys value lifelong learning. They also tend to get bored easily and seek out new things. They want employers that offer tuition reimbursement, sabbaticals, and other growth opportunities.
5. Volunteering options. Gen Ys have been involved in service most of their lives and have a true commitment to bettering the world around them. Employers should develop organizational volunteering programs and options that allow workers to continue these efforts. Having an organizational culture that supports these values is essential.
6. Competitive salaries. Gen Ys -- especially younger ones fresh out of college -- have more debt (both student loans and credit cards) than any previous generation, and they demand a salary that not only recognizes their contributions, but also helps them pay down the debt. Some employers even have programs in place to help these workers pay off student loans.
7. Advancement opportunities. While Gen Ys are certainly not the most loyal bunch (but don't blame them -- blame those employers that downsized their parents), they do seek out employers that have a plan for their success. Employers should examine and create new ladders to guide younger workers through a steady progression in the organization.
8. Recognition programs. Gen Ys were raised in a bubble of constant praise and recognition from their families, and so this kind of constant reinforcement and recognition is something they expect. But please, no Office Space "flair" programs; instead, implement authentic work recognition programs.
9. Business casual. Gen Ys, as a whole, have more tattoos and piercings than any previous worker cohort -- and that personal style also applies to how they dress and how they want to dress for work. While they can look great in business suits, many prefer a work environment in which they can wear comfortable clothing that expresses their individuality.
10. Intrapreneurship programs. Study after study show that Gen Ys have an extremely strong entrepreneurial focus -- with many planning to start their own businesses (partly so that they can control their own fate). Employers can retain workers longer -- while leveraging that entrepreneurial sprit -- by developing incubator and intrapreneurship programs and opportunities.
Final Thoughts
Just as the work that is completed changes to meet the times, so, too, must the way we perform the work -- and Generation Y workers are some of the most independent-minded and tech-savvy workers employers have seen. Changing the way you do business -- and the way you manage, recognize, and reward your employees (including the mix of benefits and perks you offer) -- is essential not only to your success in recruiting and retaining Generation Y workers, but to the organization's future success as well.
Friday, April 23
What's Hot in HIT
This week's featured item is from Healthcare IT News.
Government releases millions to train 'cadre' of health IT professionals
by Bernie Monegain, Editor
WASHINGTON – Some of the nation's leading universities, community colleges, and major research centers will receive government awards totaling $84 million to advance the widespread adoption and meaningful use of healthcare information technology.
Health and Human Services Secretary Kathleen Sebelius announced the awards on Friday to 16 universities and junior colleges to support training and development of more than 50,000 new health IT professionals.
Additionally, Strategic Health IT Advanced Research Projects (SHARP) awards totaling $60 million were provided to four advanced research institutions ($15 million each) to focus on solving current and future challenges that represent barriers to adoption and meaningful use of health IT. The SHARP awards were announced in an e-mail from David Blumenthal, MD, national coordinator for health IT.
Both sets of awards are funded by the American Recovery and Reinvestment Act of 2009. The awards are part of the $2 billion effort to achieve widespread meaningful use of healthcare IT and provide for the use of an electronic health record (EHR) for each person in the United States by 2014, Sebelius said in a statement.
"Training a cadre of new health IT professionals and breaking down barriers to the adoption of meaningful use of health IT are both critical to the national effort to use information technology to realize better patient care," said Blumenthal. "The institutions receiving awards today will develop necessary roadmaps to help healthcare providers and hospitals implement and effectively use electronic health records."
*For the full list of recipients, see the original here.
Government releases millions to train 'cadre' of health IT professionals
by Bernie Monegain, Editor
WASHINGTON – Some of the nation's leading universities, community colleges, and major research centers will receive government awards totaling $84 million to advance the widespread adoption and meaningful use of healthcare information technology.
Health and Human Services Secretary Kathleen Sebelius announced the awards on Friday to 16 universities and junior colleges to support training and development of more than 50,000 new health IT professionals.
Additionally, Strategic Health IT Advanced Research Projects (SHARP) awards totaling $60 million were provided to four advanced research institutions ($15 million each) to focus on solving current and future challenges that represent barriers to adoption and meaningful use of health IT. The SHARP awards were announced in an e-mail from David Blumenthal, MD, national coordinator for health IT.
Both sets of awards are funded by the American Recovery and Reinvestment Act of 2009. The awards are part of the $2 billion effort to achieve widespread meaningful use of healthcare IT and provide for the use of an electronic health record (EHR) for each person in the United States by 2014, Sebelius said in a statement.
"Training a cadre of new health IT professionals and breaking down barriers to the adoption of meaningful use of health IT are both critical to the national effort to use information technology to realize better patient care," said Blumenthal. "The institutions receiving awards today will develop necessary roadmaps to help healthcare providers and hospitals implement and effectively use electronic health records."
*For the full list of recipients, see the original here.
Thursday, April 22
TMG's Top Jobs Roundup
Give us a call! Tell your friends! Spread the word! HIT IS HIRING!
Some of our current open positions this week:
Some of our current open positions this week:
- Hospital Enterprise Sales, Western Territory
- Hospital HIE Sales, NC/SC Territory
- Physician PM/EMR, NC and WI/IA Territories
- Clinical Product Specialist (NP with NICU/PICU experience)
- Clinical Product Manager
- Physician Solutions Marketing Manager, VA Territory
- EMR Trainers, CA
- Project Managers
Wednesday, April 21
HIT Mergers & Acquisitions (4/15/10-4/21/10)
Phase Forward > Oracle
Following up on last week's cliffhanger: Merge Healthcare is now officially the proud owner of Spheris
Following up on last week's cliffhanger: Merge Healthcare is now officially the proud owner of Spheris
Tuesday, April 20
Ask a Recruiter: Giving Thanks
As recruiters, some days it feels like all we do is give advice. We have a unique perspective that allows us to see our industries from all sides and we are often in the unique position to influence (and educate) both clients and candidates through the hiring process. With that in mind, here’s our first weekly installment of “Ask a Recruiter,” where the team at The Monticello Group will share answers to our most frequently asked questions and give you the opportunity to submit your own!
Why should I write a thank you note?
Good manners are often good business sense, especially when you are engaged in the process of trying to establish a new relationship. Sending a timely thank you note can do a lot more than express gratitude—it can be used to reiterate your enthusiasm for the opportunity and your desire to move forward in the process, it can be a great tool remind the interviewer of key points from your conversation, you can use it share industry news and express thoughtful insight, or you can use it to further address concerns that (s)he may have expressed during the interview. It should be brief, professionally written (you must proof read) and personal (do not send all of your interviewers the same message)—and remember, writing a poor thank you note can be worse than not writing one at all.
Should I send a hand-written note or an email?
There are a number of schools of thought on this one, but I always recommend email unless you live in the immediate area—and even then, probably both. Time is essential to making the best impression; ideally, you want the interviewer to receive your message within 24 hours. The amount of positive influence a good thank you note will have is inversely proportional to the length of time that passes between the interview and its receipt.
Why should I write a thank you note?
Good manners are often good business sense, especially when you are engaged in the process of trying to establish a new relationship. Sending a timely thank you note can do a lot more than express gratitude—it can be used to reiterate your enthusiasm for the opportunity and your desire to move forward in the process, it can be a great tool remind the interviewer of key points from your conversation, you can use it share industry news and express thoughtful insight, or you can use it to further address concerns that (s)he may have expressed during the interview. It should be brief, professionally written (you must proof read) and personal (do not send all of your interviewers the same message)—and remember, writing a poor thank you note can be worse than not writing one at all.
Should I send a hand-written note or an email?
There are a number of schools of thought on this one, but I always recommend email unless you live in the immediate area—and even then, probably both. Time is essential to making the best impression; ideally, you want the interviewer to receive your message within 24 hours. The amount of positive influence a good thank you note will have is inversely proportional to the length of time that passes between the interview and its receipt.
Monday, April 19
Weekly Wisdom-April 19, 2010
Social media and your job search...
Social networking tools can be a fantastic resource throughout all phases of your job search—you have probably already discovered LinkedIn, a tool that can be leveraged to promote the quality of your work, lead you to job openings, advertise your credentials and connect you directly to hiring managers and recruiters in your field (all without actually advertising your interest in making a job change). And Facebook isn’t just for teenagers anymore; your company, your favorite restaurant, your high school sweetheart and even your boss are more than likely just a few keystrokes away.
The demise of undo...
Last week, it was announced that the Library of Congress would be archiving all tweets—even those no longer accessible to account holders. And you may have noticed changes to the privacy settings on your Facebook page about six months ago; according to founder and CEO, Mark Zuckerberg, if he had it to do all over again, he would make the entire site public.
[For the record, if he had it to do all over again, I imagine he would also think twice about posting that drunken, shirtless, teddy bear photo that started circulating immediately after the setting changes took place: see GAWKER article here.]
Which brings me exactly to my point: Facebook is a great tool for connecting and reconnecting with friends and family but if you don’t understand your privacy settings, it can easily be used against you.
According a Careerbuilder study conducted last summer, nearly half (45%) of all hiring managers visit social networking sites as part of the candidate evaluation process. Of those, 35% reported at least one instance of not hiring a candidate based on something discovered in that process. On a positive note, 18% reported at least one instance of hiring a candidate based on something discovered in that process.
What you need to know...
► As of December, ALL of the following is considered public and cannot be hidden by privacy settings: your name, gender, profile photo (choose carefully!), current city, friends (you CAN pick your friends), networks and fan pages.
► You can make your profile ‘un-searchable.’
► You can change privacy settings for everything down to individual albums.
► Always edit your content—especially photos and wall posts.
► Remember that you are not the only person generating viewable content on your page; your friends have the ability to tag you in photos, add you to notes, and post to your wall if you let them.
► Resist the urge to “overshare”—don’t use Facebook to announce personal details like your breakup, what a jerk your boss was today, that you just started looking for a new job, that you hate your current job (or anything else, for that matter), that you just found out you’re having a baby…you get the picture.
For more great tips and step by step instructions, visit: Facebook Privacy Settings Explained
Social networking tools can be a fantastic resource throughout all phases of your job search—you have probably already discovered LinkedIn, a tool that can be leveraged to promote the quality of your work, lead you to job openings, advertise your credentials and connect you directly to hiring managers and recruiters in your field (all without actually advertising your interest in making a job change). And Facebook isn’t just for teenagers anymore; your company, your favorite restaurant, your high school sweetheart and even your boss are more than likely just a few keystrokes away.
The demise of undo...
Last week, it was announced that the Library of Congress would be archiving all tweets—even those no longer accessible to account holders. And you may have noticed changes to the privacy settings on your Facebook page about six months ago; according to founder and CEO, Mark Zuckerberg, if he had it to do all over again, he would make the entire site public.
[For the record, if he had it to do all over again, I imagine he would also think twice about posting that drunken, shirtless, teddy bear photo that started circulating immediately after the setting changes took place: see GAWKER article here.]
Which brings me exactly to my point: Facebook is a great tool for connecting and reconnecting with friends and family but if you don’t understand your privacy settings, it can easily be used against you.
According a Careerbuilder study conducted last summer, nearly half (45%) of all hiring managers visit social networking sites as part of the candidate evaluation process. Of those, 35% reported at least one instance of not hiring a candidate based on something discovered in that process. On a positive note, 18% reported at least one instance of hiring a candidate based on something discovered in that process.
What you need to know...
► As of December, ALL of the following is considered public and cannot be hidden by privacy settings: your name, gender, profile photo (choose carefully!), current city, friends (you CAN pick your friends), networks and fan pages.
► You can make your profile ‘un-searchable.’
► You can change privacy settings for everything down to individual albums.
► Always edit your content—especially photos and wall posts.
► Remember that you are not the only person generating viewable content on your page; your friends have the ability to tag you in photos, add you to notes, and post to your wall if you let them.
► Resist the urge to “overshare”—don’t use Facebook to announce personal details like your breakup, what a jerk your boss was today, that you just started looking for a new job, that you hate your current job (or anything else, for that matter), that you just found out you’re having a baby…you get the picture.
For more great tips and step by step instructions, visit: Facebook Privacy Settings Explained
Wednesday, April 14
HIT Mergers & Acquisitions (04/08/10-4/14/10)
CareFusion, a vendor of medical products, will acquire Medegen, an infusion technology company, for $225 million.
Management Health Solutions, a developer of hospital supply-tracking software, has acquired AtPar, a developer of portable hospital supply inventory-tracking software, for an undisclosed sum.
*And the final ruling on Spheris should be official before the weekend--the hearing is scheduled for tomorrow following yesterday's asset bidding war.
Management Health Solutions, a developer of hospital supply-tracking software, has acquired AtPar, a developer of portable hospital supply inventory-tracking software, for an undisclosed sum.
*And the final ruling on Spheris should be official before the weekend--the hearing is scheduled for tomorrow following yesterday's asset bidding war.
Tuesday, April 13
Wisdom from The Ladders on "How to Work with a Recruiter"
5 Ways to Make Your Recruiter’s Job Easier
Tactics job seekers can use to work more effectively with recruiters.
By Elizabeth Bennett
Here’s a short list of tactics to make the recruiter’s life easier — and increase your chances of landing that job.
Don't try to be a square peg in a round hole. If the hiring company is looking for a candidate with 10 years of experience in small companies, don’t act as if your 20 years at large companies isn’t right there on paper. “Candidates need to know that nothing would make us happier than saying, ‘Yes, this is a good fit,’ “said Marian Rich of Bonell Ryan. “But our clients pay us to bring candidates who most closely align with their ideal profile.”
Don’t be cagey about compensation. The first question that hiring managers tend to ask recruiters is how much the job seeker is earning, Rich said. So when candidates hesitate to disclose their compensation or instead inquire about what the prospective job would pay, Rich takes pause, wondering why the candidate is not forthcoming. “It is always better to give us the information that we need to represent anyone to our clients and to be as honest as possible around issues concerning compensation,” Rich explained.
Establish an understanding about phone calls and e-mails. If your every phone call is not promptly returned, it could be that the recruiter is extremely busy or that your background won’t help him fill an immediate position. While you may disagree, sending frequent or belligerent e-mails won’t change his mind and may make him not want to work with you on future positions. “Every now and then I get a nasty e-mail that will say, ‘This is the third time I’ve sent you my resume and you’re not even bothering to respond,’ ” said Frank Laux, president of Strategic Search Partners in Keller, Texas. “ But they didn’t understand that they weren’t qualified for anything I had.”
After your interview with the hiring company, contact your recruiter right away. You may be busy or feel like the interview was lousy, but it’s still your responsibility to let the recruiter know how it went. It could be that the hiring company wants quickly to schedule another interview. “The lack of follow-up may show a level of disinterest, which isn’t always the case,” noted Harold Laslo of the Aldan Troy Group in New York.
Refer talented friends and colleagues to your recruiter. It could only work to your advantage to recommend talented people to your recruiter(s), even for a role that you wanted but weren’t qualified to perform. Your recruiter will appreciate the help and he may return the favor in the future.
Tactics job seekers can use to work more effectively with recruiters.
By Elizabeth Bennett
Here’s a short list of tactics to make the recruiter’s life easier — and increase your chances of landing that job.
Don't try to be a square peg in a round hole. If the hiring company is looking for a candidate with 10 years of experience in small companies, don’t act as if your 20 years at large companies isn’t right there on paper. “Candidates need to know that nothing would make us happier than saying, ‘Yes, this is a good fit,’ “said Marian Rich of Bonell Ryan. “But our clients pay us to bring candidates who most closely align with their ideal profile.”
Don’t be cagey about compensation. The first question that hiring managers tend to ask recruiters is how much the job seeker is earning, Rich said. So when candidates hesitate to disclose their compensation or instead inquire about what the prospective job would pay, Rich takes pause, wondering why the candidate is not forthcoming. “It is always better to give us the information that we need to represent anyone to our clients and to be as honest as possible around issues concerning compensation,” Rich explained.
Establish an understanding about phone calls and e-mails. If your every phone call is not promptly returned, it could be that the recruiter is extremely busy or that your background won’t help him fill an immediate position. While you may disagree, sending frequent or belligerent e-mails won’t change his mind and may make him not want to work with you on future positions. “Every now and then I get a nasty e-mail that will say, ‘This is the third time I’ve sent you my resume and you’re not even bothering to respond,’ ” said Frank Laux, president of Strategic Search Partners in Keller, Texas. “ But they didn’t understand that they weren’t qualified for anything I had.”
After your interview with the hiring company, contact your recruiter right away. You may be busy or feel like the interview was lousy, but it’s still your responsibility to let the recruiter know how it went. It could be that the hiring company wants quickly to schedule another interview. “The lack of follow-up may show a level of disinterest, which isn’t always the case,” noted Harold Laslo of the Aldan Troy Group in New York.
Refer talented friends and colleagues to your recruiter. It could only work to your advantage to recommend talented people to your recruiter(s), even for a role that you wanted but weren’t qualified to perform. Your recruiter will appreciate the help and he may return the favor in the future.
Friday, April 9
The Importance of Enthusiasm
So much of the hiring process is about instinct. Research shows that only 60% of any job’s requirements and qualifications need to be met in order to make a good hire but there are times when even the guy/gal with 100% on paper doesn’t get the job. Never underestimate the importance of chemistry and never ever take for granted that you need to demonstrate that you actually want the job during your interview.
In today’s recovering job market, it is still extremely important for those who are trying to return to the workforce and those who are currently employed to demonstrate appropriate energy and enthusiasm throughout the interview process because while there is certainly a bounty of new jobs out there now compared to the market 12 months ago, companies still have (IMO, legitimate) concerns about bad hires and fall offs. Companies have been making do with less for, in some cases, 12-24 months, so while there is a definite need, they don’t have to make an offer to the first qualified candidate. They have the ability to wait for the right candidate for the job. Therefore, as the job seeker, it is your responsibility to demonstrate that the right candidate for the job is you.
If you’re unemployed, that means:
► You are enthusiastic about this opportunity because it is a good match for your interests, skills and background, not just because you are eager to return to the workforce.
► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.
► Respecting your own value. Jobs are back in a big way but the days of massive signing bonuses, naming your price and demanding 12 month non-recoverable draws are still far behind us. I understand the temptation to take a step back in compensation given what you might be hearing out there, but if you are willing to take a 50K cut on your base salary today, what’s to keep you from taking the next job that would get you back up to where you want to be tomorrow?
► Keeping your hand in. Whether you’re out of work for six weeks or six months, it is important to have a good answer to the question: so what have you been doing since you left your last position? The best place to answer this question is on your resume but if you have not had the opportunity to take up temporary work in your industry, you should be networking with your contacts, remaining involved with industry organizations and doing what you can to develop your knowledge and skills.
If you’re currently employed, that means:
► Remembering that you are very possibly interviewing against at least one person who is currently out of work and understanding that your level of enthusiasm about making a change, your level of investment in the interview process, is being compared to the enthusiasm and investment of someone who has more at stake than advancing his/her career or obtaining a bump in salary.
► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.
► Being realistic. If the last time you took a new position was pre-September 11th, this job search has probably already felt like a rude awakening. You need to be sure that you’re making a change because you want to and that you’re doing it for the right reason—kicking the tires as we like to say in recruiting, is not going to get you very far in this market. You need to be committed to making a change (you have made good faith efforts to address the issues that are causing you to look outside of your organization), cognizant of the fact that your ‘worth’ needs to be relative to what’s going on across the market (don’t sell yourself short, but don’t expect the moon either), and aware that accepting a counter offer signals your company that it’s time to start looking for a replacement (you have broken a sacred trust; prepare to be part of the next round of cuts because now your boss thinks every dentist appointment is a job interview).
In today’s recovering job market, it is still extremely important for those who are trying to return to the workforce and those who are currently employed to demonstrate appropriate energy and enthusiasm throughout the interview process because while there is certainly a bounty of new jobs out there now compared to the market 12 months ago, companies still have (IMO, legitimate) concerns about bad hires and fall offs. Companies have been making do with less for, in some cases, 12-24 months, so while there is a definite need, they don’t have to make an offer to the first qualified candidate. They have the ability to wait for the right candidate for the job. Therefore, as the job seeker, it is your responsibility to demonstrate that the right candidate for the job is you.
If you’re unemployed, that means:
► You are enthusiastic about this opportunity because it is a good match for your interests, skills and background, not just because you are eager to return to the workforce.
► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.
► Respecting your own value. Jobs are back in a big way but the days of massive signing bonuses, naming your price and demanding 12 month non-recoverable draws are still far behind us. I understand the temptation to take a step back in compensation given what you might be hearing out there, but if you are willing to take a 50K cut on your base salary today, what’s to keep you from taking the next job that would get you back up to where you want to be tomorrow?
► Keeping your hand in. Whether you’re out of work for six weeks or six months, it is important to have a good answer to the question: so what have you been doing since you left your last position? The best place to answer this question is on your resume but if you have not had the opportunity to take up temporary work in your industry, you should be networking with your contacts, remaining involved with industry organizations and doing what you can to develop your knowledge and skills.
If you’re currently employed, that means:
► Remembering that you are very possibly interviewing against at least one person who is currently out of work and understanding that your level of enthusiasm about making a change, your level of investment in the interview process, is being compared to the enthusiasm and investment of someone who has more at stake than advancing his/her career or obtaining a bump in salary.
► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.
► Being realistic. If the last time you took a new position was pre-September 11th, this job search has probably already felt like a rude awakening. You need to be sure that you’re making a change because you want to and that you’re doing it for the right reason—kicking the tires as we like to say in recruiting, is not going to get you very far in this market. You need to be committed to making a change (you have made good faith efforts to address the issues that are causing you to look outside of your organization), cognizant of the fact that your ‘worth’ needs to be relative to what’s going on across the market (don’t sell yourself short, but don’t expect the moon either), and aware that accepting a counter offer signals your company that it’s time to start looking for a replacement (you have broken a sacred trust; prepare to be part of the next round of cuts because now your boss thinks every dentist appointment is a job interview).
Open Jobs Roll Call 4/9/2010
► Physician PM/EMR needs in: VA, NC, WI/IA, FL/AL, NoCal, SoCal
► Hospital Solution Sales: Enterprise and Financial West, Northeast, NC/SC
► Payer: Sales Executive and RVP West
► Physician Market Development: VA
► Physician Consultant
► EMR Trainers: CA
► Billing PM/EMR: VP Sales in NE, Business Intelligence, Sales in W, MW and Demo
► Hospital Solution Sales: Enterprise and Financial West, Northeast, NC/SC
► Payer: Sales Executive and RVP West
► Physician Market Development: VA
► Physician Consultant
► EMR Trainers: CA
► Billing PM/EMR: VP Sales in NE, Business Intelligence, Sales in W, MW and Demo
Wednesday, April 7
HIT Mergers & Acquisitions (3/25/10-4/7/10)
TranSenda International > BioClinica
BJ Services > Cerner
BJ Services > Cerner
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