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Ah, the “right fit.” It’s the Holy Grail of hiring managers and human resource professionals — the candidate who not only has the skills and background needed to get the job done, but who also has the personality that meshes well with a department’s  or company’s other workers.

In order to find this “perfect” individual, companies sometimes turn to what is known as “values-based recruiting.”

Values-based recruiting takes a look at candidates beyond their specific skills, education and background. This type of recruiting takes into account a candidate’s values and behaviors. It’s created by putting together a model that outlines those behaviors associated with success in a particular corporate culture and then reviewing candidates to see how they match those behaviors.

Such a process usually results in hiring more people who think about business in the same way the employer does.

Getting workers who are “on the same page” as an employer can be a good thing. But what about when a company wants some new blood, new energy, new ways of thinking and doing things? In this case, it may be a good idea to bring on board individuals who are not perfect values-based matches. Instead, companies can put together a new list of desired competencies and new goals and values and then recruit and select for these new paradigms.

What types of recruiting practices are right for your hospital’s or medical facility’s needs? Med-Scribe, Inc.’s recruiters work with our client companies to help them determine how to find healthcare and administrative professionals who will fit in with a facility’s culture. Whether you’re looking for someone who will fit right in — or you’re hoping for a someone who can shake things up a bit — our recruiters will deliver candidates who will exceed your expectations. Contact us today to learn more about our nursing and healthcare staffing services.

A few new facts about Facebook (from a February 2011 MerchantCircle.com news release regarding the rise of social marketing in local business):

• Seventy percent of merchants use Facebook to market their business. This is up from 50 percent the year before.
• At 66 percent, Google is now second to Facebook as the most-used marketing method for local businesses.
• Thirty-seven percent of the merchants rated Facebook as one of their most effective marketing tools.

Love it or hate it, you cannot ignore the impact Facebook and other social media networks can have on your business. In fact, you really must have a proactive social media strategy to compete effectively.

Below are some ways to use Facebook, Twitter, LinkedIn and other social media sites to your advantage.

Stay focused. Align your social media activities with your business’ objectives. You may not need to be on every social media site. Do some research about which of the sites is best for your company.  Maximize your presence in one area rather than doing a lot of intermittent postings.

Become the go-to-expert (or company). Online social sites can become a great showcase of your knowledge, products and services. Write and post links to thoughtful articles about your industry. Link to other articles that identify trends or cite research.

As the go-to-source, your company will be able to attract top talent. As you become a source that top professionals turn to when they’re looking for up-to-the-minute information, you’ll start attracting top professionals because they want to go to the top themselves — and that “top” will be your firm.

Link blog posts to your social media sites. It’s easy to have your Twitter, Facebook or LinkedIn feeds announce that you’ve just written and uploaded a new post to your blog. Each of these platforms allows you to set this up so that the announcements post automatically.

Make it easy for talent to find you. Place links to your social media accounts everywhere: place links in e-mails, on your website, on your direct marketing materials, etc.

Be sure to stay active. Aim to post at least three times a week. Engage in conversations on the sites at least twice a week. Recommend solutions to your follower’s problems. Refer them to companies (not competitors). Be of service.

Med-Scribe, Inc. uses Facebook, Twitter, blog posts and other social media venues to stay in touch with our clients and candidates. Is your company using social media well? Share your social media outreach successes with us here. We look forward to hearing from you!

Do you need to bring on temporary staff to help your regular medical staff when patient loads become too high, or to cover for vacations and illness?

If so, you may rely on Med-Scribe, Inc. to help you find qualified and skilled professionals who will be able to be of service to your patients the minute they arrive at your medical facility.

Even though these workers may be temporary, we’ve found that our most successful clients take the time to make sure they orient temporary staff thoroughly when a worker arrives.

This helps the worker succeed on the assignment. It also helps ensure that you will receive the worker’s best effort. Also, since safety is so critical in a medical facility or hospital, skimping on safety orientation could put your patients, your employees, your equipment, as well as the worker at risk of harm.

As you decide to bring in a temporary worker, be sure to let the managers, supervisors and other employees who will be working with the individual know that a temporary staffer will be joining the department.
As for working with us, the more detail you can give us regarding what the position entails on a day-to-day basis, what kind of skills and even what type of personality works best in your organization or department will help us in making a great match between your needs and our employees’ skill sets, backgrounds and work styles.

Once the Med-Scribe, Inc. employee has reported for his or her assignment, it’s a good idea to give as much information to the person as possible. Tell your temporary worker about as much information as you would give a “regular” employee. Be sure to let the individual know about company rules, safety regulations, lunch and rest breaks, etc. Take the individual on a tour of your facility or department.

As part of his or her orientation, be sure to let the worker know as much as possible regarding what you expect of him or her. Encourage the individual to ask questions and be sure to indicate who on your staff to contact when questions or challenges come up.

Stop in and see the worker every now and then to see if there’s anything you can do to help with any problems that have appeared.

If, by chance, you find that the individual isn’t working as well as you would like or need, don’t hesitate to contact us. We’ll work quickly to find you a replacement.

Are you in need of reliable and skilled registered nurses and other healthcare professionals (and medical administration personnel)? Then contact Med-Scribe, Inc. We have a large database of talented medical professionals available to work immediately. We look forward to hearing from you!

??Health care reform is a complex and often polarizing topic.  Much of the law is written to protect the beneficiary. Companies and employees want insurance that is broad and affordable.

Company-provided health care insurance is a key benefit sought by workers. The Patient Protection and Affordable Care Act (PPACA) — the “real” name of the healthcare reform bill signed by President Obama last year this week — certainly addresses many issues that will benefit workers.

While not a comprehensive summation on the topic, there are some key points worth mentioning that change the status quo.

Insurers will no longer be able to deny coverage to children (younger than 19) with pre-existing conditions. It does not mean that the coverage will be inexpensive, just that it will be available. In addition, young adults may stay on their parents’ health plan until age 26 regardless of whether or not they are living at home, or are married.

Health plans no longer may set a lifetime dollar limit or cap on benefits. This means coverage cannot be terminated once a certain dollar amount is reached.

In instances of suspected fraud, insurance carriers need to prove that information was intentionally left out or altered in an application before they can cancel a policy.  Also health claims cannot be denied without giving the individual an opportunity to appeal the decision to the insurance company. And should the claim be denied again, individuals have the right to appeal that decision to an independent reviewer.

In addition, new healthcare plans are required to offer access to preventative services such as vaccinations, screenings and counseling free of charge. This includes no co-insurance, deductible or co-payment. And depending on one’s age, these services may include tests for blood pressure, cholesterol and diabetes; routine vaccinations; cancer screenings; pneumonia and flu shots; and well-baby and well-child visits up to age 21.

John Arensmeyer, founder and CEO of Small Business Majority, a national small business advocacy organization, believes small businesses are not going to lose out with health care reform.

He says many insurers saw a dramatic increase in small group plan enrollments in 2010, when the law went into effect,  due to tax credits. United Health Group, the nation’s largest insurance company, enrolled 75,000 new small-business employees, while Coventry Health Care added 115,000 new enrollees. Blue Cross Blue Shield of Kansas City said its 58 percent increase in small-business coverage was attributed to the tax credits, while 38 percent of new business came from companies that did not previously offer insurance.
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In 2009, Health and Human Services Secretary Kathleen Sebelius noted a number of expected benefits. Among them: premiums for small businesses will go down; there will be a lower administrative overhead; there will be greater competition; and a simplification of administrative duties from a physicians’ perspective.

With different portions of the law taking affect in coming years, it remains to be seen just what the ramifications will be on the nation’s businesses.

Whether you’re looking for a challenging opportunity within healthcare or you’re searching for staff to support your medical firm, you should know that Med-Scribe, Inc. offers a comprehensive medical plan — with a significant employer contribution — to our employees when they are on assignment with us. We think it is important for people working in medicine to receive medical coverage.  Employers considering utilizing contract employees should inquire as to the specific health benefits provided to the employees of our service. We look forward to hearing from you!

Telephone interviews are an efficient and quick way for hiring managers to pre-screen potential job candidates and clear the playing field for those destined for face-to-face interviews.

Clearing this hurdle demands specific preparations to be equipped with answers to expected questions. When possible, try to set up the interview at a time and place convenient to you. Make sure it’s a quiet location and one that is comfortable. Try to eliminate distractions such as children and pets. Don’t set up an interview during your lunch hour at work when you may be  unable to speak freely. The interviewer will want to see some evidence that you researched the position and are prepared.

A good suggestion is to use a “landline” phone when possible.  The potential for a  dropped call, static or other distractions should be eliminated. Being prepared means being alert, with questions and job descriptions at the ready. Many potential offers have been nipped in the bud by lack of preparation or distractions at the point of the phone interview.  TV off! Don’t continue eating or doing the dishes if this call caught you in the midst of these activities.  No interruptions.

Not  all telephone interviews are done by appointment. If you are seriously looking for work, your motto must be to “be prepared.”  Have your resume by the phone, research the companies you are applying to, have a pen and paper handy to take some notes, if needed.  If you are caught unprepared, ask the caller if you can call back so that you may set a scene (remove children, pets, go to a quiet and private area, etc.) in order to continue this important conversation. Be prepared to answer the common questions briefly: your reasons for leaving prior positions, skills, availability, areas of interest, and so on.

Practicing your responses will help you give clear answers that attest to the skills you possess. Use proper grammar and avoid any slang expressions.  You want to continuously express your professionalism in the words you chose and the answers you give and in the level of preparation you are exhibiting. It’s a good idea to avoid any long stories, particularly those of a personal nature that are not job-related.

Conduct a practice interview with a friend or colleague. This is an opportunity to test your speaking skills, listening skills and ability to answer questions quickly and efficiently. An outside party can provide helpful tips on where you may need to sharpen your skills.

And while a telephone interview does not require you to dress a certain way, your posture and attitude are surprisingly relevant.  Experts say standing up during a telephone interview makes your voice stronger and clearer. Also, it does not hurt to smile. Your smile is “transmitted” in the answers you give to the interviewer.

Due to the nature of the telephone interview, there is no way to visually judge how the interviewer responds to your responses. Looking for clues in the tone of  voice and what he or she says is the best way to make such a determination.

If you are a highly professional healthcare worker, we look forward to the time that we may be calling for your phone interview.  To be considered for our positions, please complete an online application at www.medscribe.com.  We are an Affirmative Action employer and are actively seeking to add minority staff.  We’re also recruiting bilingual staff .  We look forward to hearing from you!

A successful job interview is a two-way process. Just as a hiring manager is expected to come to the table equipped with a list of relevant questions, so too should the job candidate. The  job seeker has as much at stake in making the proper choice as does the hiring company.  But the goal for both parties is finding the right match in job. Sometimes employers recruit people they cannot have and sometimes applicants pursue jobs that may be inappropriate for their education, skills and background.

It is important for candidates to fully prepare for their interview.  Learn as much as possible about the company beforehand.  Review the company website and prepare a list of relevant questions you may have about the company.  Learn as much as you can about the job for which you will be interviewing..  Think about connections between your experience and the position requirements and be able discuss these at the interview. This serves the dual purpose of helping you prepare good questions and shows your initiative and sincere interest.

While you are crafting your questions for the employer, remember some general questions to help you get started and which fit in many situations.  Of course, you’ll want your interviewer to elaborate on the job, the routine, the manager you’ll report to, and the work you will be doing.  Ask about the expectations of the manager: what is most important?  In some jobs, your perfect punctuality may make you the ideal employee, whereas your occasional tardiness will make you ineligible to complete your probation. Regardless, it’s good to know what the expectations are.

You also should be ready to ask about goals for your new department’s goals as well as the company’s overall goals. You also may want to ask questions related to customer expectations and how your position fits into serving those expectations. If it is a supervisory position, ask how many subordinates will be reporting to you.

One expert suggests asking the interviewer about your qualifications for the position. What does she see as a hit or a miss?  How do you stack up to the competition?  For example, if you are told you are light on formal education, this is an opportunity for you to elaborate on all of the training and self-teaching you have done.

Other items of interest you should ask about include required travel, relocation, opportunities for advancement, or if overtime is expected (the overtime could be critical for healthcare-related positions). How many people have been in the job in the last few years? Why did those people leave? How often are raises given? How much have those raises been in the past?  What qualities do their best employees bring to the table? If the interviewer was on the other side of the table, what question would she be asking?

The quality of the questions you ask could be the one thing that distinguishes you from other candidates. Asking relevant questions is a good way to become engaged and bond with your interviewer. In fact, some hiring experts believe your questions could be more important than the answers you give during an interview.

A word of caution – be alert to the possibility of asking too many questions. Make your questions job-related; asking about inconsequential things is a detracting factor.

Coming prepared is one of the best ways to assure a successful interview. Here at Med-Scribe, Inc., we’re always seeking to create a good match for the candidate and the employer.   Contact us when you’re looking for new employees or a new position. We wish you much success!

If you’ve ever decided a candidate was “overqualified” and selected a candidate with less experience, you may have overlooked a great employee. Many people are entering new careers with a wealth of “work-life” experience behind them. Their maturity and judgment will be a great benefit to any employer.  If you have been afraid to make an offer to a candidate with an impressive background who is entering a new field, you may have overlooked a great hire. Hard-working, dedicated employees usually bring these qualities to any situation that they commit to.  They can enhance a company’s products and services in ways that could be completely unforeseen, through the sharing of knowledge from another industry.

A company may be concerned that the candidate will not stay long in the position—unfortunately, a genuine concern related to all new hires.  The job fit, in terms of the employee, needs to align with the needs of the employer.   The Harvard Business Review reported recently on research that found that “overqualified” workers actually perform better than their colleagues. In addition, they don’t resign from their employers any more rapidly than any other new employees.   Instead, the report found that the factor that most influenced whether any employee, “overqualified” or not, left early was his or her satisfaction with the job overall.

The Review article went on to say that employees who stay with a company do so because they like their work hours or they appreciate the company’s values. In addition, those employees who had decision-making control over job duties also were happier in their positions.

So, while employers should take a second look at those candidates who appear to have the skills and background needed for a position, what can “overqualified” job seekers do when applying for work that, on the face of it, appears to be “a lower rung on the advancement ladder”.

Being aware that you may be perceived as “overqualified” is the first step job candidate can take to address these views at an interview.  Answer questions with honesty, but also remember to take the time to imagine what concerns an employer might have and talk a little about them. For example, perhaps an experienced engineer applies for an entry-level direct-care position.  They could proactively address the possible concern in the interview by saying:   “I know you may be thinking that this is an entry-level position and I have 19 years experience as an engineer. I have made a decision to explore my life-long dream of a nursing career.  I need a job that will flex with my nursing school schedule and give me the experience to supplement my learning. This position would fit my plans perfectly and I am prepared to make a minimum of a one-year commitment to the job”.

Med-Scribe, Inc. recently received a great letter from one of our employees who said “after 14 months of looking for a position on my own, I was placed within two weeks of arriving at your office in a great job.”  We got a real charge from that; any recruiter would!   We earn our fees only through our successful placements, so whether you are an employer or a candidate, we welcome the opportunity to learn more about your search. Won’t you contact us today?

In our post on February 8, we talked about how your medical facility can best prepare for the fact that people are delaying retirement past the traditional age of 65.  Today’s post will discuss how employers can comply with legal obligations that enforce the equal opportunity laws, and how the over-40 job seeker can present his or candidacy.

Baby Boomers represent huge numbers of employees and potential employees in the workforce. They bring with them a history of  employer loyalty and a highly-tuned work ethic.  As Baby Boomers begin to enter their sixth decade of life, some are experiencing challenges in their employment searches.  In order to comply with equal opportunity laws, employers must understand their legal responsibilities to people over the age of 40.

According to the Equal Opportunity Commission, the Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is “unlawful to discriminate against a person because of his/her age with respect to any term, condition or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older.”
Employers should apply the same standards to all applicants, utilize the same testing, and the same minimal requirements without regard to the age of the candidate.  It is the wise employer who utilizes the experience of a seasoned worker, and their unique set of finely honed skills.  Utilizing recruitment resources that reach broadly into the marketplace is one method many employers use to “market their positions” to a broad section of job seekers.

If you are an older worker, remember to keep your skills up to date.  We all have to stay up with technology.  If you are “overqualified” for the position for which you are applying, anticipate the hiring manager’s concern that you will “jump ship” for a better offer by drawing the his or her attention to your stable employment history and record of commitment.  A little humility can go a long way— express that there will be new things to learn in the new job and that you are up for the challenge.  Think of the advantages you can bring to the employer.  Ask yourself what unique quality you bring that could advance the firm’s position in the marketplace and be sure to draw a bridge between company’s needs and your experience.

Matching job seekers with firms that need healthcare staffing is Med-Scribe’s mission.  We subscribe to the highest level of the law and encourage qualified candidates of all ages to apply with us today!

Although many scientists truly believe the day is coming when robots will perform the majority of jobs now done by humans, for the time being we humans are still working away side by side and therefore subject to the vagaries of dealing with each other — for better or worse.

Different personality types can make for a smooth or rocky relationship with co-workers. Recognizing the different types of personalities can be a big help when it comes to preventative maintenance and office harmony.

Here’s a few different personality types you may recognize and some suggestions as to how to work with them:

• Type-A personalities, known as the workaholics who are always at the job and ready to take on the next major project. They are highly motivated individuals who are direct and decisive. Tact and sensitivity may not be their best attribute. Challenge them.
• A close cousin to the Type A is the co-worker who scrutinizes every aspect of a project before proceeding with it. This colleague can be a perfectionist who prefers to maintain control of things. Provide work that is complex and detailed.
• Just the opposite is the motherly type who is always there to provide help when needed. This colleague is a good listener, kind and wise, who offers a shoulder to cry on when needed. This can foster excellent relationships among team members, but must be monitored, or conversation may impede productivity.
• Closely related is the people-pleaser. Pleasant and caring, they’re willing to take on various projects, sometimes too many to the point they are bogged down and thus ineffective.  When scheduling projects, check that they are not overwhelmed.
• The naysayers. These folks can never put a positive spin on anything and find fault with everything. Supervisors can help by steering them away from negative opinions and keeping them focused on the task at hand.
• Taken to extremes are those who are constantly at odds with management and who think they always know what is best. Supervisors can best deal with them by not arguing with them and sticking to the facts.
• The bully types who can be mean, intimidating and abusive. It is best to let them have their say and cool down. Don’t bother arguing with them. Do not allow them to become abusive. Set guidelines and make sure they are followed.
• The shy types who tend to avoid taking on those extra projects, preferring to work alone in their own world. Providing encouragement and clear instructions can greatly aid these kinds of individuals. Assign to a team project to expand their view.

Supervisors can use one of the many proven personality profiling tests available today to help identify which members of a team are likely to work best with each other. Managers can take tests themselves in order to learn how their own personality meshes — or doesn’t — with their team members.

Knowing personality types can be highly useful in creating the least disruptive workplace as possible. After all, robots aren’t taking over….yet.

If you’d like help recruiting the top professionals to fit in your work site’s culture, call Med-Scribe, Inc. today!

Americans are living longer, and may be finding themselves in the workforce past the traditional retirement age of 65.  According to a study by Sun Life International, 27 percent of workers in the United States expect to work five years beyond the “new” retirement age of 67.  Due to the shortage of qualified medical professionals, hospitals are doing their best to retain older workers.  Offering part-time and flexible scheduling and allowing liberal leave of absence are two accommodations that often are made.

The realities of the current economic conditions, low investment returns and inadequate collection of savings by many Americans may make working in their mid-60s and beyond a necessity.  In addition, many pre-retirees have said that they plan to continue to work in order to remain active while enjoying the personal satisfaction of making a contribution.
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In response, institutions are casting their nets to retain and recruit this growing pool of eligible workers.

Employers also recognize that veteran workers are loyal to their organizations. After a lifetime of full-time work, pre-retirees often are more interested in part-time, or temporary work.  The idea of less commitment to the job, not more, is more attractive at this stage of life.  Younger workers seeking to “climb the ladder” can provide the “core” of the workforce, supplemented by the “ring” of those individuals preferring part-time employment.

Creativity in scheduling and technology can be utilized to reduce the physical and emotional demands of a position.  Elimination of some of the physical or emotional stresses of a position, such as working in non-supervising roles, or by reducing the number of hours worked each day, can make continued employment possible.

An ideal situation for many workers seeking to “downsize” their jobs is temporary employment.  This allows for “snow-birding” while also supplementing income. Licensed healthcare professionals such as RNs, PTs, OTs, and LPNs will find that their services are in great need by healthcare facilities. Many currently licensed nurses are approaching retirement age.  The shortage of RNs will be heating up as these boomers seek to retire or work fewer hours.   Med-Scribe, Inc. would welcome the opportunity to meet any licensed professional seeking to work “temp” until full retirement. We look forward to hearing from you!