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So, you’ve just come back from a job interview that went well. Maybe even really well.

What’s next?

Even more work, that’s what. Yes, you more than likely worked hard to research your potential employer, prepared a great résumé or CV, and practiced replies to common interview questions about your background, experience and what you bring to an employer that your competitors don’t.

But once the interview is over is not the time to sit on your laurels and wait for the phone to ring with the job offer. Instead, follow the six steps outlined below to help you to continue to advance your candidacy.

1) Send a thank you letter. Always do this. Always. Most people don’t and so by doing so you’ve already differentiated yourself from the pack. Yet don’t send just a nice “thank you for interviewing me” note. Instead, address those items that seemed most important to your interviewer. You also can reiterate your qualifications and even bring up relevant education, skills or accomplishments that you didn’t mention during the interview. Keep the letter brief and professional.

2) Send the letter immediately after the interview — within 24 hours. In addition, send a personal thank you letter to everyone with whom you interviewed. Get business cards while you’re there or, if you can’t, call the company and ask for the correct spelling of names and titles of your interviewers.

3) Discover the “next steps.” That is, before you leave the interview, be sure to ask the hiring manager what his or her “next steps” will be. Will the hiring manager be holding second interviews with top candidates? If so, when? Ask if you may follow up with the hiring manager if you don’t hear from him or her by the date mentioned.

4) Let your references know you’ve interviewed. Give them a heads up that they may be receiving a reference call. Tell them the name of the person who will be calling them, the position for which you interviewed and the company’s name. This way, your references will be prepared to respond to callers.

5) Contact anyone you may know at the company. Let your insiders know you’ve interviewed, how well you think it went and ask for insight. Your contact may be able to put in a good word for you.

6) Don’t be a pest. If you discover that a decision on whom to hire will be made in 30 to 60 days, don’t call or follow up every day. However, if you discover that the hiring manager wants to decide in a matter of days after your interview, you’ll want to make contact a few days after sending your thank you letter. Delays generally are not good news, so continue your search no matter where you think you are in the interview process, even if you think it’s your dream job.

Med-Scribe, Inc. provides staffing to the healthcare community and strives to prepare our applicants thoroughly for interviews we obtain for them. Contact us today!

Has your job search hit the blahs? You’re certainly not alone — most of us find job hunting a real chore.

Still, knowing you’re not the only one who sometimes needs a big push in order to job hunt is no excuse — take action and take action now! Doing something now — today — makes you one day closer to getting a job. Wait until tomorrow and you’ve just added a day to your job search. Onward!

Below are five tips to help you get that job search going!

1) Clarify what it is you’re looking for. Clarity is a wonderful thing. It will help you focus your job search and help steer you from jobs or careers that don’t match your desires. Take some time and meet with yourself to write some goals. What are your unique skills, educational background  and accomplishments? What do you offer an employer that no one else does?

2) Establish your “tribe.” That is, identify those people, companies and maybe even industry organizations and professional associations that can give you insight into potential job openings and trends within the healthcare industry. Aim to schedule some informational interviews with several people on that list. At the least, tell all your friends, family members, neighbors and even the person who cuts your hair what kind of work you’re looking for.

3) Organize your job search. Get some folders, binders and perhaps even a drawer in a filing cabinet dedicated solely to your search. Place copies of your résumé/CV, cover letters, lists of contacts, job leads, etc. in their designated places. Buy a binder and use it to track your progress. Remember to place in it the names of the people you contacted it, when you contacted them, dates of any meetings with them, dates of any follow up you will perform, etc.

4) Look for a mentor. This person will be someone who has been successful in his or her career. If possible, the person should be successful in a career similar to the one you’re pursuing. You also should be able to hear criticism from this person as you go about your job search. The person should be able to “tell it to you straight,” pointing out when you could be doing more, or when you could take a different approach to your search.   This individual also will be cheering you on. This person can be something like a job search coach, helping to push you beyond your job search “boundaries.” These are also excellent people to cultivate if you are currently employed.

5) Remember that nothing takes the place of persistence. When you are looking for a job,  try to remember that every interviewer is hoping you will be the answer to their problem — filling the position for which you’re interviewing.  The recruiters at Med-Scribe, Inc. provide interviewing tips and résumé feedback as part of our process — we welcome the opportunity to review your credentials.  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!

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!

Here at Med-Scribe, we work to create win-win situations for both our clients and our employees. In our last blog post we outlined how important information is for all sides, and  established how critical your information is in guiding success for all involved.

We see a temporary-to-hire placement as another outstanding opportunity for clients as well as employees to obtain information — is this the right placement for me? Will this person fit into the team and add value to our operation?  It’s just common sense to try out any type of investment when offered the opportunity to do so, whether that is making a business decision, or deciding if this is the step you’d like to make in your career. This is just one reason out of many why bringing someone in on a “temp-to-hire” assignment makes perfect sense for an employer — and an employee.

Looking at temp-to-hire from the employer’s view, it’s immediately apparent that there can be a tremendous cost involved when it comes to bringing in a new employee, and there is no guaranteed outcome.  Advertising, recruiting, and interviewing cost time and money, not to mention the rising costs of providing health benefits, nor the costs associated with ending a relationship with an employee.

And, after all, you are not assured that this is the best hiring decision you could make, nor that this person is the best match for your hardworking team. What if things don’t work out?  The process must be started all over again with the accompanying stress. We know the true cost of replacing a team member in lost production and quality, not to mention morale.

Temporary-to-hire mitigates those challenges. You are presented with a candidate whose work history is known, whose references are checked, and who is credentialed. You have met with, and perhaps even offered a shadowing opportunity to the candidate with very little risk to you. Temporary-to-hire allows you to further see your new potential employee “in action” and part of the team — a vastly better picture of how this employee will fit in and what unique talents her or she can bring to the table. Additionally, strengths and weaknesses and culture-fit can be determined for a period of time, again, with very little risk to your company.

We hope to make the best match we possibly can for both parties, but the proof is in the working… something temporary-to-hire allows you to assess before offering the candidate a staff position.

Win!

And the advantages to the employee?

Just as the client does, temporary-to-hire gives a worker the opportunity to gain information about the prospective employer and answer those questions  that are difficult to know prior to accepting a job offer.  Will my talents be of use and at best advantage?  Do I fit in with the corporate culture?  Is this good for my career trajectory?  You have as much control as the client — exploring if the position is best in terms of your career’s success.  You will have the opportunity to get answer these answers over a set period of time — not just from a 20-minute job interview.

Here at Med-Scribe, we want you to introduce yourself to the client in the best possible light. We are not in this business with “a job for the sake of a job” mind-set. Your feedback and critical thinking skills are vital to our success.  Temporary-to-hire allows you to introduce yourself, your skill sets, your experiences, and your education to the best companies in the Rochester area, and in a way not typically available to a job seeker.

More and more clients are opting for temporary-to-hire. Don’t shut the door on those opportunities to show you at your best!

Win!

We’d love to talk with you more about the advantages of temporary-to-hire. Contact Med-Scribe Healthcare Services today to start a Win-Win Conversation!

Everyone likes to be treated respectfully.  Particularly when applying for positions on which high hopes may be riding — candidates like to know if they may be considered for a position.  Smart employers know that keeping open the lines of communication will leave a favorable impression with candidates.  It’s good for public relations and it’s the right thing to do. You may need to return to that resume someday only to find the perfect candidate for a new role!

The volume of candidates who do not meet the minimum requirements often is cited as the barrier to acknowledging all candidates.  This is a real concern, because some candidates will apply for positions for which they do not have the remotest qualifications.

At Med-Scribe, we receive thousands of emails, CareerBuilder applications, rèsumès, as well as our own online applications from candidates who may not meet the minimum qualifications for the position to which they have applied. We too, need to spend the majority of our time focusing on the candidates we have the best opportunity to place – the source of our revenue.  Clients often will set very specific experience requirements when working with an agency, correctly surmising that if they wished to hire a new graduate, they could contact the business schools directly and avoid paying a fee to our agency.

At a minimum we try to acknowledge that the rèsumè was received and will be reviewed.  We wish we could place every good person that we see (then we would be driving much better automobiles!).

There may be other reasons the candidate is not hired or interviewed.  For example, if it’s a confidential search and they are a current employee of the client!  Clients also may decide to fill a position on their own, or change requirements in mid-stream.

We try to let everyone know that we will review their background and evaluate their background relative to the positions that we have.  We make an effort, at a minimum, to let candidates know that their paperwork was received.  If candidates interview with clients, we do try to let them know if another candidate was selected.  We are continuously reviewing rèsumès and we do explain that if there is any positive news — that they are selected for an interview or made an offer, for example — nothing will keep us from contacting them.  We even have driven to candidate homes when their phones were out!

It is understandably stressful when considering a new job, but remember, employers undergo stress as well, trying to select the best candidate for a position. Few decisions in a business setting are the source of more concern! Few employers will communicate why a candidate was or wasn’t selected.  When there are competing offers, the ball is in the candidate’s court as to how much information concerning competing offers they may want to disclose.

A strategy that we do recommend: communication of receipt of rèsumès and information about what to expect.  Ongoing contact concerning availability by candidates is welcome.  Clients should follow-up subsequent to interviews on the further consideration of potential hires and this information should be quickly delivered to candidates.

Med-Scribe, Inc is an employment agency and staffing service that is recruiting for many positions for general clerical and medical administrative personnel To be considered apply online at www.medscribe.com, or if you are seeking top-notch staff, call our office today.

Let’s assume you’re very happy with the healthcare facility at which you work. You love your colleagues and the work you do. You see opportunity for growth within your department and you also feel quite secure in the fact that your facility has no plans for layoffs or firings anytime soon — or even ever.

So why should you even think of updating your resume/CV? After all, things are good. You love your job. Your job is secure. You plan to retire from this position!

Because you truly never know.

You never know when layoffs might come. You never know if your supervisor might depart, leaving you with a supervisor who believes it’s fun to make her staffers miserable. You never know if your spouse may get the opportunity of a lifetime in a city 500 miles away.

You just never know.

You should update your resume while in your current position whenever one of the following happens:

• You get promoted.
• You move to a new department.
• You learn a new skill.
• You finish a huge project or otherwise accomplish something significant at work.
• You earn a new degree or certification.
• You win a service or employee-of-the-month type of award.

In addition, updating your resume regularly means it won’t consume a large chunk of your time if something comes up that requires you to look for a new position.

In addition, healthcare is desperate for terrific employees. If you’re doing a great job at your current employer, don’t be surprised if an executive recruiter comes calling with a terrific opportunity, possibly even the opportunity of a lifetime. You’ll need a current resume/CV to present to the recruiter so that he or she may present it to the client.

You could make updating your resume very simple by just making a point of updating it every six months or so, even if you feel you’re done nothing “major” to warrant it. You’d be surprised what you’ve done in just a few months (learned new software, taken additional continuing education seminars, etc.)

If you’re a nurse or someone who works in the medical field who’s looking for that next terrific career opportunity, send your updated resume or CV to Med-Scribe Healthcare Recruiters. We offer great career opportunities with some of medicine’s best employers. Contact us today!

Each position to which you apply should have a custom-made resume and cover letter. Sending the same cover letter and resume to every opening doesn’t allow you to show each hiring manager how you are a great fit for her open position.

Instead, a custom cover letter lets you effectively show how your skills and experience are a good match for the position.

For example, if you’re a healthcare information administrator recently laid off who’s willing to work as a medical coder, when applying for management positions, you’ll want to emphasize in your cover letter your health information administration experience. When applying for coder work, you’ll want to emphasize your coding skills.

Here are some tips on how to write a cover letter that will help a hiring manager call you in for an interview:

Remember that the number one goal of a cover letter is to get the hiring manager to invite you in for an interview. Cover letters and resumes alone do not get you a job; they get you interviews.

Keep your letter short. Never more than one page.

Don’t try to be humorous; it always reads flat on paper. Stay business-like.

Remember, you job is to sell yourself. Never even hint that you may be underqualified (even when you think you might be).

Don’t mention work experience in your cover letter that you don’t have on your resume.

Proof, proof, proof and proof some more. Ask a friend to check your letter for typos. If there’s even one mistake in the cover letter, in today’s tight job market, you can pretty much wave this job opportunity goodbye.

Be very specific. Name the position for which your applying and do so in your letter’s first paragraph. You also can state so upfront in your letter’s first sentence. Don’t ever say you’ll take anything that’s available. (If you’re unqualified for the position, but otherwise impress a hiring manager, she may consider you for other openings; but never say so in your cover letter.)

State why you want to work for this company in this position. You could say something like, “because your hospital is considered to be one of the best in the country, I feel strongly that I should position my future with a healthcare leader.” Doing this helps you in another way: the hiring manager knows you’ve done a bit of research on her hospital. Always research a potential employer before writing your cover letter.

In your second paragraph, state how your skills and experience will help your employer solve her problems in the position for which you’re applying. Companies don’t hire people to be nice, they hire people to solve problems. State how you can solve your coding manager’s problems (you can process X number of healthcare records a day, for example), and you’re well on your way to being called for an interview. Be specific (think numbers and percentages) as you state a few of your best accomplishments.

Finally, conclude your letter stating that you will contact the hiring manager in two or three days by e-mail or phone. Never end with “I hope you’ll call me; you’ll be missing out on a great employee if you don’t.” Remember, business-like

If you’re a healthcare professional living in or near New York State’s Finger Lakes region, contact Med-Scribe Healthcare Recruiters. We have excellent positions available at some of the area’s top healthcare facilities. Contact us today!