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Med-Scribe, Inc. is planning a Career Fair right after Labor Day, so stay tuned for details.  We’ll be giving away a new I-Phone to a lucky candidate that registers for our drawing!  We are searching for Nurse Practitioners/Physician Assistants, RN’s, Nurse Leaders, LPN’s, Medical Assistants, Medical Secretaries and Billers.  If you are ready to get “back in the saddle” now is the time to act.  Listen to our announcements on WHAM after Labor Day! We are hiring for many fantastic clients, so go online at www.medscribe.com and apply today!

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!

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.

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!

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!

If you know where you are headed, it’s easier to get there.  Establishing a goal is the first step in making a “dream” a reality.  Experts suggest that writing our goals is the first step toward achievement of those goals.

Here are some tips to help you work with your team to set — and achieve — personal and business goals.

1) State goals as benefits to those who will implement the steps to achievement.  For example, when you have a requirement/goal that team members will submit reports to you by 4 p.m. you could state that “those who deliver reports before 4 p.m. most days of the year will receive the top score in the timeliness category of their performance appraisals. This category accounts for 10% of the score in compensation reviews.”

2) What benefits will the team achieve if they meet the goal?  How will you, the manager, facilitate their success?  What promises can you make?  State your availability, the availability of resources and the potential roadblocks to success.  Establish a plan with each employee and hold your staff members accountable for deliverables.

3) Evaluate the skill sets needed for goal achievement.  Be prepared to deliver whatever training is necessary in order to ensure employee success.  If business goals exceed the capacity of current staff, what consultants could be hired to assist the team?

4) Prepare a plan of action. Don’t forget the deadline  Write the entire plan and the goals down where they are visible to the whole team. Make sure they are detailed and that they list the responsibilities of each member of the team. Get together with your team members periodically to trouble shoot and check progress. Bring in more resources if needed.

5) Once your team has met its goals, rewards are in order! You might want to surprise them with a special team dinner. Monetary rewards also are always appreciated!  Find ways to acknowledge contributions and celebrate success.  Don’t forget the value of the sincere “thank you.” It’s important that your team members know that their hard work and their success are noticed as well as appreciated.

When your goals require the addition of qualified staff, remember that the recruiters at Med-Scribe, Inc. have the talent you need. We look forward to hearing from you!

Many of us spend more time with our colleagues at work than we do with our families.
As with any long-term relationships, conflicts between co-workers are bound to come up. Whether or not the conflicts boil over and disrupt others depends a lot on how managers handle the situation.

Many conflicts occur because of the following:

• An individual may not be open to considering the positions of other people
• Power struggles
• Misunderstandings
• Strong or passionate opinions, feelings, or ways of thinking that clash with workplace dynamics, process or leadership direction.
• Differing opinions on priorities or how the job should be done.
• Appearance or presumption of inequities in work or status (preferential treatment).
• Conflicts concerning the needs of employee and those of the business.
• Failure of management to provide “Standard Operating Procedures” for handling day-to-day tasks and lines of authority.

As manager, you set the tone for how conflicts will be resolved.

Try to get all the information before making a decision on what happened.  Stick to the facts.  If the situation demands that an employee change some behavior, give an explanation of how the behavior is impacting performance or the productivity of the group.  Managers should provide clear expectations for performance and execution of tasks.

You may need to bring those in conflict together. As you do, talk over the situation as you understand it. Acknowledge that from time to time situations do come up and handling them openly and professionally is best for everyone. Allow everyone involved in the conflict to explain the problem in his or her own words. You need to ensure that your employees feel free to speak their minds about a situation while you set the guidelines for the conversation.  Insist that employees act professionally.  Ask for a level playing field and that employees leave their defensiveness at the door.  Let each person be heard and ask if he or she felt able to explain their part of the situation. Establish a game plan for going forward and negotiate a shared responsibility for resolution from both parties. Aim to find a best solution that respects the needs of the business as well as other employees.

Compromises may need to be made, so it’s wise to establish the “points of agreement.” Such points could be:

• Patient care is the priority.
• We all want to achieve harmony in the workplace.
• Interpersonal conflict is disruptive and harmful to the group dynamic and productivity.

Once this conflict is resolved, put some procedures into place that will help prevent conflicts in the future. In addition to offering your team members seminars in conflict resolution, you could try the following:

• Encourage your team to bring issues out in the open before they become conflicts.
• Put a process in place that ensures that conflicts are dealt with sooner rather than later.
• Work to notice the things that tend to trigger a conflict and respond to them ASAP when they take place.
• Keep expectations in line with job descriptions and make sure that members of your team understand their responsibilities.
• Establish a policy against gossip and engaging other people in negative feelings about mutual coworkers.

Also, be sure to give praise when praise is warranted. Conflict among co-workers tends to dissipate in a work environment in which employees feel appreciated.

Need help with staffing your hospital or healthcare facility? Then contact Med-Scribe, Inc. We’ll help you find great employees for your temporary, temp-to-hire and direct-hire assignments. 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!

The best and most successful companies make it a priority to ensure their employees understand and embrace the firm’s overall company goals.

Aligning employees with your company’s goals has many benefits. For one, workers who understand their employer’s goals — and how their positions have a positive affect on reaching those goals — are more engaged in their work. Employees feel more ownership of their work and how it will help your company meet its goals; turnover can lower by a large percentage as a result.

Here are some tips to help your company align employees with your firm’s overall goals:

• Make sure you communicate your company’s goals to all employees at all levels. Just letting some employees know, particularly if those workers are just management and above, is a sure step to failure.
• Your workers need to know how the company’s goals have an impact on their own jobs and how their own jobs play a part in helping the company reach its goals.
• Aim to have job descriptions reflect how each position helps a company reach its goals. This can be especially critical when describing positions in such areas as business development (sales), program management, customer service and, in the case of hospitals and other medical facilities, patient care.
• One way to get employee buy-in that’s proven successful for several companies is to link annual employee job performance appraisals (and possibly bonuses) to how well an employee understands a company’s goals and how well he or she strives to meet those goals.
• Make sure supervisors periodically check in with employees to see how well they are doing in meeting goals and asking how the supervisor/department/company can better help the employee meet goals.
• Ask employees to write down goals they will pursue as they work to help the firm meet its goals. Request that they employees and supervisors discuss the progress  a quarterly (at least).

When your company goals include the addition of new staff, Med-Scribe, Inc. matches great employees with terrific employers- — it’s what we love to do! 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!