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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!

Social event networking does not come easily to everyone. Some folks are just plain shy, or lack confidence in their social skills.  The boom in online networking has been a great advantage to candidates who may be uncomfortable meeting new people. New options for staying “in the loop” are making networking much easier for everyone.

The term “networking” may have a negative connotation; as if the implication is that you are gaining a competitive advantage because of “who you know.” Or networking may bring to mind painful social situations requiring “small talk.”  If you feel this way, it’s time to open your mind about what networking is all about.  Networking is about staying in touch with mentors, staying on top of current employment opportunities and staying abreast of current affairs in your profession.

“Networking” is a time-honored tradition in seeking employment.  “Who you know” really can help you a lot.  The advances in online networking are leveling the playing field for those who are extroverts as well as for those who are more introverted.  You can “link-up” with many leaders in your field, initiate discussions among similarly prepared professionals, and investigate many employment situations with a quick survey of Google results.

In addition to getting to know people online you should consider joining special online discussion groups for topics of interest to those in your profession.  Taking a role in a professional organization is a great way to meet leaders in your profession.  Attend meetings to learn more about current topics as well as to meet others and learn from them.  Invite those you meet to “link-up” with you on LinkedIn.  Maintain a Web presence that is professional and you may find recruiters are seeking you out!

If you do find yourself in a social situation where you are very comfortable, take a role in introducing people.  Give to your profession and your community, and you will reap benefits.  In meeting people you will gain an important ally in your professional advancement; long before you ever need to look for a job.   If you are given professional assistance by someone, be sure to recognize their contribution and thank them.

I once needed immediate help finding a very specialized physician.  I called a woman I only knew professionally, and explained the problem.  The information that was provided  was invaluable in getting a great solution. A real estate agent that I know was able to recommend a good contractor.   You too, may find  that your contacts assist you in ways you could not even imagine.  Be a good provider of assistance; while maintaining good relationships with your professional contacts, to gain the full benefits of networking.

Please take the time to link-up with us now, on LinkedIn.  You will find us posting on a variety of healthcare websites.  Let us know about issues you are confronting in your profession and we’ll try to keep you advised of anything new that we learn about.  Look for us at meetings of your professional association.  You will find us at association meetings of Nurses, PTs, OTs, PAs, coders, LPNs, billers, RHIT and more! We look forward to meeting you!

Research has found that “ shift work”  can have negative health consequences on workers. Employees who rotate shifts and work off shifts are more prone to stress-related disease.  Specifically, Irritable Bowel Syndrome (IBS) and coronary heart disease are seen in greater prevalence.

In 2007,  the University of Michigan Medical School found that nurses who work shift patterns had a “significantly” higher risk of developing abdominal pain, constipation, diarrhea, and Irritable Bowel Syndrome (IBS) than those nurse who always worked during the day. The risk was especially high for those nurses who rotated between day and night shifts. The conclusion was that biological clock disturbances can influence the health of workers.

In another study, Researchers followed 972 people ages 35-59 who had had heart attacks. They interviewed their subjects at six weeks and then two and then six years after returning to work  and discussed with them their degree of stress at work, their lifestyle and health.

A high-stress job was defined as combining “high psychological demands (heavy workload, intense intellectual activity and important time constraints) and little control over decision-making (lack of autonomy, creativity and opportunities or develop skills).”

The study found that those who said they had high levels of work stress at six weeks and then two years had double the chance of having another coronary “event.” These results remained consistent even when taking into consideration such variables as the severity of the first CHD event, family history, lifestyle, personality, and other health conditions.

Nursing and other caring professionals do work under stressful conditions. The requirement for perfection in execution of tasks, difficult and emotional interactions with patients and families, and conflicting and constant prioritizing can require emotional endurance and adaptation.

Everyone has a varying degree of capacity for coping with stress.  What is a difficult emotional situation for one person may not be for another (example: telling someone they need to get to work on time.)  Both studies asked that individuals understand the demands of their chosen fields and positions before entering into them.

These researchers also suggested that employers take steps to modify the psychological demands of a job.  Such activities as mentoring, training, and modifying the work to minimize interruptions and conflicting demands can do much to reduce stress.  Employers should maintain staffing levels to the minimum needed to perform the work safely and effectively    They should also be aware of the stress-reducing qualities of allowing employees as much autonomy at work as possible.

At Med-Scribe, Inc. we applaud the efforts of employers who make an effort to promote healthy lifestyles and enriching workplaces.  Healthcare workers may have a difficult job to do, but will perform their best work when provided with systems designed with “people” in mind. As workers, we can help a coworker through a tough time with a little understanding and listening. Avoid gossip, or negative comments and try not to make anyone’s path any more difficult. Managers can make accommodations to see an employee through a rough spot, letting him or her know it’s OK to take a few days to straighten out a babysitting arrangement.  A no-tolerance approach to harassment also should be implemented. These strategies reduce stress and engender employee loyalty.

The jobs outlook is improving, however slowly. CNNMoney.com published a story earlier this month that stated that several economists believe 2011 will see more jobs created in a “self-sustaining recovery.”

In addition, CNNMoney.com also reported in December that upwards of “84 percent of employees plan to look for a new position in 2011.”

Now, while that 84 percent figure (that’s a bit more than four out of five workers) sounds a bit incredible to us, it’s no secret that this recent downturn has exhausted employees and managers. Many workers understandably will be thinking that the grass may be greener somewhere else.

If you feel that the only way to keep employees is through salary and large bonuses, you’ll be pleased to know that there are many ways to help your employees feel appreciated. In fact, according to a recent survey of almost 600 workers, 56 percent said that, after benefits and salary, feeling that their employer appreciates them can go a long way to helping them stay put.

Unfortunately (for management), 54 percent of employees surveyed told researchers that they felt their co-workers appreciated them more than their supervisors or company leadership.

What can you do? The surveyed workers offered several non-monetary suggestions. They were:

• Let employees know how their individual contributions affect your facility’s goals and success.
• Be sure your supervisors and managers meet with their staff members individually at least once every six months or so in order to give “useful feedback” and to discuss goals. This can be an informal meeting and, if possible, should not be a part of an employee’s annual review. Instead, employees want to feel that their supervisors care about their professional future and so would like to meet on a one-on-one basis to receive feedback  and suggestions, etc.
• Company-subsided trainings and seminars so that workers can learn new skills, or improve existing ones, also ranked high on employees’ wish lists.

In other words, workers simply want to be acknowledged for their good work and given the tools and empowerment to do their jobs well. They want to receive feedback on how they can improve their performance and they’re hungry to know that what they do matters.

Here’s to a prosperous new year for you and your employees.  We are hoping for your success and look forward to hearing from you and assisting you with the challenges ahead.

Will an understanding of generational differences in the workplace make for smoother on-the-job human relations?  Very possibly!  Some generalities have characterized employees from one era or another. Go to the “Greatest Generation (those born from about 1901-1925) for reliability and stability.  Baby Boomers believe that with hard work anything is possible.  Generation X may seek self fulfillment more than economic reward when selecting a worksite and will look for work-life balance.   Generation Y will bring a high level of technical experience and will value group work.  Generations X,  Y and Baby Boomers are now in the workplace hammering out business strategies together.  Diversification of generations in the workplace leads to multiple streams of strengths, based on the differing “world view” of the contributors.

Our differences, however, are moderated by our similarities.  Everyone wants to feel safe at work, to have their contributions recognized, and to participate in the benefits of goal achievement. Managers who recognize the values that are cherished by their employees are well on their way to success.  By actively recognizing the contributions brought through working together and with generational differences, a manager can empower a group to improve communication and eliminate negative attitudes.

The events we lived through do not define us, but they can give us a foundation of shared experience.  It is “human nature” to interact most easily with those whom we share values and experiences, however, it is important to develop a culture of inclusion in the workplace. Everyone’s contribution should be developed and encouraged by managers.  Activities and project assignments that develop group experience among the generations will facilitate human relations.  Encouraging staff members to recognize that not everyone shares their world view, while focusing on the strengths of individuals, is a strategy to develop a business culture of acceptance and inclusion.

The valuable experience of the 20-year employee can be incorporated into technology utilizing the skills of a newly hired Generation Y employee. The manager who ensures that everyone’s contribution is recognized, helps others to realize those contributions, as well.

Bringing people together in the workplace can certainly be challenging. In identifying differences we also can identify strengths.  Highlighting the value of individual contributors and what a diverse workforce can achieve will do much to encourage smooth working relationships among generations.

Med-Scribe, Inc. utilizes an Affirmative Action Plan.   This plan gives our company the advantages that diversity brings to the table of economic success. We encourage all professional healthcare employees, whatever their generation, to apply today! We look forward to hearing from you.

The new year often gives us a moment to pause for a re-evaluation.  When it comes to thinking about the future, does your vision align with your goals for your company or your career?

Reviewing and renewing a commitment to a strategy, a plan or a culture will help you chart a direction and establish a plan for future success.  2010 brought challenges to almost every industry and employee.  As the saying goes, “what doesn’t kill you makes you stronger.”  What survival strategies did you employ and what have you learned that added to your skills and flexibility? How will the experience of 2010 shape your vision for 2011?

To evaluate a vision consider the following: Some ideas for companies as they create or rework their vision (suggestions for individuals follow):

1) Is your strategic vision still applicable? Or did market changes require a mid-year correction to your plan?

2) Are you asking the right questions? We recommend that you take an objective look at your company or your career and ask yourself the following:

• What’s working and what’s not working?
• What do you want to achieve in 2011?
• Is there anything you are doing that is devaluing your career or business?
• Is there anything you see looming that should be considered in your plans?
• What action plan could be developed to begin in a new direction?
• How can you insulate your career or business from the inevitable fluctuations in the market?

3) Once you’ve developed your vision, be the champion of it.  Write it down.  Commit to it and if you are a leader, share it with your team.

Executives should integrate the vision into every process and job description. Impart it in every meeting, from beginning orientation to the exit interview for all employees.  Put it out there at every opportunity and select employees who self-select to “buy into” the vision.  Engage all company leaders in the dynamic implementation of your goal. Let everyone know about it through all public relations avenues, including social media.

Implementing a company’s strategic vision is best accomplished with the input of everyone involved.  Solicit suggestions for attaining goals and share the achievements and rewards of the company with employees.  Provide open communication on progress, and define how progress will be measured. Creating or revising your company’s vision will go a long way to helping all employees move in the same direction, working toward the same goals and meeting the same challenges head on.

If you champion your own career and establish your goals, you’ll need to define the employee you want to be and the role you want to play.  Create a plan to make that dream a reality. Align yourself with organizations that can assist you to create success, as you see it. Another way to put together a strategic vision is to decide where you want to be in your career in one year. Then think backwards in steps you can take to get you there. Write these steps down and continuously evaluate your progress, making corrections as needed.

But perhaps the best thing you can do as you create a vision for your career is to write it down. Place it in a spot (or spots) where you’ll see it often. Take a few moments daily to sit and feel what it’s like to have achieved the vision. Writing and visualization are powerful tools that really do help people achieve goals.

As we begin 2011, all of us at Med-Scribe, Inc. wish you and yours a successful and prosperous new year!

Incredible but true: how employees perceive their employer really can predict a company’s success in the marketplace.

A study conducted by Gallup, Inc. and presented in the journal Perspectives on Psychological Science,  reports that workers’ perceptions about their job is a predictor of their firm’s performance.

This study was based on research that studied employee retention and satisfaction surveys, customer loyalty and the financial records of more than 2,000 business units within 10 companies (in the retail, manufacturing and sales sectors).  Researchers found that employees harboring favorable opinions about their jobs correlated with positive outcomes for their firms.  With higher opinions about the jobs, researchers found improved employee retention, greater customer loyalty and better financial performance.

What can this mean for your company? How employees feel about their jobs influences the bottom line!   Sounds like the old “what goes around comes around.”

What does it mean to treat your employees well? People want to work where they have some “say” about how the job is done and where they are treated with respect and kindness.

Some suggestions:

• Ask for employee input on matters that have a direct impact on them.
• Ask your workers for ideas on how your firm could do things better. You’re certain to find some real gems in the suggestions they offer and recognize the contribution.
• Be sure your workers know how they affect your company’s success. At orientation, let your new hires know what their work actually does for your firm and how their efforts have a real influence on how well the entire company does. This helps people feel they are part of something bigger than themselves, that they are working with their colleagues toward a common goal.
• Be upfront about expectations from the start. Set clear guidelines regarding what you expect about the following: start and end times, breaks, taking time off for doctors’ appointments for the employee and family members and other important errands that usually can only be completed during the work day, and so on.
• Create a pleasant working environment. Is your equipment up to date? Is your facility safe, secure and clean? Do your workers have all the tools they need to perform their jobs?
• Recognize employees for jobs well done. Employee-of-the-month programs are great.   Supervisors should thank employees for a job well done.  Appreciation can go a long way in generating positive feelings about their work.

An interesting finding from the study: Workers’ perception of their employer is more important than what a company actually does. The saying rings true here: perception is your employees’ reality.

Med-Scribe, Inc. appreciates the contributions of  the many people, both in the field and in the office, who have contributed to our reputation as an excellent employer.  We are proud of the nurses,  attorneys, physical and occupational therapists, and administrative staff we have had the privilege to work with.  If you are seeking an employee or a position in healthcare, contact the leaders in medical staffing at Med-Scribe, Inc. We wish everyone a healthy, happy and prosperous new year.