Well, your healthcare establishment’s hiring process was long and arduous, and now a difficult final decision is imminent. You have to choose between two excellent candidates, both with the medical industry experience and skill set to benefit your organization. In fact, you’d easily hire both if the budget allowed it.

A choice between the two is required, however, so you need some insights on how to pick between two top-tier medical candidates. What follows are a few tips on ensuring you choose correctly when faced with this dilemma. Good luck!

The Best Fit for the Open Position

Perform a detailed analysis of the skill set required for your open position and compare those requirements against each candidate’s experience and capabilities. It’s likely they will be essentially equal, but there may be a differentiator deep within the data. When in doubt, add extra weight to the candidate with the more relevant and tangible experience.

Additionally, take into account any office culture considerations. Sometimes a new hire becomes more productive if they fit in better with your current staff.

Compare Each Candidate’s Enthusiasm Level

Remember, the hiring process is a two-way street, and your chosen candidate might not accept a job offer. Try to determine which candidate seemed more enthusiastic about working with your medical firm; you may need to ask for additional insights from your interviewing team. Also, consider the candidates’ long-term goals and whether or not they mesh with your organization’s future outlook – you don’t want to rehire for the same position in a few months or a year.

Reference Checks Can Help Separate Two Equal Candidates

Checking each candidate’s references – including a detailed conversation with each – offers a great chance to separate two otherwise equal candidates. Pay close attention to how well they functioned under pressure earlier in their career. Any insights into their interaction with others are especially relevant to a medical office.

Use this opportunity to verify the accuracy of the contents of their résumé – especially their work history. Any discrepancies or exaggerations by one of the candidates might help you make that important final decision. This extra effort ensures your choice contributes to your organization’s success for years to come.

If you need any additional ideas on the hiring process in the medical industry, talk to the experts at Pinnacle Workforce. As one of the nation’s leading healthcare staffing agencies, we offer great candidates able to make a positive impact on your team. Connect with us at your earliest convenience.

The job interview is both exciting and nerve-racking at the same time. While you’re excited to have the in-person interview, you will be nervous about the possible questions and if your answers are on-target. This is the perfect time to show your professional personality and showcase your skill set and do your best to convince the interviewer that you are the best possible candidate for the open position. If you are prepared for the meeting, your interviewer will be the major variable; they could be difficult to talk to, cranky from interviewing all day, or annoyed they are responsible for this hiring process. How do you get through medical interviews when you encounter a difficult personality in the interviewer?

3 Tips to Help You With Your Next Interview.

1. Know the company.
   Just because the job is familiar to you, the company may do things differently and you should know this information. Not everything will be available online but you should be able to hold a conversation about what you know regarding the company history and their target patients. When the interviewer can see that you have prepared, they are more likely to take you seriously.
2. Prepare for the questions.
   They may ask the routine questions and you should be ready to answer them, even if you feel the questions are dated. Medical interviews are sometimes conducted to see how you handle pressure, less than comfortable situations, and even how well you interact with others. The interviewer may be feigning difficulty to test your interpersonal skills.
3. Remain professional.
   In spite of being nervous, flustered, or even upset by the attitude of the interviewer, stay calm and answer politely. You will never regret handling a difficult medical interviewer with courtesy. It is possible that person is simply having a bad day and they are not their usual, friendly self. When you react politely and with confidence, you are showcasing your ability to work well with others, even difficult patients.

As with any job interview, don’t let your nerves or initial impression dictate how you handle yourself. Think back to a situation with a difficult patient that you worked through and they eventually became your favorite patient. It happens in life situations so it can happen in an interview but you have the ability to make a positive outcome even with the most difficult personality.

Looking for Additional Interviewing Support?
At Pinnacle Workforce Corporation, we understand the importance of a successful interview. Contact our team of skilled medical recruiters today to learn how a partnership with our team and positively impact the growth and structure of yours!

For those in the medical field, ICD-10 is something that has been part of your vocabulary for a while and most health care professionals wonder how the newest procedures, set to be adopted in October 2014, will affect them. If you are wondering about the impact, you are not alone. Since 1983, this medical classification list has provided the ability for those in the industry to track new diagnosis and classify medical issues. It has streamlined the diagnosis process and helped prevent confusion in the international health care field.  This continues to be a driving force in better care throughout all healthcare facilities in the country and within the world. Changes bring the need to learn what is different and to also know how your practice will be affected.

Forward Progress
ICD-10 is the biggest change in standard healthcare coding system in decades and the transition from ICD-9 to 10 will impact every aspect of the healthcare coding system that uses a diagnosis code. There are no exceptions for a grace period and when it switches, it’s done. Over 25 countries are already poised to accept the classifications and this will create a streamlined medical system for every country involved. It will help with the following aspects of medical care:

• Payments and insurance issues: When the diagnosis, procedures, and classifications are the same, they can be processed faster and more efficiently.
• Reduce errors. With a simple classification system, everyone will be on the same page instead of trying to read and interpret what others have written down and passed on.
• Increase precision.  Each diagnosis can be more exact and clear for others to understand.

An example of the forward progress being made is along the lines of how ICD-9 is not “left or right” specific so instead of a code stating, “broken wrist”, the new code will say “left broken wrist.” It is easy to see how this will help the medical community in the future.

How to Prepare
Because the new codes will be more specific, it will take some time for you and your staff to remember and learn what should be included. In the past, you may have classified something differently or just used a generic term but now you will be required to use the right code. It may take time to sort through the options but in the end it will save time due to the lack of errors avoided with the correct coding. The learning curve will be the biggest hurdle of ICD-10 for the majority of facilities and team members but with proper training, it can be minimized.

Pinnacle is poised to work with clients to properly implement ICD-10 and with the latest staff innovations, each team member can have the necessary knowledge to perform at your facility. Have additional questions? Contact us today!

The job is yours and a sense of relief washes over you. Now it’s time to start the next chapter of your life, working in a career you love and in a company where you can grow. After sending a quick ‘thank-you’ email to the medical recruiter who placed you, you embark on this exciting journey and time spent on resumes, interview prep, and your recruiter’s phone number become a thing of the past. Before you forget about that recruiter and stop updating your resume, you may want to reconsider at least staying in contact with the person who got you the job. Even though you are happy with the new job, it is never a smart idea, in any economy, to be closed to new opportunities or neglect networking with those in your field.

Increase your Circle
Your personal network is one of the most valuable assets you have in your life. Some are there for you in personal ways while others support you professionally but regardless of their role, they are your circle, your connections. These are the first people you turn to when you need help or to share good news and your medical recruiter should become part of your professional circle. While it’s not necessary to talk on a daily basis, regularly checking-in with them will prove to be beneficial for several reasons:

1. They are your advocate. This is one person in your professional life that wants to help you and will do what they can for you to achieve success.  They have proven their abilities to you by placing you in the position you currently have so it is safe to assume they have your best interest in mind for future placement.
2. Increase your personal network. It’s important to keep in mind that as you grow in your career, you’ll meet new people and they may come back into your life again at some point so you should treat everyone well. If you have connections at other medical facility it doesn’t mean you are switching jobs but you can learn from their situations and practices to improve yours. There may be a time in the future when you need to change jobs and having the people in place to help ahead of time can be a time and stress reliever.
3. You can give back. It feels good to assist someone else and your medical recruiter is no exception. They got you in a great job so why not send friends and family to them when they need to be placed? If you stay in contact with the medical recruiter, you’ll see their available jobs and can send business their way.

Throughout your job search, your recruiter probably became your friend and someone who provided objective advice to you on a regular basis. They are someone you want to keep in your life for the long haul not only as someone you may need but as someone you appreciate for the work they did for you.

Looking for employment in San Antonio? Pinnacle Workforce provides an array of staffing services to clients across the nation, in 37 states. Contact our team of experts today for more information!

Certain generations come with stereotypical characteristics and misconceptions. The Millennials are one of the most misunderstood generations in the workforce today. They are categorized as lazy, entitled, and even media-obsessed but in reality, they are ambitious and want to leave a positive mark on the world. Millennials care about their work environment and making friends at work is important to them. Certain perks at work have a higher priority to this generation than to others. In the past, pay and benefits were the cornerstone for happy team members but this group prefers to enjoy their work and to be recognized for what they do.

Characteristics of Millennials
Is your organization interviewing and hiring Millennials? In order to understand the candidates and what they bring to your company, you should take the time to understand their viewpoints and their ideas.

• They want to be part of a company, embrace the culture, and understand what makes it work. They may ask questions about the break room, lunchtime, and the social perks of the workplace; it’s not because they are selfish but rather this is an important factor.
• This is an educated group of candidates. Many have some form of higher education and may even strive to complete more within the next several years.
• Personal development is a factor in the final decision regarding the job acceptance.
• They would prefer social media freedom, device flexibility, and work mobility over a higher salary. While this seems strange to the older generations who will work overtime to obtain more pay and the culture isn’t an issue, this is a necessary element to the hiring package for a millennial.
• Recognition is important to these team members. They prefer to be praised in public rather than to be given a performance review at the end of a quarter. It is also important to have open lines of communication with your team either by email, text, or even a quick online chat hangout.
• You don’t need to hand out large rewards to Millennials. A simple lunch, afternoon off, or even the ability to come in late after a big project is completed, will be motivation for them and convey your appreciation.
• Millennials are ambitious and want to achieve personal success. Their own goals are something they work towards. Not only in their personal lives but also at work.

There are some companies who shy away from hiring this generation but without good cause. You can hire Millennials and have confidence in their ability to perform the functions you require and more. This generation doesn’t shy away from sharing their life with those at work and forming close bonds. Their desire to build morale and a team spirit can create a strong cornerstone for your company.

If you have further questions contact expert medical and healthcare recruiters Pinnacle Workforce today!

Without a competent staff, your business would likely cease to exist. It’s no secret that a strong company starts with the leadership and how they inspire their teams but how do you do this in your everyday work habits? Your company may not have the funding to offer lavish parties, catered lunches, or even new computers but there are many ways to boost employee morale without overspending. The fact that you are reading this article speaks volumes about your good-heart and desire to improve the lives of those in your organization.

Here are 5 simple steps you can implement today and watch your employees respond in a positive way, without having to change the budget:

1. Take time to celebrate accomplishments.
   Being acknowledged at work is one of the keys to boosting employee morale. When hard work is recognized such a new client gained or a successful pitch was made, your team should know how much it is appreciated. You can go for a big celebration or a quick email sent to the entire company will be sufficient for most people. No one wants to work hard and be ignored.
2. Allow flexible scheduling for your team to attend family activities.
   There is nothing worse for families on your team to know they are missing out on a school play, first dance, or championship soccer game because they have to work. You know your team and they would work over the weekend or late into the night to make up the time and work, so why not let give them the flex-time to attend this once in a lifetime event for their family?
3. Have fun.
   Yes, have fun at work. You don’t need to install game tables, lounge chairs, or a theater room but consider inviting a food truck to sit in the parking lot. Have employees dress up for the holiday of their choice. Create competitions for work incentives with prizes. Rent a popcorn machine to put in the office for a day. Give out candy from a local shop. Offer cookies or treats for no reason.
4. Think of team building activities.
   Contrary to once popular belief ,your employees won’t enjoy a day at the local obstacle course, especially on the weekends when they’d rather be home. Team building doesn’t have to involve physical activity but can be something as easy as a food or toy drive, volunteering, or sales incentives, anything that involves working for a common goal.
5. Lead by example and influence your staff.
   Staying positive during the day will inspire your team to do the same. If you walk around with a bad attitude and upset with every small problem, that negativity will permeate throughout the entire company. It starts at the top.

As a leader, you have the responsibility to ensure the staff at your facility has the tools they need to perform their jobs but you are also the key component to their morale. Without a positive work environment, your team will stop caring and your business will suffer. You care your staff and your business and improving their morale, you can be a strong leader for both.