Workshop: Accelerate your Job Search

How can you accelerate your job search?

 

…. By using the insider knowledge executive recruiters use every day!

 

Put my experience as an executive recruiter to work.  Learn a few recruiting “truths” that may surprise you.  Did you know that the  most qualified person does not always get the job?  So who does end up getting hired?  Join me for this  workshop and I will share the tips and technique that will get you in front of the right managers so you can demonstrate value,  that leads to the job offer!

 

I use these  “insider” secrets  every day to help people get hired and I am going to share my top five with you on Thursday, January 10, 2013.

Click Below to Register

The 5 Secrets Executive Recruiters Use to Get People Hired is my first free seminar of 2013.  During this one hour presentation you’ll learn:

 

  • Resumes, what to leave IN, what to leave OUT
  • What makes employers want to see you
  • Who should get your resume
  • How to stand out from others
  • What it takes to find a new job
  • How to find employer “Hot Buttons”
  • What questions to ask in interviews
  • And more….

BONUS TIP

I know you’ve never thought of before!

REGISTER

Our next workshop has not yet been scheduled.  EMAIL US to be notified about the next date.

Is It Time To Do A Check Up From The Neck Up?

Get out there and escalate your search efforts during the Holidays

During our weekly job seeker live webinars, our trainer has picked up on some negative attitudes from some of the job seekers who are asking questions. Our fear is that potential employers might also pick up on these negative vibes and impact their decision to hire or not to hire. We understand this is a very difficult time of year to be unemployed. We understand that many of you are sick and tired of your family and friends asking you if you are still looking for a job. We understand how frustrating it is to be rejected and not receive a job offer. It’s easy to focus on what has and is going wrong with your job search.

However, it’s time to realize you have NO control over the job market, or the decisions made by hiring authorities.

You DO have 100% control over how you choose to react. (Click to Tweet This)

Their decisions can become learning experiences to improve your search efforts, or they can destroy you. The choice is yours to make.

Your attitude depends 10% of what happens to you and 90% on how you choose to react. Often the best decision is to refuse to react at all and just continue your efforts. The job seekers who are receiving job offers have just decided to get rejected more than you have! Each no and each experience with rejection puts you that much closer to getting a yes. Someone’s opinion of you does not have to become your reality. Get out there and escalate your search efforts during the Holidays.

When you meet people and they ask you about your job search, smile and tell them it’s been a real adventure being a free agent in the open job market. If you appear sad and depressed people will avoid making contact with you. Appear happy and approachable and then turn the attention to them and ask them about themselves. If you let someone talk about them self, they like you more and will be more apt to provide you with leads, referrals and networking possibilities. Make sure you take your resume cards with you to every event!

You can obtain free Resume Cards from the MedicaidJobs Career Portal !

 

 

Attract Coders NOW to Move from ICD 9 to ICD 10

Your IDC-10 Success Depends on Who You Attract Today

The American Academy of Professional Coders states that most health care organizations are behind the curve with respect to their ICD 10 codes. One of this biggest reasons is that they don’t have enough qualified, professionals coders. As the deadline draws closer the workload will increase.

“You can’t just recruit coders, you need to ‘attract’ them to your organization.” ~ Richard Yadon
Click To Tweet This

Organizations who don’t attract the coders now will not be able to catch up.   In this short video, MMS CEO Richard Yadon talks about what these professional coders are looking for in new opportunities.

 

 

CONTACT US HERE

Enrollment Assistance

Medicaid-Enrollment-Managed-Medicaid-ServicesThe timely and accurate enrollment of Medicaid members is crucial for Medicaid Managed Care Organizations. Contractual obligations, state regulations, service requirements, and financial considerations are issues impacted by the enrollment process. Large member increases or entering new states will also impact the enrollment process.

Enrollment Assistance

It takes trained, experienced people on the ground to facilitate enrollments, answer questions, find eligible members or coordinate the process. Managed Medicaid Services has the experience, network, and resources to quickly assemble an enrollment team and get the process started. This allows Medicaid health plans to meet implementation deadlines and more competitively price their RFPs.

Need enrollment help? Contact us for a complimentary consultation about this valuable service.

Medicaid Assessments

Medicaid-Assessment-Managed-Medicaid-ServicesIn almost every version of Health Care Reform legislation there is a Medicaid expansion provision. This expansion will create rapid enrollment increases leaving companies with little time to prepare. Most state governors also support increasing HBCS program participation. With a waiting list for these services that has grown by more than 31% in the past several years, there is a tremendous demand for these programs.

Medicaid Assessments

Medicaid managed care companies, especially those with at-risk health plans, will need to respond quickly and accurately to the needs of their new members. They seek cost effective ways to assess members when they move into new states. One of the best ways to do this is to have a network of clinical professionals who can respond to this need. Nurses and Social Workers who are trained and experienced in Medicaid home assessments are needed quickly to complete assessments within the state mandated guidelines.

Managed Medicaid Services has been providing this service to Medicaid Managed Care companies for over two years. Having completed more than 6000 in home assessments, we understand the process and the need for accurate and timely visits to eligible members.

To learn more about how this service can reduce your costs and respond rapidly to your needs contact us today.

MMS Case Manager Network

Medicaid-Case-Management-Managed-Medicaid-ServicesWhen you need to quickly and efficiently ramp up your Medicaid care management or care coordination services, the is the first place to turn. Our network of professional and qualified case managers can be available on short notice for long-term or short-term projects to assist you with:

  • Quickly implementing new plan operations
  • Handle rapid enrollment expansion
  • Overflow case work
  • Easily budgeting staffing costs for RFPs
  • Quick Implementation – we can be ready within 48 hours to support your Medicaid assessment, ongoing case management, or new enrollee needs.

MMS Case Manager Network

Network – Our network of experienced case managers (RNs and SWs) can take on a variety of case loads in diverse geographical location. We can hire and train our team in a very short time.

Experience & Knowledge – Having completed more than 6000 Medicaid assessments and currently working hundreds of ongoing care management cases, we can adapt and quickly implement a workflow specific to your product’s requirement.

New Enrollee Assistance – Our staff can help you meet state regulations for new enrollee’s, reducing your need for additional FTE’s and impacting current staff workloads.

Ongoing Case Management – The experienced case managers in our network are available if your case loads are too high, if your patient volume fluctuates, you need coverage in areas that don’t justify new FT staff, or if you need to quickly ramp up for a new plan.

Clinical Supervision – The team assigned to your cases or assessments will be supervised by an experienced and credentialed RN familiar with Medicaid and care management.

Training Support – Through our experience we can conduct training for new staff on your requirements so you don’t have to allocate your own FT resources to train our team.

The MMS Case Management Network is a cost effective and efficient solution for many Medicaid MCOs. Please contact us to see if it is the right solution for you.

Three Signs of a Miserable Job

By Tom Musbach

“Awful,” “dreary” and “miserable” are adjectives many people use to describe their jobs at one time or another. Dissatisfaction on the job is common and often temporary. But not many people take time to analyze what makes a job miserable, and how to fix it.

Fortunately Patrick Lencioni has done much of that work in his book, The Three Signs of a Miserable Job: A Fable for Managers (And Their Employees) (J-B Lencioni Series)

Job Misery Is Universal

The author notes that a “miserable” job differs from a “bad” job, as one person’s dream job may not appeal to another worker. A miserable job, however, has some universal traits.

“A miserable job makes a person cynical and frustrated and demoralized when they go home at night,” Lencioni says. “It drains them of their energy, their enthusiasm and self-esteem. Miserable jobs can be found in every industry and at every level.”

Lencioni blames much of the problem on managers, who are a key factor in the job satisfaction (or dissatisfaction) of their employees.

The Three Signs

Lencioni identifies the three signs of job misery as anonymity, irrelevance and “immeasurement.”

  • Anonymity: Employees feel anonymous when their manager has little interest in them as people with unique lives, aspirations and interests.
  • Irrelevance: This condition occurs when workers cannot see how their job makes a difference. “Every employee needs to know that the work they do impacts someone’s life — a customer, a coworker, even a supervisor — in one way or another,” Lencioni says.
  • Immeasurement: This term describes the inability of employees to assess for themselves their contributions or success. As a result, they often rely on the opinions of others — usually the manager — to measure their success.

Three Remedies for Job Misery

For workers who may be experiencing job misery, Lencioni recommends three steps to improve the boss-employee dynamic and enhance job satisfaction.

  • Assess Your Manager: Is the boss interested in and capable of addressing the three factors mentioned above?  “Most managers really do want to improve, in spite of the fact that they may seem disinterested or too busy,” Lencioni says.
  • Help Your Manager Understand What You Need: This could mean reviewing with your manager your job’s key measurements for success. Lencioni also suggests asking your boss, “Can you help me understand why this work I’m doing makes a difference to someone?”
  • Act More Like the Manager You Want: “Employees who take a greater interest in the lives of their managers are bound to infect them with the same kind of human interest they seek,” Lencioni says. Or find ways to let your manager know how his performance makes a positive difference for you.

Be Realistic

Richard Phillips, founder of Career Advantage Solutions, agrees that managing up is a good way to improve job satisfaction, but he cautions employees to have realistic expectations.

“Managers are not mind readers,” he says. “Take the responsibility to communicate upon yourself, and remember there has to be an ongoing dialogue, or change is unlikely to happen.”

Three Important Steps for Corporate Recruiting

In the article linked below, the writer discusses investments corporate recruiting should make today.  Investment #2, Invest time in thinking through how you recruit people today is the most significant on his list. The other two are dependent upon the conclusions reached after this time is spent.

Here’s some ideas to consider if a company invests this time:

  • If your interview questions are based on the candidate’s resume, you are missing the real questions.
  • If you are still using a “job description” to attract and then validate candidates, you are making the wrong decisions about people.
  • If your jobs have not been benchmarked, you don’t really know what the expectations should be.
  • If your interviewing team is still asking different questions from each other, you are missing great people.

Rethinking these issues, and coming to the right conclusions,  will guide corporate recruiting to create an effective attraction, selection, and retention strategy.

http://www.ere.net/2010/03/10/why-corporate-recruiting-may-be-doomed/#more-12040

How You Can Raise Employee Engagement

In the article link below, you learn that Canadian employees’ level of engagement has actually risen during the recession. In surveys these employees attribute “positive management, good company morale, and pay levels that have improved or remained steady” as the primary reason.

Sounds simple, yet so many employers miss this. In the U.S. surveys suggest as much a 51% of the workforce suffers from “warm-chair” attrition. This is when the body keeps showing up for work, but the mind is completely disengaged. Companies who have this epidemic need to change at least three areas of their talent management strategy:

1) The selection and hiring process: Mis-hires are too costly to not have a structured, objective process. Stop validating resumes in interviews and figure out what the job really requires.

2) On boarding that works: On boarding is not HR’s orientation meeting about the benefits paperwork! On boarding starts before the person’s first day on the job and continues during their first year. If you have a structured hiring process you can develop an “owners manual” for the new employee. This ensures quick and lasting employee engagement and productivity.

3) Multi-generational retention strategies: You don’t retain a Millennial like you retain a Veteran. Your managers have to understand what each of the four generations value at work and retention needs to me a serious management metric.

Here’s the article link: http://www.marketwatch.com/story/canadian-employee-loyalty-heightens-during-economic-recession-kelly-workforce-survey-reveals-2010-03-08?reflink=MW_news_stmp

Can you really Motivate employees?

“Employee Engagement” gets a lot of lip service, but very little action. This is the key to motivating and retaining a productive workforce.   More simply stated employees have a WIIFM attitude.  People are not going to work for the company’s reasons; they are going to work for their own reasons.  Unless company leaders can tap into those reasons they risk spreading the disease of “warm-chair attrition”.  This is the state of having an employed body in a chair, but the mind has long since quit the job.   It is the responsibility of corporate leaders to eradicate this disease from their organization.

This is easier said than done.  It is virtually impossible if managers and leaders don’t know who works for them.  Today four generations are working together, each valuing work very differently from the other.  Few companies have trained their managers on how to relate to a multi-generational workforce.  In the absence of any guidance, managers will motivate employees from their own perspective and needs, not from the employee’s.   We all laugh at the “Beatings will continue until morale improves” signs, but many employees perceive corporate retention strategies and performance management programs as just that!

The best solution is for companies to teach their managers about who works for them.  Teach them how each generation and individual employee values their work life.  When armed with this knowledge, companies can create an effective and profitable talent management strategy.  This would include everything from recruitment, HR management, to the on boarding process and employee retention.  If done correctly then employee morale won’t be a problem.  Once word gets around people will be clamoring to work for the company.