1. Latest News
  2. Submit Press Release
  1. PR Home
  2. Latest News
  3. Feeds
  4. Alerts
  5. Submit Free Press Release
  6. Journalist Account
  7. PRNewswire Distribution

Revenue Cycle Services, Billing, Coding and Management, Part 2

Employees Potential employees come in all shapes, colors and sizes but we’re supposed to see past that and make a good choice based on what they tell us. NO!

FOR IMMEDIATE RELEASE

 
PRLog (Press Release) - Sep. 20, 2012 - First of all if a potential employee shows up to an interview looking like they just got out of bed or they smell like they just got out of a horses bed then I wouldn’t waste much time on the interview. You always have to ask yourself, is this someone I want around my other employees or clients for that matter. I really don’t care if they show up looking like a salesman who just came from the suit store. If they’re presentable and would be presentable to my clients and office staff the process continues for me.
You need to verify everything that a potential employee tells you. An interview is the only time you are face to face with a person who has the potential to make you a success or suck your money tank dry.  
You need to pre-screen all previous employers and references. This will give you all the ammo you need to conduct a solid interview. If you catch a potential employee in a lie they’re immediately disqualified. I don’t care how qualified you think they might be, If you can’t trust someone in your organization you don’t need them, PERIOD! Pre-screening will also help you to eliminate unnecessary interviews. If at all possible you need to find out why an employee left each job on their application. You generally won’t get this question answered until the interview but it is well worth the time.
Don’t be afraid of job hoppers. Maybe they do have a good reason why they left each position; just didn’t like the job, wasn’t what they expected, job changed after being hired, boss is a weasel. You get the point.
Drug test and background check every potential employee. I don’t have to tell you what to do if anything comes back positive. Traffic tickets are ok but, a lot of them for the same reason or anything to do with DUI; I would think twice about it and would probably err on the side of caution.
That gut feeling that everyone talks about is probably right most of the time. If you don’t like someone’s demeanor, responses, the way they look at you, eye contact, no eye contact, etc., then you probably need to eliminate that potential employee because you will more than likely always have that feeling about them. First impressions are the lasting impression.
Work experience is probably the least important area during the application process in my opinion. I don’t mean how they performed at their previous jobs but what the job duties were. Experience to me is meaningful if, the potential employee has worked and was successful in the same profession for a number of years. Someone with no experience can always be worked up but it’s difficult to ignore the work experience and at the same time it might be difficult to overcome if you decide to hire them. Not everyone is trained to do what you want and if they’re set in their ways it will be hard to change them.

Next Up: Revenue Cycle Management, Part 3. The Registration.

--- End ---

Click to Share

Contact Email:
***@compasshealthsystems.biz Email Verified
Source:Compass Health Systems, LLC
Phone:706-286-7930
Zip:30607
City/Town:Athens - Georgia - United States
Industry:Business
Tags:revenue cycle services, medical billing, medical coding
Shortcut:prlog.org/11979830
Disclaimer:   Issuers of the press releases are solely responsible for the content of their press releases. PRLog can't be held liable for the content posted by others.   Report Abuse

Latest Press Releases By “

More...

Trending News...



  1. SiteMap
  2. Privacy Policy
  3. Terms of Service
  4. Copyright Notice
  5. About
  6. Advertise
Like PRLog?
9K2K1K
Click to Share