Tulsa Banking Jobs | Work Hard Today

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Tulsa Banking Jobs | Work Hard Today

Hi, my name is corey mentor I’m, president trinity employment specialist. We are staffing organization and we have staff in the medical field for 11 years now we staffing both oklahoma city and tulsa, and I want to go over three or four things. Now that I’ve noticed that people use some of our top clinics that holds staff they’ve got a good staff. I want to share with you some of the things that I’ve noticed that they do, because we work so closely with them and they’re hiring processes. I’m able to see some of the some of the differences between clinics, now. Some of them are really really great. Most of them are actually good, but of course, we we run into some clinics that really struggle with a hiring their medical personnel. It doesn’t matter whether it’s a medical billing, Tulsa Banking Jobs specialistphysician’s assistant, even a physician front office, all of those things, some people just really good at it, and some people aren’t and so I want to share with you some ideas that I think might be able to help you and and make your hiring practices better this year. So the first thing that I noticed that the exceptional clinics do is they have a deliberate hiring process at how they bring people in they have a system. Some some clinics have a 2 interview system. In fact, there’s one that I that we got just this last week. They have a three-tier interviewing system just for a front office person, and although that is a that sounds great, hey there be very thorough with a front office person they’re going to take the first thing that comes that’s appealing to them in general, and so you might want to keep in mind that when you’re in a really aggressive market for hiring well good grief, some people there they’re just going to they’re going to jump at the first thing that comes to them, and so you can get hiring practice or develop and interviewing system that is much longer than what you really need for it to be. So you need to make sure that, yes, that is thorough, but to that it’s not so much that you’re scaring a candidate’s off truly important, but here’s some things that people do. They know exactly how many interviews they are going to be when they meet with the candidate if they’re interested, they tell them exactly what the process is going to be, and they give them a very close timeline to what the process is going to be now that, in addition to the salary, that is what is very interesting and most important to your candidate and i, really recommend it. When you bring in good candidates, treat them like your best Tulsa Banking Jobs customers make sure that they feel comfortable, make sure that you are ready for the interview when it comes in and then you’re not having them wait and wait and wait and putting a bad taste in their mouth about your clinic, but once once you get them into the interview, it’s very important that you have a select group of questions that is ready. You said it you’ve thought about it, and it is a series for that specific position. You know some of the best cab companies, they have specific questions for every single position already mapped out and you go in you ask those questions. You don’t deviate from it too much and you follow that process and you great each candidate based on the same criteria rather than what a lot of people do in. That is just kind of go with the flow meet. The person and I really believe that that is very poor avenue to try to take when hiring medical personnel, because instead it’s very very common is in that is because then you’re hiring somebody strictly on the personality front that they were able to give you for an hour and versus the skill set in the right things that you need for that job, and so it’s really important that you had this system in place and that you can measure people appropriately. You know if you were to just go to general statistics if you measure your trying to come up with a common idea-and you want to do some testing to to support that idea. Well, you’re not going to test with different kind of variables, while you’re doing it you’re going to test all subjects with the same amount of arable. So you can lead to the result. That’s about all I ever learned in statistic:i promise, you I didn’t hurt much, but that wasn’t processing. Tulsa Banking Jobs So the next thing is when hiring medical personnel. This is something that we do at trinity it. In addition to the other things that we do but check and test your employees before you bring them in for medical assistance. We have an entire test that takes about 20 minutes to take, but it it lets us know what they think or what they know and how they view the medical world or how they view door their position. It gives us a lot of insight on those people who are going to care well for people and insight on people who were just going to get in there and get the job done. We have a fly, spirit trinity. That I think is important, or at least it’s important to us-we’re not going to place anyone that we wouldn’t want working on our grandmother in the medical facility and that that one idea has helped me to get our recruiters on the right page when trying to hire medical personnel because reality of it is there going to be working with people who are sick. We need to make sure that they do that very, very well, and so you need to have tests and place for if you’re going to be doing medical billing. Tulsa Banking Jobs

Tulsa Banking Jobs You certainly need to have testing for this. Please trust me on this. It will help you so very much. I know that I know that you can go in there and ask questions, but sometimes those questions are missed and before you waste or spend your time on interviewing someone having that having having some kind of log on whether or not they are they know their craft or not, is really really important for front office you’re going to want to test them on front office skills before you start interviewing with them. It really will help you to gauge what type of a candidate they are and if you really really really like them and you’re willing to train at least you got it, you have a gauge for the things that you need to be training on, and you know what you’re getting into so it that those things really help. The next thing is is need to hire staff for the long run, so many clinics will hire so quickly and i. Don’t know that it serves them very well know when you have the right candidate coming place. Yes, it is very true. You need to jump on that person, because when you get an a player that rolls, through your door, they’re going to get a lot of opportunities presented to them. Tulsa Banking Jobs We had this happen all the time, but we have a lot of. We have a lot of clinics that they’re just like sending someone send to someone and sometimes we’re better than that. I, think I kind of understand that, but but as a business owner I really don’t you know, I would want to know and really be very specific at who I brought into our clinic near. We have. We have so many different employees who have come and gone into clinics and their they’re in the wrong clinics. In really, at the end of the day, you hire someone for their skill set and you terminate him because they don’t play well in the same box with the other kids will the best the best gauge for whether or not that person is going to play well in the sandbox with the other kids. Is you who’s working there, and so by eliminating that, from your from your interview, process, I think would be a really big mistake. Listen, we would love to help anyone who is trying to bring in the right medical staff into their clinic, whether it be from the front office person and x-ray tech and rn and lpn weatherton, a hospital or medical clinic. This is our special team. That’s what we do very well. We would love to be able to help you with this. If we can, please give us a call at 918-622-2588, we, you can visit us online at trinity employment.Com. We have a system for hiring that would love to share with you. Please give us a call. Thank you. So much Tulsa Banking Jobs