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Suggest You - In Search of Full-Time Candidates? Tips On How To Be Successful In Your Search
Before we get into the record specifications for billing oxygen claims, we're going to briefly discuss what is involved with oxygen billing and what it covers. In spite of what a lot of people think, it's more than just the oxygen itself. Oxygen billing, as a part of medical billing itself, is one of the most widely billed items.Part of the reason for this is because of the number of smokers we have in the United States, which is where these billing specifications are meant for. Unfortunately, one man's suffering is another's prosperity. The number of smokers in this country who ultimately end up with chronic respiratory disease are the main contributors to the oxygen billing industry. It is estimated that if smoking didn't exist, at least 75% of the number of oxygen claims could be avoided. While nobody has actually proven this statistic, certainly the overall problems that have been uncovered because of smoking, do at least partially support this theory. Hopefully, the day will come when smoking is a thing of the past and these theories can be proven.However, until that happens, oxygen billing will be big business. And as was stated up above, it is more than just billing oxygen. There are a number of pieces of equipm
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this posit
At her latest Advanced Sales Training course, Monique has been given very clear messages. Things need to change! She has been with this pharmaceutical company for almost five years during which she has worked as a medical representative in a specialist niche market where the company had leading market share. One of the reasons for the advanced course is the rapid change in the competitive forces in that market. New entrants from companies of significantly greater critical mass have seriously destabilized the old dominant position of Monique’s firm. The ‘old ways’ of doing things need to be replaced with ‘new ways’. This is a clear message.In a series of modules and sessions spread over an intensive week, Monique has been told that they all now need to change and adapt to the new competitive environment. Today we need - Monique’s notes said - a different attitude. Complacency is gone; a sense of urgency is required, big time! We need a ‘will to achieve’, ‘will to surprise’ and ‘will to succeed’. What is now needed more than anything else - Monique’s notes continued - is an ‘esprit conqu?rant”, as the French affiliate says, a ‘spirit of conquest’ coupled with more confidence in dealing with the customers, which for this Sales Force mean
Networking - let your employees and your contacts know that you are looking to fill a position. They may be aware of an ace that is unhappy at his or her current position and are looking to move on. It is a proven fact that only 50% of jobs are actually advertised.
Advertise - in trade publications, all the applicable websites, and the newspaper. Adverting in The Toronto Star and the Globe and Mail will automatically bring your advertisement to the career site www.workopolis.com at no additional charge and will be posted there for 45 days.
Hire a recruitment agency on contingency basis. Negotiate your fees upfront and get it in writing.
Next step: Your marketing campaign has paid off. There are piles of resumes on your desk. Once again, think of your valuable time! Separate the resumes into the following criteria:
Absolutely Not
A possibility
Strong possibility
Definitely bring in for interview
Elimination is easy. The candidate you want to bring in for interview requires additional work on your part. You made your list, and you know what are the specific criteria of the position. Knowing these facts now is the time to decide which candidates to bring in for an interview. Suggestions:
Always look whether the applicant meets your expectations from all-aspects: Education, work experience, the type of position/s previously held.
The cover letter will reveal the candidate's written skills. Look for stability. Although it is common today to change positions, look at how frequently the positions were changed are you comfortable with that kind of movement?
The presentation of the resume is of extreme importance as well. Is the resume organized properly? How many pages? More than three pages, including the cover letter is excessively long.
Did the applicant list their accomplishments?
Did the candidate include a small description of each organization?
Are there any spelling mistakes?
Did you read the resume with ease and interest?
The "definitely bring in for interview" pile is now no more than five individuals.
Interviewing Process: A successful interview is one, which is planned and prepared for. Keep the interview itself to no more than an hour long. Ask between 15 - 20 questions written in advance, and posed to all candidates alike. It is important to assess the candidate's soft skills as well as potential fit within the organizational culture. Take notes during the interview. It will assist you in avoiding the most common hiring pitfall - prejudging candidates, either favorably or unfavorably. Sample of questions you may want to ask during the interview:
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this positi
If you are an Employer looking for permanent staff, using agencies can be an efficient and cost effective method of recruitment. Do your homework carefully and you can concentrate on what you do best, running your business.Here are some example questions to askHow will they charge? - Most agencies these days supply permanent staff on a contingency basis. This is where, you only pay the agency if you select and recruit one of their candidates. The popular term for this is “No placement no fee”.What will they charge? - You need to make sure you understand how much using an agency will cost you. This is normally expressed as a percentage of first year salary. This will depend on a number of factors such as industry, location, level of role etc, but fees can often be between 10% and 30%. You might at first consider this to be rather a lot of money but just think how much its worth to you getting the right candidate with the minimum of fuss.Is there a rebate structure? - Make sure that you agree to some form of rebate structure. Like it or not, some candidates will start a job and decide that its not for them and leave after a short time. You need to make sure that if this happens you can reclaim s
Networking - let your employees and your contacts know that you are looking to fill a position. They may be aware of an ace that is unhappy at his or her current position and are looking to move on. It is a proven fact that only 50% of jobs are actually advertised.
Advertise - in trade publications, all the applicable websites, and the newspaper. Adverting in The Toronto Star and the Globe and Mail will automatically bring your advertisement to the career site www.workopolis.com at no additional charge and will be posted there for 45 days.
Hire a recruitment agency on contingency basis. Negotiate your fees upfront and get it in writing.
Next step: Your marketing campaign has paid off. There are piles of resumes on your desk. Once again, think of your valuable time! Separate the resumes into the following criteria:
Absolutely Not
A possibility
Strong possibility
Definitely bring in for interview
Elimination is easy. The candidate you want to bring in for interview requires additional work on your part. You made your list, and you know what are the specific criteria of the position. Knowing these facts now is the time to decide which candidates to bring in for an interview. Suggestions:
Always look whether the applicant meets your expectations from all-aspects: Education, work experience, the type of position/s previously held.
The cover letter will reveal the candidate's written skills. Look for stability. Although it is common today to change positions, look at how frequently the positions were changed are you comfortable with that kind of movement?
The presentation of the resume is of extreme importance as well. Is the resume organized properly? How many pages? More than three pages, including the cover letter is excessively long.
Did the applicant list their accomplishments?
Did the candidate include a small description of each organization?
Are there any spelling mistakes?
Did you read the resume with ease and interest?
The "definitely bring in for interview" pile is now no more than five individuals.
Interviewing Process: A successful interview is one, which is planned and prepared for. Keep the interview itself to no more than an hour long. Ask between 15 - 20 questions written in advance, and posed to all candidates alike. It is important to assess the candidate's soft skills as well as potential fit within the organizational culture. Take notes during the interview. It will assist you in avoiding the most common hiring pitfall - prejudging candidates, either favorably or unfavorably. Sample of questions you may want to ask during the interview:
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this posit
When I'm traveling to someplace new, I like to get directions beforehand. Sure there's something to be said for the proverbial "scenic routes" and "roads less traveled," but, as Yogi Berra noted, "You've got to be very careful if you don't know where you're going, because you might not get there."A business plan serves a similar purpose. It's like MapQuest®, except that you choose both the destination and the route you want to take. And, like MapQuest®, it needn't be overly detailed, drawn in pretty colors, or able to fit in your pocket; it just needs to give you a good sense of where you're going and how you intend to get there. If you're serious about starting or growing your business, M.A.P. out your route by following these three steps:Make a Master Plan. One of the benefits of a written plan is that it forces you to think carefully and with focus about what you are providing, how, to whom and, significantly, why you want to do this. What is the vision in your mind's eye for who you can help and how they will benefit? To build a successful business, it helps to answer the following questions, among others (which you would do in your Master Plan):-Who will buy your product/service? -How will
Networking - let your employees and your contacts know that you are looking to fill a position. They may be aware of an ace that is unhappy at his or her current position and are looking to move on. It is a proven fact that only 50% of jobs are actually advertised.
Advertise - in trade publications, all the applicable websites, and the newspaper. Adverting in The Toronto Star and the Globe and Mail will automatically bring your advertisement to the career site www.workopolis.com at no additional charge and will be posted there for 45 days.
Hire a recruitment agency on contingency basis. Negotiate your fees upfront and get it in writing.
Next step: Your marketing campaign has paid off. There are piles of resumes on your desk. Once again, think of your valuable time! Separate the resumes into the following criteria:
Absolutely Not
A possibility
Strong possibility
Definitely bring in for interview
Elimination is easy. The candidate you want to bring in for interview requires additional work on your part. You made your list, and you know what are the specific criteria of the position. Knowing these facts now is the time to decide which candidates to bring in for an interview. Suggestions:
Always look whether the applicant meets your expectations from all-aspects: Education, work experience, the type of position/s previously held.
The cover letter will reveal the candidate's written skills. Look for stability. Although it is common today to change positions, look at how frequently the positions were changed are you comfortable with that kind of movement?
The presentation of the resume is of extreme importance as well. Is the resume organized properly? How many pages? More than three pages, including the cover letter is excessively long.
Did the applicant list their accomplishments?
Did the candidate include a small description of each organization?
Are there any spelling mistakes?
Did you read the resume with ease and interest?
The "definitely bring in for interview" pile is now no more than five individuals.
Interviewing Process: A successful interview is one, which is planned and prepared for. Keep the interview itself to no more than an hour long. Ask between 15 - 20 questions written in advance, and posed to all candidates alike. It is important to assess the candidate's soft skills as well as potential fit within the organizational culture. Take notes during the interview. It will assist you in avoiding the most common hiring pitfall - prejudging candidates, either favorably or unfavorably. Sample of questions you may want to ask during the interview:
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this posit
Like anything in life, if something is important to you, it is worth putting in the necessary effort and planning for your success. Usually, if you give any goal some thought, you will discover a number of smaller steps which can make the task easier. This is particularly true when you wish to succeed at an interview, and give yourself the best chance of getting that job.Here are some suggested steps to ensure that you have prepared as thoroughly as possible for your interview.Do you really want the job - is this your kind of work?Now is the time to decide whether this job, with its various tasks and required skills, is what you really want to do. Although the job title and salary might be attractive, you need to give serious thought to whether the role is one which really interests you, and will maintain your enthusiasm and drive.Make sure you thoroughly research the company. For example, do you know what they produce? Do you understand the company structure? How long have they been trading? This knowledge will help to boost your confidence at your interview, and will also impress your interviewers. It will also help you to decide whether you really do want to work for this company.Is this w
Always look whether the applicant meets your expectations from all-aspects: Education, work experience, the type of position/s previously held.
The cover letter will reveal the candidate's written skills. Look for stability. Although it is common today to change positions, look at how frequently the positions were changed are you comfortable with that kind of movement?
The presentation of the resume is of extreme importance as well. Is the resume organized properly? How many pages? More than three pages, including the cover letter is excessively long.
Did the applicant list their accomplishments?
Did the candidate include a small description of each organization?
Are there any spelling mistakes?
Did you read the resume with ease and interest?
The "definitely bring in for interview" pile is now no more than five individuals.
Interviewing Process: A successful interview is one, which is planned and prepared for. Keep the interview itself to no more than an hour long. Ask between 15 - 20 questions written in advance, and posed to all candidates alike. It is important to assess the candidate's soft skills as well as potential fit within the organizational culture. Take notes during the interview. It will assist you in avoiding the most common hiring pitfall - prejudging candidates, either favorably or unfavorably. Sample of questions you may want to ask during the interview:
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this posit
Materials handling can be defined as the act of loading and unloading and moving goods within a factory, using mechanical devices. Materials handling equipment means equipment, including its supporting structures, auxiliary equipment and rigging devices, used to transport, lift, move or position persons, materials, goods or things. It also includes mobile equipment used to lift, hoist or position persons, but does not include an elevating device that is permanently installed in a building. Though the specifics of material handling would vary from industry to industry and from organization to organization, it broadly refers to the movement of materials (raw materials, scrap, semi-finished and finished) to, through, and from productive processes; in warehouses and storage; and in receiving and shipping areas. When we use the term ‘materials’ with reference to materials handling, it includes: apparatus, devices, implements, or methods for placing or displacing particular articles in a particular manner or with reference to a particular support.To give the reader a better idea of some practical environments where material handling is vital consider: Loading or unloading vehicles with materials or objects in general Charging or dischargi
Why are you leaving your current company?
Tell me about yourself
How do your describe your personality?
What did you like best about the current company your are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?
What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)·
Give an example of when you were not happy with your performance and what you did about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are your long-term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this position?
How would your current supervisor describe you and your work habits?
How long have you been searching for a new position?
How did you manage to get the time off for this interview?
Why are you interested in working for this organization?
What kind of remuneration package are you looking for?
Why do you believe you are the best candidate for this position?
Important to remember: Questions of a personal nature are not to be asked. The federal government Web site Employers Online, at: http://employers.gc.ca will provide you with all the information you need in this area. For mock job interviews and sample questions and answers log onto: www.job-interview.net. Decision time: You met with all potential candidates. You asked the same questions. You made your notation as you were going along. It is now the time to decide who is the successful candidate. You assessed everyone's skill set and have a good handle on each candidate's personality. Which candidate will you choose? The one with superb skill set or the one with the best personality fit for your organizational culture. Looks like a complicated question. It is not really. As long as you satisfied yourself that the candidate meets the minimum skill set required for the position, go with the personality which best fits your organizational culture. Why? You or one of your staff members can always train for additional skills. Personality is "non trainable". Congratulations! You have chosen a candidate whom you believe will fit the organizational structure and has the skill set you were looking for. At this point you need to proceed with business references. In the event that you are working with a staffing agency, let the agency do the business references, unless you prefer to do them yourself. The business references you want to hear from or speak with consist of their direct supervisors, subordinates, perhaps even an external auditor. The importance of the business references? While you spent an hour with the candidate, the business references have worked with the candidate and known him or her for much longer. It is the business references that will be able to confirm the candidate's major strengths, weaknesses, work style, how they get along with the rest of the team and how they perform their daily job. It has happened that based on business references the candidate you thought was the #1 candidate becomes a candidate, which you will now want to hire and have as part of your staff. I am hopeful that this article will assist you in making the right hiring decisions. Please remember that the candidate evaluates you and the organization as well. To attract good qualified human resources in the new economy requires a lot more than good hiring practices. Today's candidates are seeking organizations that treat employees well, compensate them fairly, have a good benefits package and provide challenge and motivation. Always believe in yourself and trust the process! We wish you best of luck in your search for qualified human resources! Copyright 2001 Controllers On Call. All Rights Reserved.
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