35 Ideas to Jazz Up Your Candidate Experience

35 Ideas to Jazz Up Your Candidate Experience John’s flight arrives on-time at Regan National Airport in Washington, D.C. The only problem is, his luggage doesn’t. Ordinarily, this would be a hassle, yes, but today this could be a life-changing concern since John has a job interview tomorrow at Capital One’s headquarters and he can’t very well show up in his ripped jeans and T-shirt from yesterday. He calls up Tanya, his recruiter at Capital One, and explains the situation. Tanya empathizes with him and wants to help, so she decides â€" on the spot and without an arduous approval process â€" to take John shopping to find a new suit that afternoon. Luckily, John finds an off-the-shelf suit that fits, and ultimately, gets the career of his dreams the next day at Capital One â€" in large part due to his recruiter’s kindness and above-and-beyond efforts. Now, this is an adaptation of a real candidate experience as shared by the Talent Board. And, according to their study, “Candidates share their positive recruiting experiences with their inner circles over 81 percent of the time, and their negative experiences 66 percent of the time.” Can you imagine the positive brand traction Capital One received from this authentic candidate experience with John (whose real name is not John, by the way)? We know the candidate experience matters. It’s impactful to your organization, your employer brand and your candidates. So, how can you improve it and provide that positive experience that people talk about? Now you’re asking the right question. Walk a mile in their shoes: The first, and best tip, is to ensure you have a thorough understanding of who your candidates are, and to go through the candidate process and test it out yourself. Do two additional things here: 1) Use a stopwatch to time how long it takes from start to finish; 2) Jot down the number of “clicks” it takes you. Then do it all again on a mobile device and notice the discrepancy. Communicate â€" often: If you fix nothing else, then fix this as it’s generally the top candidate complaint. Let your candidates know where they are in the process, and what comes next. Even if it means there’s no update right now, tell people that. “Just the FAQs, ma’am”: Document your most common questions and give your candidates an idea of your process and what comes next through a series of FAQs. Do a ‘blind’ application: Set up an actual interview with a recruiter who doesn’t know you (or if that’s not possible, ask one of your co-workers to do it and give them one of those cool James Bond hidden cameras). The goal here is to look at your interview experience with fresh eyes, so make it as real as possible (think Undercover Boss or a secret shopper). Take notes on your impressions along the way. Survey applicants for honest feedback Survey new hires for honest feedback Survey your recruiters and teammates for honest feedback (and ideas) Focus on the rejection: One study showed that only the top 2% of applicants get through to an interview, so in reality, most of your candidate interactions happen with those you’re declining. Make sure they don’t hate you after that stage. Create smiles: Find ways to make your candidates smile throughout the experience. Even the most serious brands have an opportunity here. Like sending a video of a silly turtle or cute kids laughing. Find a way to work some humor into what can be a very serious process. Kill the “Black Hole”: Don’t let your ATS application become a black hole of communication. See point # 2 above. Don’t make your Talent Network become the Black Hole 2.0: Many companies are utilizing a Talent Network, but many are also allowing it to become “the new black hole.” Candidates sign up because they want to stay in touch with you. Give them what they’re asking for. Hire recruiters who care: Test for this in your own recruiter interviews and ensure that they care about their candidates (like the recruiter in our Capital One example above). Give recruiters the time to care: It’s one thing to care; it’s another to put forth the effort. Keep a close eye on your team’s workload to make sure they have the time to go that extra mile. Listen: A simple skill that’s often overlooked. Ask questions and LISTEN to the answers to get a better sense of what’s important to your candidate. Provide the right information and experience to align to that (this helps you, too, of course). Be on time: What does it tell you about a candidate who is 15 minutes late? They’re thinking the same of you when you make them wait. Use technology (calendar reminders, phone alerts, etc.) to help you stay on task. Stay in touch: Leverage your talent network to send branded communications (i.e., newsletters), but also to nurture candidates, stay in touch with alumni, etc. Share stories a behind-the-scenes look: Sharing real employee stories is a great way to bolster your employer brand and match the right candidate to your open role and company. Personalize: Personalize the candidate experience where you can by incorporating what you know into your emails and interactions. Make it mobile friendly: Every aspect. Speed matters: From the moment the job is open, you should have a ticking clock in your head. The time to beat is whatever your time to fill is. Your best candidates aren’t going to wait around long (nor should they). Give stuff away â€" unexpectedly: Along the same lines as the “smiling” note above, giving something away generates a positive response and goodwill. It doesn’t have to be an expensive item to bring joy (think candy, a branded T-shirt, a stress ball, a gift card, etc.). The timing of these gifts is just as important as the item itself, so remember that too. Provide a tour of the office: During an interview, take some time to give your candidate a tour, meet potential new co-workers and get a feel for their future workplace. Progress correlates to effort: The further along a candidate gets in the journey, the more out of the way you should go for them. If your runner-up for a position gets declined after the third interview, please don’t send them an automated email from the ATS for that notification. Offer a drink: Talking extensively plus nervous butterflies can leave people pretty thirsty. During the interview, offer them something to drink. Change the setting: Do all interviews have to take place at the corporate office or store location? Consider a more relaxed setting like a coffee shop or outdoor café for key roles, where your candidate can relax and you can really spend some time with them. Make it fun: Hosting an in-person recruiting event? Play some music, offer food, a raffle giveaway, dance parties, etc. Conducting a pre-screen phone call? Ask an offbeat question to kick it off (“what’s your favorite food?”) just to lighten the mood. Where can you inject some fun into your process? Train EVERYONE: The candidate experience is not just in the hands of your recruiters. Everyone plays a role â€" your executives, your greeters, your front desk staff, your hiring managers, your average employee who smiles at a candidate in the hallway. Make sure the company is on the same page here. Make your candidates feel at ease: Interviewing is stressful. Help them relax and shine (see item # 35). Share your EVP: Find ways to infuse your Employer Brand and EVP into the interview process. Are interviewees waiting in the lobby? That’s a great time to play a video with employee testimonials or a day-in-the-life series. Where else can you offer handouts, videos, interesting tidbit cards, etc.? Pull out the white gloves: Have a highly competitive, executive-level candidate you want to impress? Go all white glove on it and think of yourself as a concierge at a fine hotel. Book all the arrangements (like a car pickup) and have branded materials in the car for your guest (note the word “guest” here). Text him when he arrives at the hotel to ensure he has everything he needs. Include a nice little surprise in the hotel room (a fruit basket or something related to your brand, perhaps). Provide directions and traffic updates the morning of the interview. Call her after the interview to thank her for her time and provide initial feedback. Clearing your calendar ahead of time can allow for this type of hands-on approach. It’s worth it for your top-level positions. Measure it: Think about how a poor experience translates to lost revenue or lost employee referral opportunities. Tie your survey results/satisfaction scores to KPIs where possible. Don’t forget about the on boarding experience: This can be laborious, but don’t think the candidate experience ends at the point of offer. Don’t forget about the new hire experience: Transfer your knowledge of the candidate to their new manager, and help arrange for a warm Day 1 welcome from the team. Be honest. Sometimes we’re so busy we didn’t have time to read the candidate’s resume just yet. Sometimes he’s just not the right fit. Sometimes, just sometimes, we’re having a bad day. Candidates can understand these things if you just explain them in a respectful, honest way (see the next point, too). Be human. Remember how important this job is to your candidate. It’s how they pay their bills and support their families, but it’s also how many people derive purpose in their day-to-day lives, too. It’s meaningful, so respect that â€" always. Hopefully this has given you some spark of an idea on ways to improve your candidate experience. What other ways have been effective for you? What else can we add to this list?

4 Tenacity Lessons For Your Personal Brand

4 Tenacity Lessons For Your Personal Brand We know that passion is critical in personal branding. After all it is  our passion that drives us to communicate our unique promise of value. But is it only passion  that pushes our personal brand forward, or is there something else at play? We can be passionate,  but also lazy and simply sit back and hope things will change. Our passion might get us out of bed in the morning, but is it what keeps us going throughout the day?  After looking for some insight, all signs seem to point to one word:  Tenacity! Without tenacity all of our passion and motivation will just be lip service.  Here is what others have said about tenacity: 1. Leonard Brody Pure unadulterated tenacity This clip by Leonard Brody at World Entrepreneurship Day sums it up is perfectly.  There still needs to be a true passion within you to lead your own charge. But this needs to be matched with what he calls pure unadulterated tenacity. I love what he says about being willing to take 10 punches to the stomach and get up ready to take the 11th! 2. Garr Reynolds Anything of real worth will take much struggle and perseverance In Japanese there is the saying  Fall down seven times, get up eight.  It is a proverb that demonstrates Japanese resilience and tenacity you continue to get right back up no matter how many times you get knocked down. Garr Reynolds wrote about this in his  Presentation Zen blog  after the huge earthquake and tsunami devastated the Tohoku region of northern Japan. Garr reminds us that: there are no quick fixes in life and anything of real worth will necessarily take much struggle and perseverance. Success does not have to be fast whats more important is that one simply does their absolute best and remain persistent. 3. Steve Ballmer Dont have passion, have tenacity A recent  Forbes article by Brian Solomon  offers billionaires tips for new graduates from the likes of Oprah, Steve Jobs, Jeff Bezos, Mark Zuckerberg, and others. The one that jumped out for me was what Steve Ballmer, CEO of Microsoft, had to say: Passion is the ability to get excited about something. Irrepressibility and tenacity is about the ability to stay with it. You get some success. You run into some walls. You try a formula for a new idea, a new innovation, it doesn’t work. And it’s how tenacious you are, how irrepressible, how ultimately optimistic and tenacious you are about it that will determine your success. 4. Steve Jobs Stay hungry. Stay foolish Steve Jobs reference to this message in his infamous 2005 Stanford University commencement speech capsulizes tenacity in my mind. By staying hungry we push ourselves to achieve great things, and by staying foolish we throw caution to the wind to take the calculated risks needed to continue on our path. Be tenacious and leave your mark Tap into your passions to build your personal brand, but more importantly have the tenacity to leave your mark in everything you do.  Even in the face of criticism be ready for that 11th punch in the gut, get up 8 times after falling down 7, be irrepressible, and always stay hungry, stay foolish! RELATED: The Secret of Personal Branding

3 Steps To Plan Your 2020 Revenue Goals - Classy Career Girl

3 Steps To Plan Your 2020 Revenue Goals I wanted to quit my day job. I needed to get out of a stressful work situation and make my business dreams come true. Subscribe  on  your favorite platform below: iTunes Google Play Music Stitcher Radio TuneIn iHeartRadio Sound Cloud 3 Steps To Plan Your 2020 Revenue Goals 1) Budget. What do you need? It’s really important to get a budget here. What do you make in your day job? What do you need to quit? What’s your rent/mortgage? What are your bills? Cars? Taxes? Retirement? Childcare? Insurance? Benefits? This isn’t about making a cheap salary. But we have to plan to take care of ourselves. You have to start somewhere. 2) Set annual, monthly and weekly targets. Writing it down. Looking at it everyday will get your brain thinking of new ways you are going to raise that money. Make a plan for each week, each day, every day counts on the way to your goals! This helps you start seeing the money that you need to make in your bank account each week and gives you ideas on how to make it happen. Set metrics and look at them each week. 3) Believe it is possible. Believe in yourself. Get yourself in a community of people who are making the money you want to make. Listen to podcasts. Learn new things. “Whether you think you can, or you think you cantyoure right.” ? Henry Ford Resources: Free Workshop For Coaches Employee to Entrepreneur Success Path Webinar Other Podcast Episodes You Might Like: 3 Ways to Plan For Profit in 2020 How Do You Make Your Next Career Move Your Best Move Ever! Corrie Ann and Anna Tech Call

Coachology How to get into a top business school

Coachology How to get into a top business school The difference between an MBA from a top school and the other schools is large. For example, one of the biggest benefits of business school is the connections you make while youre there. So, the more superstars you go to school with the more superstars you connect with. Another benefit that business school gives you is they bring the recruiters to you. And in this case, youll have a wider range of opportunities brought to you if youre at a top school. So its no wonder that people are willing to pay consultants to help them get into a top school. One of these consultants is Stacy Blackman. She went to Kellog (yes, top ten) and now owns a consulting firm that has helped hundreds of people get into top ranked business schools. What does it take to get in? A lot of it is about personal marketing, which is what Stacys company focuses on. But there are some tactical issues as well. Here are five things you can do: 1. Know the general benchmarks. Blackman says that for getting into a top school, a 3.5 GPA and a 700 GMAT score is a nice place to be. 2. Target schools that value your strengths. Sometimes people are really good fit for a top school like MIT but Stanford would be a reach. For example Berkeley looks at test scores more than other schools. Harvard and Stanford look at test scores less than other schools, (although most people applying there have phenomenal scores.) Columbia emphasizes the GMAT score over the GPA. 3. Manage your work experience to have a clear trajectory. You should be able to show that during the time you have been working, you progressed with increasing levels of responsibility, held leadership roles in diverse settings, and can list achievements. 4. Consider volunteering in the community. This gives you an opportunity to show a range of leadership, and civic engagement. Its also an opportunity to show commitment to your vision for where you are going. For example, if you want to go to business school to become a consumer marketing guru, volunteer to help market a local charity. Just make sure to start doing this early enough so that it doesnt look like you did it merely for the application. 5. Show your true, best self in the application. You want to look like an attractive candidate, for sure, but you need to look real. Stacy says too often people try to be Joe Business School, try to say what should say instead of being who they really are. If you have something really interesting about yourself, it can reflect your originality even if its not in a business environment. To hire Stacys company to help you, you pay by number of applications and receive unlimited help for each application. The cost is $3250 for one application and fees go down as the number of your applications goes up. The best time to start with her is a year before you want to apply. One lucky person will get a taste of this consulting for free for 90 minutes. If youd like this help, and you are considering applying within the next year, send an email to me with three sentences about why you think you could get into a top school and why you think you need help. Deadline is Sunday, May 13.

Decoding Insurance Working in the Healthcare Sector without Treating Patients - CareerMetis.com

Decoding Insurance Working in the Healthcare Sector without Treating Patients Source : Pexels.comMore than half of the US population has been diagnosed with a chronic diseaseand require treatment. In addition to those individuals, upwards of 70 percent of adultsand nearly all childrenreceive an annual wellness visit to screen for abnormalities. This doesn’t begin to address emergency medicine, acute illnesses, and regular cold and flu seasons.The amount of medical care practiced in the United States is astounding, and yet the population continues to see a rise in disease.The healthcare field is poised to respondand stands to grow exponentially over the coming years. While that information is normally marketed towards potential practitioners and those in a position to influence public policy, an increase in providers means an increase in paperwork, and the clerical aspects of patient care are growing just as rapidly.evalWhile medical coding and billing may not seem like a glamorous position at first, careers dealing with billing, coding, and insurance enrollm ent can be lucrativeand very rewarding once you learn the ropes.Revenue Cycle PositionsevalThe revenue cycleis what allows healthcare facilities to keep their doors open and the lights on. While the practitioners are busy saving lives and treating patients, there’s a whole slew of individuals pushing paper and negotiating payments to make sure the facility is able to collect payment for services rendered.While the term may be reserved for larger health systems that deal in higher volumes, every practice has some version of this team ensuring that the paperwork goes as planned.Revenue cycle management technically starts at the time a patient calls to make an appointment. While we may think of receptionists and office staff as customer service employees, they are often responsible for collecting insurance information or finding out how the patient intends to pay for treatment.Even at this level of involvement, it is essential that support staff understands how insurance works, the o ffice’s policy for billing, and several other details related to the payment of claims.Once the patient has been seen and treatment administered, the process is handed off to the billing and coding team.Billing and codingis responsible formaking sure the diagnoses are entered correctly and match the encounter notes, creating the medical claims, and submitting the information per the specifications of the insurance company.evalUnfortunately, not every insurance company follows the same rules, and neither do the individual specialties or offices, so the form, software, or process may vary depending on the situation.Once claims have been sent in, they are monitored for payment, denials, or no response. If the claims aren’t paid in a timely manner, someone will follow up with the insurance company to understand what happened or where the process went wrong and attempt to remedy it.Upon payment of claims, the money will be recorded according to the negotiated fee scheduleand the rema ining balance Hospitals, urgent care centers, and other large treatment facilities will break their revenue cycle down into pieces and have a department to handle each step of the process.Traditionally, the process is broken down by coding, billing, and denials, as well as the associated fiscal aspects such as charge capture or recoupment departments.Coding and denials often intersectin medical and insurance billing becausemany payment errors can resultfrom incorrect or misleading coding.Within each billing and coding department, the work may be further broken down depending on the size and scope of an organization.If you are employed by a specialist’s office, such as a chiropractic clinic or an orthopaedic surgery center, your work will be accordingly streamlined and likely not broken out even further.However, in the case of a hospital system that handles a large volume of claims over a variety of specialties, you may find yourself assigned to a particular specialty or even a par ticular insurance payer, as each has different specifications.If you’re going to become a specialized biller, the knowledge is generally learned on the job through working with multiple payers or practices.There are certifications available, though they are less commonly required than coding certifications and are not broken down into specialties in the same manner.Coding specialists generally decide what their focus will be based on the type of care they want to code for or the type of office they want to be employed in.evalThe American Academy of Professionals Coders offers certificates in a number of specialtiesranging from emergency medicine to oncology. The AAPC consistently monitors their offerings and creates new certifications as the industry demands.For instance, there is currently no exam for mental health, but with the increasing public focus on self care and wellness coupled with 6.7 million adultsreceiving treatment in 2014 alone, it won’t be long before the industr y adapts. So if none of the current options tickle your fancy, just sit tight! The industry is growing.Coders may also reach out to insurance companies to resolve payment denials, depending on the reason for the refusal. In many cases, a missed modifier, and incorrect code, or a diagnosis that doesn’t match the treatment can trigger a systematic denial.Sometimes these are correct, and other times, it’s a mistake on the part of the coding team or the transmission system. Medical codersare equipped to assess the situation and appeal the coding, if necessary.Insurance Company EmploymentMedical billing is inextricably connected to the insurance industry, and as medical billing increases, so will the traffic and communication with insurance companies.evalWithin an insurance company, there will be both customer-facing positions and provider-facing positions, as well as all the internal work necessary to maintain a business.Customer-facing positions interface directly with patients. Th ese are the individuals that help set up insurance plans, answer questions about benefits, and update patient information when it’s provided. They may also work with a patient to obtain referrals or authorization necessary for obtaining paid treatment.Provider-facing services are a little more varied. When working with a medical facility, an insurance company will not only be answering questions about benefits and authorizations, but clarifying questions about billing requirements, timelines, and denials.Insurance companies must also work with providers who wish to be enrolled, or to be considered “in network” for a given plan. This includes negotiating fee schedules, write offs, and reimbursement rates.Opportunities Are VariedNo matter what your interest in the clerical side of the medical field is, chances are there’s a spot for you in the growing field. It’s easy to start by deciding whether you want to be on the customer service side or working primarily internally for an organization, and then further narrowing your interest by what stage of the process sounds appealing.In smaller clinics, you may get an opportunity to work all aspects of the revenue cycle, and that can be a great place to start.

Interviews...Get by With a Little Help From Your Friends

Interviews...Get by With a Little Help From Your Friends During interviews, hiring managers are looking for clues about a candidates competency and ability to fit into their work environment. They look for proof of past success as a way to gain confidence in the candidates abilities and are much less likely to make an offer if the candidate cant deliver this proof. Hiring managers are also interested in what others say about your performance and   if you can demonstrate that   the people who you connect with in your professional life can consistently articulate your value add you are more likely to convince them that you are a good fit   for their open position.Here are a few recommendations for incorporating feedback from others into your interview strategy:Re-read your performance reviews and pay special attention to notes about projects where you helped the company make money, save money, save time, grow the business or keep the business. Look for examples of how you did more with less, improved a process or completed a project ahead of schedule or under budget.Talk to colleagues, peers and vendors to see what they say about your performance or relationships with them. If you are using social networking tools such as LinkedIn or Naymz, ask for endorsements and use these endorsements in your interview strategy to prove your successes.Take advantage of a 360 feedback tool. Checkster has a simple and free tool that you can use to gather collective feedback that is anonymous, confidential and fully automated. Incorporate information about what others say about your performance into your interview strategy to validate your competencies and unique value proposition.

Symbol For Approximately When Writing Resume

Symbol For Approximately When Writing ResumeA symbol for approximately when writing resume will be quite useful to have. This will help a lot in making your resume appear more impressive and a great looking document.In this case, a symbol for approximately is used when writing a resume for a new graduate. The reason behind it is that an approximate time frame is always provided in order to help the reader understand the job requirements of the prospective employer.There are samples resumes that are available on the internet for free. You can just browse through them and take a look at all the information that the author included in his sample resumes.As you will see, there are a sample for each job and an approximate timeframe. It can be a bit confusing to keep up with everything. To avoid this problem, it is suggested that you create a symbol for approximately for each job specification.For example, if you are creating a sample for a sales representative position, the symbol for app roximately may be used to give a target audience. This target audience will be a wider range of readers. This will help you make your sample of resumes and cover letters more interesting and captivating.Aside from that, you also have to consider the content of your resume. You need to write in such a way that the information you have provided will not be too difficult to understand.Remember that if you do not enjoy working with computers or if you have limited knowledge of computers, then you will find it difficult to read the information in the resume. Therefore, your resume needs to be more informative so that it can grab the attention of the reader. Using the symbol for approximately will surely make your resume more impressive.So, when writing resume you should not hesitate to use this kind of symbol. You can use it and you will get the desired result. Just remember that whatever you want, you have to provide it and this is the easiest way to do so.