Tag Archives: doctor

More on Resume Fraud

August 21, 2012 By Leave a Comment

By Maureen Aylward

The CEO of Yahoo lied on his resume and was forced out. Several other high profile CEOs have done the same in industry and academia. We asked our Zintro experts to offer tools and ideas that boards of directors or company executives can use to research and combat resume fraud.
Don Richard, a healthcare services director and recruiter, says that people are waking up to the reality that the competition for top talent is here to stay. “Unfortunately, few have woken up to the reality that it is not as simple as once thought to trust the resumes of the individuals being considered for top posts in organizations,” he says. “As a recruiter, I have spent the last 12 years finding the best talent for clients, and I am still shocked when I hear stories like the dismissal of the Yahoo CEO for an oversight that seems so easily avoidable.”

Richard says that it may seem counterintuitive to think that paying a top recruiter can save a company money, but consider the cost of hiring the wrong employee. “An experienced recruiter brings years of expertise in evaluating human capital to the job and takes the time to research the historical background of each candidate,” says Richard. “The internet has made it easier to verify facts if you know where to look and take the time to conduct the research. That is where a trained nationally certified recruiter would be a great benefit.”

Warren Olson, a former high profile private investigator in Southeast Asia, says as a rule of thumb, he advises company directors/HR executives to take little notice of academic credentials until such time as you have made a shortlist of candidates. “At that stage, without exception, employers must validate all documentation by contacting the alleged issuing body directly and asking for confirmation,” he says. “In this day and age, fraudulent certification can be produced in moments. In South East Asia, fake copies often originating from Malaysia are identical to the real thing.”

Olson says that as a basic reference, ask the candidate to name his or her mentors. “You spend a number of years completing degrees and work closely with course mentors, so any legitimate graduate will know immediately who taught or coached them,” he says.

What do you think?

http://blog.zintro.com/2012/08/21/more-on-resume-fraud/

 

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Supreme Court upholds ‘Obamacare’ ruling law constitutional

The Washington Insider

 Today, in a landmark decision, the Supreme Court ruled that President Obama’s signature piece of legislation, the Affordable Care Act is constitutional and will remain the law of the land. The Supreme Court challenge to the legislation centered on the “individual mandate” which requires all citizens purchase health insurance or face a substantial fine. The mandate was added to the legislation as a funding mechanism so that the legislation would end up, at worst, a revenue-neutral law.  With the law ruled constitutional, the popular provisions with the general public like allowing children to stay on their parents’ health insurance until age 26 and not allowing insurance companies to deny coverage for preexisting conditions will remain law.

Generally, pundits and Supreme Court scholars were surprised by the decision. Based on the oral arguments presented by the government and the laws opponents at the end of March, conventional wisdom pointed to the law being overturned. While certainly controversial at this moment, it remains to be seen what effect this decision will have on November’s Presidential Election. 

 

Preparing for the New Member of Your Team

Bringing your new physician, advanced practitioner or executive up to speed as quickly as possible is a crucial first step in their success.

 Welcome your new employee – Introduce them to the team and other key colleagues.  A great way to start the day is a welcome breakfast or coffee.  Not only will it welcome your new employee, but your team will love the treats as well! Unlike House, make sure your welcome is sincere. His sarcasm was easily detectable when Martha Masters joined his team.

  • Workspace – This should go without saying, but be sure that your new hire has everything ready to go in their work area including computer software, phone, email, etc.
  • Assign a team member to help out – It’s a great way for a new employee to bond with a team member and put them at ease.
  • Give them the low down – Go over processes, current issues, patients, and other key information that they need to do their job.  Also, be clear about your expectations of the person and this position.

 

House Hiring Tip #7 – The Cost of a Bad Hire

Hiring the wrong person can affect not only your organization’s bottom line, but your team’s morale and productivity as well. In fact, the average hiring mistake can cost up to three-times the annual salary of the position, considering the cost of termination, replacement, and loss of productivity during training and learning curve.  Taking steps to ensure that you’re on track to hire the right person is key to prevent a bad decision, so be sure to.

Ask detailed questions during the interview process and listen for insight into why someone says they’re “dependable” or “a team player.”  Always ask for examples to support their statements. 

  • Interview, interview, interview – The phone screen, a first interview and then bringing the top candidates back in for a final, or second interview to see the candidate in your setting and interact with your team is crucial. Personality and group dynamics should always be considered – strong personalities like House’s unique outlook may conflict with your team and lead to exasperated staff likeWilson.
  • Check References – Be sure you get at least three references.  Former managers and co-workers are good choices.  For the more junior positions, college professors are fine as well. 
  • Be confident you have the right candidate for the right job – you may interview someone and think that they “could” be a good fit for the position, but may lack some of the skills or experience.  Focus on the job description to stay on track to select the right person for the position.

 

House Hiring Tip #6 – References

“I’ve found that when you want to know the truth about someone that someone is probably the last person you should ask.” –  Dr. Greg House

Ever wary of trusting anyone, House would appreciate the next crucial step in the process, which can shed some light onto the candidate.

Speaking with a candidate’s references is not just to determine an applicant’s weaknesses, but to gain insight into the candidate’s personality, work style and ethics.  References should add to the snapshot you’re creating of the candidate.

To get the most out of your reference calls:

Speak with a variety of contacts – A peer, manager and perhaps a direct report will help you get a perspective on the candidate from different view points.

  • Get the facts – Confirm dates, position title and responsibilities.  Get qualitative information to gain insight into the candidate’s work style.  How does the person work with others?  Are they a team player or lone ranger?
  • Listen – People will often reveal a great deal about someone if you ask an open ended question and just listen.  Include inquiries into skill level, professionalism, strengths and weaknesses, and other points that are relevant to your position.
  • Know the law – You must always get permission from the candidate to speak with their references.  Be sure you understand the EEOC guidelines for conducting a reference check as well.

House Hiring Tip # 4 – The Phone Interview: Are You Using Proper Phone Etiquette?

So you have a pile of resumes that seem to meet your criteria, now what?

The next step in the hiring process of a physician, advanced practitioner or executive is the phone interview or phone screen. Not only is it a great way to get a preview of each candidate’s personality, but it can also provide a rapport building opportunity in advance of the first meeting. Need to freshen up on your phone etiquette? Just follow these phone interview tips and you’ll be the interview chief in no time!

• Schedule a specific time with clear instructions of when you’ll be calling the candidate.

• Review and organize the job description, as well as the candidate’s resume and experience prior to the conversation so you have everything in front of you.

• Prepare your questions and be sure to use the same format for each candidate so you’re comparing the same qualification criteria.

• Introduce yourself and provide a brief overview of the organization and position to start (you’re promoting yourself and your organization just as much as the candidate is trying to impress you, so keep this in mind. You don’t want to have a House-like attitude and scare off a potentially great hire!).

• Listen attentively and take detailed notes.

• Conclude the call by thanking the candidate and letting them know what the next steps are in the interview process.

Did you miss Tip #3 What To Look for in Resumes?

Stay tuned for Tip #5 on the main hiring event…the in-person interview.

The Art of the ‘Follow Up’

Working in the medicine field you know that you have to follow up with your patients. Had J.D. and Dr. Cox not followed up with frequent patient Jill Tracy, she might have died. Things are no different when interviewing for a position.

Without follow up your chances for the job could die. The ways in which you go about the follow up can either categorize you as an amateur or a pro. So, how do you follow up like a pro?

Before the interview comes to end, make sure you ask the interviewer for the next steps and for their business card.  This will come in handy when sending the thank you note. If you have used the services of a recruiter, call them immediately after the interview before sending the thank you.  Some clients prefer not to be contacted directly by candidates and getting expert advice is always better than guessing.

Following up helped J.D.’s patient and it will help you in the job hunt.

P.R.E.S.S. Yourself to Look, Act and Feel Confident.

In a job interview, you always want to conduct yourself in a manner that exudes self esteem and confidence because let’s face it; you will never land a job you don’t believe you will get.  The secret to instantly appearing confident is P.R.E.S.S., which stands for: 

  • Posture Straight
  • Relaxed Body
  • Eye Contact
  • Smiling
  • Speak Clearly

 Now I know what you’re saying to yourself – “Clever acronym and we get it, but how is this image speaking clearly?”  Well friends, Dr. Cox has an abundance of confidence that shows almost everyday. He is confident and exudes positive self esteem, for himself at least. Even though he can be hard on his interns, they all look up to him and strive to be like him.

Dress your best when interviewing!

Dressing in appropriate attire is crucial for the interview. The first judgment an interviewer makes is going to be based on how you look and what you are wearing. That’s why it’s always important to dress professionally for a job interview, even if the work environment is casual. It’s better to be over dressed than under dressed. Crazy costuming like Elliot and J.D. are showcasing isn’t going to give the best impression. Rather than think you are suited for their facility, the interviewer may think you’d be better off working at a Renaissance Faire. If you’re STILL not sure on how to dress, then we recommend checking in with your recruiter.

Do your homework before the interview.

A crucial element in successful interview preparation is having significant knowledge about the hospital or company you are interviewing with so you can demonstrate your enthusiasm, as well as be able to articulate how your skills and values match those of the organization.  But these days, your research shouldn’t just come from a quick Google search or a glance at their website.  Using LinkedIn and other social media tools to review the background of the hospital and your interviewers could be just the leg up you need in this competitive job market.  Remember, you can never know “too much” about an organization and interviewers are always impressed when you can ask informed, intelligent questions.

Had Taylor Maddox done her homework maybe she would still be the Chief of Medicine at Sacred Heart. Instead, Taylor’s money-fueled tendencies were at odds with Sacred Heart’s policies. Her preference for keeping patients with Cadillac health insurance plans in longer didn’t fit with their values. With rubbing everyone the wrong way, it was no surprise that Taylor was going to get the boot.