Available Candidates

Similar to yesterday's posting of hot jobs, we will begin posting a list of available candidates every Tuesday. Be sure to check back and see who is available!

If you're interested in any candidates, please contact one of our Business Development Managers. Please contact Anne Sydnor if you are located in the Eastern US, Cherie Lester if you are located in the Western US.

CN # 81,697 - Epic Ambulatory Trainer
With nearly 10 years experience in training, the majority of it in either the healthcare, specifically EMR field, or the technical arena, this candidate works for a medical facility in NYC, as trainer/implementation support of Epic Ambulatory product. Military background in the OR, strong experience in curriculum development, environment setup, classroom and one on one training and go-live support. Wanting to move out of the city, he has targeted western Philadelphia, and is looking for opportunities in that area. Current salary in the $70Ks, but open to the right opportunity. Also open to up to 25% travel positions.

CN # 84,664 - Cerner Millennium Project Manager
Senior Project Manager with extensive experience managing multiple enterprise Cerner implementations for many clinical application modules such as RadNet, PathNet, SurgiNet, FirstNet and others. Seeking new contract or full time consulting opportunities and very interested in leading a Clinical Documentation project from inception through go live. Full time salary around $120K, 1099 contract rate around $85/hr. Based in Southwest and happy to travel.

CN # 85,377 - Clinical Applications Analyst
Registered Nurse and experienced Clinical Applications Analyst seeking full-time or contractual employment. Offers patient care experience within critical care / emergency department environments. Present application expertise specific to Eclipsys product line: Clinical Documentation, Orders, Results, eMAR, and Config I & II capabilities. Open to learning new product functionalities. Asking $80,000 as a W2 resource or comparable hourly compensation.

CN # 82,976 - Project Management Consultant
Project Manager and Implementation Consultant with extensive EMR experience available for full-time opportunities. Available to relocate to any area of the country, or for full-time travel.

Hot Job Openings

Good morning! Every Monday we'll be posting some of our newest and hottest needs of the week. Take a look and see if you or any of your peers might be interested! To apply for any of the jobs listed below, visit our job search page and search the appropriate Job Number.



Applications Analyst - LIS (Job #1477)
Applications Analyst for Lab Information Systems needed in western MA. Responsible for implementation, configuration, deployment, maintenance, and ongoing support of clinical applications, specifically Sunquest Lab, Cerner CoPath, or HCLL. Associates or Bachelors degree in Computer Science or related field, or commensurate experience required. Previous experience of above required.

Client Service Manager - LIS (Job #1287)
Healthcare facility located in the Northeast currently has a need for a full time Client Service Manager, managing LIS systems. People management experience and skills, budget management skills (RFP), project management skills, vendor management including contract negotiations skills required. Knowledge needed with LIS in order to strategize and recommend solutions according to industry trends. Planning, organizing, managing tactical and strategic IS resources to help clients enhance delivery of services. LIS knowledge needed in managing day to day operations of department.


Siemens Invision Consultants (Job #1461)
Siemens Invision OAS Analyst needed for a 3-6 month consulting engagement. Qualified candidates will have experience with Nursing Assessments, as well as DSM4 charge processing knowledge (Siemens Patient Accounting). Must possess strong Project Lead skills, along with talent for building physician rapport. Position located in the Northeast.


GE Centricity Consultant (Job #1355)
Mid-sized consulting firm currently has a need for a GE Centricity Consultant to work on a project set to begin in the fall of 2009. Candidates interested in this position must have clinical experience and a minimum 2 years experience with GE Centricity EMR implementations, including workflow analysis and some build. Project located on the East coast and is expected to last approximately 2 years.

Ask a Recruiter

Question:
What is a behavior based interview and how should I prepare for it?

Answer:
“Standard interviewing techniques involve asking open-ended questions about your past experience, in order to identify your fit for a new position. It is relatively easy to prepare for such interviews, and to provide the sort of answers the interviewer might be expecting. The premise behind behavioral based interviewing is that past behavior is a good indicator of future behavior, so the process is designed to identify the key behaviors required in a position, then ask specific questions which will show whether a candidate has exhibited those behaviors in the past. For example, if an organization decides that an important element of the position is the ability to influence people, the questioner may ask the candidate to describe an occasion when he had to persuade people to take a certain course of action. Based on the candidate's answers, the interviewer will ask further searching questions to get a full picture of the event being described and the candidate's participation in that event. This method is deemed to give a more accurate indication of a person's fit for a role.

In order to prepare for such an interview, study the job description and the information you can find on the organization. If you have the opportunity beforehand, ask your interviewer what they believe to be the key elements of the position. For each of these elements, for example team-building, influencing, attention to detail, think of an occasion when you demonstrated that attribute. Think in detail of the occasion, who was involved, what you did, what the results were. Preparing in this way won't change the behavior you demonstrated, but it will enable you to better remember the details of it, especially if the incident was a few years ago.”

– Eileen Dick, Recruiter

What do you think? Do you agree or disagree with Eileen? Have further questions? Leave your thoughts in the comments section and Eileen will reply!

To Tweet or Not to Tweet...

To Tweet or Not to Tweet…

One of our recent surveys revealed that 65% of our candidates are not schooled in Twitter and 6% can’t stand it. The balance is equally divided between loving it and not really giving a flip. Personally I totter between not liking it and the latter. Regardless of our individual feelings, it looks like Twitter is here to stay -- at least for the near future. Therefore, I’m exploring the world of twitter, tweets and twits in my spare time which translates to about 5 minutes a week. During recent expeditions, I stumbled across these two links and felt they were worth of sharing. One is an entertaining and biting Twitter Etiquette Lesson and the other is what I would call Twitter 101 for those of us new to the game. Enjoy:

Twitter Etiquette


Twitter in Plain English

Beautiful Post

One of my colleagues, Cherie Lester, recently shared a beautiful blog entry with me, "Health Care Passion Refueled" by CIO Unplugged, Edward Marx, and it is so worthy of passing along. He is a gifted writer who is so gracious to share his personal story. Hope you enjoy this as much as Cherie and I did.

Interview Tips for the Non-HR Professional

A client recently asked for help in conducting interviews for his consulting firm. And, it struck me that he may not be alone in his need for assistance in this area. Here's the overview I created for him. I hope it's beneficial to many.

Here at Intellect Resources we live suspended in the interview world continually scheduling, prepping and debriefing candidates and clients for the interview process. And, throughout the years, we discovered that interviewing can be just as daunting for the interviewer as for the interviewee (candidate).

Unfortunately, much of the interview literature available is geared towards candidates and human resources professionals. But, little is geared towards those who find themselves interviewing future employees and/or coworkers with little or no human resources training.

If you can identify with these overwhelmed interviewers, here are a few practical tips to help you plan and execute a successful interview:


Set the tone
You are not a news reporter, FBI agent or teenage parent. Instead, you are trying to determine if this candidate will be successful with your company, your team, your project and so on. The interview will be more successful on both sides if you can keep the interview comfortable, relaxed and positive. (Comfortable doesn’t mean you can chat extensively about the weather, gravitate to more personal topics or crack jokes.)


Be Courteous
Remember that your personal professional reputation as well as that of your company is on the line when interviewing. Candidates talk. Negative buzz spreads much faster than positive buzz. So be on time, be polite, be respectful and keep your polish and professionalism in tact.
All of these tips are designed to help you conduct a successful interview. A successful interview, in our definition, is a give and take dialogue between two like professionals to determine if they will be successful in working together to achieve common goals.


Stay in Control
You are the interviewer. If you do not plan the interview with specific questions and keep control throughout the interview, the candidate can take the ball and run with it, leaving you without the answers you need to make an educated decision. Prepare especially for long-winded candidates who may need you to interrupt and guide the conversation back to the original or next questions.

Take buzz phrases with a grain of salt
Candidates love to throw buzz phrases like good communicator, dedicated employee, motivated, and hardworking around in interviews and plaster them all over their resumes. Unfortunately, many candidates think words like these can win the jobs. Any time you hear a buzz word, be sure to pause and ask them to “explain further” or “expand on that” or “give me an example.” You’ll be surprised how quickly some candidates will back pedal.


Body Language and Tone of Voice
Body language says it all. If you don’t believe us consider that 55% of first impressions are based on body language, 37% are based on tone of voice and only 7% are based on words that are actually said. First impressions via phone are based 86% on tone of voice and 14% from actual words. So don’t get overwhelmed by tone, body language, dress, polish and professionalism; also focus on the words that they say. Furthermore, keep your own body language and tone in check.


Listen
This quote says it all. “What do you think is the number one complaint women have about men – they don’t listen! Now a women doesn’t really know whether the man has listened or not but the only thing that really counts is the woman experiencing being heard.” Listen to your candidates, they appreciate it and when you listen, you can make an informed decision on their candidacy.


Be compliant
Questions about age, gender, nationality, sexual orientation, religious and political affiliations and the like should be avoided to prevent legal issues. If answers to these are relevant to performance on the job, seek advice from your HR department on how to phrase appropriately. For example, you cannot ask, “Are you a US citizen?” or “Where were your parents were born?” But, you can ask, “Are you authorized to work in the United States?”


Compare Motivators & Experience to Job Requirements
If a candidate’s motivators and experiences do not match the role you are interviewing for, then the likelihood of success is very slim. To make an assessment, focus your questions on what motivates the interviewees and what skills they have to offer you. I also find that comparing them to current and/or previous super stars and failures on your team will help you determine if they will be successful or not. Example questions follow:

o “What are you top three career motivators?”
o “What was your reason for accepting your first position?”
o “What is your reason for looking outside of your current position?”
o “What was your biggest career success?”
o “What are your strengths? Please give me an example.”
o “Tell me more about your day to day responsibilities.”
o “What management style do you work best under?”
o “Describe your ideal working environment.”
o “How well do you interact with clients/team members/management?”
o “How do you handle stress?”


Use open-ended questions
Use open-ended questions to encourage more detailed dialogue. It will help you further explore their answers and fit for the role. Avoid leading questions as candidates will answer with what you WANT to hear and not what you NEED to hear. Finally, stay clear of questions that begin with “Why.” Candidates can become defensive.


Wrap up the interview with a next step
There is nothing worse for you and the candidate than not knowing the outcome of an interview. You can liken it to a small child’s wait for Santa Claus or a high school senior's wait for college acceptance letters. The uncertainty can drive a candidate to stalker status. I guarantee they can fill up your voicemail and email with unwanted inquires about next steps. Whenever possible, lay it out for them and set their expectation at the end of an interview.


Good Luck!

Candidate Survey

During the past year, we have shared thoughts with you via our newsletter, webinars, road shows and IR beat on the economy, our business and our optimism about the future. It certainly has been a challenging year for many, but I continue to believe strongly in our industry.

Providers rely on excellent HIS systems to assist in providing quality care. Additionally, they need professionals to help, install, support and enable all that an HIS has to offer. That is as true today as it was 12 months ago, and though budgets in the healthcare IT industry may be smaller, the need for top quality resources has not diminished. In fact, hiring within our clients never came to a standstill and their needs have increased with each passing month. The trend is definitely heading in the right direction. I’m encouraged to know that experts still anticipate our industry will double in size over the next five years.

I want to report that here at Intellect Resources, we’ve used this time to evaluate our services and processes, invest in professional development for our team members and introduce new programs such as our Referral Program, IR RoadShow and IR Beat to name a few. Please know we are working harder than ever to provide you exceptional customer service and earn your trust, respect and long-term relationship.

And now, I’m reaching out to you for your thoughts. Please spend a few minutes on our candidate survey so you can tell us how we are doing. I value your input and encourage you to be as honest as possible. We will evaluate each and every response thoroughly to see how we can better serve you in the coming year.

http://www.surveymonkey.com/s.aspx?sm=yAjC7XrmSo_2fj0jqWAnhYCw_3d_3d

I wish everyone much success navigating these times, and I want to hear from you whenever I can be of assistance. You may reach me at tcrenshaw@intellectresources.com or reach out to any our dedicated recruiters or account managers.