Neil Versel writes how Epic may lead, but no vendor dominates. Read More.
Tuesday
Friday
Follow Intellect Resources on Facebook!
Link: http://bit.ly/ctHnj8
Monday
Meaningful Use : Top 10 Stage 1 Challenges
FALLS CHURCH, VA – A new report names the top ten challenges that eligible professional practices must address to meet Stage 1 meaningful use criteria. Click here to read the complete article from Healthcare IT News.
More On Meaningful Use
Wednesday
Webinar Recording: Security & The Cloud for Healthcare IT Professionals
View & Amp; Listen to Intellect Resources latest Webinar as our panel of experts discuss Cloud Computing and Security in regards to the Healthcare IT Space. Special thanks to WorkXpress. http://www.workxpress.com/
Webinar Link:
http://www.divshare.com/download/11353206-bf1
Monday
Monday Morning Minute 5/10/10
Check out the Monday Morning Minute. Full of Industry Tips & Trends and our current Job Openings!
http://us1.campaign-archive.com/?u=644802b77df532e6c50b9ffcf&id=d03b33d2df&e=12db8639ed
http://us1.campaign-archive.com/?u=644802b77df532e6c50b9ffcf&id=d03b33d2df&e=12db8639ed
Thursday
May Survey Question
What is your worst Time Vampire? What task takes the most time out of your day and away from your main responsibilities? (your answer may be confidentially quoted in our next newsletter!)
Ask A Recruiter
Q: What is a contingency offer and why do some firms use them prior to hiring?
A: To keep it simple, a contingency offer is an offer that indicates a firm’s intent to hire a candidate when the time and conditions are right. In our industry, consulting firms are constantly working to identify and secure consulting engagements with their clients. When their clients express a potential need for consulting services, the firms then look to introduce talented individuals with the right skills for the job to their clients. The consulting firm starts searching for and interviewing candidates. When they find a candidate that is a good match, they may want to give the candidate a contingency offer that covers most of the hiring details up front before introducing the candidate to the client. Once the candidate has reviewed, approved and signed the contingency offer, this gives the firm a high degree of confidence that they will be able to hire this candidate quickly if their client decides that this person is right for their need. Contingency offers usually cover hiring details such as compensation, potential hire date, benefits (if applicable) and a description of the role or type of work.
Wednesday
IRRoad Show’s next appearance is this Saturday May 8, 2010 at the Downtown Technology Center in Columbus, OH.
Join the Columbus Chapter of American Society of Health Informatics Managers for its inaugural chapter meeting. Senior Recruiter Jennifer Salter of Intellect Resources will present “Managing Your Career Search”, a presentation with thoughtful tips to managing a fruitful job search. If you’d like to attend, RSVP via ASHIM. Hope to see you there.
Tuesday
Ask A Recruiter
By Tiffany Crenshaw
Q: Should I send my resume in a non-traditional way? I.e. in a chocolate box, with a telegram, etc?
A: OK, this request is being answered by a recruiter, career advisor and one who sent her own post college resumes packaged with a pizza cutter and note reading: “Let’s cut to the chase, I’m interested in working for your company.” Another version included a valentine-like resume rolled up in a scroll and bound with a faux diamond ring with the note: “I think we’d be a perfect match.”’
The resumes worked. I interviewed for more opportunities than other college seniors in my circle. However, I was a journalism major applying with marketing and advertising companies where creativity is considered an asset.
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