Work From Home / Medical Transcription | Career Training … | What …

MTinformation - work at home - medical transcription

Have you been searching for a job that you can do from home without the hours or stress of a busy office life?  With all the dramatic changes in employment going on, more people are looking to work from home.

One of these great careers is working from home as a medical transcriptionist.  Medical transcriptionists are in very high demand right now.

The great benefits of working from home are:

  1. Spending more time with your family.
  2. Flexibility with your schedule.
  3. Save on gas and tolls.
  4. Avoid traffic and long commute to and from work.
  5. Less stressful environment.
  6. Better work and life balance.

A medical transcriptionist listens to and types up dictations sent by doctors via the internet.  To become a medical transcriptionist from home you will need to get formal training via an online school or attend classes at a college. Nowadays, people are looking to take online courses since it more convenient. When looking for an online program, make sure that the school follows the approved curriculums. An online training program can be completed in 4-6 months at your own pace. As a medical transcriptionist, you can earn an average salary of 39,820 a year.

If you are interested in working at home then medical transcription is a good option.

Source: Work From Home / Medical Transcription | Career Training …

The 600 lb. position opening in the room – HireCentrix

The critical position for which you are recruiting has been open longer than anyone likes.  The issues and challenges that the hired candidate will manage are an increasing burden on the already short staff.  No one wants to say so but people are muttering that this person must not exist. You are starting to have a growing sense of futility in your best efforts. Those directly affected by this open position are turning up the heat.

You might say that this all makes no sense. After all, finding a person is what you do, right? So why then, is most of what worked for years simply failing now? The cause is inarguable.  The impact of this talent shortage is long-term for some. It is an opportunity for others. We are all subject in our best efforts to the conditions under which we apply them.

You may wonder if you somehow missed this on CNN or around the coffee pot.  Fact is, It has been staring at us for 27 years and we have ignored It or let It go unnoticed. This is what It is: a serious shortage of professional talent.  How could this be? It is a simple math problem; Baby-boomers are 76MM, Gen-X is 38MM (1/2 as big as the Boomers) and Millennial’s number; 74MM (nearly as big as Boomers). It leaves employers with the challenge of competing for talent.  The U.S. Industrial economy has been based and built upon a population twice as large as It now is.  The U.S. Department of Labor reports an unemployment rate among professionals of only 3+%. That is about statistical zero.

Many employers continue to pursue critical talent with paradigms and practices forged in a much larger talent pool.  Many job boards and their capacity to satisfy talent requirements are falling far short of expectations today. Web-centered recruiting is failing to rope in employed candidates (97% of the candidate pool).  Gen-X reports a huge complaint as recruiters often besiege them to the extent that their work now suffers.  The old technology tools will not be more effective if we just use them more than before. A surgeon using an old dull scalpel and cutting harder is guilty of malpractice. Are we using the wrong tools and practices?

Although it is logical and intuitively obvious that the aforementioned advice, some face a struggle changing up their game even when they know they must. Once an individual provides for themselves and others or even thrives doing things a certain way, it can be emotionally difficult to adopt newer or prior techniques. This is human nature. This is also the central cause of most frustrations and disappointments in talent acquisition. Radical change in acquiring needed talent is now mandated by the conditions affecting the supply of talent.

Human resources professionals are often either the architects or at least managers of the internal hiring processes and procedures from which they are expected to produce results. The Internet and some technology-based tools gave access to a pool of people from which they could select potential candidates. More specifically, job boards, social media sites and professional associations became a widely implemented replacement for direct recruiting. While the population was larger (prior to the exodus of baby-boomers) , the results gained from “electronic recruiting” were acceptable and frankly, addictive. The use of these resources became commonplace. The inarguable math problem of a shrunken candidate pool has been the central cause of diminished results coming from the aforementioned alternative to direct recruiting.

The term, “passive candidate” was birthed indicating a person who is not actively seeking a new opportunity. Technology seemingly offered a passive pathway to finding talented people. This of course was very dependent upon the expectation that those people sought were both on those sites and maintaining a current profile. The professional workforce is much smaller. This is the result of two major causes; first, the biggest cause of workforce reduction is the exodus of baby-boomers, second, the remaining professional workforce is working longer hours with fewer resources.

Generation X is now the predominant professional workforce population. Unlike their predecessors, they, as a demographic group, had twice the number of children. This fact resulted in a Gen-X population that more likely places family and quality of life ahead of maintaining a current professional Internet presence. The proof of this is found by visiting a professional social site and seeing how outdated and inactive many profiles have become. Electronic recruiting seemed a hand-to-glove fit in finding passive candidates due in part to the passive nature of applying it. Replacing an approach and its tools that falls short of finding a critically skilled person is mandated by the very real conditions existing today and are projected to remain through this decade.

A key position remaining open for months (or longer) is widely reported. The inherent costs of a vacancy for any role have been recognized for many years. The less realized cost lies in other negative impacts that are equally or more costly than lost sales, rising costs and competitors delivering new products ahead of your organization. Another damage factor that is often overlooked is the loss of confidence by current employees who are also aware that their employer is not attracting crucial talented people. This does lead eventually to attrition of existing employees compounding the problem. The U.S. Department of Labor and Bureau of Labor Statistics display mathematical evidence that is impossible to argue. Dire predictions of shortfalls of professionals in our U.S. population indicate that millions of professionals possessing needed experience and skills increases daily and will likely result in millions of positions left unfilled in the coming years simply due to a lack of people in our population.

Doubling down in the use of the Internet and passive recruiting is a very bad bet. By now, it seems that this author is predicting a crisis and I absolutely see it simply based on the math. The answer and solution to prevent being caught off guard by the population realities lies in an overhaul of talent acquisition practices. The successful resolution that prevents and immunizes an organization in a very tough spot without the people they need lies in adopting an active, not passive internal hiring process.

For many employers, the very notion of actively and directly recruiting employed professionals has been avoided. A myriad of reasons stand behind this avoidance. I am not arguing against the validity of the reasons. I am saying that both internal and external talent acquisition and recruiting evolution is needed, now. Being a force that is to be reckoned with by your competitors today and for years ahead will, in large part, be achieved by active and creative changes in how needed professionals are discovered, approached, managed and hired. The means to change begins with accepting the rational reasons for it. Changes in practices, laying aside ineffective resources and tools and accepting the realities driving change must be the starting point.

Employers must move out of the comfort zone brought by technology-based practices and accept the mandate of a hands-on process that involves more people within their organization. Today’s discerning candidates are far more investigatory than their predecessor generation and that requires an organization to recruit first-hire later. This is commonly a reversal of practices and opinions of what has been done to attract and retain talented people.

Third-party recruiters must adopt equally effective, hands-on practices that can be synchronized with their client employers’ internal process. Both groups already know that something is not working. Many employers report to us that positions have remained unfilled for many months and in some more complicated roles for over a year!

Sticking to a broken system is a recipe for more frustration, deeper losses and failures that no one wants.  Change is never right or wrong but simply inevitable.

Our firm adopted the use of appropriate technology tools when they were introduced and resulted in discovering a larger number of candidates. They were never a replacement for our direct recruiting skills, process and proven expertise. We recognized from the onset of both the Internet and automated assets that they could never replace the ability to communicate to a very talented professional a vision of opportunity and manage a process that resulted in a critical position filled with a highly qualified, motivated candidate. In our over fifty years of executive search we have seen many conditions and created solutions. We have as any successful enterprise has, evolved in our application of new tools and modified practices to perform effectively under changing conditions. We never lost sight of the fundamentals that are timeless and are only enhanced at times by new tools and practices.

We strive to provide a distinctly better service to our clients by the application of our process and expertise. We often assist our clients in their own internal adjustments to aid them in being competitively effective in gaining critically skilled and crucially required professionals. Many of our clients, when we first engage with them, are unsure of why they are not succeeding in their recruiting opportunities. By becoming an extension of our client and its culture to the actively employed talent pool, we create the solutions our clients seek. Our deeply detailed and fully engaged process delivers candidates who commonly remain an asset to that employer for many years.

Today’s conditions are causing wide frustrations and confusion about recruiting the talent an organization needs. Our process is very different from most but simply put, “It works.”

We are serving clients who, because of our process, are gaining critically talented people from a limited pool, ahead of their competitors.

If your organization has a need that our expertise can resolve, we are ready to be of service. The results will surprise and delight.  The adjustments required we will make far less painful.



Doug brings thirty-five years of expertise in recruiting, personnel services firm ownership, and industry leadership.  He has personally trained and assisted in the establishment and continued growth of more than 400 recruiting firms worldwide.

Doug is currently owner and president of the Douglas Howard Group, a professional recruiting firm and a training services company.  

As an executive officer of an Ohio based major international franchisor for nearly ten years, Doug has transformed and expanded successful businesses and owners worldwide.  Prior, Doug was owner and president of three successful contingency, temporary and retained personnel services firms in Ohio. 

Doug has held the title of CPC; certified personnel consultant (NAPS) since 1981, CSP since 1999. Doug is a past-president of the Ohio Search & Staffing Association. He holds a seat on the advisory board of the National Association of Personnel Services.

What qualifies Doug Beabout as a Talent Acquisition and Executive Search Consultant?

·      Over three decades of experience hiring professionals that resulted in the creation of collective applicant compensation of over $2,500,000 annually.

·      Successfully researched over 750 industrial markets resulting in establishing economic indicators, contacts and intelligence on near term and future initiatives and challenges

·      Prepared over 39,000 professional resumes/CVs/presentation matrixes resulting in establishing an employer interview

·      Researched over 4,200 new communities to reveal the facts regarding amenities, cost of living data and satisfy the needs of thousands of family members

·      Prepared over 3000 professional candidates/applicants and employers for interviews that resulted in gaining new employment for the applicants

·      Successfully negotiated over 3000 accepted offers of employment resulting in over $80,400,000 in starting salaries and $105,900,000 in total compensation with bonuses.

·      Coached, trained and advised candidates and employers in professional hiring projects that resulted in over $1,200,800,000 in employee contribution to employer revenues

·      Published author, speaker, trainer across the globe since 1989


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First Phase To Certify New US Space Transport System Completed

NASA’s Commercial Crew Program and industry have completed the first step in the certification process that will enable American-made commercial spacecraft safely to ferry astronauts from U.S. soil to and from the International Space Station by 2017. The completion of the Certification Products Contracts (CPC) marks critical progress in the development of next-generation American space transportation systems that are safe, reliable and cost-effective.

“We’re making great strides toward returning human spaceflight launch capability to U.S. soil,” said Phil McAlister, director of Commercial Spaceflight at NASA Headquarters in Washington. “This certification is important to ensuring our crew members have reliable transportation to and from the space station where they are conducting research essential to advancing human exploration farther into the solar system.”

Under the contracts, The Boeing Company, Sierra Nevada Corporation Space Systems (SNC) and Space Exploration Technologies (SpaceX) completed reviews detailing how each plans to meet NASA’s certification requirements to transport space station crew members to and from the orbiting laboratory. NASA awarded the contracts totaling $30 million in December 2012.

“There’s more than one correct way to build a spacecraft, and CPC has been an invaluable learning process for our industry partners and the agency,” said Kathy Lueders, NASA Commercial Crew Program manager. “It is extremely exciting to see the unique approach each company brings to the table.”

Throughout the CPC process, the companies provided plans to show safety has been a key element in the design of their spacecraft and demonstrate how their systems will meet NASA’s performance requirements.

“It’s allowed them to mature their plans and gave us additional insight into each company’s approach,” said Ed Burns, systems engineering and integration acting manager for NASA’s Commercial Crew Program. “It also gave our NASA team and the partners a chance to work together towards certifying their systems.”

The second phase of the certification process, the Commercial Crew Transportation Capability (CCtCap), is open to any company with system designs at a maturity level consistent with the completion of the first certification phase. NASA will announce one or more CCtCap awards later this year.

This second phase will include at least one crewed flight test per awardee to verify the spacecraft can dock to the space station and all its systems perform as expected. Contracts also will include at least two, and as many as six, crewed, post-certification missions to enable NASA to meet its station crew rotation requirements.

Although CCtCap will enable NASA to acquire a capability to transport crews to the space station, NASA intends that U.S. providers market and use their systems for other customers.

Medical Billing And Coding Certification Exam Secrets | Bravo Bug …

Courses can incorporate the study of subjects which include keyboarding, healthcare terminology, insurance claim procedures, physiology, anatomy, health-related workplace terminology, and lots of other connected courses. You might be entrusted with private and personal information and facts to make sure that the information and facts captured is an precise record of what is dictated. On the internet classes are far better should you are self-disciplined. Only by means of perseverance and steady planning can you reach your career. Subsequent, the specialists who had at least five years of knowledge in the field earned sixteen dollars and sixty 3 cents per hour or virtually $36K annually. work from home medical billing Making certain this information is entered appropriately is essential since that is how the health-related profession is paid for carrying out their jobs. National certification exams are conducted by three reputed organizations; it consists of American Medical Billing Association (AMBA), American Academy of Expert Coder (AAPC), and American Health Information Management Association (AHIMA). It is absolutely worthwhile for a coder to acquire certified as this will likely enable immensely in acquiring a greater salary. The inpatient coders are accountable for the patients’ health-related records upon their admittance for the hospital. These two certifications would be the “Certified Skilled Coder” credential (commonly referred to as the CPC) and also the “Certified Coding Specialist” credential (generally referred to because the CCS).

But take into account that expanding a medical coding enterprise is not as very simple as having educated and throwing up your shingle. Some of the high priced software consist of capabilities such as laboratory fee calculations, durable medical equipment charge calculations, creation of custom charge schedules, and search tables for neoplasm, drugs, and chemical compounds. It provides a good salary, fantastic job possible, and nice environment for you to operate in. Additionally they have possibilities to carry out coding assignments within the laboratories below their instructors’ supervision. With 2 decades of experience you’ll be able to anticipate a salary in the $55,000 every year range.

The fact that newbies are entitled to a salary bracket closer to that earned by reasonably knowledgeable medical coder is often attributed to larger educational qualification. You are able to contact your nearby banks and credit unions for additional facts and prices. Precise medical coding promotes efficient medical billing and appropriate reimbursement, keys to smooth workplace or hospital operations. This ensures that the coder assigns correct codes and service levels for the procedures performed and supplies utilized to treat the patient through each visit. Medical coding software program also helps coders to determine the accuracy of healthcare bills thus ensuring correct payments in the individuals or the insurance providers.

A medical coder needs to be well-versed in medical terminology, and can need to be acquainted with all the codes. Before being regarded for a operate from residence medical coding job you will discover a number of things a single should do. In the course of this frame of time, one need to be extremely committed, hardworking and willing to find out and accept all sorts of guidance and challenges to be nicely ready for your future. The point here will be to negotiate a turn-around time that tends to make you profitable and pleases your customer. Medical billing is usually a profession that is very demanded.

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••• Job vacancy for Achievers Spot Recruits 2014 Passed Out …

About Achievers Spot

Achievers Spot is a Well-Established Healthcare Service Provider in Chennai for Dedicated, Hard Working and Focused Individuals. We are looking for Life Science Graduates with Dedicated, Hardworking and Focused Individuals. We Offer Medical Coding Trainee Jobs in US Healthcare BPO.

What is Medical Coding?

Medical Coding is the process of conversion of text information related to healthcare services into numeric Diagnosis (Medical Problems) and Procedure (Treatments) Codes using ICD-9 CM and CPT code books.
Healthcare, including Medical Coding and Billing, will generate three million new jobs through 2016. That’s more than any Other Industry.

Healthcare Providers need efficient Medical Coders for HIPAA Compliant Claims filing and reimbursement.

Any Pharmacy Graduates and Post Graduates (B. Pharm, M.Pharm, D.Pharm, Pharm D.)
Pay Scale: 9500/- to 13000 per month initially with assured career growth (Incentives & Benefits as per Corporate Standards)
Career Growth:
Excellent opportunity to enhance your career by getting CPC(Certified Association of Professional Coders) and AHIMA(American Health Information Management Professional Coders) and CCS(Certified Coding Specialist) Certification from AAPC(American Association) respectively.

CPC, CCS – P Certification Training is also provided for Freshers and Experienced Coders.

Placement Locations: Chennai, Trichy, Bangalore & Hyderabad

Placement Details:

Placement is provided to All Candidates Successfully Completing the Training Program in Leading Healthcare MNC BPOs.
More than 1500 Candidates are placed in Leading Healthcare MNC’s across India.