More Resume Fodder..

In my previous post about creating impactful resumes (Resume Tips - How To Make Your Resume Stand Out - 9/27/2011) I discussed how to format a resume, use key-words and other misc tips.  I'd like to elaborate on that today and bring attention to the cover letter and what information goes where.

I often have candidates apply for positions with resumes that do not show the appropriate skills for the position.  When I go back to them for more information on their qualifications I occasionally hear "that information was in my cover-letter".  At times I haven't even received their cover-letter.  Why would one want to put significant skills information on a cover letter and not include it in the body of a resume? [that is a rhetorical question]  Generally when a candidate submits their resume to a recruiter that resume is uploaded into a "Candidate Tracking" Database.  If the "cover-letter" was written in the body of the email and not sent as an attachment it often does not end up in the database, so that information is lost forever, particularly depending on how well the recruiter makes notes in the candidate file. 

A cover letter should house the following information and never be longer than 2 or 3 paragraphs:

• Highlights of background and achievements (pertaining to the job description)
• Salary or compensation desires
• Willingness to travel or relocate (pertaining to requirements of the job)
• Date of availability
• Reason for interest in the position

Any of the highlights you provide in regard to your qualifications should also be on your resume.
The cover letter should only bring them to the attention of the employer as a teaser so they actually review your resume. 

Resume content is extremely important.  You never want to be too wordy but you also want to make sure you're representing your qualifications thoroughly.  Below are two examples.  Both from the same candidate.  The first one was from the initial resume, the second was from the re-vamped / updated resume.  I've included a brief job description to show what the candidate had applied for:

Job Description:  12 month engagement for an experienced Cerner CPOE Trainer. 
Must have:  At least 2 years of recent Cerner CPOE training in a classroom and elbow to elbow environment, must have excellent communication skills, particularly with Physicians.  Must have prior curriculum build experience.  Clinical experience a plus but not necessary.

Old Resume:
XYZ Healthcare System  2010 - Present
Implementation Consultant
>Go-Live Support and Training
>Order entry with CPOE
>Both on-site and virtual training of staff

Updated Resume:
XYZ Healthcare System  2010 - Present
Cerner CPOE Trainer
> Classroom, Shoulder to Shoulder and web-based training of over 1200 Clinicians and Physicians for a 3 hospital Cerner CPOE go-live.
>Assisted with development of hospital training materials and curriculum development utilizing Adobe Captivate.
>Involved with multiple disciplines : Pharmacy, Surgery, Radiology, ED and NICU.
>Responsible for teaching schedules, go-live schedules and communications.
>Provided workflow and gap analysis
>Exposure to and understanding of: FirstNet, SurgiNet, PharmNet, RadNet, along with PowerChart, PowerNotes, PowerPlans, CPOE and LightHouse.
>Proficient in Microsoft Suite / Tools
>Proficient in Order Entry

See how much more information the 2nd example gives without being over-whelming?  A Recruiter can confidently send the 2nd example to their client knowing the client won't come back to them with a multitude of questions on how that candidate is a fit for their job opening.

Always keep in mind that we are now living in a virtual world and you no longer have the luxury of handing your resume to your prospective employer face to face.  Your resume must stand alone and sell your qualifications.  If you've done it and it's relevant to your desired employment... LIST IT!  When in doubt, ask a qualified recruiter from your industry to review your resume and provide you with suggestions.

Happy Hunting!


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"You Hang Up!" ~ "No... YOU Hang Up!"

When seeking a new employment opportunity, it is often difficult to determine when you should pick up the phone and call someone or simply communicate through email.  For some people, it's also difficult to determine when to hang up the phone once you've gotten involved in a  conversation, but more on that later. 

Let's start with picking up the phone.  If you, as a candidate, have reviewed a job description that interests you... whether you received it through linkedin, or email or you noticed it on a job board you should NEVER engage in a lengthy back and forth over email.  ALWAYS include your resume with your initial email.  NEVER send a one question email without a resume such as:  "I am interested in your job posting, how much does it pay?" (or where is it located or how long is the engagement etc)
Once the recruiter has had time to carefully review your resume, they will either call you or email you back if they are interested in moving forward.  When you receive their communication; schedule a time to speak with them on the phone.  Make sure you write all your questions down so you are prepared to ask them when you get them on the phone.  Going back and forth via email is a waste of every one's time.  If a recruiter that you have not worked with before is willing to submit your resume to a position without speaking with you on the phone that should be a huge red flag.

Now... about hanging up the phone...we have all had conversations that feel like they may never end... by the time you're able to hang up the phone you are exhausted from the call and feel the need for a nap, or a stiff drink.  Those dragging, tedious phone conversations should not happen on business related calls, particularly in an interview type of situation.
You should never hesitate to ask all the questions you have to ask to determine if the position is going to be a proper fit, however you should avoid getting off on too many rabbit trails.   You should also avoid any negativity whenever possible.  Berating your old boss or a prior client location is never a good topic of conversation.  Once you have your questions answered and the recruiter has had their questions answers, and you are aware of the next steps (resume will be submitted or 2nd interview will be scheduled etc) you should end the call.  Sometimes it can be difficult to bring the call to a close when the person on the other end is barely taking a breath in-between sentences.  These situations are why I've always been a fan of the UP FRONT AGREEMENT or UFA..  The UFA goes down something like this:  "Ring... Ring... (candidate:) "Hello"... (recruiter:) "Hi Jane! I'm calling you for our scheduled 3pm conversation to discuss the XYZ position with you.  I have 30 minutes to talk to you today and I want to make sure I am able to answer all of your questions before we get off the phone, so lets get started."    Either party on the line can initiate the conversation with an UFA.  What the above example accomplishes is to provide the other person with the knowledge that you are interested in them and what they have to say, but that you only have a specific amount of time to take care of business.  [this also works well on personal calls... lets say Aunt Bonnie is calling, you see her # on caller ID... the woman just never shuts up, but you love her and feel bad when you don't answer her calls.  Just pick up the phone and say "HI AUNT BONNIE! I'm so glad you called, unfortunately I have to leave in 15 minutes for {whatever excuse will work here}.  I didn't want to miss your call, I'm sorry I dont have longer to talk this time....]

The flip side of a dragging phone conversation is hanging up too early, and admittedly this is normally done on the recruiter's part.  Frequently I have candidates thank me for taking the time to really talk with them and answer all their questions.  It appears to be a growing trend that recruiters call candidates, spew out information about a position they assume the candidate is a fit for and then ask if the candidate wants to be submitted, if not they hang up the phone.  I call this the "Wham, Bam, Thank you Ma'am" mentality.  Recruiters cannot possibly represent a candidate without having a good idea of personality, work history and skill set.  If you receive this type of treatment, find another recruiter.  There are just about as many recruiters in the industry as their are consultants/candidates now, no reason you can't find a few that will treat you with respect and integrity.

So... to sum it up:
1.  If you want answers about an opportunity, whenever possible pick up the phone, don't have a bunch of back and forth on email.
2.  If you are working with a new recruiter always send your resume in your initial email.
3.  When you do get on the phone, focus the conversation to business and try not to get off on too many rabbit trails.
4.  Use the UFA (Up Front Agreement) to set the tone and time limitation for the call.
5.  Expect respect and give it as well.

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How to Chose the Right Opportunity - Job Selection

Not so many years ago candidates in the Healthcare IT Industry called Recruiters to find new positions.  Now candidates are receiving calls from multiple recruiters with a variety of opportunities.  With national unemployment high, this industry is a great place to be.  One of the major issues for qualified HCIT Consultants is how to choose the right position or engagement that will not only enhance their resume but offer conveniences like; short commute times, high pay, perks such as benefits, bonuses, company credit card etc and provide a good working environment.

Since we've discussed how to find and work with the right Recruiters and Agencies in a previous blog I won't touch on that now.  What we want to focus on is how to go about accepting the right position and navigating the process with grace and professionalism.

From a recruiter's standpoint, waiting for the client to make a final hiring decision is just as frustrating as it is for the candidate, particularly in the current climate. When candidates are entertaining a multitude of opportunities, putting them on hold until a client makes their decision is not a good practice, because they can easily accept another role.  However, as a Consultant... if you have been interviewing for a variety of positions that interest you, PLEASE be honest with each recruiter you are working with.  Providing the following information to each recruiter is considered a professional courtesy:
1.  Number of other positions you are interviewing for
2.  How far along in the interview process you are with those positions
3.  What those opportunities do or don't have in comparison to their opportunity
4.  How close you are to offer stage with those other companies.
5.  When you have accepted another offer.

Keeping everyone informed can actually increase your chances at landing the positions you are most interested in.  If your recruiter knows that you are in the final stages of the interview process for another position, they can contact their client and encourage them to move things along more quickly, they can also potentially obtain a pay rate increase or other perks of interest. 

A MAJOR faux pas is accepting a position and then accepted another position only to decline the initial position shortly before or after the engagement has started.  Every recruiter I know has at one point or another had to tell their client that the consultant they expected to start on Monday has decided to take another position.  This action will normally get the consultant black listed from the agency / consulting firm and from the hospital / healthcare system. 

As a consultant, if you have been interviewing for a variety of engagements and are aware that more than one of them will be calling with offers, it is best to alert all the recruiters and put each on hold until a final decision is reached.  For instance:  You are actively in the interview process for 3 positions with 3 different recruiters.  Each position has reached the final interview stage and you are feeling confident about 2 of the 3.  You have called each recruiter and made them aware that you are in the final stages of interview for a number of roles.  On Monday of the following week recruiter #1 calls you with an offer, you are open to accepting but would prefer recruiter #2's position.  You should let recruiter #1 know that you anticipate another offer and would like 48 hrs to make a final decision.  Normally that should not be an issue and recruiter #1 will call their client and let them know.  You should then call recruiter #2 and #3 and let them know you have an offer on the table and must provide an answer by Weds.  Both recruiters can then call their clients and let them know, giving their clients a chance to extend an offer before your deadline.  It is poor business to accept the offer from recruiter #1 and then 2 days later when another offer comes in that provides a higher rate, or is a shorter commute etc, you then accept that offer and call recruiter #1 to let them know you have decided to take something else.  This leaves recruiter #1, their company and their client in a lurch.  By accepting a position, you are making a commitment to both the recruiting company and healthcare system for the duration of that engagement and should follow that commitment through.  (When considering permanent positions the rule of thumb is the same, put the first offer on hold until you can consider the other potential offers)

Everyone benefits from an open and honest relationship, especially now when so many employment options are available.

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Applying Online ~ AKA The Resume Blackhole

How many times have you applied through a company web site never to hear a response?  Perhaps you've applied through a company web site and received a call from a recruiter months later after you've already landed a new position? These scenarios are all too common, particularly in the Healthcare industry.  Applying through a hospital web site can be akin to circular filing your resume...pointless. 
With that being said, do continue to make the effort to upload your resume via company web sites, but also back up your efforts with the following suggestions:
> Search Linkedin to locate the probable hiring manager for your desired position (ex: IT Director of XYZ Hospital) and reach out to them directly on linkedin.  Let them know you've applied online and would like to also send your resume to the appropriate person via email as you are very interested in the specific position.
> Review the original job posting that drove you to the company web site for a name of a Recruiter or Hiring Mgr.  Wait 1 week after applying and then put a call in to that person to find out if you are being considered for the role.  Many sites will specify NO PHONE CALLS, if this is the case you can usually google and figure out the email string for the company and then email the person instead.
>Make sure you keep a spreadsheet with the names of the companies you have applied to, the date you applied and the method you used to apply. 

Keep these things in mind: 
If your qualifications do not match the requirements of the position it is likely you will not be chosen and your efforts will be time wasted. 
If your qualifications are a close match but you are missing one or two of the requirements, when you follow up be prepared to give an over-view on why you'd be a good investment for the company even though you are lacking certain skills or experience.
If you've made the effort to follow up 2x and still have not received a response, check that position off your list and let it go.
Remember that HR Departments and Recruiters receive as many as 100's of resumes a week.  It takes time to go through them all.  If you have not received an personal response (automated emails don't count) within a few weeks of your submittal, it is unlikely they will be moving forward.

In today's electronic age when we rarely hand a resume to someone face to face anymore, navigating the virtual process can be frustrating, especially when you're confident that your qualifications are exactly right for the role you are applying for.  Hopefully by using the above contact methods you will increase your chances of an interview.


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The Importance of Keeping Appointments

This really should be a "given" but for some reason it is often over-looked.  When a business appointment is made, that appointment should be kept and if for some reason a person is unable to attend, plenty of notice should be provided to all parties involved.  This is imperative when it comes to interviews.  As a candidate, you rarely have more than one shot to make a good first impression and that is in the initial interview.  If you miss your initial interview, whether it is by phone or in person and you fail to provide advance notice, you can assume that the potential employer will not offer you another chance to interview.  Unfortunately I've seen this happen a number of times and it never bodes well for the candidate.  Yes we're all extremely busy, but that is no excuse to completely forget an interview. 
Scenario:
You have a phone interview scheduled with a potential employer, you suddenly get called into an unexpected meeting.  You:
A.  Grab your notepad and hustle into the meeting figuring you'll call the interviewing company later.
B.  Figure "screw it" the interviewing company will call you back, they couldn't possibly walk away  from your excessive expertise.
C.  Think "Oh well" there are so many jobs in the market place right now, if I lose this one, no big deal.
D.  Tell your current colleagues you'll be with them in just one moment and either pick up the phone or send an email to the person that scheduled the interview and let them know you will need to reschedule.

Obviously the correct answer is D.  Unless you've been abducted by aliens or you're completely incapacitated there is no excuse for not providing notice if you need to cancel or reschedule. Missing a scheduled interview with out providing notice is completely unprofessional.  By blowing off a scheduled interview you are wasting the time of the person that was to conduct your interview and potentially wasting the time of the person that was responsible for scheduling the interview as they work frantically to track you down and find out why you aren't available.

Even if you are going to be delayed by 5 minutes or more, call or email in advance and let people know. Again, this professional courtesy goes both ways... the person conducting the interview should also provide advance notice of cancellation, delay or need to reschedule.  I wont stand in a glass office and throw stones, I've been guilty of missing an interview I've scheduled with a candidate a few times over the years and I own up to it.  If you miss an interview, best to be honest and then grovel if the position is important to you.  Sometimes you'll get an understanding person that is willing to reschedule. This goes back to one of the oldest rules of all time... Do onto others as you would want them to do onto you.

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The Art of Articulation

Lets discuss articulation: - n   the act or process of speaking or expressing in words.
Whether you are interviewing via the phone, video or in person.... or presenting information to a group of people in the workplace, being able to articulate yourself in a clear and sensible manner is extremely important.  This post is in no way aimed at persons with speech impediments or heavy accents, the focus of this post is to bring attention to the way we communicate with others and how our communication tendencies can hinder us while seeking employment or in our current jobs.

How many times have you been involved in a discussion with another person or listening to a presentation and been annoyed by the "fillers" the person is using; "and", "um", "ah", "understand" etc?  Sometimes it isn't just single words or sounds, but full phrases that are repeated over and over again such as; "You know", "Like I said", "get my drift".  We aren't going to delve into the hidden psychological meaning behind the reason this happens, but put an effort into making sure we eliminate it from our own speech patterns along with a few other tweaks to assist in gaining the listeners attention.

Years ago when I was a member of a weekly business networking group, part of the process was to stand up and give a 60 second "commercial" about the company you were representing.  During the time that I was a member we were fortunate to have a Toastmaster as part of the group.  This woman was relentless!  Each time someone stood up to give their schpeel she would make a loud buzzer noise if they used a filler.  Needless to say it didn't take long to eliminate the fillers from our speech patterns, but sadly... we don't all have a Toastmaster following us around to yell "UUUNNNNNNTTTTTT!" each time we get hung up on what we're saying.

Many people become uncomfortable with the quiet moments in between points or topics.  They have a need to fill every silent space with a sound... my lovely Mom has a habit of saying "and that" when there is a lull in the conversation.  She's done it forever.  I'm not even sure she notices she's doing it, and while it drives me nuts, I've never had the heart to bring it to her attention.  But, having a conversation with a family member is much different than trying to make a positive impression on a potential future employer or a room full of colleagues. 

To help eliminate this bad habit from your conversations, the next time you interview or do a presentation record it.  Then listen back and pay attention to whether or not you are using fillers.  As soon as you become aware of it, you'll begin to notice when you're doing it and eventually you'll stop.

Here are a few other things that you should be conscious of when you are carrying on a dialog or conducting a presentation:
> Misusing words.  I'm a firm believer in increasing one's vocabulary, but make sure you have a firm understanding of a new word before you go throwing it around in public!
>Going on and on and on and on and on (you get my drift).  It's great to listen to someone that has real passion for their topic of discussion, but keep in mind that not everyone may share your passion, so find a balance between getting your point across and talking too much.
>Tone of voice and inflection. Have you ever found yourself drifting off into a day dream when listening to someone else?  Their tone is flat or they are completely monotone, or they speak so quietly its almost like a lullaby instead of a dialog?  To learn more about your tone of voice, record yourself in a normal conversation and listen to it... then make any necessary adjustments. Inflection is  the modification of a word to express different emotion.  Remind yourself to be upbeat, you don't have to be Tony Robbins but work at showing some enthusiasm when you speak.

Public speaking and professional speaking is a learned skill, not many people come by it naturally.  With a bit of effort and training you can learn to captivate.... instead of annoy.... any audience.

Where Oh Where Has My Resume Gone?

Where is your resume going?  Why is it important to know?  I've touched on this topic before when discussing important questions to ask your recruiter, and feel it is worth more attention.
Experienced Healthcare IT Consultants often receive multiple calls and emails from industry recruiters on a weekly basis.  Sometimes it is difficult keeping all the information straight, but 2 things are imperative:  1.  You should always keep a spreadsheet to track where your resume has been submitted.  2.  You should always know the name of the client where your resume will be sent.

Why are these 2 items so important?  For starters.... for your own sanity.  It is bad practice to apply for multiple opportunities without tracking your process.  What if you have spoken to 4 different recruiters from 4 different firms about 6 different opportunities that may be a fit for your qualifications?  Along with all the other things you have to remember on a daily basis, are you really going to remember which recruiter posed which position to you with what requirements without writing it down?  What happens if Recruiter A calls you to request a client interview and you get it mixed up with the job description Recruiter B gave you about another opportunity?  How will that sound in interview?  How will it look if you say to the recruiter "what was the job again?" Not very professional at the very least, and at the worst, like you're interviewing for anything that comes along.  I have a hard time remembering scheduled conference calls, let alone all the information involved in job descriptions, thank goodness for outlook calendar and databases!

Another faux pas made by people in the employment search process is to give a recruiter permission to submit their resume to a client without obtaining important information about the client.
Before you allow a recruiter to submit your resume you should ask these 3 essential questions:
A.  What is the name and location of the client?
B.  Do you have a contract with this client?
C.  When should I expect to hear back from you about next steps?

Here are a few situations that may arise when you have not asked the above questions.
(A) By not knowing the name and location of the client these scenarios may arise:
>The recruiter submits your resume to the client and it turns out it is a facility that you have NO desire to go to.  (due to location or culture or other reasons, by knowing in advance this saves you, the client and the recruiter time and energy)
>There are potential non-compete issues; for instance, because you were recently employed by a consulting firm and the position is with one of their clients or you were at that facility previously and it isn't listed on your resume. (or various other scenarios with non-compete contracts, again saving you, the Recruiter and the client valuable time)
>Another recruiter from a different firm just submitted your resume to this client 3 days ago. (Many clients that receive the same resume from different sources will throw out the resume, feeling that the candidate is not worth their time) With the shortage of qualified personnel in the Healthcare IT Industry, many Healthcare Facilities and Consulting Firms are working with multiple staffing vendors to fill their roles, so you may be approached my more than one recruiter about the same opportunity.

(B) Why it's important that the Staffing or Consulting firm have a contract with their client:
>If the recruitment company doesn't have a signed contract in place with the client it is very possible you will never receive a response on your resume, or if you do get into the interview process it may take weeks for an offer to be finalized while you wait for the contracts to be approved.
>You may get a call the following week from a Recruiter with another firm that DOES have a client contract in place with the same facility you've already been submitted to, but you now have to avoid a duplicate submittal and must continue working with the first company.

(C)Why knowing when to anticipate follow up is important:
>When you end the conversation with a recruiter without having an idea when to anticipate follow up, you may never hear back from them.  One of the chief complaints I hear from candidates is that they had an interview with a recruiter who promised to submit their resume to a client and they NEVER heard from the recruiter again. 
>Some clients are great about immediate response, others can take weeks.  A good Recruiter will know their clients and be able to give you an idea of their normal response time and what to expect for next steps in the interview process.

There are no good reasons for a recruiter to keep their client confidential.  If a Recruiter refuses to divulge the name of a client, find someone else to work with.

I've had the following situation arise many times over the years, you definitely do not want this to happen to you:
I speak to a highly qualified candidate about a particular position, describe the responsibilities, job title, discuss pay, travel, client information and all the particulars, only to have the candidate say "I am very interested but think I may have been submitted by such&such company for this job last week.  I'm not sure, they didn't give me the name of the client or the exact location but it sounds similar."
I then inquire if they have received any response from the recruiter since then and they say "No."  This puts us both in a tough situation.  I shouldn't forward their resume to my client, because if I do, and in fact the other recruiter did as well, the client is likely to disregard the candidate all together. Unfortunately the candidate isn't getting feedback from the other recruiter and has no way of knowing who their client is or if they even have a contract with that client because they didn't ask. The candidate may also may miss out on a great opportunity if my client is not the same client as the other company but we do not submit their resume because of concerns that it might be.
By taking the extra time to ask those 3 important questions you will be saving yourself and the recruiters you work with valuable time and energy.

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Who Knows You're Looking? Marketing Yourself.

We all market something everyday, some of us get paid for it in typical sales & marketing roles, the rest of us market all sorts of things free of charge via word-of-mouth.  When is the last time you chatted with a friend or relative or co-worker and recommended a restaurant or movie or a product you've used?  Each of us do it on a regular basis, we're great at telling someone why they should try "Joe Schmoes" down the road and what a great experience we had there and how fabulous the food was..... but how good are we at marketing ourselves?  If someone put you on the spot and asked you to market yourself and your qualifications in the same fashion... could you do it?  If you are seeking new employment, do you know how to talk about it and who to discuss it with? 
Some of us are accustomed to working contract engagements and have probably built a strong network of people that can be contacted and networked with each time we are seeking a new gig.  Other professionals have spent years working with the same employer and might not readily know who in their list of contacts can assist them in finding a new position.

Lets start with the basics and assume you are looking for a new job, whether it be a contract engagement or full-time / permanent employment.
Lets also assume you've updated your resume and made it eye-catching! (for more information on how to build a great resume see my previous post on that topic)

Your next step should be making a list of all your contacts that could potentially help you land your next position.  Whether you prefer a spreadsheet or a legal pad and pencil, start making a list of EVERYONE that you have come in contact with that might either have a lead for you or may be interested in hiring you.  Here is a list of ideas that might spark a name or two:

• Present & Past Co-workers, Managers and people that have reported directly to you.
• People you have met at industry conferences, trade shows, etc (like HIMSS 2012)  Break out those business cards you've been gathering over the years.
• Your list of Linkedin Contacts that are in your industry.*
• Any family members that have an understanding of what you do and may know people in similar industries.
• Any long time friends that work in similar industries
• People in business groups that you belong to (such as ASHIM or AMIA etc)
• People in your groups outside of work (Yoga, Mommy & Me, Zumba, the Gym, Fantasy Football) 

Once you have made the list, determine who you have contact information for (phone or email).
When creating an email DO NOT send a mass email!!  It appears unprofessional and even if you've taken the time to BCC instead of CC each person on the list, it won't be personal and many people may disregard it all together.  DO take the time to address individual emails to each person and include your resume, what type of role you are seeking, if you are open to relocation or want to travel etc, how soon you will be available and the best way to contact you.  If you are keeping this search confidential from your current employer you may want to remove the current employer name & info from your resume or at least make a point of mentioning that your search is confidential in your email.  For the people on your list that are closest to you, take the time to call them in person and discuss your search prior to sending your resume.  When preparing for your conversation make sure you can articulate your best qualifications, the specifics on what you're looking for and if necessary your salary/rate requirements.  ALWAYS steer clear of negative chatter, do not bemoan your current situation, do not complain about your bosses, co-workers, current responsibilities.  Be up-beat and focus on the positive.

After those tasks are complete you should be left with the names of people you do not have current contact information for.  Search for these individuals on linkedin and if you are not already connected, connect with them.  Now that you have access to them you can communicate about your job search.  *In regards to utilizing linkedin to market yourself.... start by doing an "advanced search" for people, use a few key words that will target people you are connected with in your industry (i.e.: Cerner, RN, Informatics) and reach out to all your first connections that result from the search. (Make sure you check their current employer before you send them your information in case you have worked there or do not desire to work there).

Marketing your skills should be as easy as marketing your favorite restaurant.  No one knows your qualifications and experiences better than you do!

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Employment Models: 1099, W2 Hourly or Salaried, which is right for you? UPDATED for 2024

An important question during most interviews in the Health IT industry is: Do you prefer W2 Hourly, 1099 or Salaried employment? Normally the candidate will understand the distinction between Salaried employment and W2 hourly or 1099 /"C2C" (Corp to Corp), but many questions arise during this part of the interview as the candidate tries to determine which scenario is best for them, particularly if it is someone that is new to consulting.

I won't delve much into salaried employment, which is pretty self-explanatory. Salaried employment or Permanent employment is when you accept an internal position with a company where you will earn a salary, receive full benefits and any other bonuses that company may offer. You can consider it like a marriage... you go into it, hoping it will last forever.

The 2 models I would like to dig into are W2 hourly and 1099 (C2C) and what the distinctions are between them. Consultants that have been in the industry for years normally prefer one to the other, but are typically open to either depending on the company they will be contracting for. Frequently when speaking to folks that are just venturing into the consulting arena, they express confusion over which option is best for them. Below is a simple break down that covers the basics.

W2 Hourly: In layman's terms W2 hourly is like short term employment. You receive an hourly rate for your work, you will often have the opportunity to opt into partial benefits, you will fill out necessary Tax Forms and the company will take out taxes prior to paying you. Your "employment" will last for the duration of the engagement that you have accepted. At the end of the engagement you will be free to accept another engagement from another company or if you're working for a company that is on their toes... they may have a new engagement to offer you and you can extend your time with them.

1099 Contract & Corp to Corp: The difference between 1099 and Corp to Corp is simple. In the case of 1099 you will use your social security number and be paid as an outside contractor by the company, this scenario is rarely practiced anymore. 
In the case of Corp to Corp you will have created a legal business for yourself (LLC or S-Corp etc) by registering through your state and obtaining an EIN (Employment Identification Number)  You will sign a business agreement/contract between your company and the firm you are going accept the engagement through. Many firms are trending away from 1099 and Corp to Corp agreements. The reasoning behind this trend is two-fold; due to multiple recent lawsuits in the industry and to the IRS cracking down on companies that utilize independent contractors when they deem the company should have brought the consultant on as a W2 hourly employee.** Typically the lines are blurred when discussing 1099 vs Corp to Corp because the term "1099" has become a catch-all phrase for both. As your own business entity you will be required to invoice the company you are contracting for. You will be paid an hourly rate for your services.

Which is best for you? Lets break them down:
Salaried / Permanent Employment
Benefits:

• Security - the security of internal employment within a company and the opportunity to advance within that company. 
• Full Benefits, bonuses, PTO, 401K etc
• Regular pay schedule
• Necessary equipment provided
• Company covers liability insurance
• Corporate Credit Card for travel when applicable (in most cases)
• Being on a consistent team

Potential Draw backs:

• Income is often less than what you can bring home as a W2 Hourly or Corp to Corp Contractor
• If working for a consulting firm or EMR vendor you don't always have the freedom to choose your engagements and must go where the company sends you.
• May have to relocate/no freedom to live where ever you want.

W2 Hourly

Benefits:

• Company deals with the taxes and covers liability insurance
• Option for benefits / PTO / 401K (in most cases)
• Equipment provided (in most cases)
• Regular pay schedule
• Regular travel reimbursement schedule or paid travel when travel is required
• Freedom to choose your engagements
• Potential for higher income vs Salaried employment

Potential Draw backs:

• Largely responsible for finding your own engagements
• Typically benefits are partial and dont include PTO 

Corp to Corp
Benefits:

• Full control of your business endeavors
• Higher income (in most cases) than Salaried or W2 Hourly consultants
• Freedom to choose your own engagements

Potential Draw backs:

• Must pay your own taxes on a quarterly basis*
• Often must provide the company you are contracting for with invoices from your business
• Must maintain your own liability insurance
• Must provide your own benefits
• Typically must provide your own equipment
• May be paid 30 days on invoice in some cases
• Not eligible for certain perks of internal employees like rental car discounts, car insurance/coverage, etc.

*Always consult a CPA / Accountant when creating your own business to gain a full understanding of the tax laws and expectations.
** Tax Lawyers have explained that an old and somewhat obscure Federal Tax Law (#1706 from 1986) states that if the I.R.S. determines that a self-employed worker should have been an employee, it imposes substantial back taxes, penalties and interest on the hiring company AND on the contractor — even if the self-employed worker fully paid his/her taxes. For this reason many companies are shying away from using Corp to Corp (and 1099) contractors unless those contractors can prove that their business meets the federal criteria listed in the law. (employs at least 2 other people beside themselves and family members OR if they are in a partnership with someone other than family members OR they have incorporated (S Corp, C Corp etc) and file a 941 and pay yourself a salary) 
For more information on this law consult your local Tax Attorney.

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Traveling Weekly for Work ~ What is it REALLY like?

Over the past 8+ years I have spoken to hundreds of EMR Professionals that want to enter the world of the traveling consultant.  Most consultants in our industry will travel weekly on a Mon-Thurs or Sun-Thurs schedule with exceptions for longer stays on a client site or variable remote work. 
When discussing the nature of weekly travel to a "newbie" I have learned to play devil's advocate.  The first person I ever interviewed when I entered into this Industry had never traveled before.  He assured me that he "LOVED" to travel and was totally "psyched" about the opportunity.  Six months into his engagement he called me to resign, said he couldn't take the weekly travel any longer.

Recently I discussed the rigors of weekly travel with some seasoned road warriors.  Below are results of the Q & A from those discussions:
What made you decide to start traveling for work? Most Frequent Responses:  Higher Income.  New Surroundings and co-workers with each new engagement. Enjoy travel & seeing new locations.

What was the hardest adjustment you had to make when you transitioned into traveling weekly for work? Most Frequent Responses: Being away from family(pets). Missing out on family or other functions (weekly bowling or child's plays etc) and having to leave spouse to do all the work. Navigating the airports, luggage, flight delays, airport security etc.

What do you wish all consulting/staffing firms offered that would make your travel life easier for you?
This question received the most diverse answers, some of the most frequent responses were:  Corporate Credit Card for travel, better discounts on hotel, car, flights etc.  Occasionally paying for spouse to travel, like over the holiday work weeks etc., better assistance for new travelers, even something simple like a handbook with traveling suggestions.

What did you have to give up when you started traveling weekly?  The number one answer was time with family and friends, some other responses were: freedom to join sports leagues or meet friends for dinner once a week during the week, and for single folks: having a pet, being home during bad weather (someone had a water-main break in sub zero temps and didn't realize until they got home days later) and being in one place so it's easier to start a romantic relationship.

What did you gain from becoming a traveling consultant?  Some of the top answers for this question were:  better income, seeing out of town family & relatives more, greater independence, being able to travel to new places, less stress, meeting new people, and quiet time at the hotel in the evenings.

Here are a list of tips from the road warriors:
1.  Pack Light!  Learn to pack everything you need for the week into a carry-on bag.
2.  When traveling coast to coast, find extended stay hotels and if you travel home, leave most of your belongings at the hotel during your absence.
3.  You can bring your pet, just check for local pet friendly hotels.
4.  Always have an extra charger (computer, phone, iPod etc) handy.
5.  Make sure your ID, discount cards, credit cards etc are kept in the same place, are always handy and are in a front pocket for safe keeping.
6.  Keep a folder or file or zippered pouch for all your travel receipts so they're easy to locate at the end of the week for the purpose of scanning and emailing or mailing to your employer. (if you're 1099, for tax purposes)
7.  Set up a calendar alert to remind you to log your time & file your expense receipts each week.
8.  Know the name and number to your employers IT Helpdesk in case you have problems with your company issued lap top.
9. Whenever possible do not wear a belt, difficult to remove shoes, hair pins, excessive jewelry, etc so that you can move through airport security quickly.  Make sure your laptop is housed in a safe but easy to manipulate bag, keep your pockets empty etc.
10. If you are single and live alone, make sure you have a neighbor or relative that can check on your place of residence in your absence.
11.  Provide neighbors and relatives the name and number of your hotel, along with your cell phone so they can easily contact you in case of an emergency.
12.  Have the number of your direct boss, a company co-worker and your direct report at the client hospital programmed into your cell phone, that way if your flight is delayed you will be able to alert people of your delay.

If you're a seasoned traveler and you have other important tips I've missed, please feel free to add a comment below!

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Shrunken Terminology ~ Know Your Acronyms

Most of us have heard the story of the woman that sent a text to family members informing them of the death of a loved one and then ended the text with "LOL"... assuming that acronym meant "Lots Of Love".  (for those of you that are still 20 years behind on tech/abbreviated communication, LOL = laughing out loud)  I question her method of choice when informing others of a relatives passing more than her lack of knowledge when it comes to text-speak, but lets move on.  When reviewing a teenager's text history one can become boggled by the new shorthand that has been created since texting and twitter became the #1 form of communication.  Here are just a few examples:
WTH = What the Hell?!
BRB = Be Right Back
LOL = Laugh Out Loud
IDK = I Don't Know
The acronym trend is growing and some people, mostly age 30 & under are actually starting to speak this way.  Is it due to laziness?  Are we so bombarded by information that we must shorten terms to absorb it all?  Are we in such a hurry that typing or speaking the entire term would be too time consuming?
When it comes to large corporations, using acronyms to shorten terminology has been around for a very long time, the same can be said for government/military terms as well.  Here are a few examples:
Corporate:
CTG = Computer Task Group
HIT or HCIT = Healthcare Information Technology
COB = Close of Business
CEO = Chief Executive Officer
Military:
POV = Privately Owned Vehicle
POW = Prisoner Of War
BDU = Battle Dress Uniform

The list goes on and on and on.  The use of acronyms is also abundant in the Healthcare Technology Industry.  Most EMR (there is one example) systems have multiple acronyms that describe specific technology or specific job titles, not to mention the various healthcare acronyms for various areas such as the "OR" (Operating Room) or "ER" (Emergency Room).  When creating a resume or creating an online profile on a social networking site like linkedin it is important to spell out the terminology along with the acronym, or eliminate the acronym all together.  Spell check will not catch incorrect acronyms and often will auto-correct them instead.  For instance, EHR (Electronic Health Record) is often auto-corrected to HER. 
HIMSS (The Health Information & Management Systems Society) has created a booklet with over 2700 Healthcare IT related acronyms and terms which is available for purchase. http://www.amazon.com/Dictionary-Healthcare-Information-Technology-Organizations/dp/0976127776
In addition, there are many web sites that offer a shortlist, such as: http://en.wikipedia.org/wiki/Acronyms_in_healthcare or http://www.idph.state.il.us/ehrtf/ehrtf_acronyms.htm . 
The rule of thumb should be when in doubt, spell it out!
IOH.  This was JM2C but UGTP, so I'm going to get  a *$ and GB2W!
(I'm out of here,. This was just my two cents but you get the point, so I'm going to get  a starbucks and get back to work)

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On-Boarding Paperwork ~ A Necessary Evil

Whether you are consulting as a salaried full time employee or a W2 contractor or a 1099 contractor there will always be necessary paperwork you must complete as you begin work with a new employer.
The on-boarding paperwork for a 1099 contractor is normally more minimal since you are representing yourself as your own business.  For the purpose of this post, we will only be covering the expected on-boarding paperwork for W2 contractors and salaried FTE. 

Each employer will have specific paperwork that MUST be completed.  Below is a list of the standard documents that must be filled out / signed etc and a brief explanation of their purpose.

Required forms by all employers:

Offer Letter:  Your potential employer should send you a written document (usually via email) that will lay out your pay, responsibilities and job title.  This document will be signed, scanned and emailed back and normally the hard copy will need to be mailed in as well.

I-9 Form:  The I-9 form is a legal document that is required by the government.  It's purpose is to provide employment eligibility verification.  It is used to verify identity and make sure you are eligible to work in the US.  The I-9 form requires you to fill in information and also provide 2 forms of identification (drivers license, SS card, Passport etc) to a 3rd party who will also have to sign the form verifying they reviewed your ID.  Depending on the method in which you will be working, this form might be completed on site and signed by another company representative, or if you are working remotely it may be signed by a notary and then your ID will be copied and emailed or faxed to the employer along with the I-9 form. In some states notaries cannot legally sign the I-9 form, in those cases a separate form will be provided for their signature. The original form and a copy of your ID will also have to be sent via email to the employer.

Various Tax Employee Withholding Forms:  these documents will require an ink signature and the hard copy must be provided to the employer.

Application: The application is used to verify previous employment, to provide references, to specify which position you are applying for (and being hired for) and it is a way of formally showing your intention and interest in employment.  The application is usually completed electronically.

Benefits Form:  (may not apply to all W2 hourly contractors) The standard benefits forms will normally require you to select which benefits are of interest to you and also require your signature.  The variety of benefits available will depend on the employer.  Normally an electronic signature is required for these forms. If you opt out of benefits there will be an "opt out" form to sign.  The benefits forms will also include a 401K form if the company provides one.

Employee Handbook: When beginning new employment you will receive an Employee Handbook that outlines the guidelines that company has in place.  You will be expected to return a signed hard- copy form stating you have received the handbook.  (it is ALWAYS a good idea to read through the handbook)

Additional forms that may be required:

Approval for automated payroll:  Many employers now pay by automatic deposit as opposed to a paper check.  In order for you to receive automated deposits you must fill out a form providing your banking information and also provide a voided check.  The employer will require the hard copies of these documents.

Background check approval: Depending on your line of work a background check may be required.  If it is required you will need to sign a release form allowing the company to run the check.

Drug Screen:  In may industries, particularly the Healthcare industry, drug screens are required prior to hire.  You will need to sign a form and have a drug screen conducted during the on-boarding process.  Some Healthcare positions also require a vaccination record.

Vacation Memo: Some companies have various vacation packages and may require you to sign a form stating that you are receiving a specific amount of vacation time.

Comp Plan: If you will be receiving any type of commission over and above your normal income you will likely have to sign a document that provides a break-down of your commission plan proving that you understand how your commission plan works.

Client Agreement: If you are working for a Consulting Firm or Staffing Firm at one of their client sites it may be necessary to sign a document that lays out the expectations of that client, adhering to their regulations etc while you are actively engaged with them. 

Credit Card Form:  If you are expected to travel for work or entertain clients you may be provided with a company credit card.  Depending on the type of credit card you may be expected to fill out a standard application for credit and the company may also run a credit check.

Electronics Agreement:  If your employer will be providing you with any electronics (cell phone, lap top etc) you will be required to sign a form verifying that you received those items and they were in good condition. (same goes for company cars or other company property you may be using during your employment)

Security Clearance:  If the position you have been offered requires Government Security Clearance you will be expected to provide proof of clearance.

Proof of Certifications: If the position you have been offered requires various certifications, you may be required to provide proof of those certifications.

So why, after going through various stages of interview do you now have to go through tons of paperwork?  I call it the CYA mentality. (cover your ass)  You are CYA to make sure you receive the benefits, commission, vacation you are entitled to, and to make sure that legally you are in the clear in case the IRS comes calling.  The companies also have a vested interest in covering their butts in case for any reason you have misrepresented your qualifications or things do not go well with your new position.  Instead of viewing the on-boarding process as a grueling waste of your time, try to view it as a necessary evil that could potentially protect you in the future.  Fortunately most companies have internal employees that are in place to walk you through each step of the hiring process and make it as painless as possible.

Next time you are rolling your eyes in frustration at yet another piece of paperwork, remember the CYA theory and keep in mind you are not only doing this to comply with company regulations, you're doing it for your own best interest.


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Interviewing: What are the Industry Standards?

When beginning the interview process with a candidate I often am asked how many interviews they should expect to go through to be considered for hire or placement.  That is a good question and the answer depends greatly on what type of position you are interviewing for and what type of company you are applying to.  Below are some examples of various interview processes that would be considered industry standards.  Of course, there are always exceptions to the rule.

If you are interviewing with a Consulting Firm:
For Permanent Employment (salaried):  You can expect 3 interviews:  1 with a Recruiter, 1 with a Peer, 1 or more with people from the Executive team.  Your Recruiter should be in regular contact with you to assist you through the process.
For Contract Engagements (W2 hourly or 1099): You can expect at least 4 interviews:  1 with a Recruiter, 1 with a Peer, 1 with an Executive team member and 1 with the client you are being submitted to. Again your Recruiter should be in regular contact with you to assist in the process.

If you are interviewing with a Staffing Agency:
For a Permanent Position at a Healthcare Facility (salaried/internal): You can expect at least 2 interviews:  1 with the Staffing Firm Recruiter and at least 1 with the Healthcare Facility.
For Contract Engagements (W2 hourly or 1099): You can expect at least 1 interview with the staffing agency Recruiter.  Some clients will request to interview, others will just expect the agency to send the best qualified candidate.

If you are interviewing directly with a Healthcare Facility:
For a Permanent Position: You can expect at least 3 interviews:  1 with an internal Recruiter, 1 with a peer and possibly a panel interview* with a few people from the team you will be joining if hired.
For a Contract Position (normally 1099): You can anticipate at least 2 interviews: 1 with an internal Recruiter, and 1 with a Supervisor from the department you would be joining if selected.

Normally when being considered for a permanent / salaried role you will be expected to speak to more people, this is due in part because the company will be investing more time, energy and money into your career and they will want to make sure your qualifications and personality are a good fit for the team you will be joining.  Often times people become exasperated by having to go through multiple interviews.  Keep in mind that when a company hires you, whether it is an agency or firm or healthcare provider... you will be a direct reflection of that company, so they want to make sure they are making a smart hiring decision.  Most professionals want to go to work for a company that makes a commitment to their employees, not one that uses the "Spaghetti Theory" and throws people against the wall to see if some will stick.  More interviews (within reason) allow you to gain valuable information about the company, the people you will be working for and with and the responsibilities you will be expected to handle once on-board. 

For more information on what questions to ask during an interview or tips on phone or Skype interviewing please see my previous posts on those subjects.

*panel interview:  when a group of people from a company all interview the candidate at the same time, usually over the phone.