New Employment Trends in Healthcare IT - 2021

For the last 6 months or so we've all been watching the Healthcare Technology Industry with a careful eye as a new trend seems to be developing:
(the use of "Healthcare Systems" and "Employer" / "Client" used in the post are general terms used to represent hospitals of any size)

• We are no longer in a time when contractors can set their rates as high as they want due to their qualifications/experience, we are entering a time when healthcare systems, vendors and large consulting firms are setting the hourly rates and these new rates are reflecting a money crunch in the industry.
• Consultants that used to find it relatively easy to glide from one contract to the next are now finding it more difficult to land their next project.
• Many healthcare systems are opting for the hiring model: Contract to Hire - as opposed to just engaging contractors or immediately bringing someone on as an FTE (full time employee).  Its what I call the "try before you buy" method which works both ways - the employer is able to determine if the consultant will be a good fit and the consultant is able to see if the client will be a good employer.
• Healthcare systems are limiting consultant travel across the board due to financial constraints.  While some are fortunately and wisely allowing for remote work, most are requiring that consultants are local and only considering travel or remote when efforts to find local qualified candidates have been exhausted.
• Employers are also trending toward finding local candidates to save on travel fees.  

What does all this mean for industry consultants? 
1.  You will need to be more flexible on your rate ($) expectations.
2.  While working remotely is ideal for many, if possible be open to travel and consider local healthcare systems when looking for your next contract.
3.  If you've gone many months without finding a new contract, it may be time to consider FTE.
4.  Consider aligning yourself with multiple consulting firms (make sure to only work with recruiters you feel comfortable with, that will give you honest rates and information - even if it isn't what you wanted to hear)
5.  When working with consulting firms ALWAYS specify that they are not allowed to submit your resume to a client without your permission.  With fewer jobs on the market you don't want to risk a duplicate submittal to the same client as this will potentially eliminate you from consideration.

What does all this mean for people seeking a permanent FTE?
1.  Find consulting / staffing firms that also assist their clients with perm placement, often having a firm submit your resume is more successful than applying through a company web site. (*note - most potential employers will not accept a resume from a firm IF that candidate has already applied via their website. Do not apply through a company web site if you can go through a firm... typically firms will have direct communication with the hiring manager and will be much more likely to get you an interview)
2.  Be flexible on your salary requirements - consider the job and take lower pay for the role that
ticks all the other boxes.
3.  Be flexible on other specifics such as PTO, remote work, benefits etc.
4.  If at all possible - be open to relocation.
5.  Apply to all your local healthcare systems and follow up your web site application with an note via linkedin to the person that would likely be your manager. (if you're unable to find a firm to represent you)

In the present market finding a job can be a full time job in itself.  With a strong resume, solid skills and the right effort and flexibility, you should still be able to land a position that will suit you. 



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How to Effectively Inquire About a Job Opening

Whether a recruiter has contacted you directly, you have seen a post online or you've been referred by a colleague, it is important when making that initial contact to leave a good impression.
If you have a Recruiter's (or hiring mgr's) email address always, Always, ALWAYS include your updated resume when you make that initial contact!!  I cannot express enough how important that is!
Recruiters and hiring managers respond to hundreds of inquiries a week, if you do not attach an updated resume it is highly likely your efforts will end up in the "circular file". 
This morning there were 2 emails in my inbox that represent the incorrect way to respond or introduce yourself:

#1.  Hi,  Thank you for reaching out to me.  While I'm not currently available, I will be available to start interviewing next month.  I've attached a copy of my resume.  Its outdated and doesn't show my current project but if you look on linkedin you'll see the information there.  Thank you.

#2.  Hi, My colleague Jane Doe referred me to you.  I'm currently looking for new opportunities.  I am an RN with some EMR experience.  Thank you.  (no resume attached)

Probably at first glance you can determine what is wrong with both these examples.  #1. - Recruiters and Hiring Mgrs don't always have the extra time to hunt down your linkedin profile and then update your resume themselves so they can enter your appropriate information in their database.  (they may not even use linkedin) An email like that one will either get put way back on their backburner or the resume you provided will get uploaded in the system without showing your current qualifications so in the future when they search their database, your most recent qualifications will not factor into their search and you will possibly be looked over for positions you are qualified for.

In example #2.  That person will never make the database or be considered for future positions because they didn't bother to include a history of their qualifications.  Being an RN with EMR experience??  Is that training? Build? optimization? just user-end knowledge?  So many unanswered questions.  If the recruiter or hiring mgr isn't too busy they may email back requesting a resume, but why should they have to?  Its just common sense to include your resume when inquiring about job opportunities.

When making first contact on linkedin there are a few issues.  Not all recruiters or hiring managers can access files through linkedin so its unlikely they can receive your resume through an "inmail".  Due to this, if you are actively seeking new employment your linkedin profile should mirror your resume.  Additionally if you have the email address of the person you are wanting to review your qualifications, you should ALWAYS package up your resume with the necessary information regarding your career search (location, perm/contract, salary desires, availability etc) and email them instead of using linkedin. 

And finally, the following email that also happened to be in my inbox this morning, is the perfect example of how to make that initial contact:
Good Morning!
I received your contact information from my friend Jane Doe.  She felt you may be able to help me in my career search.  I've attached my updated resume for your review.  To summarize, I have 15 years of LIS full life cycle implementation experience which includes design, build, testing, training and on-going maintenance with both Cerner PathNet and Sunquest applications for large and small hospital systems.  Additionally I have a clinical background as a Medical Technologist and Lab Assistant.  I've been traveling for the last 5 years as a consultant and I'm hoping to get off the road and find a permanent role here in the Philadelphia area.  Remote work would be ideal.  I may be open to relocation for the right position.  My salary desires are negotiable but I probably wouldn't consider less than $80,000.  I just rolled off my last project last week so I'm available anytime for a phone conversation to discuss my qualifications.

I look forward to speaking with you.
Thank you for your consideration.

The more thorough you can be, the more likely you are to get what you're looking for.  A recruiter can never have too much information on your skillset and career objectives.  Providing an up to date resume and a clear overview of your objectives will also save you time since you wont be receiving calls about positions you would have no interest in.

Taking the extra few minutes to update and attach your resume and make the appropriate introduction will keep you on track for finding what you're looking for and save everyone valuable time in the process.

Employee Turnover - What does it really cost?

In this article I will primarily reference the Healthcare IT Industry but the information provided can certainly be applied to any industry.

Employee turnover is one of the costliest issues a company can experience.  Consider that for every employee a company loses, that is a loss of productivity not only for the position the employee vacated but for HR / Recruitment who must source candidates, for the Manager of the position that must spend time interviewing new candidates and then train the new employee and for anyone that must take on the added work-load of the lost employee until a new person is found. 

For all jobs earning less than $50,000 per year, or more than 40% of U.S. jobs, the average cost of replacing an employee amounts to fully 20% of the person's annual salary.*  While positions under $30,000 are typically a bit less, higher level positions paying over $50,000 a year can result in even bigger financial losses, up to 213% of employee's salary states CAP (The Center for American Progress).  When drilling down to the basics; employees stay where they WANT to work.  In other words, create a strong company culture/environment and your turnover will be low.  Part of creating a great workplace is hiring the right people and that is what we're going to talk about.

Being in the Recruitment Industry for over 15 years, I've witnessed an astronomical amount of turnover.  I'm not looking a gift horse in the mouth, if not for that turnover I possibly wouldn't have a job, however, much of the turnover I've witness could've been prevented had the hiring manager used better interviewing techniques.  There is no perfect solution to turnover, regardless of how well you chose there will always be situations where the person hired doesn't turn out to be the right fit for the job.  Some people are just great at interviewing.

Here are a number of steps that will lead to more thorough interviews.
1.  Pre-screen the person on the phone prior to an in-person interview.  By simply spending a few minutes on the phone with a candidate you can gain a lot of information on personality, technical qualifications, punctuality, level of enthusiasm, availability etc.
2.  Prep the candidate for the interview as little as possible.  You can tell them when / where / how long etc but don't tell them how to dress (unless they ask), what to say, how to present themselves etc.  You want to find out who this person is, if they're interviewing for an Executive Assistant to the CEO opportunity and they show up to the on site interview in jeans and a t-shirt, chewing gum you know immediately this isn't the right person for the job (unless maybe you work for a technology start up that's owned by a 17 yr old)
3.  Ask the right questions - this is truly the most important point!  Stay away from all those articles  about great questions to ask during an interview.  My personal least-favorite is: "Where do you see yourself in 5 years?".  No one truly knows the answer to that question and even if they have a good idea and tell you so, life changes constantly, what they tell you today could be completely different 6 months from now.  I had a candidate tell me recently after an on-site peer group interview that they'd asked her that question and she felt no matter how she answered she'd be "screwed" - why?  because if she answered that she wanted to move into management her potential peers may be threatened and if she said she wanted to stay at the current level that they may feel she wasn't motivated.  Basically when you ask canned questions like "where do you see yourself in 5 years" - you're going to get manipulated, that candidate is going to tell you whatever he/she feels is the answer you're looking for.  The best questions to ask are open ended, get to know you questions.  Look at that person's resume and PULL things from it - is there a list of hobbies or volunteer work?  Ask questions about that.  (Ex:  Why did you chose to volunteer for the American Heart Association?)  Lets face it, technical / professional skills can be taught but personality cannot.  The more you draw out about that candidate's personality the more you're going to know about how well they are a fit for your company.  If you're staffing a contract / temporary position and you just want someone that can do the work, but you're not really concerned about personality fit - use the same open ended question method regarding their technical skills.  If there are specific technical skills that are required ask the person for an example of their work, if that is not possible - review their resume and ask questions that will have them explaining how they went about a specific task. (Ex: it says on your resume you were heavily involved in the Cerner Ambulatory implementation at XYZ Hospital System, can you explain what your day to day technical responsibilities were?)
4.  Let them ramble. Typically I'll let a person ramble.  Some recruiters / hiring managers may feel this is a huge time suck, however 15 minutes on the phone certainly isn't enough time to truly figure out if someone is the right candidate for a job.  The more people talk about themselves the more comfortable they get and the more comfortable they get the more valuable the information.  What that means is that there will be times when you're completely floored by what people tell you.  The interview will start out professionally, they will likely share the information they know you want to hear, but as you ask the right open ended questions and the candidate starts to feel friendly toward you they will sometimes divulge imperative info.  I've had candidates bash previous employers, admit to inappropriate behavior at a previous work site, say some absolutely off color things I cannot repeat here, admit to drinking on the job, discuss their personal relationships, fess-up to not knowing the technical responsibilities of the job, reveal prior felonies, admit to inaccuracies on their resumes and so on. 
5.  Go with your gut!!  I've stated this in other posts, but its always worth repeating.  My gut has never been wrong - I haven't listened to it enough to know.  Each time I've had a gut feeling that a candidate is going to "flake" on a position they've accepted, or felt they might be hiding something or that they are going to cause problems on a contract my gut has always been right.  I'm now starting to heed the warning my instincts are giving me and decline the person for further interview.  Always better to take the time to find another person than suffer the turnover of a person you knew wasn't right for the job.
6.  Interview them again. Never go with your first impression.  Each of us has a personal life and even though it would be fantastic if it never interfered with our professional life that is impossible.  If you REALLY like a person's resume and your first impression over the phone isn't so great but something is telling you they may be the right person for the job - interview them again.  If you're super happy with someone after the first interview - interview them again anyway.  Also, don't be the only person to interview them whenever possible, always try to have another manager or a team member interview the person to get a 2nd opinion.  Companies that allow team members to interview and weigh in on each hire have a lower turn over rate.  When the entire team feels that their opinions are valued and they have a say in their team dynamic the team is more successful.

Keep in mind there is no foolproof method of interviewing and hiring.  If you're great at picking the right people, but the culture/environment at your company stinks - you are going to have high turnover.  If your company has a great culture but you're consistently losing people take an honest look at your interviewing techniques.   High turn over can be prevented.

Source
*CBS Moneywatch



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What Ever Happened to Thank You Notes?

It seems that the practice of sending a Thank You note has gone the way of the dinosaur.  When did it become acceptable to not acknowledge someone's consideration with a brief but appreciative Thank You?  Even Jimmy Fallon sends out weekly Thank You notes.

In most cases it is no longer necessary to send a card enclosed in an envelope with a stamp through the US Postal Service.  You can now send a brief thank you note cost free via email.  I'm actually astounded at the lack of effort when it comes to this courtesy.  Sadly I've come to accept that not every candidate is going to send a Thank You note.  Most consultants are busy interviewing with so many people they often forget what client I've spoken with them about, let alone take the time to shoot over a "Thank You for Your Consideration".  However, I have to say I was a bit taken aback when I scheduled a number of permanent Director level interviews with a CIO, and only 1 of the candidates bothered to send a Thank You note.  Oddly, around the same time I also had scheduled 3 Executive Assistant interviews with a CIO, and all 3 took the time to send a Thank You note to forward along to the client.  I'm not sure what the dichotomy is here, but you'd think the people interviewing for a $175,000 a year job would also want to take a moment to thank the CIO for his time and consideration.

A post interview Thank You note doesn't have to be long and complicated, in fact it should be just the opposite, it should simply state your appreciation for the person's time, your continued interest in the role, and your level of anticipation in hearing about the next step in the interview process.  A Thank You note should not be - pushy, sound like a desperate attempt to get the job, go on and on about why you're the best fit for the position, or include poor grammar, punctuation, or spelling. 

I can tell you from experience that if a decision maker is strongly considering 2 or 3 candidates for the same role, the person that took the time to acknowledge their appreciation for the interview, and their continued interest in the role through a Thank You note will almost always come out on top.



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Sales in the Healthcare Technology Industry

Sales is prevalent in every industry, without sales its likely most of us wouldn't have a job.
Within the Healthcare IT industry sales takes on many forms, such as; hardware / device vendor sales, EMR vendor sales and staffing vendor sales just to name a few.
Many of us have been hounded by sales professionals (sometimes that term can be used lightly), myself included.  This post is for both the "houndee" and the "hounder". 

For the Houndee - the typical issue is "how do I get these sales people off my back?" - you're working like crazy every week trying to be the master of your workload and you find yourself answering unwanted sales calls & emails more frequently than imaginable.  I have found that sending a polite "no thank you" or ignoring unsolicited phone calls does not detour most sales people from continuing to bombard you.  The best method of counter attack is to mark the emails as spam and block the phone numbers of the people that consistently reach out to you but really have nothing of interest to you.  I've literally explained to staffing sales people that at no time EVER will I be interested in their service because they aren't even offering people in the correct industry but yet they continue to email me so to the spam box they go... blocked forever and no longer distracting me from my work. 
But what to do if you may potentially - one day - be interested in the particular product or service the person is offering.  Let them know "no thank you for now, but you can reach back out to me in 6 months or a year etc".  Be polite but make it clear that if they hound you, you're not going to consider them when you're seeking what they have to offer in the future.  Its also a good practice to create a folder in your email to send all the "potentials" into, this way when you are ready for their product or service you can quickly scan through the emails to find the contact info of the person(s) you need.
The other possibility is that you aren't even the decision maker.  Often sales people will reach out to anyone, grasping at straws and hoping they will get an "in" with the person who is responsible for making the purchasing decisions.  In this case, respond to the sales person and let them know that you do not make the decisions but you have provided all their information to the person that does and if there is a need for their products/services, that person will be in contact with them.  Also request to be taken off their call or mailing list. 
Sure these efforts are a bit time consuming but in time you should greatly decrease the amount of unwanted solicitation you're receiving.

For the Hounder - I myself spent many years in a sales role, so I wanted to start out by saying that I sympathize!  Every sales person knows the more doors you knock on, the more sales you're going to make - however, making yourself a giant PITA (pain in the *ss) isn't necessary the best way to go about winning friends and influencing people.  Below are a few tips that might help you build the types of relationships that will win you the business:
1.  If someone tells you point blank they are not interested in your product/service:  ask them if they ever use your type of product/service - if so put them on the "occasionally contact list" and back off.  If you tick them off, they wont turn to you in the future.  If not - apologize and remove them from your list.
2.  If you've heard the old sales adage that "people love to hear their own names so repeat their name often" - that's a load of bull.  NOTHING is more annoying than having some sales person you hardly know repeating your name to you throughout an entire conversation.  DON'T DO IT!  (It absolutely screams Kenny Tarmac - ie: Scam Artist)
3.  If you're cold calling, try something offbeat, friendly or even humorous.  I'll spend time on the phone with someone I can build rapport with, but I'll politely say no thanks and hang up on anyone that is clearly reading from a script.
4.  KNOW your product/service.  Nothing is worse than dealing with a sales person that acts like they know what they're talking about but clearly doesn't.  Particularly in our industry.
5.  Show empathy to your potential client.  LISTEN to them and HEAR what they are saying.  Try to find common ground.  If you're busy working overtime to convince them how badly they need you and your product/service you're likely to lose them.
6.  Polite persistence will work 98% of the time. 
In summary:
Don't email the potential client every week with the same information.
Do email the potential client occasionally with industry related news and tidbits.
Don't call the potential client over and over when they've told you no.
Do ask if you can call them back in 3 or 6 or 9 mos etc to check in.
Don't assume that the person you're reaching out to has 100% power to make purchasing decisions.
Do inquire what the contract process is and determine the best method for making a sale.
Do address the person initially as "mr or ms ______________" and allow them to suggest you can call them by their first name and then use their name at the beginning and end of the conversation.
DO NOT repeat their name to them multiple times throughout the conversation:
Example:  "Hello Ellen - how are you today?  My name is Alan from XYZ Company.  Ellen - I'd like to talk to you today about our services.  Let me tell you Ellen, we have exactly what you need.  Our service is the #1 service of its kind in the nation.  Ellen - how long has it been since you considered a service like ours?  5 years?!! Ellen!  that's way too long.... etc"

With some mutual respect and courtesy we can all do business together without stepping over any boundaries. 



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Why Sending Your Resume is Important

I've had the following 3 scenarios happen more times than you can imagine and all are the wrong way to show interest in an opportunity:

1.  Candidate A calls a Recruiter - sometimes at crazy hours like 4:30am or 10:30pm - if they don't get an answer they hang up and call back and then wait 10 minutes and call back again and again and again, never leaving a voice mail.  When they finally get in touch with the now frustrated recruiter (imagine being on the phone conducting an interview and having the phone beep every few minutes throughout the entire interview) the candidate will say "Hello!  I'm interested in that job you have posted!" - The recruiter will respond "which job?" and the candidate will explain which job and quickly spout off a dozen reasons why they think they're ideal for the role.  The recruiter will inquire "have you submitted your resume to the job order or emailed your resume to me"? and the candidate will invariably reply "no". 

2.  Candidate B sees a job posting they're interested in and emails their resume with nothing in the subject line or in the body of the email.

3.  Candidate C sends an email saying how incredibly interested they are in a position and to please call them as soon as possible but they do not include their resume.

Why scenario 1 is an inappropriate way to show interest in a position:
a.  Because recruiters spend all day on the phone, calling them back every 5 minutes until you get an answer will only cause frustration on the Recruiter's part and immediately create a poor impression regardless of what your qualifications turn out to be.
b.  Calling a Recruiter without first providing your resume leaves the recruiter flying blind.  We cannot consider you for a position unless we can see your job history and experience in front of us.

Why scenario 2 is an inappropriate way to show interest in a position:
a.  Sending your resume with nothing in the subject line will likely get your email immediately deleted without being opened.  With all the spam / viruses being sent via email businesses caution internal employees to not open emails that look "suspect".
b.  Sending your resume with nothing in the body of the email lacks preparedness.  How is the recruiter to know which position you have an interest in or what is the best method and time to get in touch with you?

Why scenario 3 is an inappropriate way to show interest in a position:
a.  Sending an email IS a good start to bringing your interest to the attention of the recruiter but by not providing your resume you leave the recruiter at a disadvantage.  How is the recruiter to know if you are qualified for the position you are interested in?

Reasons why not including a resume will eliminate you from consideration:
1.  There is no way for the recruiter to know if you are currently working for one of their clients and particularly the client the position you're interested in is for.
2.  There is no way for the recruiter to know if you are even remotely qualified for any of the openings they have.
3.  It shows very poor preparation on your part, which could be an indicator of future issues with preparation and follow-through.
4.  A typical industry recruiter will be trying to fill multiple openings for multiple clients.  Most industry recruiters receive hundreds of emails a week and it is additionally likely they are on the phone almost all day every day speaking to clients, candidates, current employees and consultants etc.  We just do not have time to respond to everyone that emails or calls that has not appropriately provided the right information.

Solutions:

• If you call and do not get an answer, leave a voice mail.  If for some reason the recruiter has not called you back within 24 hrs, call back and leave another voice mail if necessary.
• ALWAYS submit your resume via email prior to calling.
• ALWAYS include information in the subject line - ideally indicating what position you are interested in.  (Example:  Resume of Sue Smith for consideration for the LIS PathNet Analyst position.)
• ALWAYS include information in the body of the email.  It doesn't have to be extensive - just a short paragraph will do.  (Example:  Hi, I recently noticed your posting on CareerBuilder for a LIS PathNet Analyst.  I believe my qualifications are a good fit.  My resume is attached.  You can reach me at 222-555-1234 weekdays after 4pm Eastern.  Thank you, Sue Smith)

Following these suggestions can greatly increase your chances for consideration. 



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Counter Offers - To Accept or Not To Accept (Updated 2025)

So you're looking for your next position - it could be for a variety of reasons or only one, but you've found a good opportunity, received an offer for employment and presented your letter of resignation to your current employer only to have them provide a counter offer - now what?  Of course the decision will rely on what the counter offer involves and what issues started you searching for new employment in the first place.

If you were making a comfortable income and enjoyed your previous position but your manager was an absolute nightmare, likely no counter offer in the world is going to change your mind, but what if the reasons you were leaving had to do with unsatisfactory income or lack of promotion or something along those lines?   Studies have shown that the average employee stays with his employer less than a year after accepting a counter offer - regardless of the details in the counter offer.  Lets face it, if you're unhappy with your current employer things aren't likely to do a complete turn around regardless of a counter offer.

If you are considering seeking a new position, take time to really evaluate why you want to leave your current role.  Don't make rash decisions. 
* If you're really angry about a decision your manager has made, wait a week or two to determine if it was really "that big of a deal" before you start shooting your resume out to the job boards. 
* If you feel that your salary is below what you should be earning, consult websites like glassdoor.com to determine if you are in a normal range for your profession, experience and geographical location before applying elsewhere.
* If you feel like you deserve a promotion or want additional responsibility, sit down with your managers and discuss your desires.  Ask them if they see any opportunity for growth in your future and express your anticipated career path before making the decision to leave.

If you have come to the conclusion that the only good plan is an exit plan, be prepared for your employer to potentially dismiss (fire) you OR present a counter offer when they find out you're looking.  If you are open to a counter offer from your current employer - do NOT present them with your resignation until you have an offer letter in hand from your new potential employer and do NOT accept the new offer until you've determined if your current company is going to present you with a counter that is worth staying for.  It is acceptable to ask a potential employer for 48 hrs to consider their offer before you make your decision.

Here are a few additional thoughts to consider when deciding to accept or decline a counter offer from your current employer**:

* Why did you have to threaten to resign before your company recognized your hard work or the fact that you were being underpaid?
* Will your company immediately start looking for someone to replace you at a lower salary?
* How likely will your current employer be to now consistently question your loyalty?
* If layoffs come down the road, who do you think will be at the top of the list?
* If your co-workers find out about your resignation and counter - how will they feel?

Clearly these steps pertain to someone that is in a salaried - permanent role.  For thoughts to consider before leaving a contract/engagement early - keep an eye out for my next post for contractors on this subject.

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**Special thanks to Kim Cappellucci for providing her professional opinions!

HIMSS Week & How it Impacts Industry Recruitment

The Yearly National HIMSS Conference has been growing by astronomical leaps and bounds.  The first National HIMSS Convention was held in Baltimore in 1962.  In 1996 HIMSS Membership topped out at around 7,500 members, to date the society includes more than 50,000 individual members, over 570 corporate members, and more than 225 not-for-profit organizations.*  This year's meeting assembled some 38,000 healthcare professionals and 1,200 exhibitors in Orlando for a week focused on patient safety, care quality, access and affordability.**

With all this activity at the conference many EMR vendor, hospital, healthcare system and consulting firm employees are out of the office and in attendance at various meetings, booths, displays and classes in Orlando.  This means that a multitude of applicants that are awaiting feedback regarding their resume / or are somewhere in the interview process are left in limbo throughout the entire week.

Unfortunately the only answer to this dilemma is patience.  If you have submitted your resume to a job opening or are in the interview process in the Healthcare IT industry during HIMSS week, know in advance that it is possible you will not receive feedback until the following week.  Better yet, if you are in the market for new Healthcare IT employment and you are able to attend the HIMSS Conference, there is no better way to get your resume out to multiple potential employers in one place at one time.  It can be a bit tricky finding the right person to speak with at some of the various booths or in the various meetings and classes, but it is well worth the time and effort.  And... you are certain to learn things you didn't know about a myriad of topics.  Just remember to polish up your resume and bring lots of copies!

*Wikipedia
**HIMSS Website

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The Art of Paying Attention (Updated 2025)

Paying attention is an art form.  Whether your focus is required at a meeting or simply at the dinner table listening to your family, the ability to actually pay attention can be challenging.  In today's world of rapid fire news where your brain is bombarded with bits of information from all directions we are being conditioned to receive knowledge in short bursts instead of focusing our attention on one medium for extended periods. On ESPN and CNN and other similar stations even the tickers have tickers - you are being provided with information from the newscaster via his/her verbal commentary which is usually enhanced with graphics that appear to their left or right, and while you absorb this illumination you can also digest up to as many as 3 tickers that are dispersing a catalog of additional info. And don't even get me started on TikTok and other social media.

I'm noticing more and more that people are paying less and less attention, particularly to the smaller but sometimes incredibly important details.  I send numerous emails pertaining to scheduling interviews,  these emails give a specific time frame of availability and invariably many of the responses I receive will list a day or time that was not in the range of possibility.  Mind you - these emails are no more than 3 or 4 sentences long, so the critical info was not hidden away in some dissertation.  The same scenario happens frequently post telephone conversation as well - clearly people are not paying attention.

EX:  Interview Confirmation - Your interview has been scheduled for 3pm Eastern Time on Monday, Oct 1st.  Candidate cancels interview and asks to reschedule.  I inquire why and I'm told "I can't make 3pm - I asked for Noon on Monday" - I advise them that 3pm Eastern IS Noon Pacific.  

EX: Hello & thank you for your interest - lets schedule a time to talk!  I'm available next Monday & Tuesday between Noon and 4pm Eastern.   Reply:  Hi! I'll take Monday at 9am!

How does one learn to pay attention:
Focus Art 101
#1. SLOW DOWN for a moment.  Take a breath.  Read and then RE-read the email to make sure you are understanding the content and then respond appropriately.
In conversation make an effort to really listen to the other person.  It is not unusual for people to be considering what they are going to say next while the other party is speaking - if you are thinking about what you're going to say, you aren't listening to what the other person is saying. 

#2.  Eliminate distractions, don't be on the phone with one person and try to engage someone else in conversation, turn off television etc, don't text or tweet or instagram or facebook or whatever social media you prefer - FOCUS your attention on the conversation at hand. 

#3.  Make notes - did you agree to a 2pm interview tomorrow - write it down, put it in your day planner, set up an alarm on your phone etc.  If you're in an interview - take notes of job expectation, salary, potential start dates, next steps in the process etc.  Its a proven fact that the act of note taking actually helps with information retention. 

#4.  Ask questions.  Asking questions shows you're interested... however if you're not paying attention your questions will likely get you into trouble.  Take for example a conference call my colleague was involved in recently:  There were multiple vendors on the line with a single client - the client was explaining their needs in detail and when the opportunity to ask questions arose one vendor representative asked questions that had clearly been answered during the client's presentation.  I'm going to venture to guess that this particular vendor wont be winning any client satisfaction awards.

#5.  Remember that these skills aren't just important in business.  I've worked from home primarily for the last 13 years.  I remember when my kids were younger, I'd be knee deep in business and somehow I'd end up saying "Yes" to things I'd never say yes to because I wasn't paying enough attention to what my kids were asking me.   By exercising a little focus at the right time - we can all become better at paying attention. 

Now what was I talking about??  :)


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Professionalism - What it is and Why is it Important

Professionalism - What it is and Why it’s Important:

Professionalism in the simplest form of the word means showing integrity in business, to take it a bit deeper it means treating others with the same courtesy and respect that you would want to receive.

In the part of the candidate, as you are interviewing for a new role or position, it means being on time for interviews, treating others with kindness and respect and following through on your commitments.  Unfortunately not all people show professionalism as they move through the recruitment and hiring process.  It seems like some people have a blatant disregard for what effect their actions have on others.  Recently I’ve witnessed consultants quit with no notice, be repeatedly late for interviews and go as far as to accept an engagement and then completely disappear from the radar without so much as an email or phone call to politely explain why they decided to change their mind.  Not only do these actions have direct and negative results on the company and recruiter that represents the candidate/consultant but it could also have immediate and lasting effects on the career of the individual that displays such lack of professionalism.

As I’ve mentioned in previous posts, the Healthcare IT industry is large, but also a very tight knit community, news travels fast in the industry and it doesn’t take many unprofessional acts to become black-listed.  Recruiters talk to each other, managers talk to each other and consultants talk to each other.  It can only take one instance of unprofessional behavior to ruin a promising career. 

Remember to take the following steps and your career should always be on an upward path:

1.       Always treat others with respect, even if they don’t return the favor.  Kill them with kindness.  This doesn’t mean you have to tolerate disrespect, it just means to take the high road.

2.      Be on time for all your interviews, meetings, phone calls etc.  If you’re going to be late or need to cancel – alert the appropriate parties.

3.      NEVER quit a job with no notice.  Always try to provide a minimum of a 2 week notice.

4.      NEVER accept a job / contract / engagement / commitment unless you are absolutely sure you can follow through and if for some reason you accept and then must decline – by all means call the appropriate people and give an honest explanation.  Hearing “Unfortunately I’ve decided this position isn’t going to work out for me” is always better than no communication at all.  Also, If you need time to make a decision, ask for it.

5.      Remember that it isn’t about other people’s actions.  You can only control your own behavior so hold yourself to high level of integrity and your career will always be on the right path.

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HIPPA - HIPPO - HIPPIE

HIPPO - Short for Hippopotamus - from the ancient Greek word meaning "river horse".  A large, mainly herbivorous mammal native to sub-Saharan Africa.

HIPPIE - (or HIPPY) - A subculture, originally a youth movement that arose in the USA during the mid-60's and spread around the world.  The word originated from Hipster - which was used to describe "Beatniks" who had moved into NYC's Greenwich Village and San Francisco's Haight-Ashbury district.  Hippies created their own communities, listened to psychedelic rock, embraced the sexual revolution and used drugs to explore altered states of consciousness. (source: Wikipedia)

HIPPA - The incorrect acronym for HIPAA - the Health Insurance Portability and Accountability Act
See:  http://www.hhs.gov/ocr/privacy/

For years I have been receiving resumes with the acronym HIPAA incorrectly spelled:  HIPPA.
At first it was funny, then it was annoying and it is now a pet peeve.  Typically I'm forgiving of people that have just entered the industry because they may have heard the term frequently during their short employment (i.e. - new go-live support analyst) but might not have seen it written and it doesn't register when using spell-check, however... more and more frequently I am seeing this mistake made by long term industry veterans.  Just this week I received a resume from a seasoned Healthcare Technology Director with over 20 years of industry experience, yet HIPAA was incorrectly spelled multiple times on the resume.  This may seem nit-picky to some but employers regularly decline resumes that have misspellings, particularly misspelled EMR applications, IT terms or Medical terms. 

To eliminate the possibility of being declined due to simple spelling errors, have a 3rd party that is familiar with the industry review your resume prior to submitting.

HIP - Cooler than cool, the pinnacle of what is "in".  Beyond all trends and conventional coolness.  The state to which one aspires when their resume has no spelling errors.

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What "In Arrears" Means and Other Payroll Need-To-Knows!

When and how we get paid is a very important part of our employment agreement with our new employer.  Understanding the payroll and expense reimbursement process prior to hire is also extremely important.  Payroll is an area where surprises are typically unwelcomed!

Unfortunately some consultants have found themselves working for companies that do not reimburse travel expenses in a timely fashion - or sometimes they even find themselves being owed money for travel expenses and hours worked - long after the project has ended.

While it is standard practice that most company payroll occurs every other Friday, some companies pay weekly and yet others pay bi-monthly or monthly. 
The date you are paid (and reimbursed) could depend on your employment agreement.  1099 or Corp to Corp contractors may be paid on a different schedule than W2 hourly and salaried employees because they are considered a separate entity and invoicing has to occur.  For more information on employment models and how they differ see this post:  http://engagemehit.blogspot.com/2012/02/employment-models-1099-w2-hourly-or.html

With some employers, you may find your first paycheck and expense check will be "In Arrears".  In Arrears means that you will work through your first pay period without a check and will receive payment the next pay period for the first pay period you worked.  For instance: you accept an engagement with XYZ Company and start on Monday, April 1st.  XYZ Company pays on the 15th and last day of each month.  On April 15th you will not be paid, you WILL receive your first pay on the 30th of the month for the work you completed from the 1st thru the 15th.  On May 15th you will receive payment for the work you completed from April 16th thru the 30th.  (and so on).  If you complete your engagement with XYZ Company on November 15th, you will receive your last paycheck on November 30th for the work you completed from November 1st - 15th.

Your pay schedule and estimated income will be provided to you in writing by your new employer during the on-boarding process, however this information should have been expressed to you during the interview process as well.  There should never be any surprises when it comes to your financial arrangements.

Whether you are accepting a contract engagement or permanent employment, it is important to understand your pay schedule, particularly if you are going to experience frequent travel and be expected to cover your expenses up front.  Four weeks can be a long time to carry your own travel expenses, fortunately most companies are willing to provide assistance when necessary.
By asking the right questions about payroll and expense reimbursement during the interview process and again during the offer stage you should be able to avoid any unexpected confusion or financial burden with your employer.

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The Face 2 Face Interview

The Face 2 Face or Final Interview:

If you are fortunate enough to have successfully navigated the telephone interview portion of the employment process, and an in-person interview is required - the entire weight of the decision will likely be placed on the face to face (aka “on-site”) interview.  Here are the important points to remember when visiting a potential employer in person:

1.      ALWAYS be 15 minutes early! 

2.      If air travel is required to get to the potential employer site, take a flight the night before the scheduled interview whenever possible.  This will hopefully provide you ample time to get to the interview on time by avoiding any potential flight delays and traffic issues.  This will also allow you to be “fresh” and not frazzled when you arrive to the interview.

3.      Always make sure you are well prepared before you leave for the airport by having all the necessary contact info, location info, change of clothing, grooming needs etc.

4.      Have the name and phone number of your contact at the employer site handy in case you experience any travel delays/flight cancelations/highway traffic/get lost etc.  Even if you’re only going to be a few minutes late it is important to call and alert them of your delay!

5.      Have the route from your starting location to the client site mapped out in advance and review it prior to leaving.  Having a navigation tool on your cell phone or device in your car is helpful.

6.      If you will be taking a cab / Lyft / Uber make sure you have the full and correct address and that you arrange for the driver to pick you up well in advance.

7.      If you are relying on other forms of public transportation, review the routes the day before, familiarize yourself with the times the transportation is available and be ready a few minutes early… also – know your stop!

8.      Be aware of the weather forecast.  If poor weather conditions are anticipated, allow yourself extra time.

9.      Dress for success.  At the very minimum show up in business casual attire, even if the position you are interviewing for doesn’t call for it.  Make sure your clothes are as wrinkle free and stain free as possible.  Putting an extra shirt in your bag is a life saver if you accidentally spill coffee on yourself.  Think about your attire all the way down to your shoes.  Your shoes should be clean and befitting of the rest of your outfit.  (and this should go without saying, but don’t forget the deodorant!)

10.   If you wear cologne – go with something light and use it sparingly.

11.   If at all possible visit the restroom as soon as you arrive on site and double check your clothing, teeth, hair etc.

12.   Fresh breath is important, if you’ve just had coffee or a meal, brush your teeth and carry mints with you.  Stay away from gum at all costs.

13.   Upon arrival check in at the designated office or reception area.  If you are made to wait, check your notes (which you should’ve been compiling throughout the interview process) and consider what points about yourself and your experience you want to get across and what questions you want to ask.  This is also a good time to turn off your cell phone.

14.   When greeting people use a firm and friendly handshake and SMILE!!  Let them know it’s a “pleasure to meet you in person!”

15.   No matter what the environment when you sit down for your interview – whether there are multiple people present or just one – whether you are in a conference room or office – always sit up straight, DON’T FIDGET, remember to smile and be comfortable in your own skin.

16.   Bring a notepad and pen and take occasional notes about the responsibilities, names of people and titles, etc.

17.   Ask questions and be engaged in the conversation, make sure you are prepared to answer questions like the ones discussed in the telephone interview post (technical abilities, future goals, strengths-weaknesses etc).

18.   Be mindful of your responses, don’t use fillers like UMMM – AHHH – AND etc. 

19.   Everyone has the ability to feel how they are being received.  You will get a “vibe” from others.  Be aware of how you are being accepted.  If you feel you are losing your audience start to mirror them.  If they are laid back and quiet – maybe you should tone it down some.  If they are vibrant and energetic – maybe you should be a bit more expressive? 

20.   You will also be aware when you are losing their attention.  If this is happening it is possible you are talking too much.  Start to wrap up your answers more quickly.

21.   When the interview process has concluded and you are on your way out, make sure to express thanks to everyone and inquire when you will hear about next steps in the process if you have not yet been offered the position.

22.   Walk out with confidence.  Keep your head high and your shoulders straight.  Leave with confidence and a smile on your face.

23.   If you are a smoker DON’T SMOKE!  Don’t ask to leave for a smoke and absolutely do not have a cigarette in front of the building on your way in or on your way out.  This isn’t discrimination, it’s just common sense.

24.   Do NOT drink alcohol.  While it’s fine to have a few cocktails with co-workers or at company parties, when you are in the interview process there is rarely a time where it’s a good idea to drink.  There are occasions where the potential employer will take you to lunch or dinner and everyone will have a beer or beverage, but only do so if others in the group are also having a drink and limit yourself to just one.

25.   Eat light.  If you are taken out to eat, eat a light meal.  You don’t want to glom down a heavy meal and get tired or God Forbid have intestinal distress the rest of the meeting. 

26.   From the moment you arrive on site until after you’ve left the building imagine that you are being watched and evaluated because it’s likely that you are.  Don’t be paranoid but always be mindful of what you’re doing.

After you arrive back home, send an email to  your main contact thanking everyone for their time and let them know of your continued interest in the role if it has not already been offered to you. 

If for some reason you have decided you are no longer interested in the position, make that very clear in the email. 

If a face to face interview is a requirement, it is typically the most important piece of the interview process.  Being prepared will provide you with the tools you need to land the role.

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