How We Hire Resources For You
Our Hiring Process
Skills Assessment
This is the primary stage of evaluation in which we thoroughly evaluate candidates' proficiency in revenue cycle management tasks. It involves assessing their ability to navigate billing software, analyze financial data, and ensure compliance with regulations. This step ensures we select candidates with the necessary skills to excel in our revenue cycle management services.
Background Checks
After assessing skills, we conduct comprehensive investigations into candidates' employment history, education, and any relevant professional certifications. We also verify the accuracy of their provided information and scrutinize for any discrepancies or red flags. This process helps us ensure the integrity and reliability of potential hires.
Reference Checks
Next, we reach out to past employers, supervisors, or colleagues provided by the candidate. Through structured interviews, we gather insights into their work ethics, interpersonal skills, and overall performance. These references offer valuable perspectives on candidates' abilities and character.
In-person Interviews
During the in-person interviews, candidates meet with our hiring team face-to-face. We assess their qualifications, experience, and alignment with our company culture. This interactive session allows us to assess their communication skills, problem-solving abilities, and interpersonal dynamics firsthand.
Technical Evaluations
Here, we conduct practical assessments of candidates' proficiency in using relevant software, tools, and methodologies specific to revenue cycle management. Through hands-on tasks and problem-solving scenarios, we evaluate their ability to work on healthcare data and resolve issues like complex coding efficiently.
Panel Interview
In the final stage, candidates face a group of interviewers comprising key stakeholders of the RCM department. This collaborative approach comprehensively evaluates candidates' skills, and experiences and helps to determine how they can fit into our revenue cycle management team. The panel assesses candidates from diverse perspectives, facilitating well-rounded decisions and ensuring alignment with organizational goals.
Employee Life Cycle
- Hiring Procedure – (Need identification, Initial Interview, one-on-one interview, explanation of roles and responsibilities/JD, hiring, induction and orientation)
- Grooming Employees (Grooming and cross training, continuous training for maximum throughput and quality output, incentives for learning new processes and skills)
- Retaining Valuable Employees (Monthly awards, Yearly bonuses, yearly performance review, )
- Exit Formalities (Proper exit with data security compliance guidelines)
