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Use These Tactics To Cut Your Job-Search Time In Half

Posted by Richard Yadon in Job Search | 0 comments

Use These Tactics To Cut Your Job-Search Time In Half Click here to view original web page at www.forbes.com Job-seekers are figuring out from harsh personal experience — the best teacher there is — that the traditional job-search machine is broken. It doesn’t work. You could literally lob applications into automated recruiting sites forever and never get a job. To get hired and especially to get a job that deserves your talents, you have to take a more proactive approach. You don’t have to follow the traditional job-search rules or even the rules laid out in employers’ own job ads. You are not responsible for reading job ads! You can reach out to anyone you like, and I encourage you to reach out to hiring managers at every organization on your Target Employer List. You will find your specific hiring manager like this, and then you’ll send him or her a paper letter in the mail, the old-fashioned way. Your letter is called a Pain Letter because it digs into the most likely source of Business Pain to be vexing your hiring manager right now. When you send your hiring manager a pithy Pain Letter along with your one- or two-page Human-Voiced Resume, you will make much stronger and more relevant impression than your automated application could ever do. Your direct approach to your hiring manager is one important job-search channel. Two other channels to get up and running are your Networking channel and your Consulting channel. It is imperative for you to get consulting business cards (for instance, at Vistaprint online) and give them out to everyone you know and everyone you meet. You are creating a new persona for yourself. You are not a lowly and desperate job-seeker, but rather a consultant! The more time and thought you give to your fledgling consulting business, the more effective a networker and a job-seeker you will become!  

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  Why is that? It’s because business consultants are experts in solving thorny problems. They are intimately familiar with the problems their employers and clients run into most often, and the cost of those problems to clients until they get solved. You have to know the same thing. Your investment of time and energy in developing your new consulting business will shed light on the areas where your Pain-Solving abilities will have the most impact. Here are three techniques every job-seeker should incorporate into his or her job-search approach. In combination these three shifts in your job-search methodology and mindset will cut your job-search time in half. Business Pain The concept of Business Pain can revolutionize your job search. When you know before you reach out to a hiring manager how you can solve his or her most likely problem rather than just performing a function, you have power in the hiring equation. Nancy used Business Pain to equalize the traditionally unequal power relationship when she was job-hunting. Nancy researched each employer she approached before she ever reached out to them and she didn’t apply for jobs through faceless Black Hole recruiting sites. Nancy is an administrative assistant. She knows how administrative hassles slow organizations down and cost them money and customers. Her branding doesn’t say “I’m a skilled Administrator.” It talks about the aggravation and costs associated with a disorganized office, instead! Nancy knows how to solve that kind of Business Pain. That’s why she never stays unemployed. Nancy sent a Pain Letter to the CEO of each company on her target employer list, and in her letter she focused on missed appointments, out-of-date office systems and the confusion that results when an overbooked CEO lacks a capable first mate to manage his or her calendar. Nancy got a job in six weeks because she didn’t go the job market hat-in-hand, but rather as the solution to a stressed-out CEO’s problem. Get Out Fast Nancy and every other Mojofied Job Seeker knows this about a job search: there are many more hiring managers who won’t appreciate your brand of jazz than those who will. The last thing Nancy wants to do is waste time running down an opportunity that shows all the signs of going nowhere. Nancy trusts her gut. If she gets a weird feeling or the sense that she’s beating her head against the wall in one opportunity, she doesn’t stick around. She moves on! Extreme Customization The key to becoming a Mojofied Job Seeker is to believe in yourself and back up that belief with a highly-targeted, carefully-researched approach to a few employers that you choose — the opposite of the traditional, thoughtless ‘Spray and Pray’ approach. Nancy knows the names of every hiring manager she has in her sights. She doesn’t take the view “Somebody will hire me!” but rather goes after her target managers one by one. Her Pain Letters are thoroughly researched before she sends them out and her Human-Voiced Resume is customized for every opportunity. We all like to feel that people have taken time and invested energy to learn about us when they approach us with a sales pitch. Hiring managers are no different! You can get your job search moving the same way Nancy did. It takes a shift in mindset and a new methodology, but the benefits are enormous!   Liz Ryan is the CEO and founder of Human Workplace. Follow her on Twitter. Read the rest of Liz's Forbes.com columns here.

What To Expect In This Year’s Salary Increase

Posted by admin in Candidates, Job Search | 0 comments

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Thinking of your 2015 salary increase?

You might be surprised about what to expect. Salary trends vary widely by industry and by role within the industry. As reported by the Robert Half organization...

"U.S. starting salaries are projected to increase an average of 3.8% in 2015 for professional occupations. Technology positions are expected to see the largest gains among all fields researched, with an anticipated 5.7% increase in the average salary for newly hired workers. Accounting and finance and creative and marketing professionals can expect their starting salary to rise an average of 3.5%."

If you re looking for a big jump in pay this year you'll more likely see it in these industries. Salary increases for a new job with a different company average between 3% and 7%. This also varies widely and it is highly dependent upon the percieved value you bring to the new organization.

It is best to do some research before you have your performance review or salary increase conversation. Some of our favorite sites to get 'generalized' salary information are:

  • Salary.com  Good site for a ball park figure.  Keep in mind that the pay scales tend to be high and are focused more on large city metro areas.
  • Payscale.com - Our of the best with robust tools and information.
  • Monster.com Monster offers a free 'salary wizard' that might be fun to try.  Good generalized info.

Negotiating Your Salary Increase

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Most pay increases are negotiable. How much depends on who you work for. If you are in a large corporation there is very little negotiating room unless you are at the top of your organizational ladder. Big companies have fixed salary ranges that appear to be locked in stone. However, if you are in a smaller company there tends to be more room to maneuver.

 

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Also, remember to ask for an increase - don't expect the company to just hand them out. Companies are not in business to provide jobs and pay salaries. They are in business to make a profit. The more you can show your direct contribution to business results the more power you have in salary negotiations.


Salary GuideBrought to you by Robert Half

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10 Questions To Start a Self Development Plan [AUDIO]

Posted by admin in Candidates, Career Management, Sales | 0 comments

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"Be All You Can Be"

This used to be the tagline for the US Army, but it echoes the inner drive of most people.  After all, who doesn’t want to be all they can be?  You don’t have to join the Army, as honorable as that is, to accomplish this goal.  You can be all you can be in your career, in your community, in any or all areas of your life.  We often see ourselves as somewhat contented with our lives the way things are right now.  Of course it's hard to think of anything else when there are other, pressing issues to be addressed.

Still most of us aspire for something deeper and more meaningful.  It all starts with a personal self development plan

Perhaps you are on the right track, perhaps you know you’re not, and perhaps you didn’t even know there was a track!  MMS  Group principal Richard Yadon gives you ten questions to ask yourself to uncover what it might take to be all you can be!

 

10 Questions to Start A Self Development Plan

What other questions should you ask yourself to fully optimize your life? Let us know below.

3 Steps to Solve Your Job Search Problems

Posted by admin in Candidates, Job Search | 0 comments

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Got a Difficult Problem in Your Job Search?

Say, a lack of networking contacts? Or trouble answering interview questions?  Problems in a job search are as common as mosquitoes in July.  You aren't alone either, no one's job search goes smoothly.

Have you ever written your problem down on a piece of paper?   I'll bet you haven't.  Most of react to problem to solve it as expediently as possible.  Few take the time to structure the problem and structure a solution.  Sometimes you can snap to a solution a common problems, but job search problems are not common.  You may only encounter them a few times in your life.

Writing down difficult problems has an incredible impact.   Wen you write problems down, you take an immediate, huge leap towards solving them. Think about it: Every great invention or solution, from the atomic bomb to the Xbox, was first worked out on paper.

Getting your problem down on paper is just the first step.  Here is a three-step method that will help you get the problem solved!

STEP ONE

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Start by asking the right questions

Most folks put themselves behind the eight ball in their job search by asking questions that are self depreciating, depressing, and demotivating.  Questions like ...

 

Why won't anyone give me a job?

How do I network when I don't know anyone?

Why doesn't someone recognize my great experience?

 

 

These questions are not very helpful.  Instead, start asking questions that motivate and inspire you.

Better questions to ask are:

 

 “How could I give people a reason to call me with job leads?

How did my 10 closest friends find their current jobs? How could I brainstorm with them and use their methods in my job hunt?

What worked in my last job search? The job search before? How could I do that again?

 

 

Important: Ask questions that YOU can solve. Don’t act as if the government, your school, parents, family -- anyone else – is going to come through for you.  They might; but you can’d depend on it in a job search. Once you give up responsibility for solving problems with your job search (or anything else), you become a prisoner of outside forces.

Write down at least five empowering and motivating questions about your job search, right now.

 

STEP TWO

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Brainstorm at least 20 possible answers

After you write down five good questions, circle the one question that looks most promising. You're going to use it to get hired faster. Write that question at the top of blank sheet of paper.  Write neatly because this question is going to help you get hired!

Let’s use this question as an example:

 

 How could I give people a reason to call me with job leads?

 

Now start writing down answers to this question.  Think of as many as possible, no matter how crazy, outlandish, or unlikely it might be for you.  Keep writing down every possible and don't stop until you have at least 20 answers to your question.  Not 15 or 19, but 20 answers -- or more.

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There is an important reason to keep going until you have 20 answers.  Left to its own devices, your brain will pull a Homer Simpson after two minutes and try to talk you into going out for donuts or beer. Brains hate to think. Like bench pressing, thinking is strenuous work, no matter how good it may be for you.

But don't let your head off the hook. Don't stop until you get 20 possible solutions. Brainstorm as if your career depended on the outcome. Actually it does.

After you get to 20 it is time to review.   Most of your answers won't be very good – don’t worry about that. You are not being graded on the quantity of your best answers.   Look  closely however, because your best answer may come right after the most hare-brained. By forcing yourself to write out 20 answers, you're flushing the creative pipes while going deep into your subconscious mind to dredge up a winner.

 

STEP THREE

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Take action on one solution today

Choose the most promising from your list of 20 answers. Then, get started -- today -- to make it happen. No excuses.

Let's say the most actionable of your solutions is to throw a networking party where you can meet friends, family and acquaintances, and let them know about your job search.

What do you need to do to make this party happen?

Just think it through… you have to make the guest list, send invitations, get the food, etc. So write down all the sub-goals necessary for the party to be a success. Check each sub-goal off your list as you complete it. Before you know it, your networking party will be a reality.

After that, take the next most-promising solution from your list of 20 and make that one happen.

Repeat until hired.

 

SUCCESS FORMULA

Here's why these 3 steps work when it comes to solving problems –

 

Clear Thinking +  Continuous Action =  RESULTS

 

If you're struggling to find a job, write down clear, empowering questions of your situation. Then, brainstorm at least 20 possible solutions and take action on the best one today. When you do, you'll be that much closer to getting the job you really want, faster.

 

Tell us about your biggest job search problem today and we'll try to help you solve it....

When Your Dream Job Becomes a Nightmare

Posted by admin in Candidates, Job Search | 0 comments

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You’ve landed your Dream Job!

All of the interviews went smoothly – you brought your ‘A’ game. They loved your skills and expertise. You loved your prospective, the excitement of the new position and benefits of joining the company. When you finally got that Offer, it was thrilling to give your notice (or tell your friends you’re finally employed after a long stint of unemployment!). All seemed right with the world.  After all this is your Dream Job!

But then….you’ve now been on board enough for the newness to wear off. Suddenly you’re not so sure you’ve made the right decision. The job that seemed like a dream is starting to feel like a nightmare. Maybe the position isn’t what you thought it would be. Maybe it’s either too narrow, too broad, not challenging enough, or more of a stretch than you imagined. Or the company just isn’t the environment you thought it was going to be, you don’t click with the culture. Even worse, maybe your boss isn’t the caring, supportive mentor you thought they would be.

Now you are not sure what you should do. Stick it out? For how long? Leave? Then what?
The decision to stay or leave a new job is a personal one, with no right or wrong answer, as everyone’s situation is unique. But you are not the only person to face this situation. Although it doesn’t happen very much, it is still something we see occasionally. To help you think through your next move and determine what’s right for you, here are some questions you may want to ask yourself:

6 QUESTIONS TO ASK

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1. Is it just the newness of the job?

In your previous job, you knew your way around - you knew what was expected of you; you knew your job; you knew the players; you felt like you belonged. All of that will take time in a new job. Think back when you learned to drive. There were so many things to keep aware – speed, cars around you, judging distances, ect… But after a few months you could shift, change the radio station, drink some coffee and talk about your neighbor all at the same time! Sometimes it’s best to give yourself time to get over the “newness” and then decide if the job is right for you.

 2.  Can you live with your boss?

This is a tough one. You aren’t going to change your boss’s attitude or style. Even though your boss isn’t the supportive manager you thought they would be, can you live with the change? If so, it may be worth staying. If, however, you experience a nauseous stomach on Monday mornings or a rise in blood pressure every time he or she walks into your office, it may be wise to consider leaving.

3. Can you navigate the politics?

Often people say they don’t want to work at a place that has office politics. If that is you then you might just want to stay home. You can’t escape office politics. If you’ve been hired into a political crossfire, it will be important to assess your political skills to determine if you can make it work. If you’re good at developing relationships and working with differing styles, as well as “managing up”, you may want to consider staying and seeing if you can make a tough situation work.

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4. What will you learn if you stay in this job?

Sometimes a seemingly wrong job can turn out to be a terrific opportunity to learn new skills, new technologies, and gain valuable experience. Is it possible this job could be a stepping-stone to a better, more satisfying position down the road? Could it ultimately propel your career forward? If so, and you can tolerate everything else, it may be worth staying.

5. If the scope of the job has changed, can it be renegotiated?

If the actual work turns out to be far different from what you thought it would be, you may want to speak with your manager to see if aspects of the job can be changed. If the scope is too narrow, can more responsibilities be added? Employers love people who want to take on more responsibility. Just be sure you a qualified to do it. If the job ultimately represents a step backwards and/or you’re doing work you didn’t feel like you signed up for, it may be worth looking elsewhere.

6. Can you afford to leave without another job to go to?

This is a very important financial consideration. Carefully evaluating your financial situation prior to jumping ship will help alleviate regrets later on. Consider also the momentum you had in your job search prior to starting your job. Can it be easily resurrected so your time of unemployment is minimized? You might also want to check back with some of the other places you interviewed.

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Often the answer as to whether you stay or leave is within you. There is no easy checklist or flowchart to follow. Most workplaces are not dangerous or abusive. If that is your situation then the choice is clearer. Pay attention to how you’re feeling and what the job is doing to your health and self-esteem. Know that it’s always an option to stay and look for employment on the side. If you do that, it may be valuable to evaluate your job, boss, team, and culture requirements so you can develop some insightful interview questions to ask the next time around.

Tell us below about your experience if you were in a new job that did not work out….

The new job search strategies you need

Posted by admin in Candidates, Career Management, Featured | 0 comments

15.09.14

CEO Richard Yadon Interviewed on Reinventure Me Podcast

In our latest episode of the Reinventure Me podcast, Hosts Leary  Gates and Armin Assadi talked with MMS Group CEO and  recruiting expert Richard Yadon about the way the job market has changed in the last five years and how job seekers can improve their success in landing the right job for them. A lot has changed in the way corporations are finding candidates today. In just the past five years significant tools to find jobs and to screen candidates have emerged. Today’s applicants need to be smarter than ever to develop a strategy to land the right opportunity. Listen to a brief segment from the show...  

You can hear the entire podcast, more job search information, and get the show notes HERE

Are you ‘Attractive’ to Employers?

Posted by admin in Candidates, Career Management, Featured | 0 comments

Employers want problem solvers, not workers

shutterstock_90694780Today’s hiring authorities want to attract and hire individuals who will provide them with the greatest return on their investment. In addition, they want someone who can help them solve challenges, issues or problem areas. Most industries or professions have universal problems that they face. Take time today to think about the problems you have solved for past employers. Review what actions you took and the results that were achieved. Now make a list of potential employers you feel would be facing the same kind of problem and directly market yourself to the person who would be your bosses’ boss. Stress the problems you faced, solutions you implemented and results that were enjoyed by past employers. This will encourage the hiring authority to envision you as a problem solver who would be at asset to their current team. Most employers would like to upgrade their team and solve current issues or problems. Position yourself as that person, and you will greatly increase your chances of scheduling an interview. MUST READ If you need a coach or mentor, especially on your way to a job interview, visit My Job Interview Coach and view the short videos. These videos provide you with great information that you can use before, during and after the interview process.

JOB SEEKER TRAINING WEBINARS

Posted by admin in Candidates, Career Management, Featured | 0 comments

16.07.14

 

Finding Your Passion, Purpose, and Power July 16th @ 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST) One of the great discoveries you make in life is the answer to the question, “Who am I?” One of the deepest needs of human existence is to know that our lives count for something; that our gifts and talents are being used to make a difference. Since work is so much a part of our lives, we want it to be meaningful. Are you eager to live the life you deserve yet just don't know where to start? Do you want to feel passion for life and use it towards your life purpose? It's time to stop yearning for an extraordinary life, and start living your passion, purpose and power. Stop trying to survive your day to day life and learn to direct your steps with new energy and optimism as you head into the future “you” get to choose. Being in a career transition is a perfect time to explore what’s possible for you. Come learn how I found my purpose and how you can find yours. You will get inspired to powerfully move forward.
  • Learn how to be captain of your own ship
  • Learn how to instantly build your self-confidence
  • Learn the essentials needed shift your emotions empowering you toward your future
  • Learn how to accelerate your success and how to stay on your path
  • Learn how to eliminate unwanted habits and behaviors that are holding you back
  • Learn what relationships are necessary to drive you forward
When people establish a connection between what they do and a larger effort to change the world for the better, their work becomes an act of passion. The ultimate value you bring to the world. Join us to discover your unique contribution and gain access to all the resources within you to fulfill your passion, purpose, and power. It will be powerful, energizing, inspiring, and fun! Registration Link: www2.gotomeeting.com/register/377609826   Revive Your Job Search July 24th @ 3:00 pm EST (12:00 pm PST, 1:00 pm MST, 2:00 pm CST) If you have ever felt that your job search has come to a screeching halt, then this Webinar was created for you. During this session we will address the following:
  • How daily standards prevent peaks and valleys
  • Steps to revive a job search that is not providing results
  • Options to consider
Registration Link:  https://www2.gotomeeting.com/register/354862210

New Medical Director Jobs

Posted by admin in Candidates, Career Management, Featured | 0 comments

15.07.14

Job ID Job Title Location Salary
CA-C1-02050341 Medical Director San Diego, CA  $200K+
IA-C1-02050358 Medical Director Des Moines, IA   $200K+
IL-C1-02050348 Medical Director Chicago, IL   $200K+
IL-CT-3073 MEDICAL DIRECTOR Chicago, IL   $200K+
NH-C1-02050359 Medical Director Manchester, NH   $200K+
NJ-C1-02019675 Sr. Medical Director Northern NJ   $200K+
NY-C1-02044335 Medical Director Pearl River, NY   $200K+
Scroll down or click on the Job ID for further details.
Please feel free to contact us if you need more information.
Job List
Job ID: CA-C1-02050341 - Medical Director
Primary Skills: HEALTH
Description: GENERAL SUMMARY: To ensure the highest quality of clinical practice, judgment and medical integrity are upheld, implemented and enforced, for all product lines administered by Health Plan. QUALIFICATIONS:Physician licensed by the State of California, with Board certification in primary care or medical subspecialties. Have five (5) years of Medical Director experience in a managed care setting, such as a HMO or IPA/Medical Group. ESSENTIAL DUTIES AND RESPONSIBILITIES TO INCLUDE BUT NOT LIMITED TO: Medical oversight and physician liaison in the areas of: Utilization Review, Credentialing, Quality Improvement, Peer Review, Case Management, and Disease Management. Works under the direction of the CMO to ensure the delivery of high quality and efficient care for all members. Provide Administrative Management of patient care with specific responsibility to provide direction and assistance in achieving optimal medical performance in an efficient manner. To participate and lead in the review of all inpatient admissions. Direct and review all inpatient utilization activity at hospitals by interfacing with the clinicians and UR nurses. Oversee the review process of prior authorization (medical and pharmacy) requests in a timely manner. All denials must be individually reviewed and signed by the Medical Director or physician reviewer. Ensures that all prior authorization decisions are based on sound medical principles, consistent with approved guidelines and compliant with NCQA, LA Care, MRMIB, DHCS and CMS requirements. Serve as a resource to all UM/QI/Pharmacy personnel, and provide direction for them in the performance of their duties as needed. Review credentialing of providers being considered as health plan providers. Participate as needed in the Peer Review process and become a member of the Peer Review Committee. Participate in physician-based task forces, JOCs and committees as appropriate. Manage HMO Utilization. Implement QI/UM protocols in collaboration with the CMO, UM Director and UM staff. Annually review the UM and QI Plan, including assisting in the development of UM and QI policies and procedures and medical criteria to be used in the evaluation of appropriate health care services. Review utilization result and participate in determining corrective actions for any UM deficiencies that have been identified. Participate in the review and resolution of medically related grievances. Assist in preparing the Plan for all State, Federal and LA Care medical audits. Participates in the development of policies and procedures for QI/UM and Pharmacy departments. Provides leadership and assistance to staff in daily operations. Interacts and meets as needed with physicians, IPAs, and ancillary providers in order to ensure the delivery of high quality and efficient care for all members.
Salary: Open,   Location: San Diego
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Job ID: IA-C1-02050358 - Medical Director
Primary Skills: health, HEALTH
Description: Responsibilities Include: This position provides oversight of the utilization management process and assumes responsibilities within the quality improvement program. Essential Functions: ? Provide clinical leadership for the utilization management process, including authorizations, denials and appeals. Offer clinical guidance to the Utilization Management nurses and other staff. ? Respond to provider inquiries regarding utilization management decisions, complaints and appeals. Promote positive provider relationships. ? Offer clinical insight for the development or adoption of utilization management, pharmacy, and quality management programs, as well as medical necessity definition and criteria ? Review post-service appeals and make appropriate determinations regarding the medical necessity and appropriateness of services ? Monitor compliance with physician credentialing and re-credentialing policies and procedures. Review “clean” files and prepare exception report prior to Credentialing Committee meeting. ? May serve as the chairperson for the Credentialing Committee and other QI Committees, as delegated by the President/Chief Operating Officer ? Coordinate with the President/Chief Operating Officer, Corporate, the Pharmacy Director, and the health plan’s Pharmacy Benefit Manager to ensure appropriate administration of the pharmacy benefit ? Oversee staff training and education in matters relating to the delivery of medical care, the assurance of quality, and effective control of utilization ? Work with the President/Chief Operating Officer to assure quality of care in all aspects of medical utilization and to assure that health care utilization is appropriate to meet the needs of the members and falls within the recognized standards of efficiency ? Collaborate with MHP Directors to assure MHP compliance with all regulatory programs including National Committee for Quality Assurance (NCQA), URAC, or general accreditation and State Medicaid guidelines ? Represent the health plan in the medical community, upon request ? Perform other duties as assignedJob Requirements: Current unrestricted license as Doctor of Medicine or Osteopathy for the designated State is required. Current board certification in his or her designated specialty is required. 3 to 5 years experience in managed care and medical management of health plans or in medical programs administration is required. 5 years Post Graduate experience in direct patient care. Strong experience in developing and/or implementing practice guidelines is required. Experience in providing care to a Medicaid population is
Salary: Open,   Location: Des Moines
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Job ID: IL-C1-02050348 - Medical Director
Primary Skills: health, HEALTH
Description: Responsibilities Include: This position provides oversight of the utilization management process and assumes responsibilities within the quality improvement program. Essential Functions: Provide clinical leadership for the utilization management process, including authorizations, denials and appeals. Offer clinical guidance to the Utilization Management nurses and other staff. Respond to provider inquiries regarding utilization management decisions, complaints and appeals. Promote positive provider relationships. Offer clinical insight for the development or adoption of utilization management, pharmacy, and quality management programs, as well as medical necessity definition and criteria Review post-service appeals and make appropriate determinations regarding the medical necessity and appropriateness of services Monitor compliance with physician credentialing and re-credentialing policies and procedures. Review “clean” files and prepare exception report prior to Credentialing Committee meeting. May serve as the chairperson for the Credentialing Committee and other QI Committees, as delegated by the President/Chief Operating Officer Coordinate with the President/Chief Operating Officer, Corporate, the Pharmacy Director, and the health plan’s Pharmacy Benefit Manager to ensure appropriate administration of the pharmacy benefit Oversee staff training and education in matters relating to the delivery of medical care, the assurance of quality, and effective control of utilization Work with the President/Chief Operating Officer to assure quality of care in all aspects of medical utilization and to assure that health care utilization is appropriate to meet the needs of the members and falls within the recognized standards of efficiency Collaborate with MHP Directors to assure MHP compliance with all regulatory programs including National Committee for Quality Assurance (NCQA), URAC, or general accreditation and State Medicaid guidelines Represent the health plan in the medical community, upon request Perform other duties as assignedJob Requirements: Current unrestricted license as Doctor of Medicine or Osteopathy for the designated State is required. Current board certification in his or her designated specialty is required. 3 to 5 years experience in managed care and medical management of health plans or in medical programs administration is required. 5 years Post Graduate experience in direct patient care. Strong experience in developing and/or implementing practice guidelines is required. Experience in providing care to a Medicaid population is
Salary: Open,   Location: Chicago
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Job ID: IL-CT-3073 - MEDICAL DIRECTOR
Description: Medical Director – CHICAGO !When you join this INCREDIBLE leadership team you will collaborate with the Chief Medical Director to direct and coordinate the medical management, quality improvement and credentialing functions for the business unit. Experienced clinician will provide medical leadership for UM, cost containment, and medical QI activities. Performs medical review activities pertaining to utilization review, quality assurance, and medical review of complex, controversial, or experimental medical services. Support effective implementation of performance improvement initiatives for capitated providers. Make an important contribution in planning and establishing goals and policies to improve quality and cost-effectiveness of care and service for members. Provide medical expertise in the operation of approved quality improvement and utilization management programs in accordance with regulatory, state, corporate, and accreditation requirements. Assist the Chief Medical Director in the functioning of the physician committees including committee structure, processes, and membership. Oversee the activities of physician advisors. Utilize the services of medical and pharmacy consultants for reviewing complex cases and medical necessity appeals. Participate in provider network development and new market expansion as appropriate. Assist in the development and implementation of physician education with respect to clinical issues and policies. Identifies utilization review studies and evaluates adverse trends in utilization of medical services, unusual provider practice patterns, and adequacy of benefit/payment components. Identifies clinical quality improvement studies to assist in reducing unwarranted variation in clinical practice in order to improve the quality and cost of care. Interfaces with physicians and other providers in order to facilitate implementation of recommendations to providers that would improve utilization and health care quality. Reviews claims involving complex, controversial, or unusual or new services in order to determine medical necessity and appropriate payment. Develops alliances with the provider community through the development and implementation of the medical management programs. As needed, may represent the business unit before various publics both locally and nationally on medical philosophy, policies, and related issues. Represents the business unit at appropriate state committees and other ad hoc committees Ideal candidate will be a Medical Doctor or Doctor of Osteopathy, board certified preferable in a primary care specialty (Internal Medicine, Family Practice, Pediatrics or Emergency Medicine). Previous experience within a managed care organization preferred. Experience treating or managing care for a culturally diverse population preferred. Board Certification through American Board Medical Specialties required.
Salary: Open,   Location: Chicago
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Job ID: NH-C1-02050359 - Medical Director
Primary Skills: health, HEALTH
Description: Responsibilities Include: This position provides oversight of the utilization management process and assumes responsibilities within the quality improvement program. Essential Functions: ? Provide clinical leadership for the utilization management process, including authorizations, denials and appeals. Offer clinical guidance to the Utilization Management nurses and other staff. ? Respond to provider inquiries regarding utilization management decisions, complaints and appeals. Promote positive provider relationships. ? Offer clinical insight for the development or adoption of utilization management, pharmacy, and quality management programs, as well as medical necessity definition and criteria ? Review post-service appeals and make appropriate determinations regarding the medical necessity and appropriateness of services ? Monitor compliance with physician credentialing and re-credentialing policies and procedures. Review “clean” files and prepare exception report prior to Credentialing Committee meeting. ? May serve as the chairperson for the Credentialing Committee and other QI Committees, as delegated by the President/Chief Operating Officer ? Coordinate with the President/Chief Operating Officer, Corporate, the Pharmacy Director, and the health plan’s Pharmacy Benefit Manager to ensure appropriate administration of the pharmacy benefit ? Oversee staff training and education in matters relating to the delivery of medical care, the assurance of quality, and effective control of utilization ? Work with the President/Chief Operating Officer to assure quality of care in all aspects of medical utilization and to assure that health care utilization is appropriate to meet the needs of the members and falls within the recognized standards of efficiency ? Collaborate with MHP Directors to assure MHP compliance with all regulatory programs including National Committee for Quality Assurance (NCQA), URAC, or general accreditation and State Medicaid guidelines ? Represent the health plan in the medical community, upon request ? Perform other duties as assignedJob Requirements: Current unrestricted license as Doctor of Medicine or Osteopathy for the designated State is required. Current board certification in his or her designated specialty is required. 3 to 5 years experience in managed care and medical management of health plans or in medical programs administration is required. 5 years Post Graduate experience in direct patient care. Strong experience in developing and/or implementing practice guidelines is required. Experience in providing care to a Medicaid population is
Salary: Open,   Location: Manchester
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Job ID: NJ-C1-02019675 - Sr. Medical Director
Description: Summary/Scope: The Clinical Research Physician, Hematology/Oncology will be instrumental in supporting the growth of the Solid Tumors organization as it continues to build the value of its current products and develop new products. The incumbent will have hands-on responsibility designing and executing clinical trials, and running programs focused on assigned therapeutic areas. and will exhibit a passion for Phases 1 through 3, including biomarkers, proof-of-concept and full development.Core Responsibilities:• Design and optimize clinical trial design and ensure clinical trials meet ethical and regulatory standards. • Lead the Clinical Protocol Team, including interactions with discovery, safety, marketing, regulatory, research and other functions. • Write protocols that are in-line with the overall indication strategy. • Present at Investigators’ meetings. • Conduct medical review and interpretation of efficacy and safety data from clinical trials. • Have responsibility for the quality, coordination, medical accuracy and timeliness of clinical study reports. • Work with other Therapeutic Area Heads and team members to prepare abstracts, manuscripts and presentations for external meetings as well as author clinical sections of regulatory documents (IB, IND sections). • Assist senior management to oversee quality, coordination and timeliness of clinical sections of INDs, Investigator Brochures, CTAs, ISS’s, ISE’s, and clinical expert reports. • Present and discuss data and findings at relevant team, governance, KOL and regulatory meetings. • Establish and maintain working relationships with Study investigators, key opinion leaders, academicians, and Senior managers and department heads across the corporation • Ensure adherence to GCP/ICH and Standard Operating Procedure (SOP) standards. • Maintain clinical and scientific awareness in area of expertise. • Guide and influence the distribution and management of Clinical Research Scientists • Manage life cycle requirements and plans for designated indications. Qualifications Key Requirements/Knowledge: • Minimum M.D degree and substantial medical/clinical training in Oncology • Minimum 5 years of experience designing, leading and managing significant clinical trials in the Therapeutic Area • Direct industry experience is preferred; substantial experience working on industry-sponsored trials will be considered. • Demonstrated understanding of drug development process. • Knowledge of Good Clinical Practices (GCP), FDA regulations and guidelines, and applicable international regulatory requirements. • Experience in designing Clinical trial strategies to obtain regulatory approval. • Ability to provide scientific and clinical expertise to a clinical development program and evaluate scientific and clinical strategies for a product. • Ability to develop and evaluate strategies for the clinical development of a designated indication and to critically evaluate outside expert advice. • Experience in Clinical project planning. • Experience working on global and complex Clinical trials. • Experience working effectively in a team/matrix environment.
Salary: Open,   Location: Northern
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Job ID: NY-C1-02044335 - Medical Director
Description: Full-service Medical Education agency that provides promotional medical education programs to the pharmaceutical/biotech industry. Excellent opportunity for an experienced Pharm.D., Ph.D., M.D. to join a growing agency and dynamic team, providing Medical strategy, content, and client interfacing. Specs 5 years experience in Medical Education (promotional) Advanced degree(PhD, PharmD, MD) Areas of interest; Oncology CNS Immunology/Rare dis-ease Respiratory disease( COPD, Asthma) Diabetes Optomology Must have strong communication/writing skills) Client facing experience Must be strategic Strong computer skills Powerpoint excel word endnote outlook
Salary: Open,   Location: Pearl River
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The Myth of Job Security

Posted by admin in Candidates, Career Management, Featured | 0 comments

In today’s job market, there is really no job security.

The only way you can achieve job security is to keep your knowledge and skills current, to consistently improve your marketability and value. Employers will do their best to attract and retain entrepreneurial overachievers. Commit to a lifetime of learning starting immediately. Executive Search If you want to be successful in your job search, you must articulate your value. You must conduct research beyond the job description and understand the needs, challenges and expectations of your potential employer. It is only then that you can explain your value to an employer. Often reading trade publications or press and media will reveal this information. It is always wise to read what others are saying about your prospective employer. If you are not working, then you may convince yourself that you can’t afford training or education. The Internet offers an abundance of information and there are many courses offered for free. Research which skills and knowledge would enhance your resume and make a commitment to acquire the training you need. Obtaining additional training also helps explain what you are currently doing, if you are not employed. A lifetime of learning will GUARANTEE your job security. MUST READ The ideal situation in any job search is that a potential hiring authority reaches out to you. The only way to make this happen is to be extremely visible and perceived as an expert. There are a few things you can do that don’t cost any money but will provide you with great exposure. These include: submit articles and get them printed in a Trade Publications, start a blog or comment on blogs written by others, tweet important facts or post videos on you tube that display your knowledge.