Tuesday, July 18, 2017

Account Executive Position Available

Healthcare Compliance Solutions, Inc. (HCSI) Is Currently Looking To Hire An Account Executive In The Greater Salt Lake City, Utah Area!

Description

The Account Executive serves as the primary point of contact for Healthcare Compliance Solutions, Inc. (HCSI) client accounts. This position supports the relationship with established accounts. The duties of this essential Account Executive position include account management, reactivation, referral sales, business support, and light technical support.

Responsibilities

·         Builds and strengthens the HCSI account relationship with every contact
·         Ensures accounts renew their service each year
·         Maintains knowledge of current and future compliance issues/topics
·         Utilized the HCSI referral program to generate additional sales

Expectations

·         Maintain or exceed a 90% account retention rate
·         Build and maintain a strong HCSI account relationship
·         Present yourself and HCSI in a professional manner for every account

Position Requirements

·         1-2 years account executive experience
·         Effective communication skills
·         Problem solving skills
·         Ability to multi-task
·         Positive and energetic personality
·         Earning potential based on your ability to close a sale

$1,200 base plus commission

The Great earning potential for this position is amazing!
It all depends on your ability to work hard!

Are you up to the challenge?

Click here for more information about the position and to apply through indeed.  Alternatively you may email your resume directly to our HR manager: jhuff@hcsiinc.com




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New I-9 Form Available As Of July 17, 2017

U.S. Citizenship and Immigration Services (USCIS) has released a revised version of Form I-9, Employment Eligibility Verification, as of July 17, 2017. 

Instructions for how to download Form I-9 are available on the Form I-9 page. Employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through Sept. 17, 2017. On Sept. 18, 2017 employers must use the revised form with a revision date of 07/17/17 N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.

Revisions to the Form I-9 instructions include:

  • Changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.
  • Removed “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9 include:

  • Added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Sections 2 and 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
  • Combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240) into selection C #2 in List C.
  • Renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C changed from List C #8 to List C #7.
These changes are also included in the revised Handbook for Employers: Guidance for Completing Form I-9 (M-274), which is now easier for users to navigate. 

E-Verify User Manual Update

E-Verify recently revised the E-Verify User Manual to include the most current system enhancements and policy updates. The manual has a new look and feel, looks better on the computer screen, and has a more user friendly navigation. Some sections have been reorganized and consolidated to improve the flow and readability of the information. To assist you in identifying the updates, the revised manual includes a Table of Changes.

See the Contact E-Verify page for E-Verify technical support, phone numbers and e-mail addresses.

Visit I-9 Central to get more details and to stay informed of other upcoming changes.

Healthcare Compliance Solutions Inc. (HCSI) clients will also be able to download the new I-9 form and "Handbook for Employers: Guidance for Completing Form I-9" from our website https://www.hcsiinc.com/ in the "Employment Law (HR)" section found under the in the "Updates/News" link.
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Friday, July 14, 2017

Hiring and Your Social Media Advantage

Using social media as part of your hiring process will help you find the kind of employees you want for your organization.

Jennifer was hired two months ago by her new boss Sally. Jennifer was an okay worker, but there were some things about her character that concerned Sally and Jennifer's co-workers. She had the skills to do the job, but she was not fitting into her team or the culture of the organization. Sally had thought she made a good hire, but was beginning to doubt Jennifer's longevity with the organization. When it came time for Jennifer's new hire 90-day review, Sally had no choice but to let her go. By this time Jennifer had become a negative influence on her co-workers and morale was beginning to suffer. It was time for Sally to being the costly and time consuming hiring process over again.

Hiring managers are faced with the described situation above far too often. They think they have made a good hire, but soon realize the mistake they made. 20 years ago, hiring somebody who's character and personality does not fit within the organizational culture would be very difficult to foresee. Today, there are resources available through social media that help hiring mangers make more informed hiring decisions.

Why is Character So Important?
When a new employee is brought into an organization, that new employee will have an effect on their co-workers and on the culture of the organization itself. Whether that effect is positive or negative greatly depends upon the character of the the new employee. It is important to take the character of a potential new hire into account before making the hiring decision. Finding someone who has the basic skills and knowledge to get the job done is critical to being able to do the job. With this in mind, if a hiring manager can find a candidate who has good basic skills, not superman skills, but a basic understanding of the job skills and knowledge, but also has good character, then that is a great candidate.

Social Media Resource
When a hiring manager begins to narrow his or her list of candidates down to the final few, it is time to find out more about their character. One of the best places to discover more about a persons character is by reviewing the select candidates social media profiles and posts. This enables a hiring manager to get a basic understanding of the candidates and their character. It is through the language they use, their posts, and how they interact with others that gives the hiring manager look at the personality and character of who they are looking to hire.

Social Media and Privacy
Some hiring managers may say that they do not feel comfortable looking at a candidates social media profiles due to it being perceived as an invasion of privacy. It is important to understand that anything posted online within a blog or social media is not private! Anything posted on the Internet is available to anyone at anytime and cannot be permanently removed. Any type of posting on the Internet, immediately becomes public knowledge. Reviewing someones social media profiles is not an invasion of privacy.

Hiring managers are given the responsibility to bring the best and most qualified new employees into their organization. Having the ability to review social media profiles makes it less of a crap shoot to accomplish this task.



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Wednesday, July 12, 2017

HCSI Interveiw with Buck Parker a General and Trauma Surgeon Episode: 25

Lance King of Healthcare Compliance Solutions (www.hcsiinc.com) interviewed Buck Parker, General and Trauma Surgeon at St Mark's Hospital and digital entrepreneur.


Background
Buck Parker was born in Jackson WY. He did his residency at Detroit's Henry Ford hospital, and after a couple of moves to Florida and Wyoming now lives in Salt Lake City, Utah. Buck grew up hunting with his dad and  in field dressing animals became interested in anatomy. His dad and grandpa were carpenters and he enjoyed working with his hands, plus he loved science. He thought about being a doctor when he was 16 and after some detours finally decided to go into medicine when he was 21. He felt that he did better in med school than most of his colleagues because he was older and more mature. 

Digital Entrepreneurship
Buck's family members had their own businesses, so he grew up with an entrepreneurial mindset. His mom and dad had a motel and restaurant. They did things out of box and were ahead of the marketing curve and Buck learned to think creatively from them. He wanted an internet business when the internet first came around and in medical school he researched web-businesses. Between college and medical school he lost 30-40 pounds, so he decided to get into affiliate marketing and sell the product that helped him lose the weight. He told us how he ended up having the most popular website for these products and the company had to ask him not to compete with them. Buck shared with us different methods of digital marketing, including pay-per-click, opt-ins, and content creation and curation.

Pay-per-click
When he first started out, pay-per-click (PPC) was a cheap and easy way to get people to find your webpage. PPC is where a company pays a host website money every time a  user clicks on the company's ad. Another PPC method is where a company 'buys' search engine words so that when a user searches those terms, the company's advertisement will show up first on the search list. As time has gone on, PPC marketing has gotten more expensive. Buck recommends looking at other avenues that are more accessible.

Opt-ins
One of those methods is opt-ins. Anytime a company offers something for free in exchange for a customer's email address, it is utilizing opt-in marketing. Social media platforms are essentially opt-in based, because users click “follow” to receive information and offers from a company. Buck says that as long as you give good content, you can eventually offer a product or service to purchase, or you can receive money through advertisers who want to be featured on your page. Many companies do this and he doesn't see why physicians can't do the same thing. He says, “If you can be informative and entertaining, you'll gain followers.” The purpose of opt-in marketing is to give value. His company's goal is to give 10 times the value of stuff the customer buys, so if they buy $1000 worth of stuff, he wants to give them $10,000 worth of content.  Buck knows that most people are scared of giving too much because people won't buy their stuff, but he says that good marketers give more than average.



Content Creation and Curation
A related method that Buck touched on was content creation and curation. This method works with social media. You can either create your own content, such as photos, videos, and articles, or you can curate a collection of related photos, videos, and articles created by other people. He has found that curation is much easier and effective than creation. Buck told us about his Jackson Hole Vacation Instagram account and how he's found ways to successfully attract advertisers.
Buck says the most important thing is to spend time figuring out what platforms work for your specific services/products. He subscribes to Gary Vaynerchuk's idea of 'day trading in people's attention' and that every time people's attention moves to a new thing, there's another opportunity to be the first person there. The current trend of attention is moving from Facebook to Instagram to Snapchat. Buck looks forward to staying on top of the social media marketing curve throughout these changes.

Personal Habit of Success
Throughout the interview, it was apparent that throughout his life, Buck Parker is a persistent person, who doesn't stop looking for the next challenge. It was no surprise when he said persistence was his personal habit of success. He says you have to hold on to the things you like and that drive you. For him, surgery and internet marketing drive his passion. Buck watched his parents try to do everything themselves and they were never able to grow their businesses as big as they could have. He realized that he has to give up micromanaging and find the right person to take care of the details so he will be free to build something else.

Three Absolute Truths
  1. Be kind because everyone is human. It's the right thing to do and you'll be happier for it.
  2. Always be yourself. Be authentic and don't worry about what people say. Embrace whatever makes your life fun.
  3. Be awesome. When you have positive energy, (like picking up trash when no one is looking), it piles up and makes you feel better which makes you be able to do better things for the world.


Buck Parker, Bio

Dr. Buck Parker is a Doctor and Entrepreneur. Dr. Buck is a General and Trauma Surgeon in Salt Lake City, Utah. He is from Jackson, Wyoming and is an avid skier. He did his medical school at St. Matthews University School of Medicine in Belize. He then did his General Surgery residency at Henry Ford Hospital in downtown Detroit, MI. Dr. Parker has been an entrepreneur since residency when in 2007 he built a successful business selling exercise DVDs and equipment based on internet marketing and search algorithms. Since then he has been interested in how current technology can shape and improve our lives and society. Dr. Parker’s mission is to use this knowledge to spread the positive message of personal accountability for overall societal improvement, using social media and internet marketing techniques. With this mindset change, ordinary people can achieve greatness

Thanks to you all for watching, following, and listening! Please contact Lance King at lking@hcsiinc.com with all your healthcare compliance questions! He would love to help you out. Make sure to follow Lance on LinkedIn and catch the weekly Doctor Entrepreneur podcast. Make it a great day!

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Monday, July 3, 2017

HCSI Interview with Stephen Parker of The Profitable Dentist Episode: 24

This episode of Doctor Entrepreneur featured an interview with Stephen Parker, Editor-in Chief of The Profitable Dentist Magazine, President of Excellence In Dentistry, Founder of Dentiva Consulting, and Founder of WhiteRock Dental. Lance King at Healthcare Compliance Solutions is proud to bring this podcast to you. (www.hcsiinc.com)


Stephen Parker, Personal Life
Stephen Parker is married with 5 teenagers. He likes to sail with his wife.  He's been a serial entrepreneur and the advice he gives to aspiring entrepreneurs is to start with the end in mind. Steve has always had a passion for business. He started in the restaurant equipment business and watched that industry aggregate and scale. He then grew a telecommunications business and sold it. Twelve years ago he talked to friend about doing something different because he was getting out of the teleconference industry. His friend, a dentist said, “Your next thing should be a dental lab. We pay a lot of  money to them and we hate them all.” Steve took his friend's advice and started aggregating dental labs. He found most owners were great lab technicians but terrible businessmen. And in working with dentists, he saw the same trend among them as well. He decided to go into dental business management consulting.

The Profitable Dentist
Through his consulting work, Steve met Dr. Oakes, founder of The Profitable Dentist magazine. Dr. Oakes had Steve take a look at The Profitable Dentist and see if he could do something for them and he is now the Editor-in-Chief. The Profitable Dentist was started by Dr. Oakes, who realized upon graduating from dental school that he was never taught about actually running a dental practice. He decided to travel around to dentists in his area to speak with them. They talked about best practices, opportunities, and struggles. They decided to start a dental newsletter to reach other dentists. They put an ad in a dental industry magazine, looking for subscribers.
Interest in the newsletter grew so large that they started a magazine.  When the magazine first started, they received a letter from the ADA saying “how dare you put profitable and dentist in same sentence?” Dr. Oakes response was that “Patients are happy to go to profitable dentist.” Traditionally, dentists have been reluctant to talk about the business side of things, but over the last 5 years things are changing dramatically. Steve says people must realize that for dental school graduates, 90 percent are going to be independent business people, and they will have zero training in business. This is where The Profitable Dentist Magazine (www.theprofitabledentist.com) can help. The magazine covers topics such as hiring, firing, payroll, marketing, and other aspects of practice management, as well as providing clinical resources. The Profitable Dentist also holds a yearly seminar, featuring speakers and training in various areas, including business practices and clinical information. Sleep apnea and implants are the two most-requested clinical topics and retirement planning and marketing are the top two requested business management topics. The magazine looks for the best speakers who are on the edge of this evolving industry.

Recommendations to Sole Practice Dentists
His biggest piece of advice is to decide when you want to get out and plan with that end in mind. Ninety-six percent of dentists are unprepared to retire at age 65. Planning to find an associate to sell to doesn't work anymore. Dentists must start building systems and processes to get them ready to retire.  Steve's consulting firm, Dentiva Consulting suggests that dentists look at joining/creating a dental group to aggregate business processes and increase profit margins. He says that we're in the Wild West stage of dental aggregation. The dental industry was originally where most dentists were sole practitioners or a few joined huge dental corporations. Now most doctors choose to incorporate, just in smaller groups than some people imagine. Since the industry only has room for a few “elephants,” most groups are 5-17 dentists and people are happy at that size. The dental practices can aggregate business functions; marketing, supplies, and billing, but dentists can still have control over the clinical aspects of the practice. The DSO model is flexible and allows doctors to create a version that works for them. (Lance interviewed Jeromy Dixson, of Smiles Dental, who also talked about DSO's in this interview.)

Failure
Steve says you will mess up every day just remember to not lose the message along the way. His biggest failure was his understanding (or misunderstanding) of how dentists ran their practices. He saw so many practices failing, with no apparent reason. He found that 9 times out of 10, the practice had borrowed too much money and needed restructuring. After the necessary changes were made as suggested by the consulting firm, the practices would get right back into debt, sometimes within the first month after the changes were made. Steve kept thinking that knowledge would be enough to change. He has found that sometimes behaviors are so entrenched you can't fix it through consulting. Now his company takes over those business processes for dentists. He likes that his company is able to evolve as the industry demands.

Personal Habit of Success
Steve says, “Know your numbers. Find metrics.” He believes that anything that's watched and measured will improve. He gets the end-of-day metrics on whatever he wants to improve. He says to let your team know what you're watching. In the role as leader, know what you're working on and make sure to look at it and measure it every day.







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The Profitable Dentist Magazine



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