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Sunday, June 23, 2024
Washington, DC, USA


Prepare For January Deductibles Problems
That Time of the Year is Just Around the Corner


Expand Your Patient Plans for the High Deductible Season

January is just around the corner and patients will be starting over with new and potentially higher deductibles and copays. Are you ready to accept every form of payment? It only makes sense that patients will pay more and sooner if you offer them multiple ways and times to do so. With a full payment platform, you will capture more revenue as you collect payments before, during and after appointments. Patients love their options, too!

Join our patient payment expert to learn how easy-to-use tools:

  • Allow multiple point-of-service payment options to save staff time and improve collections
  • Give patients a way to pay 24/7 online, accepting multiple payment methods
  • Automate recurring payment plans that accept e-checks, credit cards and debit accounts

"Let the Healthcare800 payments specialist help you.. it is a forward-thinking approach for healthcare revenue that gets the results today. Contact us

Julie H.
Director of Business Services
Large physician group

How Healthcare Providers Can Maximize Success in a Recruitment Services
Tips That Can Help


Success in a recruitment services partnershipA major shortage of healthcare workers, coupled with growing demand for patient care services, has placed healthcare providers in one of the most competitive hiring markets in our nation’s history.

Faced with this challenge, many have sought the expertise of Recruitment Services experts. A quality provider of Recruitment Services, sometimes known as RPO, can deliver a robust candidate database, advanced sourcing techniques, best practice recommendations, clinical experience, benchmarking, and management know-how to help today’s healthcare providers succeed in hiring the best talent in the most cost-effective, efficient and timely manner.

But what can the healthcare provider do to best position themselves for success in working with a Recruitment Services team? The following are tips for getting more out of your partnership:

Communicate Your Goals to Internal Staff

One of the areas that often gets overlooked in initiating a Recruitment Services partnership is ensuring consistent and proactive communication with internal team members, including talent acquisition staff, hiring managers and executives. To ensure their comfort and buy-in to the process, your staff needs to understand why you are looking to a Recruitment Services provider, what the program is going to entail, how it is going to benefit them, and what are the desired outcomes. Ensuring everyone is on the same page – creating a sense of “team” -- will go a long way to achieving a good working relationship and a high level of program success.

Onboard the Recruitment Services Team

Just as you provide orientation for a new recruiter, your staff needs to be available to onboard the Recruitment Services team. This means providing training materials, introduction to systems, access to hiring managers and education, particularly about your organization’s culture. The Recruitment Services team needs to understand your employee value propositions, the selling points of your health system, your career development opportunities, and the community.

Define Roles and Responsibilities

Agreeing up front who is responsible for what part of the process is an important part of successfully integrating the Recruitment Services provider with your team. Delineating the Recruitment Services roles from internal staff roles can help avoid mix ups. This may involve such things as the type of requisitions and departments to be supported by the Recruitment Services team and how they’re going to carry out these functions. Internal staff should understand that the Recruitment Services team is truly an extension of the internal team brought in to supplement the efforts of existing talent acquisition functions.

Select a True Strategic Partner

In addition to aiding your recruitment and hiring, a quality Recruitment Services provider should serve in a consultative role and act as your organization’s strategic long-term partner. This means offering ways to improve your employment brand, working to expand your internal candidate database and recommending process improvements to your systems and recruiting processes. As experts in the field, a quality provider will bring an industry-wide view, with extensive knowledge of best practices and strategies that can be statistically compared with your data. This can provide valuable insights that lead to more cost-effective and efficient strategic decisions.

Agree Upon an Escalation Path and Other Management Issues

With every type of recruiting, occasional challenges will arise. Having a predefined escalation path is key. For example, you and your Recruitment Services partner should agree up front on a structure for resolving hiring issues. A quality Recruitment Services company will recommend a management system customized to your specific needs. For instance, a management system may include a scheduled meeting cadence that says every week both parties will meet to review data or every month you will gather to go over strategy. It can also spell out a report structure with dates for delivering significant information to your organization. Service level agreements that track quarterly performance against agreed upon targets can also be part of this structure.

Archives of Health Care History
Remembering the Flu Epidemic of 1918

1918 Pandemic (H1N1 virus)

We Heard the Bells: The Influenza of 1918

The 1918 H1N1 influenza pandemic was the most severe pandemic in recent history. The origin of the virus causing this pandemic is unknown. It spread simultaneously through North America, Europe, and Asia in three waves during 1918-1919. In the United States, it was first identified in military personnel in spring 1918. It is estimated that about 500 million people or one-third of the world’s population became infected with this virus. The number of deaths was estimated to be 50-100 million worldwide and 675,000 in the United States. Mortality was high in people younger than 5 years old, 20-40 years old, and 65 years and older. The high mortality in healthy people, including those in the 20-40 year age group, was a unique feature of this pandemic. While the 1918 H1N1 virus has been synthesized and evaluated, the properties that made it so devastating are not well understood. With no antibiotics to treat secondary bacterial infections that can be associated with influenza infections or vaccine to protect against influenza infection, control efforts worldwide were limited to non-pharmaceutical interventions such as isolation, quarantine, good personal hygiene, use of disinfectants, and limitations of public gatherings.

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