Digg it UP - Business

Do You Have the Aptitude for That? Get Tested to Steer You in the Right Direction
“Face it; you’re never going to be a singer or musician. Just keep your singing in the shower.” Audiences the world over are rejoicing that I took the advice of that test administrator! But after coming to the hard realization that I had no future in music, the counselor who reviewed my test scores with me surprised me by pointing out some strengths I didn’t realize I had and making some career suggestions that I never would have considered. So even though I had ideas about what careers I thought I’d like to pursue, my direction got much clearer after meeting with that test counselor.Aptitude testing isn’t only helpful to find out if you might have a future in the performing arts. It can pinpoint very specific types of skills that you may not even be aware you have. Maybe friends often come to you to help settle disagreements—did you realize that you were so strong in negotiation, interpersonal communications, and relationships? Your marketable skills are not just things like being able to keep financial ledgers, run computer software, or type quickly. Many less ‘tangible’ skills can be even more important to your future employer.Getting yourself tested is an excellent way to help you find a career you’ll love, but it can also show you what you can do in a job you already have to succeed even more. It can also point out weak areas that you may be able to work on to succeed to the max in the career you’re most suited for. Testing can run the gamut from short, free online tests (but remember, you get pretty much what you pay for) to paid online testing (which is much more convenient, and not too expensive) to live testing at a counselor’s office.I’ve scoped out some of the best (and most fun) online testing sites for you. Take a look at these sites and see what works for you. Then get tested and...take their advice. If you find a job utilizing your strongest skills, you’ll be the most successful, and the most happy, at work. And how many people these days can say they truly love their work? Be one of them!Take a look at

Encouraging your own 'star' players to identify other outside top performers is an extremely powerful tool that is being used more and more. Corporations are offering a wide range of rewards in order to get these names and then act on them.

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger

Medical Billing - EA0 Record Fields 32 Through 38
This is the fourth in our medical billing series on the EA0 record. We pick up our discussion of this record with one of the most complex pieces of information that is sent with every medical claim.EA0 fields 32 - 35, positions 179 - 198, are the four diagnosis codes fields. Diagnosis codes are probably the most important pieces of information that is transmitted to the payer of services. There are probably around 15,000 different diagnosis codes, though it is doubtful that anybody knows the exact number as they are constantly being updated with new diseases being discovered all the time. Each code is assigned a three to five digit number of combination of numbers and characters. These are commonly referred to as ICD9 codes, but there are other codes as well, depending on the physician specialty.The reason these codes are so critical is that each diagnosis code corresponds to a particular illness or procedure that may or may not be covered, in full, in part, or not at all, by the particular insurance the patient has. Diagnosis codes are one of the first things that the payer looks at to determine if a claim is paid in full, part or not at all. There are four fields for diagnosis codes but only one is required to be sent. Each claim must have at least one diagnosis. Additional codes are usually sent if additional supporting information is needed in order for a claim to be paid. If at least one of these fields is not filled in, the claim will most certainly be denied, as this is the only place in the claim file where the actual problem with the patient is transmitted.EA0 field 36, position 199, is the assignment indicator. This is the indicator that tells the payer if accept assignment is on for this claim. In English, what this means is that the biller does not have a contract with the payer but is willing to accept the payer's rates for billing this claim. Doctors do this in order to not lose business, otherwise the patient will probably choose to go some place else where they doctor is either a participating doctor or will

Introduction

Last week, I was in Rajasthan (One of the largest state in India), traveling from Jaipur to Jodhpur to Udaipur to Bikaner to Kota. It was not a fun trip but I was adding few more head counts on the roll of the company I am working with. I was in Rajasthan for 8 days, 1800+ people walked-in for interviews; 750 actually interviewed and we extended the offer to 107 people. Whether you refer to it as a ‘talent war’, skill shortage, or ‘employment seller’s market’, it’s threatening the competitive position of many corporations, and the situation is worsening. Over the next 10 years, the demand for talented people will far exceed the availability of skilled workers – at all levels, and in all industries. Before proceeding further, lets have a look at the following figures:

 It is estimated that at least 1/3 of business failures are due to poor hiring decisions and inability to attract and retain the right talent.
 The average cost of replacing a manager or professional is 1.5 to 3 times salary.
 The cost of working around an under-performer can run as high as six figures
 The cost of consistently failing to attract and retain good talent – including declining productivity, morale, culture and reputation - is inestimable.
 Each vacant position costs your organization Rs. 60,000 on average. For some management positions, it can easily run into six figures.

Notwithstanding the economic situation of a country which may affect the job market for a time being, many ‘A-players’ who have not had significant opportunities for growth and advancement change jobs, and the fundamental shortage becomes apparent – especially for those companies who have not developed a reputation as ‘employer-of-choice’, and who have not developed the capabilities and infrastructure to compete effectively to acquire and retain scarce talent resources.

Getting the best talent, and keeping the talent you have is becoming intensely competitive. Most corporate officers say that the biggest constraint to pursuing growth opportunities is talent.

Few businesses have adequate talent acquisition, retention and development capabilities -
 Acquiring A-players is a both art and science. People who primarily make hiring decisions ‘from the gut’ are rarely consistently successful.
 Employer brand identity is increasingly important to compete for talented people who have numerous options. Rebuilding a damaged employer brand often takes years.
 New technology such as Internet sourcing has not reduced cycle times nor increased effectiveness
 Handing-off to a third party vendor is a transaction, not a process. Organizations that consistently attract players develop an employer-of-choice brand identity, deep capabilities in talent acquisition, retention and development, and the process & infrastructure to support them.

Understanding Talent Acquisition

So what exactly do we mean by the term Talent Acquisition? Well, just as Customer Acquisition describes the overall strategic process around identifying market sectors, targeting client prospects, running direct marketing campaigns, selling and receiving the order (i.e. acquiring a new customer), so Talent Acquisition involves all the sub-processes around finding, attracting and engaging highly talented individuals into your organization.

Origin of the “Concept” of Talent Acquisition

Let's take a closer look at the way traditional recruitment is re-emerging as a broader 'talent acquisition' concept - An approach that is becoming more and more critical in the 'War for Talent'. Just exactly how does this differ from 'plain vanilla' recruitment? Well, in a considerable number of ways.

First and foremost, 'talent acquisition' forms a part of a much broader strategic approach in the corporate quest to gain and sustain a competitive advantage in today's marketplace. Other aspects include talent development, retention and transition, these are primarily inward facing, whilst the former is outward looking.

The core concept of talent acquisition is to get away from the 'fill in the box' thinking to one that is more pro-active and much closer to building the skill sets required to achieve business success. Traditionally, a recruitment need occurs when an individual either leaves or is promoted to another function. That's when panic can set in, especially if no suitable internal solution is found, a situation that is becoming known as - "under the bus syndrome". Strong relationship building or networking skills are important here. The key to success in talent acquisition is the unique way that you are able to tap into the 'top performers' who are not really looking for another job. They never read the traditional job ads or go to the job boards on the Internet.

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger

10 Business Card Basics: Does Yours Have Them?
Do you consider your business card a marketing tool, or just a basic business necessity? If your answer is "a basic business necessity" you're missing out on an inexpensive, often overlooked, valuable marketing tool.I think many small business owners miss the boat when it comes to their business card. I'm looking at a variety of cards right now that I've received over the past few months.Most of them are missing at least one key element that could be helping them attract more clients and prospects.Most business cards include the basic contact information, but that's where they stop.Your business card is a marketing opportunity. Every time you hand one out, it's a chance to communicate something about your business. It's a chance to help establish your brand identity.And, it's a chance to attract prospects and clients to your business.But only if you include the proper information.Following is my list of 10 things every business card should include, along with a few basic tips on creating a business card that works hard for your business. While some of it seems pretty basic, you'd be surprised what I see on some business cards!Use it as a checklist to evaluate your business card to see how it measures up.1. Your NameObvious I know, but please make it easy to find and read. No mouse-type and don't bury it among other information.2. Your TitleYou'd be surprised how many people leave this off. I recently received the business cards from two gentlemen who work for a major public relations firm. One is the founder and president, the other an assistant. Neither of their cards feature job titles. If time goes by and I forget who they are, or if I pass along their cards or contact info to someone else, they might not have any idea one of them is the owner of the company.Too bad. It doesn't cost any more to print a title on the card.3. Your Business NameMost people get this one right. If, however, you don't have a business name, and you're operating

6; The cost of working around an under-performer can run as high as six figures
 The cost of consistently failing to attract and retain good talent – including declining productivity, morale, culture and reputation - is inestimable.
 Each vacant position costs your organization Rs. 60,000 on average. For some management positions, it can easily run into six figures.

Getting the best talent, and keeping the talent you have is becoming intensely competitive. Most corporate officers say that the biggest constraint to pursuing growth opportunities is talent.

Understanding Talent Acquisition

Origin of the “Concept” of Talent Acquisition

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger

Brand Presentation - Go Out of Your Way to Have Fun
Have you ever noticed the brightest colors, and the funniest scenes are the most memorable?A little old granny with her red hat and red vinyl purse looking at a teensy weensy piece of meat on a big round bun saying, “Where’s the beef?” comes to mind when I think of funny commercials. Everybody for years walked around commenting “Where’s the beef?” It became the instant putdown on every date, the end all of party conversation, and the choice location to have a burger.Splash yellow paint across the screen, zap it with a green jagged line, and add a pair of bright red lips talking from the depths of creation and you’ll get some attention. If the lips happen to have a quirk and say something funny, you’ll have people repeating your catchy brand slogan for months, or maybe years afterward.When the world learned to sing in perfect harmony a few years back, it was to the tune of the Real Thing, Coke Classic in a shapely bottle. Nobody needed to ask what the wave was when Coca Cola brought back an old favorite.For your new brand, strike up a funny pose, brightly colored, with a prime phrase, and keep the energy high. You’ll want everyone to remember your kick ass brand because it’s funny, its repeatable, and it captures attention. If it just happens to be a phrase that catches on and everyone uses for a variety of reasons, you’ll have a recognizable BRAND that presents your product every time it’s used.How many years did we walk around singing “Please don’t squeeze my Charmin?”Even my children, born twenty years after the fact, know that when I’m singing the ‘charmin’ song, I’m singing a jingle about toilet tissue. And, ya know what? I still sing it.When you create a new brand for your business, think presentation and have some fun!Please don’t squeeze my Charmin!Don’t hold her so tight!If Charmin needs Squeezin’…After all, you shouldn’t have to say “Pleeze” just to get a little “Squeeze”, right Mr. Whipple?

s is talent.

Understanding Talent Acquisition

Origin of the “Concept” of Talent Acquisition

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger

Biometric Time Clock Manuals
A biometric time clock is a complex device requiring expert handling. It has many settings that a layman may fail to understand. Biometric time clocks are very important for all businesses these days. These timekeepers are designed to assist organizations in keeping track of employee hours for payroll purposes. The technique uses fingerprints or biometric hand recognition to identify the employee. A biometric time clock requires a specified set of tools and equipments for installation.Biometric time clock manuals are a must during the initial handling of this equipment. One who reads these guides can easily set up, handle, and maintain the equipment. In some way, these manuals can be invaluable tools in getting the most out of your biometric time clock experience and maximizing the life of your time clocks. Biometric time clock manuals inform the end user of the parts and working of biometric time clocks. The manuals also list necessary tools and replacement parts required for installation and maintenance. In a company, a biometric time clock manual is made available to the employer, who has to read and understand the working and related procedures and provide sufficient training to his employees.Expert trainers use these manuals as a guide during the training process. A good biometric time clock manual contains all the necessary detailed information regarding the equipment, accessories and their specifications, installation procedures, maintenance, setting the time clock, troubleshooting methods, and error codes. Once operational, the settings of the clock need to be changed occasionally. The manual contains step-by-step instructions for settings such as time, date, daylight savings time, program mode, and synchronization of analog dial and digital display.The two common types of biometric time clock manuals are downloadable online manuals and printed manuals (or booklets). Online manuals are the fastest and cheapest solutions to find high-quality time clock guides. These manuals are published and periodically updated by the manufacture

, targeting client prospects, running direct marketing campaigns, selling and receiving the order (i.e. acquiring a new customer), so Talent Acquisition involves all the sub-processes around finding, attracting and engaging highly talented individuals into your organization.

Origin of the “Concept” of Talent Acquisition

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger

Close Protecting Celebrities, Is It All It's Cracked Up To Be
Lots of people want to be in close protection to famous people. The truth is, Celebrity Details are probably the most coveted positions, but represent only one small sector of Close Protection.Details can range from accompanying a company MD to a shareholders meeting, to acting as a close protection/personal assistant to a celebrity, to the most dangerous work–protecting Diplomats from terrorist attacks.Most people who desire careers as close Protection have glamorous thoughts about the work. Well. First, if you are a big fan of a particular celebrity–do NOT seek employment as his or her CPO, the Chances are shortly after you begin to work for them you will no longer be a fan.Secondly, you must be willing to sacrifice your personal life, since all your time and attention will be focused on taking care of your principal.And by “taking care” I don’t mean just wearing a dark suit and hanging around backstage, on the red carpet, at trendy watering holes, restaurants and clubs.Your Body Guard duties will often require you to act more as a Personal Assistant.For CPO’s your own personal life and needs will pretty much take a back seat, while the principal’s life and needs are paramount.The money you earn can be superb, But when you take into account the number of hours in the day that are not your own, and the time that you are away from family–well, let’s just say it’s ideally a job for a single person without any love life or family attachments.Thirdly, close protection work requires the ability to spend hours upon hours doing nothing. Let me clarify: you are keeping an eye on your principal, alert to over-zealous fans, press and paparazzi, but often my job would consist of sitting for 12 hours in a Hotel watching Butlers or other staff working. It is tedious, mind-numbing imagine 10-12 hour long sessions like this–for days and days and days at a time.The last big fallacy as regards this career is the idea of “celebrity by association.” It’s vitally important for anybody working with a celebrity to u

o one that is more pro-active and much closer to building the skill sets required to achieve business success. Traditionally, a recruitment need occurs when an individual either leaves or is promoted to another function. That's when panic can set in, especially if no suitable internal solution is found, a situation that is becoming known as - "under the bus syndrome". Strong relationship building or networking skills are important here. The key to success in talent acquisition is the unique way that you are able to tap into the 'top performers' who are not really looking for another job. They never read the traditional job ads or go to the job boards on the Internet.

Once the talent has been identified, the next stage is to start building on-going relationships and look for that all elusive 'trigger point' in someone's career that would get them to change jobs. This can be a number of things but it is often a negative experience or an outstanding opportunity. Gathering intelligence from their 'friends' and from previous market research will help in uncovering exactly what excites top players.

Educating line managers that talent acquisition must also be an every day duty is also a success criterion. Most managers, rightly so, look at hiring only when there is a 'box' vacant on a purely transactional basis. Today's top talent has a very short shelf life; therefore you must have a sense of urgency in bringing them aboard, a job opening or no job opening. This tactic is considered very risky by some managers, but at the end of the day not making an offer the day a 'top' performer comes to the job market, you will most certainly loose them. Usually bringing in top management (CEO, CFO, COO, etc.) in the relationship building process helps considerably in influencing the 'star' performer.

Money is of course essential in the talent acquisition quest, but it's not the only element. Many corporations are using traditional job classification and job grading systems in order to remain competitive in the 'cash compensation' side. Being able to mould an opportunity and make it exciting will also attract top performers, the notion of "a la carte" job descriptions is becoming more and more adopted as a way of finding the "hot button", and excite people enough to make the move. Benefits and perks are at the fore here with long-term incentives such as stock options, being widely used. The work/life concept will also have an impact, a lot of corporations talk about this element but not many have fully embraced it. Others look at it from an investment banker perspective and view potential 'top performers' as they would any targeted acquisition, some people are even thinking of attributing P/E ratio values to top talent. Just think for one moment at that analogy, the talent marketplace becomes the equivalent of the NASDAQ or DowJones and the attractiveness of top talent will vary according to their performance relative to peers and the value added they can bring. Perhaps in the future you will see talent 'indexes' being used.

That will prove to be more and more essential in giving corporations a leading edge and competitive advantage over others. If you have it you will be one of the survivors, if not then a 'market correction' may be soon be coming your way.

What is difference between “Recruitment” and “Talent Acquisition”?

One of the most frequently asked questions is “What’s the difference between ‘Recruiting’ and ‘Strategic Talent Acquisition’?”

The easy part of the answer is to define “recruiting”. It is nothing more than filling open positions. It is an entirely tactical event.

The more complex part of the answer is the definition of “Strategic Talent Acquisition”.

Strategic Talent Acquisition takes a long-term view of not only filling positions today, but also using the candidates that come out of a recruiting campaign as a means to fill similar positions in the future.

These future positions may be identifiable today by looking at the succession management plan, or by analyzing the history of attrition for certain positions. This makes it easy to predict that specific openings will occur at a pre-determined period in time.

In the most enlightened cases of Strategic Talent Acquisition, clients will recruit today for positions that do not even exist today but are expected to become available in the future.

Taking the long term strategic approach to talent acquisition has a huge impact on how an approach is made to a candidate. If the approach is purely tactical in nature, all we ask of the prospective candidate is “are you qualified and interested?”

However, if the approach is more strategic in nature, the intent of the call is to go much further, and the conversation becomes more relationship building. The candidate has an opportunity to explain his/her future career aspirations, and the recruiter gathers enough information to determine if there is a potential fit in the client organization. If during a strategic

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggitup.net/article/23438/diggitup-Talent-Acquisition-in-21st-CenturyA-Big-Challenge-Part-I.html">Talent Acquisition in 21st Century-A Big Challenge (Part I)</a>

BB link (for phorums):
[url=http://www.diggitup.net/article/23438/diggitup-Talent-Acquisition-in-21st-CenturyA-Big-Challenge-Part-I.html]Talent Acquisition in 21st Century-A Big Challenge (Part I)[/url]

Dark Secret to Getting Knock-Out Recommendations Finally Revealed

Doesn't it drive you nuts when less qualified people get the opportunities that you deserve more? It doesn't have to be that way... if you know the secret to getting the kind of recommendation letter that really opens doors.

Tips To Start Your Accounting Career

Once you figure out what type of accounting career you want to get started, you can begin your search for a job. There are three good places to look for jobs that can get your accounting career off the ground: the internet, newspaper, and through a headhunter. Check online job sites to see what types of accounting jobs are available in your area. Finding an entry-level job can be just the boost you need to get your accounting career going.

Unusual & Interesting Franchise Opportunities

The most unusual franchise opportunity that I have come across specialises in cleaning mattresses! They have turned this business into an art form. The way I clean my mattresses is by taking them out on a cold day and hitting them with a hard brush. The brush dislodges all the loose material whilst the cold kills any bed bugs.

Bookmark it:

Tags

Links

Digg it UP - Talent Acquisition in 21st Century-A Big Challenge (Part I)

Related Articles: