In our last post, we looked at what qualities a successful revenue cycle specialist possesses. Today, we examine why determining if a candidate is the right fit for an internal revenue cycle specialist position can be a challenge. A potential hire who looks perfect on paper may not have the people or communications skills needed when it comes to the in-person interview, so developing a well-rounded interview process ensures that the candidate who is the best fit in all aspects gets the job.
Provide a skills assessment
Creating a skills assessment test provides you with a solid indication of their previous experience, knowledge and problem-solving skills. It’s not a matter of getting every question right, but rather assessing their critical thinking and thought process on the questions he or she got wrong. This also provides insight into whether or not the candidate will be teachable.
Complete a multi-person interview
In addition to the skills test and examining the candidate’s resume, the in-person interview helps you establish if this person possesses the necessary qualities and is a good fit for both the position and the team. It’s beneficial to have the potential new hire interview with a few different employees. At the conclusion of the process, the interviewers can discuss their thoughts and opinions to come to an informed decision on whether to hire the individual.
Tailor interview questions around the culture of the ASC
The in-person interview also gives the interviewers a chance to see if the candidate is well suited to the center’s culture. For instance, Regent Revenue Cycle Management (RCM) works with a one-to-one model, providing each ASC with a dedicated revenue cycle specialist. This allows the specialist to develop a strong, vested relationship with each center, and it’s important that any new hires can fulfill this model.
Another way to determine if the candidate fits in with the culture is to ask questions regarding the center’s values. Regent RCM, for example, tailors questions around its RISE (respectfulness, integrity, stewardship, efficiency) values. The individual’s answers to the interview questions will provide insight as the whether he or she possesses these non-negotiable qualities.
This well-rounded interview process provides a multi-dimensional look at each candidate to help you best determine who will be the optimal fit for your center.