At Concorde, we encourage you to think of our consultants as an extension of your organization. That's the best way to take advantage of the high levels of experience – an average of 14 years – that you'll find on our team. For example, meet our two Directors of Allied Health Recruitment, Andrea Egerton and Ken Williams. Andrea Egerton With over 20 years of experience as a Concorde consultant, Andrea specializes in permanent placements for Allied Health professionals in Radiology, Cardiology and Ultrasound. Before joining Concorde, she worked for several years as a psychotherapist, Director of Marketing for a psychiatric (...)
So, you’ve found that perfect fit in a physician for your open position. Now it’s time to close the deal. Find out which two aspects of the process will make or break your success. Timeliness Nothing demonstrates your interest in the candidate—and keeps your candidate interested—better than prompt responses at every step. Conversely, delays in responding to requests, setting up a visit and getting contracts out kill many deals. Timing cannot be stressed too much! Call a physician within 48 hours of receiving his or her CV. Set up a site visit within one week of the phone conversation. Get (...)
By Kathryne Plato, CPC | Director of Coding at ebix In a previous newsletter, we looked at billing rules for locum tenens physicians. Now let’s look at the billing basics for Nurse Practitioners (NP), Clinical Nurse Specialists (CNS) and Physician’s Assistants (PA). NPs, CNSs and PAs may apply for individual provider numbers for direct billing purposes. All covered services rendered may be billed using the advanced practitioner’s direct provider number. The categories of third-party payers who may reimburse for NP/PA services are: Medicare Medicaid Commercial indemnity insurers Commercial managed care organizations Each of these categories of payers and each of (...)
As the physician shortage intensifies, you need every competitive edge in attracting high-quality candidates. Understanding their mindset is essential. Based on our many years of experience connecting healthcare facilities with the candidates who fit best, here are the top 10 reasons physicians choose one position over another. Being employed vs. joining a practice.With so many practices being absorbed by hospitals, candidates are now more open to an “employed” position with a hospital. They want to avoid the uncertainty and upheaval of a takeover in a private practice. Loan repayment assistance. With individual medical debts as high as $200,000, any help (...)
With all the competition for high-quality physicians right now, retention programs are increasingly important. It pays to be creative and committed in encouraging the hard work of your best physicians. Here are four areas where you can be more effective in your physician retention program. Networking opportunities Social events targeted at connecting physicians with their colleagues, patients or community. Physician-friendly scheduling Aim for consistency and stability. Ensure appropriate amount of time off. Offer flexibility to participate in conferences, teach or work on special projects. Professional development support Cover memberships, conference attendance, certification programs, etc. Pay for performance Closely connect salary (...)
Two major healthcare facilities in Northern Wisconsin were having difficulty locating high-quality radiologists. As a stopgap while they searched for permanent staff, they contracted with several locum tenens firms. In the process, Concorde created a whole new approach to the problem. We call it Supplemental Staffing. While the other firms were simply filling positions with whoever was available, we began to develop Supplemental Staffing, a more custom staffing method involving a consistent pool of talented physicians proven to be a good fit with the client’s culture. The new approach delivers a staff that’s more fully integrated into an organization. The (...)
Can your organization afford to lose more physicians? With the physician shortage intensifying, it’s never been more important to address turnover challenges. And as the liaison between physicians and healthcare organizations, Concorde knows the secrets behind this critical issue. To improve retention, first you need a better handle on why turnover happens. Here are the top six reasons we hear for physicians moving on: Lack of the right physician mix.Large metro areas sometimes have too many physicians in certain specialties, making it difficult to make a living. Smaller areas tend to have too few physicians, leading to burnout and on-call (...)
Authored by: Jean Kaiser, Regional Sales Executive, ebix Inc. Thinking of taking some time off? If you’re a physician who wants to continue billing Medicare Part B for services rendered by a locum tenens substitute, there are certain rules you need to know. Two Medicare Paperwork Musts Here are the two items you must keep in mind when billing Medicare for services performed by a locum tenens physician. List in item 24d modifier – Q6 (services finished by a locum tenens physician) after the procedure code. In item 33a, enter the National Provider Identifier (NPI) for whom the substitute physician (...)
With so many hospitals running on tight margins, the need to capture revenue wherever possible has never been greater. Few practices have the potential to drive greater revenue than timely, rigorous and consistent physician charting and dictation. These skills should never be overlooked in your recruiting and training efforts. Many organizations rank their physicians by their attention to detail in recommending and tracking healthcare services for patients. They look for careful notation of every conversation, prescription and piece of advice given, because such vigilant recordkeeping helps ensure they’re seizing every opportunity to both drive revenue and provide better care. Interested (...)
How We Bring You Better Candidates. Concorde Staff Source isn’t a giant global firm. We aren’t a mom-and-pop shop, either. And we like it that way—because our firm’s medium size plays a key role in our commitment to finding just the right candidates for your needs. The largest healthcare staffing firms typically have enormous pools of candidates, trying to be all things to all organizations, all the time. They may be able to quickly find a physician for your open position. But quickness isn’t your only concern. You need to make sure you find the right fit with a candidate, (...)