Responsible for derivation, compilation, analysis and presentation of customer utilization data. Focus of effort is customers whose enrollment exceeds 250 contracts. Scope of responsibility includes reporting for PPO, CMM, Traditional, Drug, HMO and POS lines of business. Write and/or execute SAS programs to derive utilization data from the appropriate data base. Verify derived data by reconciling to applicable Finance division reports. Compile utilization data into customer reports offering comparisons by product, time period, type of service, organizational division. Analyze report results to identify trends and anomalies and determine their cause. Prepare an executive summary for customer explaining utilization report results. Conduct a formal presentation of utilization report at customer's site. Perform related accountabilities, including but not limited to operational performance guarantee reporting, lag reporting, and stop reporting.
5 years experience in data extraction, analysis and reporting - preferably in the healthcare industry. Master's degree preferred.
Proficiency in SAS programming, Microsoft Office (Access, Excel, Power Point and Word), formal report writing, and formal presentations
(both small and large group settings) required. Proficiency in Web Focus or similar BI tool preferred. Knowledge of health care services,
IBC/KHPE/AH benefit designs, and medical management programs is preferred.
This position requires a hybrid of technical and marketing skills. The ability to talk comfortably and confidently in front of large, interactive groups is a must. Excellent written and verbal skills as well as good grammar and a professional appearance are required. Candidate must have excellent people skills with both internal associates as well as external customers.
Similarly, the ability to consult creatively with Sales is necessary. This includes the ability to assist Sales in structuring priorities and setting realistic expectations for both Sales and the customer.
Candidate must have the ability to generalize knowledge from one setting to another. For example, coding skills used for one report should be able to be generalized to other reports or questions that arise in one setting should be able to be answered in other settings.
Candidate must be able to multi-task and keep track of multiple projects to ensure that assignments are discharged quickly and accurately.…
ighly recommended before the initial contact, but in some cases, prospects haven't heard about my work and want to speak to someone I've made a placement with.
The problem of imposing on someone else's time is an issue, though. I've made 17 placements at one firm, but am still cautious about volunteering the CEO's name, knowing how busy he is. A recent placement for another company was a PhD with 170 patents, so they would probably be an excellent reference, but I feel a little uncomfortable about the imposition, there.
What about a candidate as a reference? The fellow with 300 patents I got a $million sign-on bonus has asked me to conduct searches at 14% for him (gee, thanks!), so I won't go there. The CEO of the company where I placed two top execs who sold the company for $200 million has also moved on, and I haven't been in touch with him for years.
I used to have a written signed reference from a billionaire who was COO of a client where I made 10 retained placements, but I didn't save it (who knew?) and it would be odd to ask him for a reference since it's been 20+ years, although we are still connected on LinkedIn.
What have other recruiter's experiences been?…
es, Sourcers, Recruiting Coordinators, Vendor Management Strategists, Program Managers, etc.
We are currently looking for a few strong Candidate Generation Recruiters for a contract role with a Fortune 10 Software Giant. This Technical Sourcing position will interface and provide recruiting support and staffing consultation to hiring groups in driving staffing sourcing strategy. This position will drive specialized staffing programs to address unique needs and spikes in hiring volume and slate development. This position will work with internal and external partners as well as handle direct sourcing within budget guidelines to meet the staffing plan for the group. Previous recruiting experience with technical positions and demonstrable success in souring required. Responsibilities would include research, engaged in cold calling, networking, name generating, internet research, and candidate development. A proven track record of grooming and developing technical talent is also required.
- Source candidates on a national level
- Candidate searches (internet, cold calling, networking, interviews, employee referrals, etc.)
- Highly effective Administrative skills for setting up phone screens, interviews, offers- Must be capable of working independently, with little to no supervision
- Possess the ability to make firm and accurate judgments
- Create leads by means of in-depth internet sourcing
- Network within the client organization to identify qualified referrals
- Proactively conduct research and create innovative sourcing strategies.
- Strong focus on sourcing passive candidates through networking, cold calling, complex internet searches and research.
- Source active candidates from on-line databases, contact lists, internal databases, and employee referrals.
- Partner with Staffing Consultant to generate ideas, leverage resources and share information that facilitates an effective search process.
- Screen candidates for availability, interest level, visa status, salary range, relocation needs, conduct technical test and screens.
- 5+ years of research/recruiting/sourcing experience/Interviewing
- Strong working knowledge of recruiting applications and technologies that support sourcing functions.
- Extensive knowledge of cold calling, networking techniques and Internet research. Versed with Boolean Logic. Name generation / Applicant tracking system experience
- Familiarity with databases and search engines. Deep understanding of strategic sourcing theory and practice.
- A team player with a high sense of urgency.
- Ability to implement targeted sourcing initiatives.
- Ability to generate a high volume / high quality pipeline of candidates under very tight timelines.
- Excellent Communication and interpersonal skills with proven ability to take initiative and build strong productive relationships.
- Strong organizational and multi tasking abilities are essential to this position.
- Ability to travel as needed for Client
Please email resume for consideration: email@example.com…
ying with them, this is an excellent way for them to learn and hone their skills. IT is a specialized field, I have been doing it for 22 years and am still learning. I suggest that you teach them the basics of IT including buzzwords commonly uses but don't overwhelm them. Have them bookmark www.whatis.com which is a very good source for IT terms and definitions. Have them interview or listen in on conversations with a more senior level recruiter. You could have them shadow you for a day to see what it is like. Have them setup a LinkedIn profile, join user groups and begin to network with people.
Have them listen in to other recruiters calls and absorb things. This can be a great source of learning. There are some really good trainers out there if you have the budget for it.
I learned by doing. Getting on the phones often and staying on the phone. IT people often love to talk about technology. Tell your newbies to let candidates know they are new and that they are eager to learn. No one person knows everything about the IT field.
Make sure they are disciplined. Give them some scripts to work with. Teach them to do reference checks. This can help them to build their confidence on the phone while not feeling that they are in a sales mode. Newbies tend to go off course. Make sure you are there to help them succeed. Be available to them.
Good Luck! …