How We Do
People are our most valuable asset and we spend a considerable amount of time in screening and recruiting the right people with the right skills and right attitude. We believe that selection is 95% success and selecting the right resource is a time-consuming task. We rely on the expertise of our recruitment team to do the job for us.
Hiring Process
•Graduates 700k
•Offshore Healthcare RCM Profesisonals: 35k
TYPING TEST
HIRING MANAGER INTERVIEW
JOB APPLICATION RECEIVED
ASSESSMENT ON APTITUDE AND SPATIAL ABILITIES
HR DISCUSSION
RESUME SCREENING
ORAL AND VERBAL COMMUNICATION TEST
JOB KNOWLEDGE ASSESSMENTS (EXPERIENCED HIRES)
JOB APPLICATION RECEIVED
The recruitment process begins when a candidate submits their application for a job opening through the company's career website, job board, or other application channels. The application includes the candidate's resume, cover letter, and any other required documents.
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RESUME SCREENING
The HR team or hiring manager reviews the application to determine if the candidate meets the basic qualifications for the role, such as education, experience, and skills. Applications that do not meet the minimum requirements are usually rejected at this stage.
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ORAL AND VERBAL COMMUNICATION TEST
Candidates who pass the application screening are required to take an oral and verbal communication test. This test assesses the candidate's ability to communicate effectively and professionally, both orally and in writing.
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ASSESSMENT ON APTITUDE AND SPATIAL ABILITIES
Candidates who pass the communication test are required to take an assessment on their aptitude and spatial abilities. This test is designed to evaluate the candidate's problem-solving skills, critical thinking, and ability to visualize and manipulate complex concepts
For experienced hires, the HR team may also require a job knowledge assessment. This assessment is designed to evaluate the candidate's knowledge of the industry, domain, and technology related to the job opening.
JOB KNOWLEDGE ASSESSMENTS
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HR DISCUSSION
Candidates who pass the assessments are invited for an HR discussion. This is a preliminary conversation to assess the candidate's overall fit with the company culture, values, and goals. The HR team may ask questions about the candidate's career goals, work style, and personal interests.
HIRING MANAGER INTERVIEW
Candidates who pass the HR discussion are invited for an in-person or virtual interview with the hiring manager. This interview is a more in-depth assessment of the candidate's skills, experience, and personality traits, and usually lasts around 30 to 60 minutes.
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REFERENCE AND BACKGROUND CHECKS
After the interviews, the HR team may conduct reference and background checks to verify the candidate's employment history, education, and other credentials.
JOB OFFER
If the candidate is selected for the role, the HR team or hiring manager extends a formal job offer, which includes the details of the compensation, benefits, and other terms of employment.
Training Methodology and Tools
Training is essential for delivering the desired results. An orientation of the customer landscape and their processes and procedures are a pre-requisite for meeting the customer expectations. We also understand that it is not a one and done event and learning is a continuous process to develop our employees skills and sustain them.
RCM Specialist
GENERAL HEALTH CARE TRAINING
CLIENT SPECIFIC TRAINING
BUDDY TRAINING (SEE AND LEARN)
EVALUATION AND ASSESSMENT
(Min 90% scores)
CONTINUOUS
MONTHLY REFRESHER TRAININGS
Transition Methodology
Collaborative and Defined Governance Structure:
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Transition Toolkits to gather information.
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Focus on documentation in the Observe and Gather phase.
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Sign off from Key stakeholders for alignment of expectations.
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Data centric outcome-based discussions.
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TQM methodology: 6 Sigma, ISO, and HIPAA compliant
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Identify and define KPIs and other critical metrics.
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Dashboards and reporting
Service Delivery
We set up simple and transparent service delivery processes and refrain from using terminology that confuses our clients. Our collaborative service delivery approach ensures that clients get what they want, when they want and how much they want. We will empower associates to take ownership of the deliverables to reduce leadership, management, and delivery oversight. Why do you have to pay for oversight when you hire the right person, provide the right training, empower them and let them do their job. This may work for larger projects but is a waste of money for a team size less than 20 associates.
Quality and Operational Excellence
Designing and delivering excellent service is focused in our transition process at Intellios. We identify critical drivers to quality, get sign off from the physician and monitor them regularly. We proactively mitigate transition risk and drive new operational efficiency through continuous improvement and regular refresher trainings in a class room set up.