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Favorite Friday Paying for medical bills without insurance

Favorite Friday Paying for medical bills without insurance This gem was one of my absolute favorites, so I share it with you today on our Favorite Friday series. I wrote How To Pay For Surgery Without Health Insurance in August, 2009 (about 2 years ago). I learned: If you are self-pay, which is nothing to be ashamed of (many, many people dont have insurance, and this is what you call it), you can get around 50% discount at hospitals. Insurance must cost our economy, and hospitals (which is surely transferred back to us) too much money.  The inefficiencies and all that have to be a big part of what has driven healthcare costs through the roof. Doctors, hospitals, labs, etc. are happy to work with you, and quick to offer discounts.  See the dialog below to see how this worked for us. Its just a matter of asking.  Some will say no, some will give a 10% discount, but if you shop around you can find significant savings which is important when it all comes out of your pocket. I remember calling a lab after we got their invoice and saying were self pay do you offer a discount to self-pay clients? She asked what did the hospital give you? I responded they gave us 50%. She said, Thats what well do, then. It was as easy as that. Medical bills are SCARY when you are unemployed, since money is so rare.  But there are ways to get the scary part minimized go read the post for more of the story, and see the comments. Am I advocating not getting insurance?  DEFINITELY NOT.  Get it if you can. But not everyone can get it (that is for another post). Favorite Friday Paying for medical bills without insurance This gem was one of my absolute favorites, so I share it with you today on our Favorite Friday series. I wrote How To Pay For Surgery Without Health Insurance in August, 2009 (about 2 years ago). I learned: If you are self-pay, which is nothing to be ashamed of (many, many people dont have insurance, and this is what you call it), you can get around 50% discount at hospitals. Insurance must cost our economy, and hospitals (which is surely transferred back to us) too much money.  The inefficiencies and all that have to be a big part of what has driven healthcare costs through the roof. Doctors, hospitals, labs, etc. are happy to work with you, and quick to offer discounts.  See the dialog below to see how this worked for us. Its just a matter of asking.  Some will say no, some will give a 10% discount, but if you shop around you can find significant savings which is important when it all comes out of your pocket. I remember calling a lab after we got their invoice and saying were self pay do you offer a discount to self-pay clients? She asked what did the hospital give you? I responded they gave us 50%. She said, Thats what well do, then. It was as easy as that. Medical bills are SCARY when you are unemployed, since money is so rare.  But there are ways to get the scary part minimized go read the post for more of the story, and see the comments. Am I advocating not getting insurance?  DEFINITELY NOT.  Get it if you can. But not everyone can get it (that is for another post).

8 Elements of an Effective Job Advert

8 Elements of an Effective Job Advert Writing a job ad might seem like a fairly intuitive kind of process you think you know what the job is, you have a fair idea of the kind of person you’re looking for: all that remains is to put the two together, right? Of course, it’s not quite that simple. Constructing an advert for a job can be like a tricky bit of surgery: you need to know precisely what each part does and how to get it functioning as well as it could be! Before you leap in, it’s worth thinking objectively about the different aspects of the form. Title The title, for example, shouldn’t merely reflect what you think the job is, but what a good potential candidate might be looking for. Naturally, it needs to be accurate to the job itself, but you can best achieve this by being specific about the role without using specialised industry terms. A job title that only makes sense within your own company, or which uses unfamiliar acronyms, can be an instant turn-off for someone who’s browsing a long list of potential positions. Introduction The introduction should be brief and get key points across, such as the duration of employment and a broad picture of the daily responsibilities. Most jobseekers will move on after 50 seconds or so if you don’t grab their attention, so this is the place to sell your role. You’re also selling your company, so be sure to sneak in a line about what makes it a special place to work or why it is so well-considered within the industry â€" you can go into more details about the business’s achievements below. Job description As for the job description itself, don’t overdo things: keep to a handful of duties that give an impression of what a day’s work will involve. Don’t forget to link these responsibilities back to the company as a whole. A potential employee needs to get a good idea of their position in the scheme of things if they are to see the job as a place where they will be valued. You can build on this short list of responsibilities by adding a similarly economic list of skills and abilities, including the qualification or experience-level to which they should be demonstrated. This is where to mention any specific degrees or software certification that are necessary to the job. You can also use this section as an opportunity to describe the kind of personality that will fit in well with the team. Other info Job ads that include a salary range get over 30% more applicants than those without, so to attract a good pool of talent from which to choose, try to be specific if you can. Think deeply about other perks and benefits of the role too, as today’s worker appreciates a richer employment experience and a decent work-life balance. Many workers also value location and work environment as much as salary, so include a few details about what makes your workplace unique and convenient â€" briefly mentioning any public transport or parking arrangements that can make the prospect seem more doable. The final element of your advertisement is to clearly describe the application process, including method, deadline, and contact details for further enquiries. Keep it all clearly delineated and brief, and you will raise the chances of it being properly read and reacted upon. Check out this comprehensive guide to creating the perfect job ad, from Headway Capital, and polish up your copy skills: you’re not writing a job description, but an advert for the next chapter of somebody’s life.

Top 3 Ways Communication Builds a More Productive Team

Top 3 Ways Communication Builds a More Productive Team Studies released last year showed that between 60-70% of employees don’t like their jobs, are disengaged, and are not operating anywhere near peak productivity. How do you get people to really show up? Here’s how you hire for it and how you sustain it after day one: 1) Start with the interview: As companies grow, so do staffing needs that are often not linear. Sometimes growth is so rapid that many employees are needed at once across a variety of departments. For example as market-fit is achieved, customer support demands may go up, product development accelerates and marketing becomes increasingly more important. Finding and hiring the right people is an arduous task for any growing company, even the large and established ones who, despite having more resources, often don’t fare any better than startups. Hiring is a time-consuming, expensive process. Hours are spent writing job descriptions, reviewing resumes, and scheduling interviews among different higher-ups. Sometimes you find that ideal candidate only to have things fall apart at the negotiating table. Or a competitor’s offer is accepted and you have to begin the process anew. You may be tempted to hire someone who seems competent enough, just to get it over with. That mistake could cost you more than the precious time spent interviewing. You must hire people who are not only a good fit for the role, but a great fit for the company culture. And the only way to discover that is to have detailed conversations during the interview process. These 3 questions will give you a sense of who the person is, and whether they will be a positive influence or a destructive force: 1) Do you understand the company mission, our raison d’etre and how passionate do you feel about it? Why your company does what it does is of paramount importance. If a candidate doesn’t understand that, despite all their skills and expertise, you’ll never get them at their full potential. If they aren’t hook, line and sinker over the WHY of the company, it will be very difficult to cultivate long-term self-motivation and the tenacity that will be essential to overcome the inevitable hurdles. 2) If your company values are not publically available, share them with the candidate. Then ask Which ones resonate most highly with you and why? Company culture is established by leadership and lived out daily by your team to the tune of well-articulated and shared values. A candidate who believes in the mission and the values will help strengthen your organization from the inside out. 3) What is one way that you have helped another employee to achieve greatness at a previous job? A supportive employee has the makings of a good leader. Hire well and that employee can move up and hire her replacement down the road. If the hire is not a good fit, the best case scenario is that they will voluntarily move on before too long. The worst case scenario is that they poison the hearts and minds of others with their apathy or disparate values. Instead of replacing one person, you will then have to rebuild entire teams. Don’t just fill seats and cross your fingers. You are not hiring a person, you are increasing your tribe. 2. Be present: Once you have asked the right questions and found the right fit, you can’t just disappear and assume that the employee can succeed on their own. The other half of the battle is staying involved and present. How often do you check in? Once a quarter? Once a year? Annual and semi-annual reviews simply do not offer enough insight into your employee’s world. Check in and ask questions more frequently. This employee feedback is essential if you are going to re-calibrate your team around company goals and values. We have found the following questions to be phenomenally well-suited for leaders to gain visibility, employees to be heard and recognized, and teams to stay aligned: 1) Are you clear on the overall company strategy and how you fit into it? If not, what would help you get clear? When an employee is unclear on strategy, you have a chance to step in and realign them. The big picture goals should color every detail of their work, no matter how small. 2) What are the challenges you are facing? Where are you stuck? Let employees know that you are there to step in and provide help when needed. Challenge is important for growth, but too much challenge without feedback and support stunts growth for both the employee and the organization. 3) What are your top 3 priorities for next week? Get your hands dirty in the details. When your employee is aware of their top priorities, it means that they are working effectively and keeping priorities top-of-mind. Once you communicate clear goals to the team, give each employee the autonomy to do what it takes to achieve them. Stay present with a fine balance. Micromanaging leads to stifling creativity and discourages engagement, but obtaining regular feedback is the first step towards fostering growth in your employees. The impact is enduring, you secure a mutual understanding of responsibilities and goals while keeping your finger on the pulse of progress. 3) Build relationships: Consistent communication allows you to learn about each team member’s professional and personal goals which allows you to do address their needs and celebrate their triumphs. When you ask specific questions, you encourage honesty, transparency and trust the pillars of strong relationships. People want to share their challenges and wins and feel safe to do so. You remove the adversarial element that exists in far too many manager-employee relationships, and are left with a culture of openness and trust. At a minimum, asking questions of each team-member will give them a voice. Instead of feeling like just a cog, let them know that the machine wouldn’t operate if not for their dedication. Ideally, you will get a real in-depth sense of what each individual team member wants, how they feel, and what they think about the organization. You can learn to respond to needs and make changes so that ‘work’ transforms into an alignment with each employee’s greatest gifts. When work itself is the reward, employees feel far more engaged and productive. Author: Lauren Lee Anderson is Brand Content Manager of 15Five, a SaaS company that creates an internal communication process to allow the most important information to flow seamlessly throughout an organization. Business leaders know the pulse of their company, manager-employee relationships are strengthened, and ultimately teams gain the ability to accomplish great things together. Follow her @ideeahh.

5 Reasons Why All Jobseekers Need to Have a Work Portfolio

5 Reasons Why All Jobseekers Need to Have a Work Portfolio Let’s face it: the old way of job searching is a thing of the past. Answering a job ad won’t get us a solid career anymore. We must go to networking events, shape our professional brand, and prove that we’re the sort of candidate to watch. In addition to all of these tactics though, all job seekers should have an updated work portfolio in their arsenal. Work portfolios tell the story of you, including where you came from and what you want to achieve. However, apart from the obvious benefits, work portfolios are starting to become the norm and it’s advisable for every job seeker to build one in order to paint the whole picture. Here’s why: 1. Standard resumes and cover letters don’t cut it Resumes (as well as cover letters) won’t get someone the job on their own. Of course, job seekers need them, but the bullet points and the few paragraphs can’t tell your entire work story. On the other hand, work portfolios allow job seekers to add more to their case, such as previous career wins, specials skills and how they were used, endorsements, etc. Resumes and cover letters can only do so much, so think of work portfolios as picking up where they leave off. Related: How To Create an Alternative Resume on Prezi. 2. The HR department has limited time If you weren’t aware already, human resource representatives may receive between 200 to 300 resumes per job. Who has time to go through hundreds of lines, dated objective statements, and cover letters that may or may not tell the right story? Not many. Instead, a work portfolio not only sets job seekers apart from the competition, it does a better job of relaying why you may be right for the job by providing solid evidence as to opposed to beating around the bush about it. After all, you can say you accomplished something, but if you can show it, you’ll be in a better position to land the job. 3. Visuals catch the eye We live in a world where images, videos, and graphics relay information better than script. Plus, with stacks of resumes on their desks, HR reps and recruiters would probably appreciate something that stands out from the norm. For instance, if you were part of a successful advertising campaign, showing the copy, images, numbers, reports, etc., would do a better job at presenting your accomplishments than just saying you part of something that worked out in your favor. 4. Sharing current goals and progress is important Sometimes, it’s all about what you’re working on now. Work portfolios have the ability to share current goals, as well as the progress you’ve made. This sort of real-time sharing also clues your audience in on your current projects, opens up the door for conversation, and shows how you perform on a day-to-day basis, which can tell the HR rep or recruiter a lot about what kind of candidate you are. 5. A work story means something Your personal work story means something. It shapes who you are as a candidate and shouldn’t be an overlooked factor when applying for a job. Think of it this way: how much of “you” comes off when you send a cover letter or resume? Does it say how you work with others? Can it show what your specialities are to the T? Does it relay if you’ll fit in with the current company culture? Probably not. A work portfolio can do all of those things since it enhances who you are as a candidate by providing the backstory your audience needs, which not only sets you apart, but also puts you at the head of the line when it comes to getting the job. What do you think? What are some other reasons job seekers should have a work portfolio? Related: Why Your Bio is the Most Important Career Document. Morgan Norman is the Founder and CEO of WorkSimple the Social Performance platform that works the way you do. Designed for individuals, teams, and large organizations, WorkSimple is a better way to share goals, collaborate, get feedback, and get your work endorsed. Connect with him and WorkSimple on Twitter.

How Five Types of Personal Brands Attract Perfect Clients - Personal Branding Blog - Stand Out In Your Career

How Five Types of Personal Brands Attract Perfect Clients - Personal Branding Blog - Stand Out In Your Career You cannot be all things to all people. As we say in marketing, find a target rich market. Lucrative markets are filled with people or companies that are suffering and have a budget to pay YOU for the remedy you’ve decided you want to offer. You simply need to show up online and on-ground where this ready-to-buy market is, with a clear message about what you do and the unique way you do it. You can show up on social networking sites like LinkedIn or Twitter, and showcases like YouTube, Tumblr or Reddit (and the list goes on). Getting your story ready â€" and then repetitively messaging your deep interest and commitment to alleviate the problem you solve is part of the ground work. This is what launches you into the stratosphere of high paying employment, consulting or primacy in your sector, profession or industry. Of course, you must develop a compelling story â€" some proof that showcases how you have filled a need with an effective, easy to understand solution that is priced right for the people you want to serve. It might be something youve done as an employee, consultant or freelance. It might be something youve done as a volunteer, a student or an intern. It might be something youve done for a friend or family member. In other words, you dont have to have done before, exactly what you want to do now. Keep in mind that what pays $200,000 in San Francisco might pay $80,000 in Indiana (but the cost of living varies accordingly, so make allowances for geography as well as the going-rate among your competition). Always know what’s the least you can earn to survive and what’s the most you aspire to be paid. Somewhere along that spectrum will be what you earn at various points in time, as your personal brand becomes increasingly well-known in the right circles. Remember to raise your prices as you get busier. That is a rapid primer on marketing principles for personal brands. But what lies beneath successful personal brands? Really it’s the market positions they carve out and communicate (relentlessly, I might add). The first step of positioning is deciding what type of personal brand you are. There are five types that have been identified by Laurence Vincent, who works on big product and service brands, in his book Brand Real. I thought it would be worth your time to see if you could characterize who you are, using the same typology. Vincent’s point is the more of these five positions you can “own,” the more likely you are to attract the right target market â€" or several segments of lucrative customers. In personal branding that translates to more ideal clients, deals, job offers, referrals and the like. Vincent’s typology of five brands Product Culture Service Ingredient Destination Immediately, it may occur to you that Starbucks owns positions in all five realms. Consumers buy the drinks (product), they dig the bohemian ambience (culture), appreciate getting exactly the half-caf/soy/no foam they desire (service), might buy some instant coffee tubes or beans (ingredient) to take with them, and feel like it’s an escape (destination) away from home or office (which might be the same thing). As a personal brand, you can offer exactly the same powerful combination of five qualities (or at least some of them). Consider defining who you are in this way, to the audience you want to buy from you or hire you. 1. Product is what you create. 2. Culture is your integrity, intentions and work ethic. 3. Service is the way you deliver what you sell or do. 4. Ingredient is how you add value or fit in to what currently exists. 5. Destination is how people feel when they get to connect with you, perhaps expressed simply as your brand personality. How are you doing on these five measures? How do you focus them on a target rich environment? That’s the work before you reach out or make yourself known to the community, audience or prospects whose needs you fulfill. Want some feedback? Send me your self-evaluation, based on these five brand types. I will send you back some insights on what you might do better, clearer or simply more lucratively. Email me at Nance@NanceRosen.com subject line 5 Types of Brands. Author: Nance Rosen  is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen

How Storytelling Makes Executive Resumes and LinkedIn Profiles Dazzle - Executive Career Brandâ„¢

How Storytelling Makes Executive Resumes and Profiles Dazzle