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Ensures delivery of excellent customer service resulting in a positive patient experience. The Patient Access Specialist is responsible for all Inpatient and Outpatient Patient Access functions within the Patient Access Services Department in their assigned area/hospital(s) at Hackensack Meridian Health (HMH.
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This may include inbound and outbound calling to obtain demographic, insurance, and other patient information including the patient financial liabilities including collecting point of service collections as well as past due balances including payment plan options.
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Cross train to perform Patient Service Specialist duties: greet patients, obtain authorization, check in/out, communicate wait times, answer multi-line telephone system, and distribute employer results/paperwork as needed.
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The Lead Medical Support Specialist is responsible for providing work leadership to a team of Medical Support Specialists (MSS), under the direction of the Center Operation Director (COD) to ensure clinical care is executed and exceptional service is delivered to all customers.
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May assist with patient walk-ins. This is an entry level position responsible for processing all release of information (ROI), specifically medical record requests, in a timely and efficient manner ensuring accuracy and providing customers with the highest quality product and customer service.
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The Reconciliation Specialist is responsible and accountable for all aspects of patient financial service regarding reconciliation of payment and charge issue from the various offices as well as insurance and patient payments.
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A dedicated Onboard Specialist will schedule your appointments, so you can focus on patient care while we focus on helping you get started faster. Our goal is to offer unparalleled service to our valued healthcare clients, regardless of facility size or location, and to maintain a top-notch workforce of qualified, dedicated and medical professionals.
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MouthWatch is a privately held technology and software company servicing the dental healthcare industry, headquartered in Metuchen, NJ. Dedicated to improving overall health worldwide through innovative teledentistry software and intraoral imaging products, the company focuses on solutions that enhance care coordination, boost patient understanding, and facilitate the delivery of advanced dentistry.
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Position Details Position Information Recruitment/Posting Title Military / Veteran Peer Support Specialist III Per Diem (Multiple Vacancies) Job Category Staff & Executive - Healthcare - Medical and Patient Services Department UBHC-Vets 4 Warriors Overview Rutgers University Behavioral Health Care (UBHC), established in 1971, offers a full continuum of evidence based behavioral health and addiction services for children, adolescents, adults, and seniors throughout New Jersey.
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Certified Professional in Medical Staff Management (CPMSM) or Certified Provider Credentialing Specialist (CPCS) preferred. The Credentialing Specialist is accountable for performing duties related to the sending, receiving, processing, and primary source verifying applications for initial and reappointment and their related clinical privileges.
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The Employee Resource Specialist is responsible for providing exceptional customer service to Mobile Health employees, stakeholders, vendors and communities we serve. The Employee Resource Specialist will report to the Employee Resource Manager.
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Responsible for safeguarding patient records and ensuring compliance with HIPAA standards. Prepares new patient charts, gathering documents and information from paper sources and/or electronic health record.
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24-Hour customer service and on-call support 365 days a year. Staffing for every segment of the healthcare industry including, RNs, LPNs, and CNAs, and Allied Health Professionals. ARMStaffing is seeking a travel nurse RN Med Surg / Telemetry for a travel nursing job in Edison, New Jersey.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).