Thanks so much for the insight
Posted By: Wanting to know MT on 2007-11-14
In Reply to: If it is the account that I'm thinking of (and I think it probably is)... SM - MissouriMT
I can't tell you how much I appreciate your insight into the situation. Thanks too for understanding my question. What you said about the supervisor was what I wanted to know when I asked if they would be supportive I am not somebody who needs baby sitting, but I do need to have the tools to do my job. And I am sorry they did not give you the incentive for second shift, that is awful! After all that running around before starting and to have to give it up is just a shame, and to not have work and sit around is also a shame, as obviously you are talented if you are a hospital transcriptionist.
I believe that this is the same supervisor, BTW as a friend of mine got in touch with me since I wrote this question, and seems like the same thing happened to her and she felt that her many years' of experience meant nothing to the supervisor they have now. No training, never answered her e mails or calls and did pretty much tell her to shut up and type.
Thanks again for helping me. I'd hate to start a job and turn around and quit... not my style after being with a hospital for 10 years.
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A little insight on George
http://www.angelfire.com/ma4/lhs1982/GCatuogno.html
Copy and paste this link into your browser or click on link below.
Anyone with exp working for InSight? sm
They are a radiology management company hiring for at-home Radiology MTs; however, you must live in Arizona. Anyone heard of them?
Maybe I can offer some insight s/m
at the risk of offending someone below who wondered why I would continue to peruse the boards if I'm retired. Well, I'll answer that question first: I woke up yesterday morning and decided I didn't want to retire after all. Did a bit of research and found out someone I worked for 15 years ago is now the CEO of a company, who will remain anonymous at the moment. I made a phone call and have a P/T job with the new company which I will start Oct 1.
Now to your problem. #1 and #2 are correct. I know this because the same thing happens to me. Several years ago (before TT) I emailed the sup and told her I knew I was getting all the crap dictation and that I didn't mind that but if I was going to do all the crap dictation I would like to be compensated accordingly. She emailed me back and said that she knew I was getting more than my share but that the dictation I was getting was way over the heads of most of their MTs. I wrote her back and said then how about giving me a raise. She wrote back and said that she was putting in a raise for me retroactive to the last pay period. You know you're getting crappy work and I know you are. If they won't at least compensate for it, then I would move on to a company that would. You never know how big of a shadow you'll cast until you stand up. I still get the crap dictation but I have trade offs. Flexibility has been more important to me than money and TT gave me all the flexibility I wanted.
Good luck!
Insight to the other side
http://www.brighamandwomens.org/gms/News/medicaltranscription.aspx
I have some insight to share if anyone is interested. sm
I started with KS a little over a year ago. I stayed on during the pay cuts and had faith that the changes would pay off. They did. I now make more than I did before the cuts, love my account, have pretty steady work except during the usual slow times, have health insurance that is OK although expensive but less expensive than none, have direct deposit with very few problems, love my lead, etc. I am glad I rode it out and will if there are changes in the future because I believe this company is looking out for the transcriptionists and by keeping work in the U.S., I think that they will be one of the biggies but definitely the best in the next few years.
Thanks for all of your insight!! Happy New Year!!
Oh yes, *those* questions. Insight inside.
They are a pain, but I do know why they are asked. Every once in a while recruiters get an applicant who puts down I have used Windows/Word/IE, whatever, before, but not much. I can learn, but I might be slow.
The application typically gets ditched, and here's why.
There's no time or staff availability to teach someone how to use a computer to the point that they are comfortable with day-to-day activities. It's time consuming as all get out. So, though it's a drag for people who are proficient to fill out (even very briefly Yes. Very. or Trust me. Really. works), it saves companies from hiring people who honestly somehow never have gained proficiency using a computer. When those folks do slip through they typically leave within the first 30 days out of frustration, and waste their own time and the company's time and money.
Zylomed vs DSG - insight needed.
I have offers from Zylomed and DSG...and am wondering if anyone has input on these two companies regarding flexibility, ease of platforms, ability to make lines, availability of work. Thanks much!
INSIGHT MEDICAL RESOLUTIONS
Has anyone worked for Insight medical Solutions? I applied there for IC work, part-time. Any advise? Can E mail me or post.
Are the Insight Radiology accounts outsourced
Lately NO work in there!
Insight Medical Solutions or Transcription At Its Best??????
Good or bad on either of these 2 compaines would be appreciated.
Well I had asked if anyone that works for DSG can give an insight into the
working conditions and if the accounts are fairly decent accounts. So far nobody has responded to this. They are hiring for 2nd and 3rd.
Excellent post with great insight. (NM)
dd
Insight Medical Solutions/Trans At Its Best GOOD/BAD
Any information would be appreciated on these 2 companies.
Anyone get started with Insight Medical Solutions in Florida? Had to fax them as
s
I recruit for a company that has had ups and downs on this board and have some insight.
I attended MTIA a few weeks back and spoke with other recruiters and some established MTSOs and some just starting to build their MTSOs. What I learned is that most companies are alike in many ways, and most want to improve. The common factor was often that they want to do more for their employees but get slapped in the face too often by MT's who do not work when they are supposed to, do not produce what they commit to and think that they are better than they actually are but cannot take criticism of any sort. There are a lot of MTSOs who do not offshore, but they are frustrated by MT's who want more and more and give less and less. It's a catch 22 for them too, so maybe it's time for everyone to step back and reevaluate.
As a recruiter, I sometimes get 100 resumes a week. Most do not even get past that first contact and here is why:
When I get a resume that has a typo in it, I do not even acknowledge it. I shred it. I have learned that if someone cannot be accurate on their first impression, they will not be later on. You'd be surprised how many resumes and cover letters are full of obvious typos.
If we have a help wanted ad that specifies 2 years of experience required, half the resumes will be from students or those with no experience. They can be very demanding and rude at times, which is no way to treat a potential employer.
If we have a specific ad for hours and/or days, about 40% of the responses are for something completely different.
We now have auto reply for resumes but will probably get rid of that in the near future. Many applicants take the auto-reply as a sign that they are being considered even if they are not, especially the often very pushy offshore applicants, even though our ads say no offshore applicants will be accepted.
Another thing that I see far too often is that some applicants, right up front, demand certain days and hours and pay, no matter what our ad says.
Finally, here is the biggest turn off for me: Failure to follow instructions. Our ads always say that we do not accept attachments, to paste resumes into email. However, there will be days when every single email I receive has an attachment. I have now set it up to send emails with attachments to spam, which automatically empties each night. Those that go into spam do not get an auto-response. That's the way I set it up and it works well. Why should I respond to each one that blatantly ignores instructions? Again, if someone cannot follow instructions when applying, they most likely will not once employed.
There are a lot of wonderful, experienced, hard-working MT's in the U.S. who follow instructions, keep their word and take pride in producing quality reports. It takes a while for us to get the great employees but we keep sorting through junk to get to them, just as they have to sort through companies to eliminate the bad ones.
I have recruited for 4 different companies over the last 10 years. While they can be very different in many ways, most are pretty decent and want to treat their employees well, but they are getting burned out by being burned over and over again.
MTIA opened my eyes. If we do not start working together, the U.S. companies will start sending everything offshore where the employees want and need the work. The offshore companies were out in force and they are looking for ways to improve, which is scary. They WANT to take over, and we are giving them a lot of opportunity.
Don't let anyone fool you. AHDI and the big-wigs from the big companies are VERY friendly with the offshore companies. Their work is getting better and their prices are better and U.S. only companies might be phased out because of this. We need to take back our industry or offshore companies and VR are going to take it from us.
Polish your skills, make sure that your resume is perfect and be persistant.
I recruit for a company that has had ups and downs on this board and have some insight.
I attended MTIA a few weeks back and spoke with other recruiters and some established MTSOs and some just starting to build their MTSOs. What I learned is that most companies are alike in many ways, and most want to improve. The common factor was often that they want to do more for their employees but get slapped in the face too often by MT's who do not work when they are supposed to, do not produce what they commit to and think that they are better than they actually are but cannot take criticism of any sort. There are a lot of MTSOs who do not offshore, but they are frustrated by MT's who want more and more and give less and less. It's a catch 22 for them too, so maybe it's time for everyone to step back and reevaluate.
As a recruiter, I sometimes get 100 resumes a week. Most do not even get past that first contact and here is why:
When I get a resume that has a typo in it, I do not even acknowledge it. I shred it. I have learned that if someone cannot be accurate on their first impression, they will not be later on. You'd be surprised how many resumes and cover letters are full of obvious typos.
If we have a help wanted ad that specifies 2 years of experience required, half the resumes will be from students or those with no experience. They can be very demanding and rude at times, which is no way to treat a potential employer.
If we have a specific ad for hours and/or days, about 40% of the responses are for something completely different.
We now have auto reply for resumes but will probably get rid of that in the near future. Many applicants take the auto-reply as a sign that they are being considered even if they are not, especially the often very pushy offshore applicants, even though our ads say no offshore applicants will be accepted.
Another thing that I see far too often is that some applicants, right up front, demand certain days and hours and pay, no matter what our ad says.
Finally, here is the biggest turn off for me: Failure to follow instructions. Our ads always say that we do not accept attachments, to paste resumes into email. However, there will be days when every single email I receive has an attachment. I have now set it up to send emails with attachments to spam, which automatically empties each night. Those that go into spam do not get an auto-response. That's the way I set it up and it works well. Why should I respond to each one that blatantly ignores instructions? Again, if someone cannot follow instructions when applying, they most likely will not once employed.
There are a lot of wonderful, experienced, hard-working MT's in the U.S. who follow instructions, keep their word and take pride in producing quality reports. It takes a while for us to get the great employees but we keep sorting through junk to get to them, just as they have to sort through companies to eliminate the bad ones.
I have recruited for 4 different companies over the last 10 years. While they can be very different in many ways, most are pretty decent and want to treat their employees well, but they are getting burned out by being burned over and over again.
MTIA opened my eyes. If we do not start working together, the U.S. companies will start sending everything offshore where the employees want and need the work. The offshore companies were out in force and they are looking for ways to improve, which is scary. They WANT to take over, and we are giving them a lot of opportunity.
Don't let anyone fool you. AHDI and the big-wigs from the big companies are VERY friendly with the offshore companies. Their work is getting better and their prices are better and U.S. only companies might be phased out because of this. We need to take back our industry or offshore companies and VR are going to take it from us.
Polish your skills, make sure that your resume is perfect and be persistant.
Speech Recognition Editing - Can someone explain/provide insight?
Can someone explain how Speech Recognition Editing works?
When a company hires people to do this, are they usually looking for MTs or those who have done regular QA before?
Do you listen to an entire audio file based on what a speech recognition program spits out and fix? If so, what kinds of fixes are you normally looking for?
I'm completely ignorant on this topic so if anyone could explain the basics, what they like/don't like about it, what it's like, etc. I'd appreciate it.
Also, is there a consensus that this is perhaps the future of MT? What do you think?
Any other MQers at WebMedx? Just got an offer. Any insight greatly appreciated. TIA!
How does the incentive pay work out for you? Please E-mail me if you'd like. We all went through enough with the evil Q. Thanks.
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