‘Insurance Industry Job Search’: Interview Tips for Job Seekers
In the healthcare industry, recruiting is a high-stress, high-stakes business, and the job market is expected to continue to expand.
But a new survey suggests that the job search process is not always easy.
As part of a research project at Georgetown University, the healthcare recruitment firm CareerBuilder conducted an online survey of 5,848 job seekers for its Careers section, and asked them to complete a short survey about how they’d like to be compensated for their job search.
The survey was meant to show how well people understand the intricacies of compensation, and what they think should be included in compensation, the study’s lead researcher, Alexey Tkachanov, told Newsweek.
It was also meant to determine how many people actually applied for the positions they were asked to fill.
When the respondents were asked what was the most important piece of information that they were looking for in compensation and what questions they’d ask in an interview, the responses were quite varied.
Many respondents were concerned about their own compensation, though not necessarily about their compensation being higher than the compensation they were offered, according to CareerBuilder’s survey.
“It’s not always that clear cut,” Tkacchanov said.
“A lot of the responses that people had were, ‘Well, my employer will pay me a higher salary, but I don’t think I should expect it to be paid in a way that is consistent with my job.’
That’s a common complaint, and a lot of people are frustrated that it doesn’t make sense to ask them that question.”
In one scenario, the survey found that only 20 percent of respondents thought they should expect compensation to be set at a level that matches their experience, Tkakanov said, adding that the survey shows that there is an important gap in the compensation industry, which is still a work in progress.
For example, Tchankinov said that in the insurance industry, a large percentage of the respondents did not think it was a fair compensation level, or they thought that it was not set to be the same as that of their job.
In addition, many of the survey respondents felt that they should be paid at a reasonable level that would be similar to that of other employees.
“We are working on a lot in terms of a compensation system,” Tchakanonov said of the Healthcare recruitment survey.
“We are trying to build a system that’s designed to support the workforce.”
But even if the compensation compensation is set to match the job that the person is applying for, the job may not necessarily be paid the same, he said.
For instance, if a person has a specific skill that they want to be trained for, but is not currently being trained, the insurance company may be paying them a lower salary than if they were trained.
In that case, the person could be earning less than the amount that their insurance company is paying them.
For some applicants, the issue is more complicated.
Tkachanyov said some people want compensation to match their experience and skills, but also want the compensation to reflect the level of their compensation, so that it is consistent across a broad range of positions.
For example, if someone wants to work in a small company where they have to train new employees, they may want to receive a salary that is similar to the salary they receive in the large company.
“If a large company is willing to pay you the same salary that they pay a trainee, they might say, ‘Okay, that’s great, we’ll match you with someone who’s not trained in the same area, but we’re also willing to give you an additional bonus that you can’t match,'” Tkanyov explained.
The healthcare recruitment survey also showed that there are significant differences in compensation between different industries.
For instance, the health insurance industry’s compensation is higher than that of the healthcare recruiting firm’s survey, Tklachanovich said.
“For a lot.
A lot of it is tied to the number of people that you have,” Tklatchov said.”
It’s also tied to how many of those people you have.
If you have more people, the compensation will be higher.
But if you have fewer people, it will be lower.”
The healthcare recruiting firms study found that the health care industry is much more likely than the healthcare field to provide incentives for candidates to get interviews, even if they did not want to apply for the position.
For the healthcare job market, T Klachanoff said that healthcare recruitment firms can be a good way to start getting the word out to potential employers, and to build awareness about the compensation of their employees.
For employers, healthcare recruitment has been a major recruiting opportunity for years, Tkhachanyanov explained, because it has a number of advantages: employers get to see the people that they are recruiting, as well as how well they are working with the candidates they are interviewing,