In today’s tight job market, it is more important than ever to choose right when hiring for an open position.
It is also critical to keep current employees interested and excited about future opportunities.
Solve both challenges by considering candidates often overlooked – those right under your nose!
Join us to discover a unique, new assessment that gives you objective data about your current employee’s thinking style, behavior traits and interests – PXT Select.
PXT Select will give you the data you need to make an informed decision about your team member’s capabilities and their ability to fill your open position. You may find hidden talent and you will be better equipped to develop career paths for those employees you want to retain.
In this webinar you’ll hear:
How PXT Select can help you match current employees with other positions.
How you can coach your current employee for success in their new job.
A Manager’s Guide to Information Technology is a new online information technology course that helps managers learn the basics of information technology. This IT course will help learners combine management concepts with their newly acquired knowledge and be able to make informed business decision for themselves and support their team.
Participants learn about:
Operating systems and application software
Programming languages
Network configuration
Database security
This course offers 1.0 CEUs upon successful completion.
Have a group of 10 or more that need to take an information technology online course? Call us at 888-658-6641, or send your request through our contact form, for special group pricing.
Corexcel is approved as an Authorized Provider by the International Accreditors for Continuing Education and Training (IACET).
Identify Your Best Candidate from Sales to C-Suite
You spend hours evaluating resumes finding several candidates. How do you decide who becomes your next employee? The wrong choice costs 30% of an annual salary and results in lost opportunities and increased employee conflict.
Most large companies have a well-established hiring process that includes a validated, data-driven pre-hire assessment. Yet many small to mid-sized compaies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate’s fit for the job.
It’s simpler thank you think to implement a pre-hire assessment. In this webinar, you’ll learn:
What makes a pre-hire assessment valid and reliable.
The role of validated, data-driven selection tools.
What PT Select measures and why it matters.
How the PXT Select Hiring Assessment can help with hiring and onboarding.
According to Entrepreneur Magazine, the cost of workplace conflict costs US businesses $359 billion per year.
We’ve all contributed to those costs when we engage in destructive disagreements or issues that bubble beneath the surface and don’t go away.
However you think of conflict, it comes down to a difference of opinion involving strong emotions. Whether it’s a brief, explosive dispute or subtle long-lasting issues, we’ve all done things we’re not proud of. It’s why the typical manager spends 25-40% of their time dealing with conflict.
It’s not all about following steps in conflict resolution. It’s about understanding why we do what we do and how to change it.
See How Everything DiSC Workplace Helps You Manage Change
Change is the only constant in life. And many of us are in fast changing environments at work. Our markets, business climate, culture, employees and customers are shifting rapidly, demanding we change our approach and strategies! This is not always easy. Particularly for those who prefer the status quo.
In our complimentary webinar, you’ll learn:
The behavioral approaches to change.
The reasons for change and the different types of change.
How to examine your reactions based on your DiSC behavior style.
How Everything DiSC Workplace can help you and your team prepare, accept and embrace change and get started on a personal action plan.
You spend hours evaluating resumes finding several candidates. How do you decide who becomes your next employee? The wrong choice costs 30% of an annual salary and results in lost opportunities and increased employee conflict.
Most large companies have a well-established hiring process that includes a validated, data-driven pre-hire assessment. Yet many small to mid-sized companies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate’s fit for the job.
It’s simpler than you think to implement a pre-hire assessment. In this webinar, you’ll learn:
What makes a pre-hire assessment valid and reliable.
The role of validated, data-driven selection tools.
What PXT Select measures and why it matters.
How the PXT Select Hiring Assessment can help with hiring and onboarding.
According to Entrepreneur Magazine, workplace conflict costs US businesses $359 billion per year.
We’ve all contributed to those costs when we engage in destructive disagreements or issues that bubble beneath the surface and don’t go away.
However you think of conflict, it comes down to a difference of opinion involving strong emotion. Whether it’s a brief, explosive dispute or subtle long-lasting issues, we’ve all done things we’re not proud of. It’s why the typical manager spends 25-40% of their time dealing with conflict.
It’s not all about following steps in conflict resolution. It’s about understanding why we do what we do and how to change it.
The American healthcare industry is growing exponentially, and a medical terminology course can help assure your success working within this world. The expansion of this industry is creating jobs that are increasingly specific to particular facets of the medical process. As a medical claims specialist, your area of involvement exists within the ever-essential conduit of money flow from one entity to another. You are tasked with mediating between providers and insurance companies concerning payment for medical goods and services rendered to policyholders. This area relies heavily on terminology to explain organs, bones, bodily systems, symptoms, conditions, diagnoses, procedures, prognoses and prescriptions in order to describe medical situations.
Just as people in the legal world speak legalese, accountants speak numbers and software programmers speak HTML code, your profession demands that you possess detailed understanding of the vocabulary of medicine. This subset of the English language contains elements of the everyday vernacular interspersed with archaic Latin and Greek words, lengthy polysyllabic terms and ambiguous abbreviations. A medical terminology course can equip you to excel in this arena by preventing miscommunication, ensuring clerical accuracy and enabling efficiency.
A Comprehensive Medical Terminology Course
An online medical terminology course allows you to learn and progress at your own pace as your schedule allows. Once enrolled, you will have access to a series of instructional modules for one full year. These chapters are designed to introduce you to the essentials of anatomy and physiology and the various systems within the human body. After a general introduction to medical terminology, you will delve into a section on the human body in health and disease which will demonstrate the physical effects of inflammation and trauma. Each chapter will cover specific systems within the body including:
Skeletal system
Muscular system
Cardiovascular system
Lymphatic and immune systems
Respiratory system
Digestive system
Urinary system
Endocrine system
Reproductive system
Nervous system
You will then learn about the sensory intricacies of the eyes and ears as well as the integumentary system of the skin. Finally, a module on diagnostic procedures and pharmacology will familiarize you with terminology concerning specific conditions and ailments and the various medicines prescribed to treat them.
Benefit from Interactive Learning
Having online access to a medical terminology course means learning through the audio and visual aspects of the training modules. Material is reinforced through interactive review exercises. Challenging medical terms can be mastered by a playback feature that allows you to hear the correct pronunciation of uncommon words as many times as necessary. Tests are given to assess your progress as you move through the material, and answers to quiz questions are accompanied by detailed explanations for future reference. A wide variety of games designed to enhance your learning experience are also a part of this course, accompanied by case studies, multimedia animations and a glossary of terms and definitions. A dynamic array of teaching methods assure that the detail-heavy nature of the material is presented in engaging, interactive formats that encourage learning through audio playback and colorful infographics.
Excel Through Effective Communication
The Medical Terminology for Health Professions course is designed to prepare you to successfully communicate with other health professionals by enabling you to understand the meaning of medical terms, root words, prefixes and suffixes. Your ability to recognize basic medical terms will allow you to process medical claims in an efficient manner without having to continually search for the definitions of medical diagnoses, procedures and conditions. Medical abbreviations are frequently used in all aspects of the industry, and learning how to decipher them through this course will let you experience the benefits of efficient correspondence rather than the hindrances of miscommunication. You will learn to spell and pronounce essential medical words and terms that, while uncommon in everyday language, are used daily in the medical world.
Equip Yourself with Analytical Tools
There are thousands of words that are specific to the medical world, and while this course in medical terminology teaches you the fundamental vocabulary, it also teaches the skill to decipher advanced terminology through deductive analysis. You will learn medical root words, prefixes and suffixes so that you can dissect unfamiliar terms and extract their meaning by understanding specific parts of the words. For example, the suffix “itis” indicates inflammation of a specific part of the body, while the term “ectomy” means the removal of a certain part of the body. The differences between tonsillitis and a tonsillectomy, while involving the same body part, are quite significant — and will mean very different ways in which a medical claim is transcribed. Meanwhile, the word “operative” means a surgical operation, yet when it is paired with a variety of prefixes, it’s can change significantly. This course will allow you to know that the prefixes “pre,” “peri” and “post” — when paired with the word operative mean either before a surgery, before and after a surgery, or only after a surgery, respectively.
Certify Your Knowledge and Earn College Credit
Your one-year access to this online medical terminology course allows you to learn at your own pace and awards you a “passing” status with a 70% average on module tests and a short overall course evaluation. Upon completion you will earn 9.5 Continuing Education Units (CEUs) authorized by the International Accreditors for Continuing Education and Training. Your certificate of completion allows you to demonstrate to recruiters and future coworkers that you are serious about a career in medical claims, and that you took the necessary steps to educate yourself so that you can effectively communicate in the language of medicine. You can submit the details of the course to your institution before enrolling to ensure CEUs will be accepted and applied.
Contact Corexcel to enroll in our online medical terminology course and begin your education in the vast vocabulary of the world of medicine. Understanding this language will empower you to excel as a medical claims specialist.
“The difference between the almost right word and the right word is really a large matter – ‘tis the difference between the lightning-bug and the lightning.” — Mark Twain
As a recruiter, this statement relates to your work as you strive to avoid the cost of a bad hire while instead, pinpointing the candidate that will enable the workflow to flourish. In other words, if you’re looking for lightning, you do not want to hire an insect. Often times during the hiring process, however, an unqualified or unsuitable candidate ends up getting the job. The results of this are exponential, and can manifest as conflict between employees, a negative mindset in the workplace, poor attendance, high turnover, diminished sales, stifled productivity or potential lawsuits.
Ugly Truths About Bad Recruits
According to the U.S. Department of Labor, the average cost of a bad hire is approximately one third of that person’s salary for their first year. Using this model, if an employee is hired on a salary of $80,000/year and they have to be dismissed, the loss to the company is over $26,000. A recent article by Forbes reports that aside from the tangible financial fallout from hiring the wrong person, there are other unseen factors that are just as detrimental. Productivity and morale can suffer long term along with client relations and public image.
The costs of playing referee between workers, dismissing problem employees, or hiring new talent and training them far outweigh the cost of the time it takes to hire the right person from the start. You can do this by implementing comprehensive hiring assessments that measure every dimension of a candidate’s aptitude in relation to the position at hand. It is also possible to compare a candidate’s applicable strengths to those of other potential hires and to demonstrate how an individual’s personality will most likely interact with other staff. The key to obtaining this information lies in re-thinking the recruiting process, and by going about it using a systematic, proven set of tools to avoid bad hires.
PXT Select from Step One
Upon initial contact, a candidate will undergo an assessment that will evaluate their strengths and abilities. These questions will measure numerical skill and reasoning, verbal skill and reasoning, conformity, assertiveness, sociability, pace, accommodation, outlook, decisiveness, independence and judgement. This information is then aggregated, assimilated and processed into a series of reports that enable you, as a recruiter, to gain crucial insight into a candidate’s strengths and potential future with your company. Before the interview process continues, you can assess with efficiency and relative certainty if spending more resources grooming an applicant is warranted or if the person is simply not right for the position and would be a bad hire.
A Simple “Yes” or “No”
The Comprehensive Selection Report is the primary hiring report generated by the PXT Select Hiring Assessment tools. It provides a summary of an applicant’s results as well as where they fit within a range of scores that indicate success in a particular position. These metrics give you tangible measurements of a candidate’s strengths concerning verbal skills, numerical ability and reasoning capacity. An applicant who performs well here can move on to the next interview, in which the interviewer is aided by the personalized interview questions based on areas of concern found in this report. You can consider this the initial recruiting solution that flags would-be bad hires while pinpointing those who could become assets to the company. Someone who performs poorly here does not move on, plain and simple.
The Right Place for the Right Person
The Multiple Positions Report helps determine where a candidate will fit best in your company. This report summarizes a candidate’s tests results in relation to multiple positions, as well as their potential for success in those areas. These results are based on their interests and their scores in numerical skills and reasoning, verbal skills and reasoning and several other parameters. This report summarizes a candidate’s tests results in relation to various job roles. When you are recruiting with the intention of avoiding bad hires, this step allows you to ensure that you do not put the right person for the company into the wrong position in the work flow.
Recruit the Best of the Best
The Multiple Candidates Report allows you to compare all candidates for all positions with one another to see which set of strengths is going to benefit your company the most. You can evaluate the vocabulary, problem-solving potential and reasoning abilities of every applicant and assess their potential based on interest and the range of scores that indicate success in any given position. This allows you as a recruiter to avoid having to rely on gut instinct or the flip of a coin to choose two seemingly identical candidates, and instead, move forward with confidence by measuring and comparing actual data.
Additional Reports for In-depth Insights
Next, the PXT Select Hiring Assessment Toolbox will provide you with several more reports about a candidate’s thinking style and how their strengths relate to those of their future manager. These metrics provide insight as to how the two will work together, particularly by highlighting similar areas of interest that can spark constructive communication and camaraderie. Additionally, a Team Report is provided that demonstrates how a potential recruit is going to fit in with the rest of your personnel, giving you reassurance that a promising individual is not actually a bad hire in disguise. Finally, a Performance Model Report provides an outline of the ideal traits a potential candidate would display should they be optimally poised for success in a given position, allowing you see at a glance if a candidate is worth pursuing.
If you are looking to hire the right person for a position in your company, consider the PXT Select Hiring Assessment tools. This recruiting solution enables you to maximize your hiring efforts through detailed analysis and graphics while avoid the exponential costs of bad hires.
Having online access to a medical terminology course means learning through the audio and visual aspects of the training modules. Material is reinforced through interactive review exercises. Challenging medical terms can be mastered by a playback feature that allows you to hear the correct pronunciation of uncommon words as many times as necessary. Tests are given to assess your progress as you move through the material, and answers to quiz questions are accompanied by detailed explanations for future reference. A wide variety of games designed to 
According to the U.S. Department of Labor, the average cost of a bad hire is approximately one third of that person’s salary for their first year. Using this model, if an employee is hired on a salary of $80,000/year and they have to be dismissed, the loss to the company is over $26,000. A recent article by Forbes reports that aside from the tangible financial fallout from hiring the wrong person, there are other unseen factors that are just as detrimental. Productivity and morale can suffer long term along with client relations and public image.
