September 4 , 2007

School’s Out: Recent Grads Offer Attractive Hiring Options
By Shelley C. Safian, MAOM/HSM, CCS-P, CPC-H, CHA,
and Sharon Rosin
For The Record
Vol. 19 No. 18 P. 6

There is a shortage of trained, experienced HIM professionals, but you probably already know that. The job ads are plentiful, and virtually all these advertised positions require experience. But what does an employer need from that experience? What specifically does the experienced candidate have that a recent college graduate does not? Let’s evaluate the requirements for the job.

• Extensive knowledge of ICD-9 and/or CPT: Recent coding graduates all possess an up-to-date working knowledge of diagnosis and procedure coding (inpatient and outpatient) and know about correct coding initiative/outpatient code editor edits. How do you know they know? The same way employers know other candidates have this knowledge: They are nationally certified. Recent graduates’ certifications are fresh, based on this year’s official guidelines and rules, so they do not require additional education to bring them up to speed.

• Knowledge of diagnosis-related groups (DRGs) and ambulatory payment classifications: Are candidates in tune with the latest on all patient refined DRGs, Medicare severity DRGs, or severity-of-illness subclassifications? Recent graduates have not only attended a seminar on this topic (like more experienced candidates), but they have also been tested on the subject and worked with the classifications in a protected environment where they received feedback to help them learn.

• Proper abstracting and querying: Recent graduates have learned to code the correct way—by abstracting notes and querying the physician—and have an understanding of the data from superbill/encounter forms. They have been graded on their ability to work from actual patient records (redacted) with immediate feedback so they can learn to increase accuracy by learning from mistakes.

• Knowledge of physician quality reporting initiatives, pay for performance, etc: Recent graduates have the latest reimbursement rules and methodologies built into the curriculum. They have had more than a few continuing education credits in the past year and spent months focused on understanding the most current aspects of coding and reimbursement, as well as statistical documentation.

• Quality educational input: How can employers know what goes on in a classroom? How can they be confident that recent graduates are being taught correctly? It’s all in the accreditation.

Employers should look for graduates from an AHIMA-approved coding program sponsored by a regionally accredited school of higher education. The AHIMA thoroughly scrutinizes the curriculum and individual course content before approving an educational program. Graduates certified by the AHIMA and/or the American Academy of Professional Coders have proven they have the necessary knowledge to get the job done, regardless of how long they have been practicing.

• They know what others have forgotten: You know the old saying, “I have forgotten more than you know”? When it comes to coding, you need to have fresh knowledge. It doesn’t matter that something used to be coded a certain way two years ago. Now is now, and your claims and statistics must follow today’s rules. Recent graduates know what others have forgotten, as well as what others haven’t learned yet.

• E-everything: Nearly all help wanted ads require candidates to have computer software knowledge—electronic health records, patient accounting software, encoder, and more. Working with software is a hands-on skill that must be practiced. Recent grads have this knowledge, and it is active knowledge, preparing them to work with minimal training on a specific system.

• Attitude means a lot: You do not have to worry about burn-out when dealing with recent graduates because they are anxious to start their new careers. Plus, there are few, if any, bad habits to be addressed. Recent graduates are eager to do things right, meaning they will stay focused and pay attention to details (something everyone wants in a coder).

• Reasonably priced: For a limited time only, these recent graduates are priced to get their feet in the door—they won’t be looking for a bump-up from their last position. Therefore, employers can try out these potential employees and wait until they prove their abilities before paying that higher wage. And many schools have internship/externship programs that allow healthcare organizations to “sample” new employees free of charge. No human resources paperwork until you know you want to keep them. No horrible scenes when you have to let them go if someone doesn’t work out. Interns do need a little extra supervision, but you would supervise a new staff member anyway, plus foot their salary.

• Experienced coders already know how to do the job: All new staff members will have a learning curve. However, recent graduates will not have developed old habits from their previous facility, allowing them to more quickly absorb the new system. Recent graduates tend to have a shorter learning curve when they come to a facility because they are already in learning mode. You can train and mold these new employees much faster and, sometimes, have them functional more quickly.

Need proof of the value of hiring recent graduates? Check out the results of a survey conducted by the National Association of Colleges and Employers (NACE):

HIM is a relatively new profession. The need for additional professionals is growing at a faster rate than coders and HIM managers can be educated. Relief is in sight if we can help the newest generation of coders into the workforce. Extend your hand and bridge the gap from the college classroom to the future of HIM.

— Shelley C. Safian, MAOM/HSM, CCS-P, CPC-H, CHA, is the chair of the allied health department at Herzing College in Winter Park, Fla.

— Sharon Rosin is the director of career services at Herzing College.