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Miranda Pomiecko

Journal and Log
June 11-13, 2014
24 hours

My first few days at Direct Consulting Associates have been both challenging and rewarding. I
have focused on learning how to utilize our database, PCRecruiter (PCR). My first day consisted
of meeting our recruiters, Ankit, Charles, and Lauren, and our sister company, Direct
Recruiters, staff. I also met with our IT specialist, Jordan, to learn how to use PCR. There are
hundreds of ways to use PCR, so it will take time and experience to master its functions.

Sydney, one of our marketing specialists, also discussed what she does and how I might be able
to help the marketing team in the future. My supervisor, John Yurkschatt, who is also DCA's
Recruitment Manager, sent me some videos related to the Healthcare IT industry; he also sent me
a few articles to read. The articles discuss how Healthcare IT is expanding and evolving every
year. The next two days consisted of practicing my knowledge of PCR and editing my LinkedIn
profile. DCA uses LinkedIn to source for and connect with potential candidates, so I want to
make sure my profile contains valid information and demonstrates that I work for DCA. My first
week helped me realize there is a lot to learn about Direct Consulting, Healthcare IT and the
recruiting industry.

Furthermore, I realize that the organizational environment demonstrates aspects of General
Systems Theory (Ludwig Von Bertalanffy, 1968), which theorizes that laws governing living
organisms can be applied to many other systems, including an organization (Modaff, Butler, and
DeWine, 2012). The parts that make up the system (e.g. recruiting, sales, marketing, and IT) are
all interrelated, and in order for the system to work they must function well together. The system
should also be open, where materials are imported and exported in and out of the environment
(Modaff et. al, 2012). It seems DCA contains all of the necessary parts, or subsystems, in order
to continue its success.

June 16-20, 2014
40 hours

This week consisted of learning what Ill be doing for the majority of my time at DCA. I will be
a Sourcing Specialists, which means I will look for qualified candidates online and parse their
information into PCR so we can learn more about each candidate. This will help our recruiters
out in a tremendous way since they typically have to study the job description, source for
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qualified candidates, parse their information into PCR, and contact them - all within a relatively
short deadline.

My first job description was for an EPIC Hospital Billing Analyst, and I utilized Monster,
LinkedIn, Dice, and Ladders to find candidates who are able to build the Hospital Billing
database into healthcare facilities. I have been encouraged to ask questions about the job
descriptions and the Healthcare IT field in general. I am eager to learn all of the ways I can be an
effective sourcing specialist, and I look forward to listening to and learning from our recruiters.

Although it will be interesting to hear the conversations between our recruiters and candidates I
have been advised by my mangers to listen and look for embellishment of experience.
DCA's success not only relies on the internal portions of the organism, but also on the
candidates. It is important to ask candidates the right questions when a position needs to be
filled. It is also important to figure out when candidates are lying. Hiring a candidate who
embellished their resume or lied during a conversation will likely inflict short and long-term
harm to the client.

Organizational communication theories describe some of the reasons why candidates, as well as
hiring companies, lie during the interview process. For example, candidates often believe they
have to stretch the truth in order to work for a successful company. If a candidate lies about their
skill and experiences, they may not be able to perform the skills and tasks necessary to the job. If
DCA were to intentionally misrepresent the reality of the job or organization to attract a highly
qualified employee, the new employee may experience unmet expectations, leading to possible
turnover; which is negative for both DCA and the client. Overall, it is important for both the
candidate and recruiter to be as ethical as possible, while still selling themselves and the position
effectively.

June 23- June 27, 2014
40 hours

So far, I have learned something new every day during my experience. For example, it is
important to ask for help if I cannot find candidates for more than a half hour. John, Charles,
Lauren, and Ankit are always willing to help me if I am struggling. It is reassuring to know that
asking for help is encouraged at DCA. Also, I believe there is a good balance of independence
and collaborative thinking within the organization.

I am also looking forward to building peer relationships in the workplace. Organizational
Communication has informed me about the types of relationships that can form within the
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workplace. The two main types of relationships in the workplace are organizational and personal.
An organizational relationship is based on the organizational structure, and a personal
relationship is a friendship that develops because two people choose to spend time together in
order to address mutual emotional needs (Modaff et. al, 2012). Many organizational friendships
begin as a required association and develop into something more complex and interrelated to
others in the organization (Modaff et. al, 2012).

So far, it seems all of my colleagues have formed personal relationships, and I am beginning to
interrelate into them. For example, for my birthday this week, my colleague Lauren baked me a
cake. Her and I have worked on a few sourcing roles together, but we have also formed a
friendship due to the conversations we have had. DCA and DRIs lunch room is also a place
where colleagues form relationships. Although it is not required to eat in the lunch room, many
individuals, including myself, do because it gives them an opportunity to speak with their
colleagues about topics outside of work. Although levels of trust vary within each relationship, it
seems everyone has formed a personal relationship with another co-worker in some way.

June 30-July 4, 2014
40 hours

Although I have been focused on improving my sourcing skills for the last few weeks, this week
has revealed that I will have many other skills to work on as well. After attending the Tuesday
DCA meeting, which includes an update from our VP of Sales, Anthony Caponi; Direct
Recruiters President, Shel Myeroff; and DCAs President Frank Myeroff, I briefly spoke with
DRIs marketing manager Barb Miller to ask if I can write a blog for DCA. DCA and DRI
publish a variety of blogs each week. Many other staff and interns at DCA and DRI have written
their own blog, and I believe it is a great way to demonstrate ones writing skills and creativity. I
decided to write about getting noticed as a healthcare IT professional. I have my research cut out
for me as I am not an IT professional, but I am excited to cover a new topic.

I am also given at least three different roles to source for each week, so I have become a flexible
and can pick up a new concept or idea quickly. For example, I was given a role that has not yet
been worked on by anyone in the office. Lauren met with me to discuss what keywords to use
and how many miles to go out from the locations zip code. I will be sourcing for a web
developer, which is someone who develops and supports databases and applications within the
healthcare facility. Our client for this project is the Cleveland Clinic, and we are proud to say
Cleveland Clinic is one of the nations top hospitals. Cleveland Clinic is also one of the most
cutting edge hospitals in technology and innovative medical ideas.

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Another position I will help source for is for a Certified Resolute Hospital Billing Analyst. A
Hospital Billing (HB) Analyst is someone who works with the hospitals revenue cycle team to
build programs that doctors and insurance companies will use. The full lifecycle implementation
includes: building, testing, designing, training, and validating. Many HB Analysts must have
earned a Bachelors Degree in Information Systems or a related field. A majority of the positions
that DCA sources for involve at least one aspect of the full lifecycle implementation.

July 7- July 11, 2014
40 hours

After weeks of sourcing for qualified candidates, John has asked me to start thinking about
calling candidates in order to expand my skill set and get comfortable speaking on the phone. I
am both excited and nervous to learn this new skill. Although I am still an intern, I will be able
to connect with candidates and learn more about their experiences in Healthcare IT. In order to
make effective calls, I will be given a role, and I will source for qualified candidates on
LinkedIn, Monster, Ladders, and Dice. After I find qualified individuals, I need to add their
information to our database, and make sure they are added to the correct rollup.

Once all of their contact information is in I will then call them and ask about their skill set, what
they are currently working on, what they are looking for in their next opportunity, what is most
important to them in their employment, and finally we will discuss the details of the open
position. As I speak with them, it will be important for to add notes about their background and
current situation. These notes will be saved to our database so other recruiters can see what was
said in the last phone conversation. If I believe the candidates are qualified, I will set up a time
for them to speak with one of our recruiters. I believe this will allow me to demonstrate my
verbal and written communication skills to its full potential.

All of this direction has come from others in the organization influencing and moving me
forward in my work. Organizational communication demonstrates that leadership is an essential
part of a successful organization. John has been my most influential leader because he has the
most experience and wisdom when it comes to Healthcare IT recruiting. Also, John is not afraid
to voice his ideas and attempt to influence the attitudes of others in order to reach a common goal
to benefit the group (Modaff et. al, 2012). Although the role of leader switches depending on the
situation, our other main leaders are Frank and Tony. Frank used to work as a healthcare IT
consultant, so he is able to motivate his staff by explaining how things work from his past
experiences. Tony has extensive sales experience, and he is somewhat closer to our clients than
the candidates, so he is able to lead from the perspective of our clients, who are the most
important part of keeping the business alive. Charles, Lauren, and Ankit are also leaders; they are
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all charismatic about their work and have a strong desire to influence me. This type of leadership
is defined in Houses 1977 charismatic leadership theory (Modaff et. al, 2012).

Source:
Modaff, Butler, & DeWine. (2012). Organizational communication: Foundation, challenges &
misunderstandings. (3
rd
ed.) Boston, MA: Pearson Publishing Co.