Medical billing can be a rewarding, yet competitive field for the recent certified graduate.  With its ever-changing state, it's important to remain ahead of the curve.  Here are some tips and tools that recruiters like to share with HIM candidates-what it takes to stand out from the competition.

The company that I work for (Health Revenue Assurance Associates) tends to focus more on remote candidates.  As often as HIM Professionals are contacted by recruiters (the average coder receives six solicitations per week), it's important to know where the employer expects the coder to work.  More often now than in the past, fellow recruiters are offering remote opportunities.  Although HIM is considered a small niche, the reality is that the umbrella is comprised of thousands of people nationwide, and having a sharp resume will help a recruiter take notice.

Logically, the first thing read on a resume is the name.  It may sound trivial, but most will agree it's the "make you or break you" moment. With that, a recruiter's first bit of advice: Make sure the necessary certifications are listed accordingly. It's best to see the "CPC," "CCS," "CIRCC," etc. certifications after the name in BIG & BOLD CAPS!  For that matter, certifications should be placed after the name in all of the correspondence (except when waiting for a table at a restaurant).  Recruitment, like most disciplines, is growing electronically at a rapid pace.  In this digital age, search engines combine every facet of social media to market jobs and resumes.  Having credentials listed after your name will gain exposure in cyberspace.

The second bit of advice, which is a pet peeve for decision makers, is the objective.  If a coder responds to an ad for a remote coder, there's no reason to explain it in the objective. Objectives should reflect the employer's perspective, not the jobseeker's, and should tell what the jobseeker can contribute. There's plenty of debate in the recruiting world as to whether or not an objective is in fact crucial to a resume.  However, the one thing agreed on is that a poorly written objective can make all the difference. It's also not the place to list skills and attributes.  The intentions in an objective must be very specific.

In closing, here are a few final quick tips that do not need long explanations. 

Be honest.  Employers can catch a lie with ease. 

Do not list irrelevant information such as political affiliation, religion, and sexual preference.  Not only is it unprofessional, but it will significantly hurt any chance of landing an interview. 

Avoid negativity in resumes and interviews.  Do not include information that might sound destructive in the eyes of the employer.  There is no gain in bad-mouthing a previous employer.

Anthony Maganaro, began working as a contract recruiter for healthcare systems including Continuum Health Partners in New York City and now recruits exclusively for Health Revenue Assurance Associates in Plantation, FL. He spends the bulk of his time sourcing inpatient and outpatient coders and auditors. amanganaro@hraa.com | www.hraa.com