The Value of Showing Rev Cycle Staff a Career Path

The hiring process begins with the human resources department knowing what to look for in potential candidates.

At Moffitt Cancer Center, Lynn Ansley, vice president of revenue cycle management, has established a strong partnership with the organization’s talent acquisition team, calling them the “first line of review.”

“With seasoned professionals, we’re looking for very specific certifications from a specific set of governing bodies,” Ansley explained to HealthLeaders.

“It’s all well-defined within our job descriptions and we have a lot of checks and balances throughout the whole recruitment process to make sure we’re getting the right candidate with the right credentials for the right role.”

Moffitt does a good amount of outreach for niche roles requiring experience that can’t be cultivated in house. However, there are different methods in place to enable current team members to move up in the organization.

For example, within its coding team the organization has apprentice coders, where entry-level employees are able to start on the path to becoming a medical coder.

Previously, when most employees were in the office, Moffitt would offer classes where coders could come in to be trained on oncology and sign a contract committing to work with the organization for two years after graduation.

“We have not brought it back since the pandemic,” Ansley said. “But it’s something we’re actively talking about because we really just want to make sure that we’ve always got the pipeline of talent for those harder-to-fill roles.”

Moffitt’s talent acquisition team also creates partnerships with colleges and universities in the surrounding community, speaking with students, informing and getting them interested in different roles in healthcare and revenue cycle.

Succession planning in particular has been a successful strategy for developing a internal talent pipeline.

Entry-level roles can be hard to hire and retain, but showing employees a career path, as well as providing training opportunities, can make a difference.

“We’ll bring them in as Customer Service Representative I and after six months they’ll be able to apply for Level 2, and there’s a pay differential between them,” Ansley explained.

“There’s also opportunity for things like certifications that then build their resume and get them ready for other roles.”