Medical Billing Changes Create a Whole New World of Jobs

Medical Billing Changes Create a Whole New World of JobsPhysicians offices and hospitals are introducing many changes in the ways they bill insurance. The need for individuals skilled in this venue has increased, and is expected to continue growing. Lets take a look atwhy this is happening and what it means for youif you are interested in pursuing this career. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832388529-0) ) What is ICD-10?Understanding what the latest International Classification of Diseases (ICD-10) entails is complex. It replaces the ICD-9 ordnungsprinzip that has been in use for years. Both systems code for a particular disease, along with modifiers for identification and billing purposes. The ICD-10 system lists mora than 140,000 codes used for diagnosis, treatment, andprocedures. Some codes are detailed, and finding the right code might be difficult. Doctors, already burdened by a complicated health care system, may find it difficult to easily find the right code. If the correct code remains unfound, the cost may revert back to the patient. Hiring individuals trained in this new system is important to making it run smoothly.The codes are based on an official list originating with the World Health Organization. It is not dependent on a particular health care plan and has no link to the incorporation of the Affordable Care Act in the United States.Readiness for the new ICD-10 implementationPhysician readiness for using the new system is lacking, according to the Workgroup for Electronic Data Interchange or WEDI. About 25 percent of physicians are not going to be ready, and possibly an additional 25 percent will not be acclimated. This may cause delays in using the new ICD-10 system, and many providers are looking to hire those trained in the new system.Why is ICD-10 so difficult?parte of the problem with the new coding is precision. While this might sound oversimplified or at odds with the delicate balance found in proper billi ng, it isnt. For example, there are about18 codes for a patient who ate a toxic mushroom thatadequately describe the patients medicalsituation. Another example looking at a fractured leg and properly coding it may mean choosing amongdozens of codes to find the right one.TheICD-10 coding employs more than 70,000 diagnostic codes, compared with 15,000 in ICD-9. Procedures done in the hospital will rise from 4,000 to 72,000. The transition from the old system and the sheer number of increased codes mean that both office and hospital billing will need peopletrained in ICD-10.Increased training for ICD-10Some schools have increased the amount of training for coding based on the new guidelines by providing ICD-10 courses. Those taking refresher courses are poised to take advantage of the need for billing personnel. Hospitals, health insurance plans, and physician and other health care professional offices will have a need for this skill. In addition, the work will become more demanding, a nd medical professionals who work with coding will beexpected to pass a certification exam.More job opportunities in 2016 for medical billingvia GIPHYJobs in medical coding are expected to increase by 18 percent through 2016, according to the Department of Labor. Due to demand, experts believe many positions will be based on a 40-hour workweek with overtime. Salaries will range between $23,000 and $43,000 based on experience, geographical area, and whether the job is in a hospital or office.Finding the right medical billing job as well as other healthcare jobs depends on having a way to finding positions right for you. TheJobNetwork makes it easy by sorting through jobs meeting your qualifications and needs. After you enter your qualifications and job interests, TheJobNetwork searches around the clock for jobs that match that description and sends you notifications by email. Sign up with TheJobNetwork to get started.

Six Ways to Increase Your Chances of Getting a Job Offer After Your Internship Ends

Six Ways to Increase Your Chances of Getting a Job Offer After Your Internship EndsWant To Turn Your Internship Into A Full-Time Job? Here Are 6 Ways To Increase Your Chances of Getting HiredRaise your hand if youve ever thought about how to turn an fr sich selbstship into a full-time job.Of course we take fr sich selbstships to learn a ton about the company and get amazing hands-on experience, but we also take them to increase our chances of working for that company after graduation.In fact, thats a great reason to take an internship Thats why we talked to the team at John Deere who shared six ways to increase your odds of getting hired.Join all the activities.Alex Graupmann started as a John Deere intern and ultimately landed a job there as a property accountant. His key to standing out as an intern? Getting involved in everything from factory tours to sports leagues. John Deere has so many networking opportunities for interns, so make it a priority to attend, even if you dont know anyone. It may seem intimidating, but its worth it Youll get to connect with other interns outside of work, and you might also meet your future manager and get to chat with them in a more casual setting.Find your niche.Whether youre one of a few summer interns or one of many (some John Deere locations have over 100 interns), finding a way to make yourself stand out could increase your odds of getting a job offer. For example, maybe you have a knack for designing PowerPoint presentations and can volunteer your time. Let your skills and interests shine through and youll be on the right track.Soak up as much information as possible.If you plan to go after a full-time job, youll want to use your internship to build as much knowledge as possible. For example, it might help to figure out the intricacies of Excel and other programs youll be working closely with. And learn everything you can about the company and your coworkers, too. Its a great way to show everyone that youre in it for th e long haul.Figure out what you want. Then share itLuciano Moriguchi interned at John Deere and was eventually hired full-time as a Supplier Quality Engineer. His berater shared this great advice with him that works whether youre an intern or an employee Communicate the experiences youd like to have and the career path you hope to follow. Once they have that information, your manager, supervisor, or mentor can open doors for you. So be ready before your first day with a few experiences youre hoping to have.Go beyond your own department.Odds are, you were assigned to a specific group for your internship. But that shouldnt stop you from exploring everything else thats going on at the company. Jenny Farmer, an accountant at John Deere who landed a job as an accountant after graduation, used her internship time to learn about John Deeres different products and business areas. No matter what role youre going after, understanding how the company operates even before you work there full ti me can be a huge advantage.Treat your internship like one big interview.No pressure, right? Jennifer Gibson, a Supply Management Specialist, shared this advice from her own days as a John Deere intern Displaying professionalism, industriousness, and a positive attitude will help you stand out and show that youre ready to be a full-time professional.See yourself at John Deere? Theyre hiring now on WayUp for roles like their Environmental Engineering Development Program

Is On-site Childcare Beneficial - Spark Hire

Is On-site Childcare Beneficial - Spark HireIt seems as though with each passing month the demands of employees and job seekers are getting more and more interesting. Articles on how top companies offer employee benefits are running rampant lately. Upon first glance you may think that all of ansicht incentives are a bit ridiculous. However, if you think about it a bit deeper, if you want someone to do a great job for you then you have to invest in them. You have to nurture that talent in order for it to grow and prosper. A neglected flower rarely blooms. One of the biggest incentives that candidates are seeking out is on-site childcare.Although you think it may be difficult to implement, on-site childcare services are huge employee benefits that will likely bring the top talent to your office. Lets take a look at the benefits of offering childcare in the workplace.A study by micro-economist Rachel Connely and colleagues published in their 2004 book titled Kids at Work The Value of Em ployer-Sponsored On-Site Child Care Centers covered the benefits employers can reap from offering on-site childcare in addition to other employee benefits. Not only is it affordable, but it is actually profitable. In fact, most employees stated that they would contribute to the cost of on-site childcare even if they didnt need it themselves. So why would offering childcare in the workplace be profitable for employers?Reduce the Rate of TurnoverBy offering on-site childcare as employee benefits, you are making your company much more desirable than one that does not. If you have hired top talent, but some of that top talent happen to also be working parents, then you are going to have to compete with other companies that do offer childcare in the workplace. It would be much more difficult for those working parents, that are also great workers, to leave your company when you offer such a desirable benefit. On the other hand, if an opportunity comes along with a company that does offer on-site childcare and your company does not, the employees you have that are also working parents will most likely jump ship when presented with the opportunity.Reduce Tardiness/Absenteeism Working parents often struggle with very busy schedules. You can make the argument that, as an employer, it is not your responsibility to bend over backwards to accommodate their life choices. This may be true, but at least half of the employees you hire will likely be working parents. Therefore, hectic scheduling and conflicts are sure to arise. Working parents may often have to call off work due to an issue with their childcare provider. Perhaps the childcare center is closed or their main provider is sick. When these things come up, parents have to rush to find an alternative. Often times, they cant find a replacement and have to stay home with their child. When you offer on-site childcare, these issues dissipate.Reel in Top TalentAs stated earlier, offering on-site childcare is an extremely d esirable benefit. If your company offers childcare in the workplace as one of its top employee benefits, then its likely you will reel in better, stronger candidates. After all, would a working parent be more apt to go with the company that offers on-site childcare, or the company that pays a little more? On top of that, not all of your candidates are going to be working parents. However, it may be something in their near future and they will be more attracted to a company that makes childcare a breeze.Have a Positive ImpactRegardless of whether your employees are all working parents or not, simply offering on-site childcare shows that you care. In the study by Connely, she is quoted saying, I was impressed with the near universality of positive feeling workers showed about working for a company that had a childcare center. They liked the idea that their company took care of the person who worked down the row from them. When you show your workers that you truly care for them and the ir well-being, that translates into positivity in your employees across the board. Happy employees are productive employees.So you see, offering childcare in the workplace can be extremely beneficial to not only your employees, but your company as well.Does your company offer on-site childcare as one of its employee benefits? Do you think that it makes a difference in the talent you attract and the productivity/happiness of your employees? Let us know what you think in the comments section belowIMAGE Courtesy of Flickr by Finiky

Why Compensation Is More Than Just Salary

Why Compensation Is More Than Just SalaryWhy Compensation Is More Than Just Salary When considering a new position, or re-evaluating your current contract, its always in your best interest to negotiate for a higher salary . However, when considering your total compensation (meaning everything the company is giving you in exchange for the work you provide), there are so many other factors that play into your bottom line that go beyond just salary. Here are 6 areas that contribute to your total take-home compensation that should leid be overlooked when negotiating your next contract A huge factor to consider when evaluating your salary is the healthcare package provided . If the organization you are considering does not offer any health care benefits, consider all of your existing medical conditions, and how much those would cost you out of pocket without a health care plan. If your company does have a benefits plan, look into the fine details of what they are offe ring. How much are the deductibles and premiums in each area? Keep these numbers in mind when calculating your total compensation, especially if you know of existing medical conditions or upcoming procedures. Some organizations might offer profit sharing , bonuses, or stock options. These are different ways that you, as an employee, can profit from the success of the organization, and earn additional salary. If your organization is doing well, and you are offered shares, you could see a huge return on investment in the long run. While you cant live off your bonus, find out prior to accepting what the bonus structure would look like, and how often it is typically paid out. When negotiating your salary, it is important to consider whether these added benefits might be a worthwhile incentive for you to consider as part of the overall package.Many organizations across Canada and the U.S. will offer RRSP/ 401k matching . These company perks are not only a great way to incentivize savi ngs and retirement, but also earn free money The average 401k match across organizations, according to Investopedia, is 50 cents on the dollar of up to 6% of your salary. If you know that you can save enough to earn that match, consider that free money as a part of your total compensation. Taking advantage of these plans is like accepting a 3%-6% raise each year. The ausprgung there are three things that matter, location, location, location definitely holds true when discussing salary. If your new position is offering you a higher salary, but will require you to commute and buy a car, youll need to re-calculate your salary and consider that cost. Lets say your lease is $300 a month, parking $100 a month, insurance $100 a month, and gas $200 a month, all together that will run you $700 a month, or $8400 a year If youre considering a new position that has a lower base salary, but would allow you to work closer to home and ditch your car, consider adding that cost savings to your salar y.People spend an average of $2,746 a year on packed and purchased lunches . When evaluating a new organization, look into whether or not they provide free lunch, snacks, or even coffee, as this can all add up. A Starbucks a day will cost you $1,221, so dont overlook this small perk . If these perks are provided, consider adding that $2,746 average for lunch and $1, 221 average for coffee onto your salary, as it would be money saved each year. Discounts and reimbursements on things like cell phone plans and gym memberships are other hidden factors that impact your bottom line. If you work for a company that you frequent as a consumer, corporate discounts could be another factor in your decision. Of course, there are other non-monetary perks that come with any job . Things like work-life balance, freedom to work remotely, and opportunities for learning & development are intrinsic motivators that are hard to compete with. There are so many factors to consider when evaluating y our total compensation. These are just a few typical areas where you, as an employee, can earn more beyond just your salary. When negotiating, consider the areas of your life that are most important to you, and really focus on companies who stand behind that with what they have to offer Stacy kalmck is a Learning Specialist with an MA in Educational Technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on workplace development, career building, and networking for success. Connect with her on LinkedIn , Twitter , or at www.stacypollack.com

How to Recruit for In-Demand IT Skills

How to Recruit for In-Demand IT SkillsHow to Recruit for In-Demand IT SkillsHow to Recruit for In-Demand IT Skills ConlanAccording to Computerworlds 2015 Forecast survey of IT executives, almost a quarter of all companies expect to hire more IT employees this year. Is yours one of them?If so, youll need a plan to recruit the best of these coveted employees, including candidates with these three in-demand IT skillsDevOps. The term refers to software developers who can also manage operations including the server infrastructure that keeps company websites and applications online and running reliably, says Shayleen Stuto, talent coordinator at TechnologyAdvice.Having a strong DevOps kollektiv not only gives a company a solid core of experienced software engineers. It also reduces IT staffing costs and tightly integrates a companys products with the infrastructure that hosts them.Web applications. Since 2011, web application skills have continued to be in high demand, says Moses Sison of Switch.co. Skills include Java, HTML and CSS.Python/Django prowess. Some of the most in-demand and hardest to fill software engineer job skills include Python web application development experience or Django web application framework experience, says Vanessa Pean, Director of Talent at ScrollMotion.IT Recruiting on Job BoardsOnline job boards are always a good place to begin your IT recruiting. Sison says about 60 percent of his companys candidates come from job ads.Its essential to market the awesome opportunities your company has to offer IT talent, says Sison.This starts with a well-written job descriptions. When you sit down to write a job ad, be specific about the skills youre looking for. Include a list of the attributes necessary to succeed in the role and those that are desirable in a candidate. And dont forget to highlight what makes your organization special.More Ways to Find In-Demand IT SkillsCourtney Muller, senior associate of talent at Novus, recommends spending time on a repository hosting service such as Github or other sites where developers share code and collaborate to find people with the skills you need. Holding discussion groups can be helpful as well.Hosting and participating in meet-up groups that support Scala and other technologies has been particularly helpful for our team to learn cool stuff from really interesting people and develop long-term relationships, she says.Tools such as TalentBin by provide a comprehensive profile of technical professionals, including their contact information.Recruiting IT Talent for Small CompaniesTech skills are important, but smaller companies may want to consider candidates with a broader background, says Kiyoko Fujimura, executive vice president of BuzzBuzzHome.As a startup with a lean engineering team of 12, its important to us that every member is able to understand the end-to-end implementation of a project, not just the technical requirements, she says.Fujimura is constantly on the lookout for business-minded IT workers, people who she says are looking to answer the question Is the product Im building actually solving the harte nuss its supposed to?In your quest to find IT talent, also keep in mind employee referrals. One of our best sources of candidates is our internal referral program where we offer employees $1,000 if they refer the successful candidate, Fujimura says.Our team will also attend events, sometimes even wearing t-shirts that say Were hiring. That usually makes us stand out from the crowd.How to Assess IT CandidatesKnowing how to assess a candidates IT skills will be a good match for your company can be challenging, particularly if you lack a technical background. One option is to bring in a tech employee who is on your staff to do a technical screening of candidate resumes. This person can also assist with conducting the more technical portion of the in-person interview.During the technical interview, its not uncommon to ask the candidate to solve an IT p roblem using a whiteboard to explain their coding solution. Companies such as Prove It and Brainbench can help you assess a candidates technical know-how.Finally, dont forget to offer a level of compensation that is in line with the competitive recruiting landscape. This is especially important for small businesses that must compete on compensation in 2015.

What you bring is what you get

What you bring is what you getWhat you bring is what you getI thought the gruppe retreat was going great until the CEO left the room. We were halfway through the session. The team was finally opening up. I just cracked the code.?- ?I was thinking to myself.But, I was wrong.Our behavior reflects on others.Like an acute sounding board, our brain internally echoes what others do and feel. Just by looking at someone we experience them,research shows.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraA team or organizational transformation is a reflection of our own personal transformation. If we want others to be courageous, we must first give our very best.So, what really happened with this CEO?What You Reflect Comes Back toYouDriving change requires people to become comfortable with being uncomfortable?- ?and it starts with us.I didnt launch myconsultancyfor financial independence reasons?- ?I wante dspiritual freedom. After 20 plus years of consulting, I needed a clean slate. Unlike regular consultants, I wanted to experiment freely.Freedom meant choosing the clients I want to work with or elend. But, also exposing myself mora than usual.Those who have worked with me know that Im not shy.Im comfortable speaking up my mind?- ?I love to challenge and be challenged. However, something was missing. My employers expected me to tell clients what they wanted to hear?- ?not for me to be authentic.That didnt stop me from speaking up. But, I wasnt giving my best self. I wasnt happy with I was reflecting on others either.Authenticity can become invisible to us but not to others.Our brains are wired to read cues so subtle that, even when we dont consciously register them, our bodies respond.Someones smile activates our own smile muscles in our faces. According toresearch, we internally register what that person is feeling. As a consequence, if their smile is fake, we are more likely to fe el uncomfortable.What we give reflects on othersA woman realized that she was doing an MBA not because she wanted to, but to please her husband. That same night she called him and let him know she was dropping out. The workshop had nothing to do with career change, but the experience still touched her.Another participant decided she didnt want to be miss nice anymore. People were taking advantage of her. This young woman wasnt planning to go rogue. She just wanted to take care of her dreams?- ?to become a priority. This happened after she finished writingher obituary.Did my facilitation or exercises help them see the light? Probably. But, something more important happened.Empathy makes us visible to others.When someone is upset but suppresses their feelings, we may not realize that they are angry. However,a studyshows that even if unnoticed, their anger can increase our blood pressure.When we bring our best self to every moment, we inspire others to be authentic too.Empathy is thest rongest superpowera change agent can have. Its not about being pitiful, but understanding. It helps us appreciate other peoples ideas, thoughts, beliefs, and emotions. We get to see their uniqueness.What Bends, DoesntBreakDriving change requires rebel leaders.When we think of rebels, we think of trouble. But, true rebels dont break things out of joy but to find the way out. They know how to break the habits that hold us back. Rebels challenge groupthink and routines.Being vulnerable is a form of rebellion.Rebels ask questions others dont?- ?they look at a problem from multiple perspectives. They dont pretend to have all the answers. They are okay with looking ignorant or making mistakes. Finding new solutions requires emptying our minds first.We have a fixed idea of rebels in the business world. Take Steve Jobs, for example. We often think of rebels as creative, but also difficult to work with. Its time to shift our thinking.As Francesca Gino said,To be a rebel does not mean you hav e to be an outcast or a troublemaker. Effective rebels are people who break rules in ways that are positive and productive.The author ofRebel Talentbelieves that we dont have to be born a rebel?- ?we can all become one.Leaders are often taught to keep a distance and project a perfect image. To look flawless, confident, and in control. Disclosing ones vulnerability in front of our coworkers is perceived as an act of weakness.Rebels are courageous because they are comfortable being vulnerable.The CEO who left the room wasnt unhappy with the team offsite. She just wasnt comfortable in her own skin. Her team was opening up, but she couldnt. She felt naked. And left.I thought I yperit a client for good. Until, a couple of weeks later, she called me to share her progress?- ?she decided to open up. It wasnt easy though. But, she took the courage and got back in front of her team. She asked for forgiveness.Acknowledging why she left the team retreat while everyone else was playing along req uires courage. It was a first step to embrace her vulnerable side. She realized thatbendingwasnt a weakness, but a strength.As Confucius said, The green reed which bends in the wind is stronger than the mighty oak which breaks in a storm.Vulnerability doesnt mean being weak but accepting we have flaws and weaknesses. When you recognize you are not perfect, you keep the door open. Thats how you grow.Being vulnerable is letting ourselves be seen?- ?our true self becomes an inspiration to others.Being Vulnerable Is a ResponsibilityPeople can tell when we are not genuine.Asresearchby the University of Wisconsin shows, while we may try to look perfect or in charge, we might also be perceived as inauthentic. Trust is not easy to build?- ?it requires courage.Being vulnerable doesnt mean being weak. Not everyone is ready to accept and acknowledge their weaknesses. But, thats the price you pay to liberate your best self.Vulnerability is our most accurate measurement of courage.?- ?Bren Brown Leading change is a mission full of responsibilities. You are accountable for what you reflect on your team, your organization, and yourself.1. Vulnerability inspiresteamsVulnerability emerged as the key theme from anin-depth studyof successful CEOs. Especially for those who experienced remarkable personal growth and professional success in their businesses.Adaptability to change requires bending without breakingAfter receiving harsh feedback, one of the CEOs chose to be vulnerable. He recognized he was too harsh and harming the team. After sharing his personal plan to his top 60 managers, he generated huge personal support.The team was so inspired that the company outperformed its competitors six years in a row.Driving change is not difficult resistancemakes it difficult. We need the face our fears head-on. And deal with we cant anticipate or control.2. A vulnerable culture seeds trust and innovationThe CEO of a large telco told me that he thought he knew his team very well. Until I asked them to share the last time they laughed, felt love, cried, lied, stole something, and thought about suicide.Disclosing our vulnerability in front of our coworkers gives others permission to give their best.This executive team has been working together for almost a decade. But never felt so comfortable sharing their mistakes before. Feeling exposed strengthened their relationships. Embracing everyones vulnerability made it feelsafer to speak up.Organizations are not initially open to embracing authenticity. They are okay when we talk about innovation, creativity, and change. But, vulnerability makes everyone uncomfortable. However, teams cant experiment without frailty and empathy.As Bren Brown explains, vulnerability is the birthplace of innovation, creativity, and change.Adaptability to change is all about being vulnerable. Fresh ideas are fragile?- ?they need a safe space to blossom.3. Vulnerability liberates the best version of ourselvesOne of the best compliments Ive ev er received had nothing to do with my smarts, ideas, or skills. It was all about what I reflected on others. Thats what drove me to write this post.He is not asking us to do anything he hasnt done himself first, one participant shared with the rest. We were wrapping up a very demanding workshop. This person saw my vulnerable self and felt inspired to leave his comfort zone too.We are told that leaders shouldnt ask people to do something they wouldnt do themselves. That sounds tricky to me. Leaders are in a more comfortable position. What seems difficult for others, might not be that hard for them.Leaders must feel as uncomfortable as their teams do.As a change facilitator, I like to keep that present. Each person is fighting a different battle?- ?discomfort is a personal experience. I want to inspire people to become their best version, not to stretch as far as I would.Vulnerability creates accountability. It makes us responsible for bringing the best out of our teams, organizations , and ourselves.We are all good at expecting something from others. We want our leaders, coworkers or family to give more. But, what about ourselves?Empathy and vulnerability are catalysts for change. Our human frailty is more inspirational than any perfect image. What we reflect on others always comes back to us.Are you vulnerable and genuine? People always find out in the end. Give your best self.Im a change instigator helping people and organizations createpositive change. I advise, write, and speak on team development and culture transformation. Receive myweekly insightsor follow me onLinkedIn.This article first appeared on Medium .You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Resume Tips for Freelancers

Resume Tips for FreelancersResume Tips for FreelancersResume Tips for FreelancersFree yourself, with a resume thats equipped for freelance.Say goodbye to being chained to the office and hello to being your own boss. More and mora employees are swapping their 9-to-5s for the freedom of freelancing. Forbes recently reported that freelancers represent 35 percent of the workforce. Experts expect those numbers to continue growing.Though freelancers may enjoy more freedom and the ability to choose their own clients, they still face many of the saatkorn challenges as other workersbut in larger quantity. Unemployed Americans only have to worry about finding the one job to sustain them. Freelancers face a different requirement. They must constantly search for new, higher paying gigs. Finding one job is difficult enough, but finding work to fill your empty calendar, well, that takes skill.Resumes still play an integral part of the job search. Freelancers should continue to hone their primary b randing document, but, keep in mind there are subtle changes needed to make it work. Here are a few resume tips to tailor your resume for your freelance job search.What format and design should I use?Resumes come in various shapes and sizes. Some freelance designers created a brochure, detailing their abilities, experience and education. The creative vorkaufsrechts are limitless. Just remember, the more traditional resume formats are preferred by clients. If you feel you must create a unique piece of art to represent your innovative skills, be sure to include one of these two resume types.Option 1 Chronological Resume.Chronological resumes list all pertinent information in three to four basic sections summary, experience, education and leidable contributions. Organize the information in each section according to date, starting with most recent. An option is to include a subsection under experience to display their most notable clients on their freelance resume.Option 2 Functional R esume.Many freelancers have numerous skills and experience, spanning from the multitude of projects they are assigned. Functional resumes help organize these skills into easy to read sections. Rather than write a description for each job, group all similar descriptions into a bulleted list. Include the correlating experience directly under the bulleted list (i.e. company name, date and positions). You can organize lists by design, marketing, computer proficiency, etc.Should I use the term Freelancer or Independent Contractor?Many freelancers question whether they should use Independent Contractor or Freelancer as their position title. Dont use either. Choose the position that bests fit the experience. Did you manage the companys product launch? Marketing Manager or Branding Supervisor would be acceptable. Did your client bring you onboard to create eCommerce tools? You could list Lead eCommerce Technician or Sr. Backend Developer.This doesnt mean you should mislead potential clients . Never represent a project or contract as employment. Dishonesty, even if it is unintentional, leads to contract violations and lost trust. There are two basic tactics used to prevent misrepresenting a freelancing gig. Add a short phrase within the job description. An easier method is to include Contract within parentheses at the end of the title.Where should I list my projects?Once you step out into the freelance arena, the world stops thinking of you as a team member or employee. You now are an official business, selling services to the highest bidder. Its time to put your best foot, or rather, projects forward. Dont focus on including all your skills and abilities. Most potential clients assume you meet the entry-level criteria.Maintain a running tallyusing Excel or another spreadsheet softwareof all clients and projects. Include a one to two-sentence description, dates and outcomes. Create different sheets for different types of projects (press releases, campaign launches, anal ytics, etc.). This will help you optimize your freelance resume down the road. Create an empty section in your resume entitled Notable Clients and Projects. Leave enough room for about three to five projects. Each time you meet with a new, potential client, list your most impressive projects as they apply to the new clients needs. Keep in mind, name dropping doesnt work well for hiring managers. But clients are more impressed with big names. List those first, even if the projects were smaller and less important.Should I include an objective statement?Never include an objective statement in your resume. Not only is this outdated and awkward, objective statements rarely work for freelance positions. Write a career summary or professional biography instead. Summaries are five to six-line paragraphs and detail your most important qualities. Start by selecting five to six of the most important contributions listed under experience. Rewrite the descriptions using hard and soft skills and keywords from the clients website or job listing.Freelancer resumes also can use this section as a pitch method to replace the outdated objective statement. This tactic forgoes the career summary and focuses more on the clients needs. Remember, youre a freelancer (aka business) that sells services. Tell a prospective client what service you will provide them not just how awesome you are or how much you know. The Freelancer Union offers free advice and proposal templates to help you create a lasting impression.Its time to go beyond the resume.Freelancers must remember to go beyond their resume. Treat your new career as a business. Youre not looking for one job. Rather, you are looking to make an impression in the industry and bring in more revenue. To do this, consider your brand identity. Social media is greatbut Facebook and Twitter only take you so far. Consider these options to help market your freelance services.Professional website. All freelancers must have a websiteto showcas e your work. Building a strong, professional website doesnt take long or cost thousands. Website builders like Wix and Squarespace offer freemium services and what you see is what you get editing.Business social media tools. Facebook and Twitter are great for business. Dont forget to take advantage of other tools. Pinterest and Instagram are the top social media platforms right now. Socially active businesses not only rank higher on Google and other search engines, they are considered more professional experienced. Posting to all those social media accounts is tedious. Buffer and Hootsuite offer freemium services, allowing users to post to multiple accounts at once.Industry Blog. Companies have a love-hate relationship with blogs those who understand how to blog love them those who have no clue hate them. Dont fall into the latter category. Learn to blog, like a professional. Freelancers with a blog are considered more experienced, professional and hold a higher esteem with clients .Now, its time to put these freelance resume tips to the test. Then, see how well you didlet us review your resume for free.