According to a recent HIMSS Analytics’ survey, there’s one industry where job growth isn’t slowing – and that’s in healthcare IT. According to the survey, which focused on the healthcare IT workforce, more than 85% of survey respondents said that they had hired at least one employee in 2012. And on top of that, 79% of respondents indicated that they were looking to hire additional staff in the coming 12 months.
In fact, organizations are currently having a difficult time hiring enough candidates to fulfill projects and meet deadlines. Though outsourcing projects is an option, this presents a problem once healthcare organizations need to sustain IT systems with upgrades, modifications, and more.
As EHR adoption continues to ramp up, healthcare organizations are facing a challenge when it comes to hiring for their IT teams. Nearly half of respondents said that they had to place an IT initiative on hold due to staffing shortages. Even when businesses did find candidates who fit their needs, a quarter of respondents said that other offers took away their IT employees – thereby impacting the business and putting projects like EHR upgrades, integrations, and new system installations on hold.
As salaries for IT leaders in healthcare continue to grow and the hiring market becomes more competitive, what should hospitals and healthcare facilities do when looking for the right talent?
LUMEDX Senior Technical Recruiter Josh Jozwik shares some thoughts on why healthcare leaders need to start hiring IT personnel to keep up with competing businesses – and how to seek that talent.
Why should we invest in IT personnel?
Josh explains that the benefits of investing in IT personnel are apparent. “Organizations can realize significant ROI to improve and optimize operational, financial, and clinical outcomes by utilizing existing and new IT systems and solutions,” he says. “Specialized healthcare IT professionals can fulfill roles from custom module software development to systems administration, data analytics, and business intelligence.”
In this increasingly competitive marketplace for experienced healthcare IT talent, how do organizations win?
As a recruiter, Josh understands that organizations have to be creative when it comes to staffing for IT positions.
“Although traditional methods of HR job postings or using outsourced headhunters can bring mixed results, finding creative solutions to recruiting the best talent does not have to be an ordeal,” he says. “Organizations can focus on internal talent and equity to fulfill healthcare IT staffing initiatives by encouraging less technical staff to enroll in college or online certification programs such as database development, analytics or business intelligence report development, and training courses from healthcare IT vendors like LUMEDX.”
What about social media?
“You have to successfully brand your organization as an ‘employer of choice’ in order to attract top candidates,” Josh says. “This can be achieved with low cost marketing campaigns leveraging social media channels such as LinkedIn and Twitter. Both active and passive candidates can be found on a channel like LinkedIn, and HR recruiters can locate and network with specialized professionals who fit their hiring profile. If you’re looking for a job or are looking to hire the right candidate, you should be on these kinds of channels.”
What are your thoughts on hiring for healthcare IT right now? Sound off with your thoughts and ideas in the comments below.