By Anthony Angelo | Mar 10, 2023
4 minute read Blog| IT Staffing
If you know much about the demand for healthcare information technology (HIT) talent, then you know there’s not enough of it to go around. Healthcare organizations everywhere are trying to locate and recruit this talent – some with more success than others. I’m involved with recruiting HIT talent, and I have some insights to share about how HIT staffing works versus how it could be better. Allow me to state my position and see if you agree.
The best staffing relationships are more than agreements – they are partnerships.
Staffing firms that will be the most helpful to you will act more as partners – augmenting your staff in strategic ways. Partners will:
| Find a staffing partner that values the success of your organization and is invested in making it happen. |
Specialized staffing partners know your business and produce results.
For best results, contracted HIT resources should have direct experience with healthcare implementations. Some technical skills are transferable, but understanding of clinical environments, the impact of technology changes in them, and knowing the gravity of missteps in HIT is what differentiates IT professionals who know healthcare. Specialized staffing partners can:
| Staffing partners with knowledge of healthcare IT ecosystems like yours produce better project outcomes. |
Effective staffing partners have vision for staffing strategies that could work for you.
Options for HIT staffing can range from single resources for a very specific development project to full-service management of your hospital’s managed services (support, maintenance, breaks, fixes). Choose a partner that understands the options.
| Temp to perm candidates are willing to bet on themselves. They are confident in their ability to assimilate with a team and to be an impactful member. |
Your staffing partnership experience should issue a dramatic improvement for hiring managers.
Hiring managers everywhere know the problem of being inundated with resumes that have 60-80% of the qualifications, but interviews and more detailed skill reviews ultimately determine many are not the right fit.
An effective staffing partner will change the circumstances for hiring managers by:
| An effective candidate vetting process aims to yield fewer “bullseye” candidates – ones that very closely match position requirements. |
One size does not fit all. You should not feel like a client, you should feel like THE client.
Director of Staffing Services, CereCore
Director of Staffing Services, CereCore
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