4 Strategies for Securing HIT Leadership Talent
Twenty-six percent of hospitals and health system executives cited inadequate strategic vision from leadership as one of their top three IT challenges. It was at the highest level in the West from respondents, with 31% citing that as one of their top three challenges.
"That vision is where healthcare is lacking. They either rely on consultants or rely on their EHR vendor to do that vision for them. Even with an external consultant, you're not sure if they're trying to sell you something. They need an internal person in the game," says Kosiorek.
2. Stay competitive on HIT compensation
It doesn't seem that healthcare runs the risk of losing the healthcare CIO talent pool to more competitive markets. Kosiorek says that he's seeing an influx of applicants from other industries looking to move into healthcare because it's seen as the growing industry for IT right now.
That can easily be reflected in a key strategy for retaining CIOs—salary. CIOs and information system directors (ISDs) can expect median compensation increases at more than 7%, according to an MGMA report on pay released this week. Comparatively, the healthcare industry at large expects merit-based raises at 2.5% for 2014, which has remained relatively stagnant for the past two years.
"Healthcare is getting a higher percentage raise because the talent pool is so much smaller," says Kosiorek who has recruited healthcare IT executives for 13 years. "There's a difference between a healthcare IT [person] and an IT person, so the smaller supply creates the higher demand to keep them. The salaries are naturally going to keep going up."
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