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4 Strategies for Securing HIT Leadership Talent

Chelsea Rice, for HealthLeaders Media, July 29, 2013

And since 80% of healthcare executives expect their IT budgets to increase in the next three years, you can expect the industry will only become more competitive for healthcare IT executives.

3. HIT Experience trumps education
The trouble is, with healthcare becoming the major player with the capital to spend in the IT market, recruiters are challenged with filtering through many more applicants who try to cross over from other industries into the healthcare space, when their experience does not qualify them to enter the healthcare space.

"Twenty-percent of [healthcare IT executive] applications I see are qualified. Eighty percent aren't useful to pursue. A lot of the applications I see are people that have never worked in a healthcare environment, they've worked in an area that is slightly related to healthcare and they think they're qualified. Or they have healthcare experience and no IT experience," says Kosiorek.

Because this is a relatively new discipline, there aren't that many applicants who have the educational background in that specific area, but unfortunately many resume services and staffing solutions filter applications based on education.

"Experience should far outweigh the education someone started with," says Kosoriek. "Over-reliance on education and certifications could be a detriment and a risk. When HR departments use outsourced resumé collection services, they will get a resume and automatically disqualify a person without a specific degree, and they're eliminating a large pool of candidates without even looking at them."

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1 comments on "4 Strategies for Securing HIT Leadership Talent"


IT Recruiters Dallas (7/29/2013 at 4:16 PM)
The value of Health IT developments will be lost unless the industry works to promote opportunities for training and further development, necessary to ensure the U.S. has a workforce equipped with the skills to fulfill vacancies. Successful health IT hiring also requires measures to address their attraction and retention issues such as bonuses, and providing additional education and training. Many employers are having success with a comprehensive a program that includes increasing base pay rates, offering retention bonuses while giving workers more training and advancement opportunities.