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4 Strategies for Securing HIT Leadership Talent

Chelsea Rice, for HealthLeaders Media, July 29, 2013

4. Personality matters
Google Recruiter Mike Junge was interviewed recently about recruiting the right applicants, and he highlighted personality as one of the two or three key defining attributes they're evaluating. "In general, friendliness is very highly sought after. It's hard to overstate how much impact that can have on the hiring process," he said.

In a CIO role, personality is one of the most common underestimated qualities, but it truly defines the CIO role. They are at the board tables and meeting with all of the different departments to tackle problems and create tech solutions, so finding the right personality is key.

"With CIOs, the skill set is so limited, [that] if you find a good one, you really want to keep them. Everybody has a horror story about working with an IT person. They can be rude or not fix the problem, so finding the right person is tricky," says Kosiorek. "You've struck gold if you can find a person that has solid technology accruements and can also communicate the vision where the org needs to go."


Chelsea Rice is an associate editor for HealthLeaders Media.
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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.