4 Strategies for Securing HIT Leadership Talent
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.
- New G-Codes to Pay Doctors for Broad Array of Non-Face-to-Face Care
- CMS Sets 2014 Pay Rates for Hospital Outpatient and Physician Services
- States Rejecting Medicaid Expansion Forgo Billions in Federal Funds
- Douglas Hawthorne—A Chance to Do Something Big
- Why You Should Involve Patients in Nursing Handoffs
- Not-for-Profit Hospitals Find Opportunity Amid Uncertainty
- Telehealth Improves Patient Care in ICUs
- 'Country Doctor of the Year' Embraces Challenges of Rural Medicine
- The 5 Biggest Healthcare Finance Trouble Spots
- Substance Abuse Resurfaces Among Anesthesiologists in Training