Readers Write: Competing for Talent in Healthcare IT – Remember, Candidates are Interviewing You, Too
Competing for Talent in Healthcare IT – Remember, Candidates are Interviewing You Too
By Mike Silverstein
The healthcare IT market is as hot and competitive as ever and the battle for the industry’s top talent is on. If your firm has gone through any recent hiring waves, I probably don’t have to tell you that the buyer’s market of 2008-2012 is over. Strong candidates, regardless of specialty, who have good work records, great performance reviews, and above-average soft skills are being flooded with lucrative and enticing opportunities as soon as they dip their toe in the market.
These concrete, actionable items can help win over a candidate who is evaluating offers from multiple firms.
Tighten Up the Recruitment Process
Companies are making decisions and hiring faster than I have experienced in the past five years. In order to be competitive, make sure your process is swift and efficient and that the proper decision makers are involved. Nothing kills the chances of landing a great candidate faster than not being able to schedule something on a hiring manager’s calendar for a delayed period of time. Talent is the lifeblood of an organization. Make sure managers block off the appropriate time on their calendars so they do not become the bottleneck that kills the process.
Also, make sure there is a good rhythm between calls with the candidate. If the last phone interview was two weeks ago, don’t expect the candidate to be as excited about your job as they were 12 hours after their initial call.
Make Sure Messaging is Consistent
Nothing spooks a candidate more than hearing different things about a position from different people. Make sure everyone involved in the recruitment process understands the reason you are hiring for the position, who it reports to, what the expectations are, what the time frame is, and what is expected from this individual. If anyone is going to bring up the compensation associated with the position, make sure it’s consistent with what your HR team and your recruiter is saying.
Present the Company in the Best Light
From a convenient travel itinerary (even if it costs a few extra bucks) to having a “Welcome Joe Smith” sign on the door, it is important to pay attention to the details. Have a well-organized itinerary of meetings with the hiring team. Schedule a meeting with those same executives within 48 hours to make a go/no-go decision.
Be to produce a succinct written offer within 24 hours after that decision, including a comprehensive benefits summary, explanation of compensation including (competitive) salary, bonus, and equity. Include a breakdown of how to earn 100 percent of the bonus.
Virtually none of this advice will cost you any more money. It is all about making the candidate recruitment experience more attractive and enjoyable.
Mike Silverstein is partner and director of healthcare IT of DIrect Consulting Associates of Solon, OH.