On average, it takes employers 42 days to fill a position at a cost of $4,100, according to the Society for Human Resource Management’s Human Capital Benchmarking Report.
Employers in health IT know it can take even longer to find the niche skills and high level of experience necessary for the field. While the hiring process can seem endless, there are ways to speed up the process and find the right talent faster. Here’s how:
Focus on quality, not quantity
Casting a wide net to find the health IT talent you need seems like the best approach. More candidates means a greater chance you find the right person for the job, right?
Well, not exactly. Reviewing hundreds of resumes from multiple sources takes time — a lot of time. Even if you only spend a minute or two reviewing each resume, if you have hundreds of applicants, the math isn’t on your side.
Instead of trying to weed out the unqualified candidates from a giant pool of talent, start with a smaller pool of qualified applicants. Use niche job boards and social networking sites that get you in front of the professionals you need to fill the position. The best approach is choosing quality over quantity.
Instead of waiting for job seekers to come to you, speed up the process by taking a proactive approach. Use sourcing tools like HealthITJobs.com’s resume database to find the experienced health IT talent you need.
Niche sites like ours host the resumes of active job seekers in the field. Instead of waiting for these candidates to first find your job post and apply for the position, you can search for the specific skills needed and quickly filter through resumes to find promising professionals. Then, you can contact them directly by phone or email to get the ball rolling as soon as possible.
Look at other markets
If your search for talent is only focused on local candidates, finding the right person for the job could take some time. Especially if you’re in a major city or are surrounded by an abundance of tech employers like Silicon Valley. The more competition you have, the harder it will be to find talent.
Don’t automatically eliminate candidates who would need to relocate for the position. In addition, check out areas where health IT professionals have fewer opportunities. If you find the perfect candidate, offer to relocate them for the job.
Tap employee networks
Current employees have large networks of industry professionals. Old classmates, co-workers, peers they meet at conferences — the list of contacts is endless. These networks represent a huge opportunity to share open positions and company culture with industry professionals — professionals who already have a connection to the company.
Employee advocacy programs are powerful. In fact, a 2015 report conducted by Hinge Research Institute and Social Media Today found that high growth firms, those with revenue growth greater than 20 percent, were more than twice as likely as all other firms to have an employee advocacy program.
Start an employee advocacy program by encouraging employees to get involved on social media and share opportunities with their connections. Launch an ongoing training course with provides materials that can be used to share the brand and show professionals what working at the company is like.
While the search for health IT talent can feel like a marathon, adopting new strategies can speed up the process. Making these small changes to your strategy can get you out of hiring rut and put you in front of the talent you need.
What strategies do you use for a quick hiring process in health IT? Share in the comments!4 of the Best Ways to Find Health IT Talent Faster by Tim