Healthcare News & Insights

5 common health IT hiring mistakes providers must avoid

Organizations are currently seeing a shortage of health IT talent, and hospitals can’t afford to make these common IT hiring mistakes.

In one recent survey, 23% of organizations said they currently have open health IT jobs that they can’t fill. Among the 274 healthcare hiring managers hiring managers surveyed, 22% said their organizations plan to add health IT staff in 2013. That’s up from 19% in 2012.

While there are some steps providers can take to improve their health IT recruiting and retention, there’s one big key to keep in mind: Hire right the first time. Bringing in the wrong person is expensive and can mean the organization missed out on top talent that has since taken a job somewhere else.

To prevent that, organizations can try to avoid these five common IT hiring mistakes:

1. Not preparing for the interview

Just as candidates need to work hard to get read for a job interview, hiring managers need to do the same if they’re serious about bringing someone on board. In health IT hiring, candidates have a lot of leverage right now, and not being familiar with someone’s resume will give candidates a bad impression, and they may decide they’d rather work somewhere else.

2. Making quick, emotional judgement

When there’s a lot of competition in IT hiring, it’s important for organizations to act quickly. But on the other hand, a common reason the wrong people get hired is that managers are too quick to judge applicants’ personalities. That means some qualified people may not be given a fair chance to show off their skills in the interview because a decision-maker has already decided against them.

3. Withholding key information

In a way, an IT hiring manager is also a salesperson who needs to present the organization as an attractive place to work. That’s why managers should refrain from speaking negatively about the worj environment — but it also isn’t smart to dodge candidates’ questions or hide the truth. If people accept a job based on partial information, it’s unlikely they’ll be at the organization for long.

4. Failing to verify IT certifications

According to some surveys, many candidates cheat on IT certification exams, and other may completely lie about the certifications they’ve earned. To make sure candidates know what they say they know, hiring managers should get some kind of verification about candidates’ certifications, and ask some questions during the interview to gauge the person’s skill level in those areas.

5. Asking about touchy subjects

Interviewers need to make sure they avoid talking about certain subjects, including religion, race, age, etc., even if it’s just of seemingly harmless small talk. At best, it may make the candidate decide not to take a job with the company, and at worst, it could lead to legal trouble.

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