3 Sure-FireWays to Land

the Best ITTalent theHealthcare

Industry Has toOffer

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In today’s day and age, unemployment is everywhere. In the United States alone,

approximately 21 million people currently find themselves out of work

involuntarily.Unfortunately, all around the world, the trend tends to follow suit.

So, as a healthcare professional, what can you do to land the finest IT talent the

health sector has to offer?

No worries—over the years, having firmly established ourselves as an authority on

a number of recruitment fronts, we’ve equipped ourselves with three tried-and-

true techniques to give you an advantage over the competition.

Introduction

You get the idea—as a recruiter, making sure both you and an IT candidate are on

the same page is of the utmost importance.

Look at things this way—if you’re unable to continually keep an IT prospect in the

loop as to where they stand, they’ll likely take their in-demand talents elsewhere.

Be open, honest and upfront about where an IT recruit stands throughout the

application, screening, interview and hiring process. The better you communicate,

the more likely you’ll be to land a truly game-changing IT talent.

1) Communication ...Communication ...Communication ...

Of the mistakes healthcare and IT recruiters routinely make, this is by far one of

the most pressing.1 Truth be told, it’s also one of the most damaging, too. Yes,

salary is a heavy-hitting subject during the negotiation process, but it’s by no

means a topic that should be avoided.

Talk about salary early on, and if your candidate isn’t pleased with the offer

you’re able to make, you might face rejection, but you’ll quickly be able to

redirect your efforts elsewhere.

If you’re close on price, but have yet to have landed the talent in question, you’ll

have a better idea of what’s needed to close the deal.

Either way, the longer you prolong talking about salary, the more probable it is

that your IT prospect furthers the hiring process with a healthcare entity that’s

less hesitant to talk about what will always play a key role in recruitment—

money.

2) Get Right On With Salary

Basically, you want evidence that you’re spending your money wisely. Inviting a

personable, high-performing IT professional into one of your in-person interviews

is a great way to do the same thing.

Interviewees are given the chance to interact firsthand with a potential coworker,

while recruitment transparency improves, as well. Also, you’ll have yet another

opinion to reference before making your final decision.

3) Use Peer Interviews toYour Advantage

Due to the current climate of global employment, more high-quality

healthcare IT professionals are on the move than ever before. As such, it’s

important to ask yourself—are you being as effective as possible to make

them an integral part of your team.

Rest assured, using the above three methods, you’ll soon find your healthcare

firm staffed with only top-notch, industry-leading IT professionals.

As always, best of luck finding the right fit!

Conclusion

Learn MoreVisit our website to learn more on how we can help you find the

best talents in Healthcare IT.

CLICK HERE

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