5 best practices for hiring IT workers

As healthcare organizations expand their IT departments, the talent pool for such jobs isn't keeping up. As such, the competition to attract IT workers is rather high.

"Organizations need to be smarter than ever when competing for IT talent," according to CIO magazine.

Here are 5 tips to help hire the proper IT talent, offered by CIO.

1. Include "non-tangible extras" in your benefits package. According to CIO, traditional benefits like health insurance and a retirement package aren't enough to sway a candidate to accept a job. Consider offering relocation budgets and sign-on bonuses. Additionally, the "non-tangible" elements to offer may include flexible work schedules, strong leadership and the opportunity to work with new technologies.

2. Shape the brand. While employers are investigating potential employees, employees are also researching employers, according to the report. CIO suggests organizations review their online reputation, including any public notes on hiring and employee reviews. Being proactive in responding to negative opinions can help maintain a positive image.

3. Be quick to offer the job. According to CIO, candidates often have offers within one or two weeks of interviews, shrinking the window to hire the perfect candidate. Quicken the hiring process and send out job offers as soon as quickly as possible.

4. Consider training an almost-there candidate. "If you find someone with 90 percent of the skills you need, who fits with your organization's culture, consider it a success," suggests CIO. With the shortage of IT workers, few candidates will meet every requirement an organization needs. Instead of seeking an individual who meets 100 percent of criteria, training a candidate who meets most of the criteria can help save time and lessen productivity losses. "Think of what you'll lose the longer the position remains empty. What is the true cost of lost time and unfilled obligations?" says CIO.

5. Fill gaps with consultants. During the time an organization is seeking a new hire, CIO suggests temporarily filling that role with a consultant. Not only does this ensure work is getting done, but it lessens anxieties from potential candidates about why positions may be empty for so long.

More articles on IT leadership:

Digital innovation in full force, but talent lags behind: 4 key findings
Life of a healthcare CIO: UnityPoint Health's Joy Grosser
Some CIOs look to insurers for cybersecurity standards

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