Recognizing talent and bringing them on board is a challenge that all of us face. This is particularly true in healthcare where the process of hiring someone can be quite slow. In many ways, this puts us at an incredible disadvantage against smaller, more nimble companies who can snatch up talent before we can get the job description posted.
This was highlighted really well in a recent story Adam Karpiak shared:
I love when a client responds to a good resume two weeks later “can they meet this week?”
NO THEY START THEIR NEW JOB ON MONDAY SHARON
“Ok ok I guess it wasn’t meant to be.”
YUP THEY WERE MEANT TO BE WITH A FIRM THAT RECOGNIZES TALENT
“Do you have anyone else we can look at that is just as good? Maybe better?”
OH OK LET ME GO CHECK IN THE BACK NOPE FRESH OUT
Clients, good candidates don’t last long. The reason that you want to interview them two weeks later? That’s the same reason that people interview them the next day and hire them.
The good news is that healthcare isn’t quite this frenetic. Sure, the best talent has a lot of options and you have to compete for them, but they also generally take a little more time to evaluate their options. That said, it’s true that the best candidates don’t last long. You have to be proactive to hire the best.
What are you doing to make sure you can hire the best people quickly? What do you do to set yourself apart so that the best candidates want to work with you? Is there something you should change to make your organization more attractive to the top talent?
Share your thoughts and ideas in the comments or on Twitter with @HealthcareITJob.