According to the Bureau of Labor Statistics, HIT jobs are projected to grow much faster than average, at a rate of 22% through year 2022. The doors are open for tech savvy professionals to enter a wide variety of HIT careers. However, over the past few years, we’ve seen a shift in what hiring managers are looking for in HIT candidates.
Every day I speak with hiring managers and regardless of the type of HIT role or project, they often tell me that they are looking for HIT professionals who are 70% technical and 30% desirable traits that include a mix of the following:
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Extremely Coachable & Adaptable
Often, a candidate's education and skill sets are just not enough. Because of all the government Healthcare IT initiatives and regulations, it's more important than ever that candidates be coachable and adaptable. These traits enable new hires to be open to change, challenge themselves, have higher motivation, and take action to move the organization forward.
Willing to go Beyond Job Description
Most HIT mangers feel that candidates who demonstrate that they're willing to go above and beyond are pure gold. They stand out. One way to determine whether a candidate is willing to give it their all is to look at past behavior on a previous job and check references. Past performance is usually an accurate predictor of future performance.
High Emotional Intelligence a.k.a. “EI”
It once was thought that a college degree was the best way to measure a candidate’s potential for success. Today, EI is often associated with soft skills and viewed as an important factor. EI is the ability to monitor one's own and other people's emotions and use this information to guide thinking and behavior. With high EI, a candidate is more likely to learn quickly on the job, be competent, work effectively in a team setting, have problem-solving skills, and demonstrate leadership potential.
The hybrid employee is a generalist and a specialist all in one. A generalist tends to be someone who knows quite a few technologies but only at an average level. A specialist knows only one or two but at an expert level. A hybrid knows about a great many things at an advanced level and can adapt to any type of project. With a hybrid employee, you're basically getting two people in one.
Passionate About Profession and People
Passionate HIT professionals care about the organization, team, project and patient care. They don't allow themselves to get bothered by difficult personalities, government healthcare initiatives, or organizational politics. Passionate people dig in for the long haul, even when it's incredibly challenging.
Younger candidates are driven by an entrepreneurial spirit that we've rarely seen before. Employers consider them to be self-starters and self-motivated. They have a mindset, attitude, and approach to thinking that brings about change. They do not need to be micromanaged.
I’ve seen how having several of these traits pushes a HIT job candidate ahead of the pack. In the mind of a hiring manager, this type of candidate is worth pursuing.
Are these the traits you look for when hiring a HIT candidate? Do you agree that 70% technical skills and 30% desired traits make the most desirable hires?
Bill Felberg is the Director of Sales for Direct Consulting Associates (DCA), IT Consulting and Staffing firm. To contact Bill for more information: 440-996-0878 or firstname.lastname@example.org.