Career Services Post: How to Attract and Keep Top Talent

For tips on how to attract and keep top HIT talent, we checked in with Matthew Elliott, PMP, director of resourcing, contracting and vendor management for Dignity Health, the nation’s fifth largest health system. 

Here are five points HIT managers – and those aspiring to manage -- need to consider:

1. Healthy workforce balance. Every healthcare organization needs to maintain a healthy balance of employees and consultants, and that mix depends on workflow needs. Employees are rewarded with career opportunities, while most consultants enjoy filling specific roles before moving on to the next opportunity. A third, smaller group is comprised of consultants who hope to be hired on. As such, they perform their duties with an eye toward giving both management and themselves the chance to gauge the potential matchup.

2. View consultants as partners. The best consultant-client arrangements are viewed as mutual relationships. Client organizations give good, meaningful work to an agency’s workers, and contractors understand and act on the needs of the hiring managers. In addition, consulting firms help the organization see trends in the industry, gauge appropriate rates and the like.

3. Make work meaningful. Ensurepeople feel they have the opportunity to engage in work that has meaning to them, that they have chances to grow and move up in the organization. It’s through these opportunities that people feel they share the organization’s vision.

4. Build in flexibility. From offering full- or-part-time remote work environments, to adapting to the priorities of Millennials, successful talent management programs will show the nimbleness to adapt with changing needs.

5, Recognize value. It’s important to identify and celebrate workers’ good work and deeds. Dignity sponsors peer-driven recognition programs, “Making a Difference” and “Continual Improvement.”

 “You need someone to manage this, to take it seriously with buy-in from the top down,” Elliott said. “Otherwise, it’s just lip service.”

These points “go a long way in building a collaborative culture,” Elliott said. “It takes work, dedication and it’s not something that happens overnight.”