Hi Cindy,
Sorry to hear your troubles. I do not do the recruiting here
but do have some thoughts on the subject.
If at all possible recruit from the outside, clinical people, in their
mid to late 30s, who have migrated to IT.
They are smart people, generally. You can teach them enough of Meditech
and how the dictionaries/parameters affect everything in a few months.
IT people tend to come from the finance and manufacturing world. It's a
whole other culture. While many are brilliant, they don't generally
understand what all goes into good patient care and become confused by
the expectations of the new clientele (nurses, doctors, technologists,
and technicians). They find the language of medicine to be totally
foreign. That said, for operations/networks hire IT. That's their niche.
The reason you should prefer outside over inside is politics, and
man-management. If the new hire has no history with the staff they are
going to deal with day-to-day it will be easier for that staff to take
direction/advice from the analyst. The downside to this is that the
new-hire has to be brought up to speed on the internal politics of the
place while they are trying to learn the new system. Not a new problem.
The IT industry recognizes that it takes 3 months to acclimatize an IT
new-hire when they migrate from one position to another. We are no
different in that respect.
Why mid to late 30s? It takes time to acquire a clinical skill set and
an IT skill set. Ten years in a hospital makes you 28 before you even
start thinking about migrating on to IT.
As per your question about pay...
Once you train someone to be a Meditech Clinical of
Financial Analyst they become targets for recruiters. The better their
reputation in the Meditech world, the heavier the recruiting gets.
Poaching by your peer hospitals becomes business fact regardless of
backroom agreements to the contrary. Your challenge as a manager is to
build staff loyalty to the organization, to the department, and to
yourself. Dollars are a factor at the organization level. If the
recruiters can offer a betterment of life-style, you will have a
problem. Note that life-style is not wages. Wages help drive lifestyle
changes. If the lifestyle of the IT analyst is perceived by the analyst
to be significantly inferior to their peers on the clinical side of the
house, you as the manager need to find a way to overcome that
perception. If you've hired an RN to be your nursing analyst and the
nurses are paid better than she is, the difference had better be
lifestyle. (No shift-work, reduced exposure to occupational hazards,
cleaner working environment, air-conditioning, a perceived support of
the manager they work for. You get the idea.) On the reverse side of
that equation, if you aren't able to provide a happy workplace, you
better open the cash drawer. Even that won't be enough since the
recruiters currently promise nirvana in addition to the dollars.
Gord
Gordon Dowling
[EMAIL PROTECTED] <mailto:[EMAIL PROTECTED]>
Applications Analyst
Huron Perth Healthcare Alliance
Stratford, ON N5A 2Y6
(519)272-8210 ext2268
_____
From: Cyndy G. Zoch [mailto:[EMAIL PROTECTED]
Sent: Friday, July 20, 2007 1:50 PM
To: [email protected]
Subject: [MEDITECH-L] how do you recruit analysts?
Hello,
For the 4th time in less than a year, we are having to fill the position
of Clinical Analyst. In the past, we have brought in people from the
outside that have had varying degrees of experience with Meditech. Two
of the three have left the organization. The third took another position
within the organization.
We are now re-evaluating our recruitment strategy. I'm wondering how you
handle recruitment for such a position and what success you have had
with specific strategies. Specifically, I'd like to know:
1. Do you recruit from the outside or do you try to find someone
in-house to take the position?
2. If you select someone from in-house, do you find it's best if
they have clinical knowledge and then teach them Meditech or do you try
to find people that are IT savvy and teach them the clinical pieces?
3. If you start with a clinical person, how do you convince them to
switch over to IT? Right now, our clinical employees make much more than
our clinical analyst position pays. Have you had to adjust your pay
scales so that analyst salaries are in line with clinical salaries?
4. Any other advice or suggestions you have
Thanks in advance for your help!
Cyndy Zoch
Information/Public Relations Division Director
Trinity Medical Center
700 Medical Parkway
Brenham, TX 77833
(979)830-7438
[EMAIL PROTECTED]
This e-mail and any files transmitted with it are confidential and
intended solely for the use of the individual or entity to whom they are
addressed. Any unauthorized dissemination, review, distribution or
copying of these communications is strictly prohibited. If you have
received this e-mail in error, please notify Trinity Medical Center -
Cyndy Zoch at 979-830-7438 and delete or destroy the message.
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