I agree. Hire from within. Someone with a proven track record that people
already respect and trust is much more valuable and will do a better job.
Whenever we have hired from the outside, we have (in most cases, but not
all) had a lot of problems. People from within have a vested interest and
their loyalty has stood the test of time.
Also, it's not that difficult to train the clinical stuff, so don't limit
yourself to hiring an RN. From experience, we've learned it's easier to
teach a non-clinical person, who is motivated, the clinical issues, than it
is to teach the IT side to a clinical person.
**********************************************
Jeri Belcher
Financial Planning Analyst II
Sierra View District Hospital
559-791-3916
"Peggy Esch"
<[EMAIL PROTECTED]
emorial.com> To
Sent by: <[email protected]>
meditech-l-bounce cc
[EMAIL PROTECTED]
Subject
Re: [MEDITECH-L] how do you recruit
07/24/2007 09:15 analysts?
I thought I could resist chiming in – but it turns out I can’t.
I prefer to recruit from within. Find a person who’s is known to the users,
has a vested interest in the community and the organization, is trusted and
strong in their field of expertise, and can’t leave a problem unsolved.
Then lure them into IS with the possibility of making tremendous changes
for the better and unlimited problems!! This has worked well for us.
We have a dynamite IS team!
Peggy Esch, MBA CPHIMS
HCIS Manager
Citizens Memorial Healthcare
1500 N. Oakland
Bolivar, Missouri65613
phone: 417-328-6526
From:[EMAIL PROTECTED] [mailto:[EMAIL PROTECTED]
On Behalf Of Shirley Hammack
Sent: Tuesday, July 24, 2007 10:12 AM
To: Gord Dowling; Cyndy G. Zoch; [email protected]
Subject: Re: [MEDITECH-L] how do you recruit analysts?
Very wise words, Gord. The few exceptions just serve to prove the rule.
Shirley Hammack
I.T. Financial Analyst
JacksonCountyMemorialHospital
580-477-7484
-----Original Message-----
From: [EMAIL PROTECTED]
[mailto:[EMAIL PROTECTED] Behalf Of Gord Dowling
Sent: Monday, July 23, 2007 5:34 PM
To: Cyndy G. Zoch; [email protected]
Subject: Re: [MEDITECH-L] how do you recruit analysts?
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]
Applications Analyst
Huron PerthHealthcare 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
TrinityMedicalCenter
700 Medical Parkway
Brenham, TX 77833
(979)830-7438
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