COVID-19 UPDATE from the team at Transform IT. To all our valued clients, candidates and partners, we hope everyone is keeping safe and well. Please note that although it's business as usual for us, we are adhering to advice from the Department of Health and continuing to support the healthcare industry from our virtual offices. Feel free to contact us on (03) 9982 4464 or email info@transform.org.au

“How do you attract such high-calibre IT candidates within the healthcare and community sectors?”

It’s a question asked of us often by our clients at Transform IT, especially after we’ve managed to find them highly specialised candidates. So, we thought we’d share some things we’ve learned over the years about finding top IT talent – specifically, 5 key documents to help achieve the best results.

We’ve found that the employers most successful in attracting specialised talent are those highly proactive in pitching opportunities to potential hires, and who prepare thoroughly for the recruitment process. The five documents we outline below tend to yield the best results, as well as help you establish a repeatable system that makes hiring faster, more efficient and a better experience for your candidates and teams.

In short, we see these 5 documents as the most important tools to put yourself in an advantageous position and move forward successfully with your future hiring.

 

  1. A document outlining the background of the project and what they would like to achieve, highlighting the desired outcome.

Getting clarity on your objectives and some context for each role or project makes briefing your team or a candidate less complicated. It also acts as a reference point to ensure a consistent message for the market. What’s more, you can replicate this as a template for all your hires, with the effectiveness and efficiency amplifying when you have multiple roles on offer.

  1. An organisational chart.

Candidates want to know how their role impacts the team and where they fit in. An organisational chart gives a visual representation (it can be as simple as role titles in mind-map format) and should be a prerequisite when trying to find the best candidates. Speaking to a recruiter can help build this out if you are unsure, and we also encourage you to do this for project roles (even if they don’t exist yet).

  1. A detailed position description.

Keep PDs clear and concise. Candidates will want to know the key performance areas, responsibilities, some context about the role and how their time will be split between tasks.

Reporting lines and any specific experience needed are also important. Once again, creating a template here will save you time for your future recruiting needs.

  1. A collection of well thought out interview questions.

Continue the candidate experience with an interview guide that allows them to share their expertise as well as providing information for you as a hiring manager.

Also, always remember that the best candidates are often in conversations with other recruiters or organisations, particularly when their role is up for renewal or the project is coming to an end.

  1. A well-structured interview guide ensures you can provide the essential information to a candidate, leaving them feeling like you’ve prepared well in advance, and is the kind of detail that will make the difference when it gets your ideal candidate over the line.

 

It’s also important to remember that if you have multiple projects in the planning stages, treat your hiring approach as its own program.

Ultimately, a premium hiring strategy attracts premium candidates, which is where Transform IT can help.

We use best recruiting industry practice, and our extensive health IT industry knowledge means we can start the recruitment process quickly, even with limited information.

If you are interested in discussing creating an information pack to use for your next resourcing requirement, get in touch with us today.

30 years of combined experience

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Level 2 Riverside Quay, 1 Southbank Blvd, Southbank VIC 3006

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