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 high-calibre IT candidates within the healthcare and community sectors?”

It’s a question asked of us often, especially after we’ve managed to find highly specialised candidates for our clients, which is why we want to share our approach to finding top talent across the IT space within healthcare.

The best employers must be highly proactive in pitching the opportunity to any potential hires and will have prepared in advance.

We’ve found that by undertaking this kind of preparation, you will give yourself the best chance of success to find specialised talent and a repeatable system that makes hiring faster, more efficient and a better experience for candidates and your teams.

We have identified the following five documents as the most important tools to put yourself in an advantageous position and move forward successfully with your future hiring.

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 further when you have multiple roles on offer.

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).

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.

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.

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, contact us today.

30 years of combined experience

30

Offices

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

Sydney
International Towers Sydney, Level 35, Tower One/100 Barangaroo Ave, Barangaroo NSW 2000

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