The growth of HIM has largely outpaced the availability of necessary and qualified professionals. That has lead to something of a bidding war between major players as they fight to recruit the best and the brightest. If you are struggling to attract top talent, the problem might not be with compensation levels, benefits packages, job titles, or any of the other culprits that so often get blamed for recruiting woes. The problem might actually be that your company culture is a liability that raises red flags for exactly the kinds of candidates you are looking for. If you have long vacant positions in your ranks, ask yourself the following questions.
Have You Considered Company Culture Explicitly?
Company culture is a product of both organic forces and very intentional decision making. If you have not spent time analyzing and discussing the culture in place already, it probably doesn’t have the features you want. Start by asking what your organization stands for, what makes you different, and why people come to work for you.
Do You Support Professional Development?
Your employees are eager to keep up with the lighting-fast rate of change in HIM, and you are probably just as interested. But if you’re not enabling and supporting your team to grow by offering tuition reimbursement, flexible scheduling, and on-the-job training, they are probably in a position of stasis. For the top talent, that kind of place-holding will be unacceptable.
Do You Set an Example?
One of the fastest ways to sour a company culture is to allow hypocrisy. Leaders who say one thing and then do the opposite project to everyone that they make shallow pledges. If you want to improve your culture, or maintain the culture you have in place, make sure you live up to it in the way you lead and manage. Top talent will only buy in if they feel like you are genuine.
Are You Marketing Yourself Honestly?
In you mind, you might conceive of your company as innovative, vibrant, and full of dynamic people. But if you are not projecting this image, you are not using it as the asset that it is. The first step is to make an honest assessment of your culture. Then reexamine the way your recruit, and find ways to inject more of your culture into the tools you use to connect with top talent.
Even with a stellar company culture, finding and attracting the professionals you need is a challenge, and will likely continue to be for some time. Take on a staffing partner like MedPartners to boost your efforts.