Implementing the latest health IT is a challenge in and of itself, but having a competent team makes it that much easier. Fred Pennic, senior advisor with Aspen Advisors and author of the blog Healthcare IT Consultant, suggests five ways to attract the best health IT employees. 

1. Having a strong employer brand and culture. According to Pennic, top IT prospects are attracted to companies with a well-established and respected brand that also coincides with their own personal brand. "Employers must continue to establish and/or maintain a strong brand that will attract the best HIT talent,” he said. 

2. Creating a positive work environment. “All employees want to work and thrive in a positive working environment,” said Pennic. Not to mention, a healthy environment helps reduce employee turnover rate, while negative and destructive environments tend to upset employee morale. “[That] will motivate top HIT talent to leave for better opportunities,” he added. “Let’s face it, no one wants to work for a negative superior who never provides any positive feedback.” Ensuring top talent is rewarded and recognized for their accomplishments and efforts is also key, said Pennic. 

3. Offering career development opportunities. To retain the best IT employees, it’s essential employers continue to keep them engaged. “[This should be] what the employees feel is ‘meaningful work,’” said Pennic. “Employees are more committed and engaged when given the opportunity and respect to contribute their own ideas and suggestions. Employers must continue to provide ‘stretch’ opportunities that will help cultivate an employee’s career.” In addition to ongoing work opportunities, the chance to attend additional training, conferences, and webinars, and to earn tuition reimbursement and certifications, will help retain the best in IT talent. “For example, providing HIT employees the opportunity for Epic certification sponsorship is a major selling point to attract top talent,” he added.

4. Ensuring flexibility. “Provide top talent flexible work arrangements, such as work from home options, flexible working hours/schedule, reduced business travel, etc.,” said Pennic. “Allowing employees the freedom to choose working arrangements that provide the best work/life balance will keep employee retention down and reduce the potential for the employee to be easily swayed by other potential employers to leave for pursue another opportunity.” He added this can also be a perk for working mothers or those with children. 

5. Providing competitive compensation, incentives, and benefits. Compensation will always be a top priority, no matter the industry. “However, there is more to an offer than base salary,” said Pennic. “Employers should provide a well-balanced compensation package that includes financial incentives, affordable health coverage, 20 days or more paid time off, and several other key incentives. Money is always priority, but having better benefits and incentives may be the ultimate deciding factor for top HIT talent.”

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