23 Jul Healthcare IT Recruiter Profile: Amber Weber
If you’ve ever wondered what it might be like to work as a healthcare IT recruiter, here’s your chance to learn about one woman’s experience in the industry.
Amber Weber came to healthcare IT recruiting through the emergency room door. While working in an acute hospital setting, she witnessed firsthand how her employer was moving to a paperless environment. She could see how software technology would become an integral part of healthcare nationally, and felt that health IT recruiting would be an exciting way to advance her career path.
One of the many appealing aspects of being a recruiter is that the field provides options to do contract or full time work. Initially, Weber began working in an independent capacity as a recruiter part time. When her daughter was young, this enabled her to have a more flexible schedule. But as her daughter grew older, she moved from independent work to full time employment.
Since Weber began working in Health IT recruiting, she has been surprised by dramatic changes in which types of jobs were the most in demand. In the past she saw a heavy focus on standard EMR implementations. But today, the most sought after candidates fill roles in population health, telemedicine, and big data analytics.
She predicts that these transitions will continue on for the next five years. Thoroughly understanding these market changes is an important challenge to master when recruiting the right candidates for clients. Weber says, “given that HIT is ever-changing, it has been incredibly rewarding to have [a variety of] different positions to actively recruit on, keeping the role exciting.”
It’s not just the types of jobs that are changing; the volume of open positions is also in transition. The demand for talent in HIT seems to be growing. Weber believes this is due to the change in healthcare and the need for software solutions. These solutions will help hospital systems interface with other ancillary systems and provide clinical data solutions to get a better understanding of individual patient care based on diagnosis for more efficient and cost effective healthcare.
But working in the HIT industry, as in any other, can have its ups and downs. Typically, a recruiter builds a network of candidates that specialize in certain areas. For example, many are implementation specialists or go-live consultants. The bad news is that it seems as though a lot of these HIT systems are now already implemented, which makes it difficult for recruiters to utilize their established pipeline of talent.
Typically, all parties have a good understanding of the skills required for an individual job. But to overcome the challenges of the market, it’s important for recruiters to invest time and energy working with both candidates and employers to see all the other factors that go into making a change in employment. Cost of living differences, family dynamics, how non salary benefits also play a factor, counter offers, and most importantly, the culture fit are all elements that impact the decision to make the move to a new position. It is important that the candidate not only meets the skill set of the role, but also, one should really enjoy the company environment to thrive in the position. Weber says that this is where a skilled recruiter can help ensure a good fit. Working with a recruiting firm can be extremely beneficial for both candidates and employers in this way.
Going forward, Weber sees some important industry trends, such as:
- Population health analytics
- Product management
- System implementation
- Training the staff to use the product
- System optimization incorporating continual software upgrades
- Ability to interface with other systems
Considering a Job as an HIT Recruiter? Amber Weber’s Expert Advice
When looking for a position as an HIT recruiter, it can help to have sterling credentials and training. There are multiple respected certifications including Professional Recruiters Certification and PHR certification (Professional in Human Resources). In Weber’s opinion, the training that is most useful, either online or in a classroom setting, is a course that helps you with two key skills: how to source top candidates, and how to overcome the “no” in passive candidates.
Weber has found that you have to be truly passionate about what you are doing to be successful in this career. The job of a recruiter can be extremely difficult at times because you will always have those deals that just don’t pan out for one reason or another.
If you aren’t fully engaged in the work, it can be very disappointing. That’s why it is important for a recruiter to develop an excellent rapport with the candidate. This is important not only so that the demand for these skills can be met, but also so that it is not a purely transactional relationship. Each candidate is a human being with unique skills, talents, and tastes. Being able to understand and appreciate each person is vital to a recruiter’s success.
One of the most rewarding parts of this role has been the variety of people Weber has met. As an HIT recruiter, she says, “You meet all different kinds of people, from the C-level executives to the analysts that work behind the scenes. I have learned a lot about individuality, personalities, and how to interact and engage with each of them.”
It may be a surprise to some that although the drive to close a deal is necessary to be successful in recruiting, good recruiters such as Weber truly care about the long term success of each of her candidates in the position placed, for both the client and the candidate.