Finding Your Health IT Career Path
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This document summarizes a presentation on finding career opportunities in health IT. It discusses the current job market, how to locate opportunities, and tips for resumes and interviews. Key points include: the job market is competitive with more applicants than openings; health IT salaries are increasing 4.6% on average; customizing resumes and cover letters to each job is important; and networking, volunteering, and further education can help find non-traditional opportunities.
![Finding your Career Path in Health IT: Locating Opportunities and Selling Yourself Dr. Kella B. Price, SPHR Price Consulting Group www.thepriceconsultinggroup.com [email_address] Tweet the presentation: #HealthITforum](https://image.slidesharecdn.com/careerpathsinhealthit-100915134144-phpapp02/85/career-paths-in-health-it-1-320.jpg)
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Finding Your Health IT Career Path
- 1. Finding your Career Path in Health IT: Locating Opportunities and Selling Yourself Dr. Kella B. Price, SPHR Price Consulting Group www.thepriceconsultinggroup.com [email_address] Tweet the presentation: #HealthITforum
- 8. SHRM LINE survey Manufacturing Service Employment expectations +24.2 +14.6 Recruiting difficulty +12.9 +6.5 New Hire Compensation +5.6 --
- 9. SHRM Labor Market Outlook Survey Optimism about Job Growth in Q3
- 10. SHRM Labor Market Outlook Survey Staffing for Q2 Companies in the West region were the least likely to cut jobs for the third quarter (3%).
- 22. HOW DOES YOUR SKILL SET TRANSFER?
Editor's Notes
- (Middleton)
- From Dice Survey
- “ Companies don’t want to lose high performers,” Silver added. “The HR professional can understand how critical it is to keep high performers. If you have high performers in keeping security safe, you want that person and you’ll pay for that person. With “those types of professionals we see year-over-year increases in companies that are willing to pay for them,” he said.
- according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for September 2010. More than 500 manufacturing and 500 service-sector companies (90 percent of the nation’s private sector)
- according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for September 2010. Hiring expectations increase slightly in September. Manufacturing and private service-sector companies are expected to bring on more workers in September compared with a year ago, but hiring activity has slowed in recent months. Recruiting for key positions proves difficult for some. Although the increase was small, more HR professionals reported a rise in recruiting difficulty in August compared with a year ago. Compensation packages for new hires improve in August. In August, the rate of increase for wages and benefits rose on an annual basis in the manufacturing and service sectors. The LINE Employment Report examines four key areas: employers’ hiring expectations, new-hire compensation, difficulty in recruiting top-level talent and job vacancies . It is based on a monthly survey of private-sector human resource professionals at more than 500 manufacturing and 500 service- sector companies. Together, these two sectors employ more than 90 percent of the nation’s privatesector workers.
- A total of 5 ■■ 6% of respondents have some level of confidence in the U.S. job market for the third quarter of 2010 and expect job growth: 49% are somewhat optimistic about job growth in the United States, and another 7% are very optimistic and anticipate job growth during the quarter (see Figures 1A and 1B). This represents a sharp increase from the third quarter of 2009 , when a combined 37% of respondents expressed some level of optimism about job growth in the labor market (33% were somewhat optimistic , 4% were very optimistic ). West: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Nevada, New Mexico, Montana, Oregon, Utah, Washington, Wyoming
- according to the U.S. Bureau of Labor Statistics(BLS). As Reported in SHRM LMO
- http://www.healthcareitjobs.com/ monster.com careerbuilder.com dice.com UCLA – 23 IT positions available – database manager, programmer/analyst
- develop and implement new programs including: analyzing needs, developing goals and objectives, creating and documenting project specifications, documentation and tracking of the development process, implementation, and evaluation related to communication infrastructure. Excellent interpersonal skills to interact with colleagues including contractors, consultants, capital programs and administrative personnel. This position requires Demonstrated ability to synthesize and process complex technical information and present in easy to understand terms to non-technical users utilizing documents and diagrams. Knowledge and experience with utilizing microcomputer software: Ability to utilize microcomputer software such as Microsoft Word, Excel, Windows; project management software; database software such as Access; and communication software. Managerial/Supervisory experience required: Demonstrated responsible experience of a minimum of three (3+) years in managing technical staff.
- "More organizations are looking to have a pool of contingents that are proven resources they can draw on," says Cecile Alper-Leroux, director of global human capital management product strategy for a software company. As employers continue to look for creative, cost-effective ways to boost efficiency, the demand for more-flexible staffing solutions will likely increase.
- LinkedIn – references and employment history
- in 2009, Marriott awarded 2,000 points to each employee every time someone they referred showed up for a job interview. Marriott found that one in 12 referrals turned into a hire. I Love Rewards Co. employed the same strategy at his company, which resulted in 2.3 referrals per employee.
- Using clichés like "This is my dream job" are also major turnoffs for hiring managers. Instead of telling an interviewer you think outside the box, actually do it. IT programmer position who gently pointed out that the Center for Disability Rights' Web site had several programming errors. "He handled it in a way that didn't make us feel ridiculed or demeaned," she says. "It showed that he was really serious about the job.“ Shawn Desgrosellier, president of Vitality Group Executive Search, coaches job candidates to go into an interview with something—anything—in their hands. The step maintains focus. (He suggested a pen, a notepad or your résumé.) "It's just awkward going into an interview with nothing," he says.
- Flexible work arrangements are becoming more prevalent due to cost savings. "Businesses that are thinking about the future and want to be globally competitive are embracing workplace flexibility as a core leadership tool that enables people to meet work and personal responsibilities,” said Donna Klein, executive chair and founder of Corporate Voices for Working Families. FWAs take a variety of forms—the report features a glossary of 13 terms that include telecommuting from a satellite location or home, compressed work weeks and shift flexibility. Part-time schedules, though, are the most prevalent form of FWAs, and most typically are found at large organizations, according to the findings.