IT hiring

Direct Recruiters, Inc., a Starfish Partners Company and Health Innovations, LLC Join Forces to Revolutionize Healthcare Staffing and Analytics

June 5, 2024 by INNOVA People Leave a Comment

Solon, Ohio — Direct Recruiters, Inc. (DRI), a leading executive search firm, and Health Innovations, LLC, a trailblazer in physician executive, population health, and healthcare analytics talent acquisition, are thrilled to announce their strategic merger. This transformative partnership combines DRI’s expertise in executive placements in digital health, employer health, pharmacy, hospital IT and contract staffing with Health Innovations’ deep understanding of population health and data-driven healthcare solutions.

Key Highlights:

A Synergistic Approach: By merging, DRI and Health Innovations create a powerhouse to bridge the gaps that exist in healthcare staffing today. Together, they will offer a unique staffing solution that allows organizations to build a coherent strategy across population health and value-based care, clinical leadership, technology and advanced analytics.
Top Talent Access: Health Innovations has a proven track record of placing world-class clinical executives and analytics thought leaders, which aligns perfectly with DRI’s growing healthcare practice.
Data-Driven Excellence: Health Innovations’ focus on data science, informatics, and population health models complements DRI’s existing services. The combined entity will offer comprehensive staffing solutions for the entire healthcare ecosystem, including integrated delivery systems, payers, life sciences, digital health and analytics companies.

David Gorstein, founder of Health Innovations states, “Our goal has always been to assemble the right teams to drive meaningful change in healthcare. By joining forces with DRI, we can amplify our impact. Together, we will empower organizations to navigate the complex landscape of healthcare delivery.”

Dan Charney, CEO of Direct Recruiters, added, “We have spent the past year getting to know David and exploring the possibilities of bringing our businesses together. From a business perspective, David’s expertise and experience will add immediate additional capabilities to three of our cornerstone healthcare practices. More importantly, David is a wonderful person, and we are so excited for the impact he will make on DRI and the overall Starfish family especially in the healthcare sector.”

To learn more about Direct Recruiters Population Health, click here.

Amplify Your Employer Brand: Best Practices for Social Media Recruitment Marketing

May 16, 2024 by INNOVA People Leave a Comment

In today’s highly competitive job market, simply posting open roles online is no longer enough to attract top candidates. However, you can open up a world of possibilities by understanding the potential of leveraging social media to enhance your employer brand and amplify your recruitment marketing efforts. When used strategically, social platforms can give your organization a powerful edge in attracting, engaging, and hiring exceptional talent.

Why Use Social Media for Employer Branding?

Social Media is a great space to connect with top candidates and show why they should work for you. Don’t just take our word for it -let’s dive into some data:

In the US, six people are hired every minute on LinkedIn,
90 job applications are submitted on LinkedIn every second, and
54% of Gen-Xers and 68% of Millenials will look at your social media accounts before applying for the role.

Building an employer brand on social media is paramount in today’s job market. Neglecting these channels means squandering chances to connect with potential hires, maintain a consistent influx of top-tier talent, and expedite filling vacant positions. The evidence overwhelmingly demonstrates the advantages of cultivating a robust online employer presence.

Build Your Social Presence

The first step is to ensure your organization has an active presence on key social networks like LinkedIn, Twitter, Facebook, Instagram, and TikTok (if that fits your target audience). These channels provide opportunities to showcase your company culture, values, and mission. Share photos and videos that give candidates a glimpse into what working at your organization is like. Celebrate team achievements, community involvement, and employee milestones. Building a vibrant social presence helps humanize your employer brand.

A recent Glassdoor study found that users are 44 percent more likely to engage with brands that post pictures or videos than brands that don’t and 79% of job applicants use social media in their job search.

Capitalize on Employee Advocacy

Your employees are not just workers but your best brand ambassadors on social media. Encourage them to share company updates, job postings, and employer branding content through their personal networks, especially on LinkedIn. Their testimonials and endorsements resonate strongly with potential candidates. Consider implementing a formal employee advocacy program with shareable content and incentives for participation, empowering them to contribute to your employer brand.

Target Specific Audiences

Social platforms’ advanced targeting capabilities enable you to get laser-focused with your recruitment ads. Define your ideal audiences based on skills, job titles, industries, interests, locations, etc. Leverage tools like LinkedIn’s audience forecasting to refine your targeting even further. This precision lets you put your open roles before the most qualified passive and active candidates.

Share a Steady Stream of Content

Beyond job postings, share a consistent stream of content that appeals to your target candidates. This could include industry news and trends, career advice, skills-building resources, behind-the-scenes videos, and more. Such content helps position your organization as a thought leader and authoritative voice. It also encourages engagement, giving you organic opportunities to begin conversing with interested candidates.

Try to be consistent with your posting schedule.

Analyze and Optimize

Like any marketing channel, measuring and optimizing your social media recruitment tactics is critical. You can gain valuable insights by studying performance metrics like audience demographics, engagement rates, cost-per-click, and source of hire. Play around with various content types: run A/B tests on creative, copy approaches, posting frequency, and ad targeting parameters. This consistent refinement of your strategy based on concrete data will give you the confidence to improve.

Social media has become an indispensable channel for effective recruitment marketing. By leveraging best practices, your organization can amplify its employer brand, expand its candidate reach, and hire higher-quality talent more efficiently.

Navigating Hiring Hurdles: Strategies for Healthcare and Tech Recruitment in 2024

May 9, 2024 by INNOVA People Leave a Comment

The healthcare and technology sectors are among today’s most dynamic and rapidly evolving industries. With constant advancements, changing regulations, and a high demand for specialized skills, these industries face unique challenges in attracting and retaining top talent. Let’s explore some key hiring obstacles and effective solutions for organizations in these fields.

Healthcare Industry Challenges

Shortage of Skilled Professionals: The healthcare industry is grappling with a significant shortage of skilled professionals, particularly in specialized areas like nursing, radiology, and allied health. This shortage is exacerbated by an aging workforce and increasing demand for healthcare services.
Stringent Licensing and Certification Requirements: Healthcare roles often require specific licenses, certifications, and credentials, making the hiring process more complex and time-consuming.
Competitive Job Market: Top healthcare professionals are highly sought after, leading to fierce competition among employers for the best candidates.

Healthcare Hiring Solutions

Develop Talent Pipelines: Collaborate with educational institutions, professional associations, and community organizations to build a strong pipeline of potential candidates. Offer internships, apprenticeships, and training programs to cultivate talent from within.
Focus on Employee Retention: Implement effective retention strategies, such as competitive compensation packages, opportunities for professional development, and initiatives that promote work-life balance.
Leverage Technology: Utilize applicant tracking systems, online job boards, and social media platforms to streamline recruitment and reach a wider pool of candidates.

Technology Industry Challenges

Rapid Pace of Innovation: The technology sector is characterized by constant innovation, and finding candidates with the most up-to-date skills and knowledge is challenging.
Shortage of Specialized Talent: There is a high demand for skilled professionals in cybersecurity, artificial intelligence, data science, and cloud computing, but a limited pool of qualified candidates.
Intense Competition: Tech giants and startups compete fiercely for top talent, often offering lucrative compensation packages and perks.

Technology Hiring Solutions

Upskill and Cross-train Existing Employees: Invest in employee training and development programs to upskill your existing workforce and promote cross-functional collaboration.
Foster a Strong Company Culture: Cultivate a positive and inclusive company culture that values innovation, growth opportunities, and work-life balance to attract and retain top talent.
Leverage Remote Work Opportunities: Expand your talent search beyond geographical boundaries by offering remote work options and tapping into a global pool of skilled professionals.

The healthcare and technology industries require a strategic and proactive approach to talent acquisition. By addressing these challenges head-on and implementing innovative solutions, organizations in these sectors can build a strong talent pipeline and maintain a competitive edge in their respective markets.

Partner with Specialized Recruiters for Hiring Success

While implementing internal strategies is crucial, organizations can significantly benefit from partnering with specialized recruitment firms like INNOVA People. Experienced recruiters possess in-depth knowledge of the healthcare and IT industries, enabling them to provide tailored solutions to address your unique hiring needs.

Here’s how working with a firm like INNOVA People can help solve your hiring challenges:

Access to Exclusive Talent Pools: Reputable recruitment firms have cultivated extensive networks and databases of qualified professionals, providing access to a broader pool of candidates, including passive job seekers.
Industry Expertise: Recruiters at specialized firms like INNOVA People have a deep understanding of the specific skills, certifications, and qualifications required in the healthcare and technology sectors, ensuring a better match between candidates and job requirements.
Streamlined Recruitment Process: With their expertise and resources, recruitment firms can efficiently manage the entire recruitment process, from sourcing and screening candidates to conducting interviews and negotiating offers, saving you valuable time and resources.
Employer Branding Support: Recruitment firms can provide valuable insights and strategies to enhance your employer brand, helping you attract and retain top talent in highly competitive markets.
Customized Solutions: Recruitment firms like INNOVA People can partner with you and your organization to develop customized solutions tailored to your hiring needs, company culture, and growth objectives.

Remember, effective hiring strategies go beyond just filling vacant positions; they involve creating a compelling employer brand, fostering a positive workplace culture, and investing in the growth and development of your workforce. By partnering with specialized recruitment firms like INNOVA People, organizations in the healthcare and IT sectors can gain a competitive advantage in attracting and retaining the best talent.

Let’s get started today. Contact us.

Leveraging Generational Diversity: A Strategic Advantage for Tech Companies

March 23, 2024 by INNOVA People Leave a Comment

From the strong work ethic of the Baby Boomers born between 1943 and 1964 to the era-defining rebels of Generation X, born between 1965 and 1980, to the tech-savvy Millennials of the 1980s and 1990s and now the digitally native Gen Z, born from 2001 to 2020, each generation brings its own set of experiences, values, and perspectives.

It’s common to hear sweeping generalizations about Millennials being ambitious yet entitled or Generation X characterized as fiercely independent but somewhat cynical. These stereotypes, though convenient shortcuts, can prove detrimental in professional environments, undermining individual performance and stifling collaboration across generational lines. They create barriers to understanding and empathy, impeding the appreciation of each generation’s diverse talents and insights.

By 2025, 99.3% of the US workforce will comprise Baby Boomers, Generation X, Millennials, and Generation Z.

In a Living, Learning, and Earning Longer Collaborative Initiative survey, more than eight in 10 global leaders recognized that multigenerational workforces are crucial to growth. Yet, less than half of companies include age diversity in their DEI initiatives. Pre-pandemic employment practices won’t take us into the future.

Organizations should reconsider their DEI strategies to meet the demands of a new era, drive operational effectiveness, increase competitiveness, widen their appeal to consumers of all ages and abilities, and build long-term resilience.

While generational differences in the workplace are often viewed as challenging, savvy tech companies recognize them as a significant benefit. In this blog, we’ll share how embracing generational differences can propel tech companies forward and offer some best practices for addressing the growing age gap in the workplace.

How embracing generational diversity can drive tech companies ahead

Diverse Perspectives Drive Innovation

Each generation brings unique experiences, values, and perspectives to the table. This diversity fuels creativity and innovation by fostering a rich exchange of ideas. In the fast-paced tech industry, where innovation is the lifeblood of success, having a variety of viewpoints can lead to breakthrough solutions and products that resonate with a broad audience.

Knowledge Transfer for Continuous Learning

Older generations typically possess valuable industry experience and institutional knowledge, while younger generations are adept at leveraging the latest technologies. By fostering collaboration between generations, tech companies can facilitate knowledge transfer, ensuring that expertise is shared across the organization. This continuous learning cycle keeps the company agile and adaptable in an ever-evolving landscape.

Collaborative Problem-Solving

Generational diversity encourages collaborative problem-solving by bringing together individuals with different approaches and skill sets. Seasoned professionals may offer traditional solutions based on experience, while younger employees may propose innovative, tech-driven strategies. By harnessing the strengths of each generation, tech companies can tackle complex challenges with agility and creativity.

Enhanced Employee Engagement and Retention

Embracing generational diversity fosters a culture of inclusion and belonging, where employees of all ages feel valued and respected. This sense of belonging boosts employee engagement and retention rates, as individuals are likelier to stay with a company where they feel understood and appreciated. In a competitive industry like tech, retaining top talent is critical for sustained success.

Future Readiness and Adaptability

The tech industry is unpredictable, with new technologies and trends emerging rapidly. By embracing generational diversity, tech companies can future-proof their organizations by cultivating an adaptable and resilient workforce. A diverse team is better equipped to navigate uncertainty and seize opportunities in an ever-changing market landscape.

Embracing generational diversity isn’t just about tolerance—it’s about actively valuing and leveraging the unique perspectives and experiences that each generation contributes. By fostering an inclusive environment where individuals of all ages feel empowered, we pave the way for a more resilient and adaptive workforce that thrives on change and continually pushes the boundaries of what’s possible. After all, it’s at the intersection of diverse perspectives of progress, moving us forward on the journey of innovation and discovery.

Here’s how tech leaders can address the potential conflicts or tensions that may arise from generational diversity in the workplace.

Open Communication Channels

Creating open communication channels allows employees to express their thoughts and concerns regarding generational differences without fear of judgment. This might include regular team meetings, feedback sessions, or anonymous suggestion forms where employees can share their perspectives and suggestions for improvement.

Mentorship and Reverse Mentorship Program

Pairing employees from different generations in mentorship programs can foster understanding and collaboration. Younger employees can benefit from the wisdom and experience of older colleagues, while older employees can gain insight into new technologies and trends from younger colleagues through reverse mentorship.

Create More Inclusive Hiring and Promotion Processes

This can include blind resume screening and diversity training for hiring managers. This approach helps to minimize unconscious bias during the initial stages of candidate evaluation. By focusing solely on qualifications, skills, and experience, blind resume screening ensures that candidates are assessed based on merit rather than extraneous factors.

Just as we champion the benefits of racial and cultural diversity in the workplace, so should we celebrate the advantages of a generationally diverse workforce. When we learn to harness the collective wisdom of colleagues from varying generational backgrounds, we unlock new avenues for innovation and creativity. Far from being a source of conflict or tension, these differences are catalysts for growth, ensuring that our workplaces remain dynamic and forward-thinking.

The 10 Highest Paying Tech Jobs in the U.S.

February 8, 2024 by INNOVA People Leave a Comment

Technology has become an integral part of every industry in today’s rapidly evolving digital landscape. This has created a high demand for skilled professionals in the technology and programming fields. The United States Bureau of Labor Statistics predicts significant growth in computer and information technology professions, faster than the average for all occupations within the next decade,

“About 377,500 openings are projected each year, on average, in these occupations due to employment growth and the need to replace workers who leave the occupations permanently.”

Whether you have a formal degree or are self-taught, various resources are available to help you pursue a tech career. When applying for a position in the technology sector, you can expect to participate in a “technical interview.” While it shares similarities with formal interviews in other industries, this type of interview requires candidates to showcase their skills through various assessments, including programming, coding, engineering, and computer-based competencies.

We love a good list, so here’s a list of the top 10 highest-paying tech jobs in the U.S. based on salary data from Indeed. Along with the average base salary, we’ll explore the job summaries, educational requirements, and relevant skills employers seek.

10. Full-Stack Developer

Average Base Salary: $126,102

Job Summary: Full-stack developers are responsible for building the frontend (client side) and backend (server side) elements of websites, mobile applications, and other computer programs. They possess the skills to handle the entire software lifecycle.

Qualifications: Most full-stack developers have at least a bachelor’s degree in computer science, software development, or software engineering.

Relevant Skills: HTML, CSS, JavaScript, MySQL, SQL, PostgreSQL, MongoDB, Oracle, Git, GitHub, Subversion, AWS, Heroku, Azure, APIs, C, C++, Lisp, Python.

9. Data Engineer

Average Base Salary: $126,737

Job Summary: Data engineers specialize in building systems that support data transformation, data structures, metadata, and workload management. They collect, manage, and convert raw data into usable information for data scientists and business analysts.

Qualifications: Data engineers typically have a bachelor’s degree in computer science, engineering, or a related field.

Relevant Skills: SQL, NoSQL, PostgreSQL, Python, Redshift, Panoply, Hadoop, Spark, AWS, Azure, Kafka.

8. Mobile Developer

Average Base Salary: $127,409

Job Summary: Mobile developers create, maintain, and implement the source code for mobile software applications. They work on Android and iOS platforms and are skilled in troubleshooting and patching bugs.

Qualifications: Most mobile developers have a bachelor’s degree in computer science or related disciplines and experience in programming or development.

Relevant Skills: Linux/Unix, Python, Perl, Shell Scripting, Java, C#, Swift, Oracle, Apache, iOS, ABAP, Drupal, HTML, LAMP Stack, Ruby On Rails, UI, Cybersecurity, Product Management, IoT, Agile, Lisp.

7. Network Architect

Average Base Salary: $127,467

Job Summary: Network architects design and implement computer and information networks, including LANs, WANs, and intranets. They provide input on security, hardware, and software decisions and plan and execute network system layouts.

Qualifications: Network architects typically hold a bachelor’s degree in computer science, information systems, or a related field.

Relevant Skills: Linux, UNIX, Python, Perl, JSON, Ansible, Puppet.

6. Data Warehouse Architect

Average Base Salary: $131,479

Job Summary: Data warehouse architects develop physical and logical data models, design database systems, and maintain database tools and scripts. They define project scopes, choose appropriate tools, and establish metadata standards.

Qualifications: Data warehouse architects usually have a bachelor’s degree in information technology, computer science, or electronics engineering, along with practical experience in relevant positions.

Relevant Skills: SQL, PL/SQL, Python, Cobol, JCL, SQL Server, MySQL, Oracle, DB2, Netezza, IMS DB, Git, TFS, JIRA, CRM, ERP, SCM.

5. Software Architect

Average Base Salary: $137,430

Job Summary: Software architects make high-level design choices for software development. They determine the software, tools, and platforms to use and often set coding standards for other developers.

Qualifications: Software architects typically have a bachelor’s degree in computer science, software engineering, or a related field. They usually have extensive technical knowledge gained through experience as a software engineer.

Relevant Skills: Varies depending on the specific software and technology used.

4. Enterprise Architect

Average Base Salary: $142,567

Job Summary: Enterprise architects are vital in establishing an organization’s IT infrastructure and maintaining and updating IT hardware, software, and services to support set enterprise goals. Enterprise architects create business architecture models and develop methods for compliance architecture, such as metadata management, data storage, and change control.

Qualifications: Enterprise architect’s jobs typically require an undergraduate degree in computer science or a related field and five to 10 years of IT experience before you can step into the role. Depending on the company, you may also need a master’s degree.

Relevant Skills: Cloud, Infrasture, Roadmap, A WS, Java, Cloud Computing, Governance, Azure, Digital Transformation, Project management, ITIL, Pre Sales

3. Site Reliability Engineer

Average Base Salary: $155,517

Job Summary: A site reliability engineer applies software tools to automate IT infrastructure, such as system management and application monitoring. They develop software and systems that increase site reliability and performance amidst frequent updates from the development teams. They manage large systems through code, which is more scalable and sustainable for system administrators managing thousands or hundreds of thousands of machines.

Qualifications: Site reliability engineers typically hold at least a bachelor’s degree in IT, computer science, engineering, or a related field. These professionals should have a system administrator, DevOps, or IT operations background focusing on software development skills.

Relevant Skills: APIs, AWS, Ansible, Azure, Bash, CI/CD, Cloud infrastructure, Computer Networking, DevOps, Distributed Systems

2. Backend Developer

Average Base Salary: $158,984

Job Summary: Backend developers design, build, and maintain the back end of web and mobile-based applications. The back end includes everything from the servers to application code and databases. They ensure the back end performs quickly and responsively to frontend user requests.

Qualifications: While employers may prefer candidates with at least a bachelor’s degree in computer science or a related field, you don’t require an undergraduate degree to become a backend developer. The best way to start down the path to becoming a backend developer is to learn a programming or scripting language.

Relevant Skills: Python, PHP, JavaScript, Ruby, Java, C#, Laravel, Django, Spring, Ruby on Rails, Meteor, Node.js, MongoDB, MySQL, Oracle, Apache, NGINX, Lighttpd, Microsoft IIS

1. Software Engineering Manager

Average Base Salary: $161,477

Summary: A software engineering manager oversees (hires, trains, and mentors) a team of software developers by providing direction, delegating tasks, and monitoring regulations and goals. Software engineering managers also build and maintain relationships with cross-functional teams, stakeholders, and clients.

Qualifications: Software engineering managers typically have a minimum of a bachelor’s degree in computer science or a similar field and considerable work experience (at least five years) as a software engineer. They must deeply understand software engineering, coding, and the developmental process.

Relevant Skills: APIs, AWS, Agile, C, C#, C++, CI/CD, Design Patterns, DevOps, Distributed Systems, Leadership and Management

When considering a career in the tech industry, evaluating compensation and other factors is essential. The listed tech jobs offer attractive salary prospects, but it’s worth noting that total compensation may include bonuses, equity, and benefits that vary between companies. Pursuing education, gaining relevant skills, and preparing for technical interviews can help you land these high-paying tech jobs and thrive in the ever-growing technology field.

Find your next opportunity.

The Epic Dilemma: Navigating Talent Challenges in the Health IT Landscape

January 2, 2024 by INNOVA People Leave a Comment

In the intricate world of Electronic Health Records (EHR), Epic stands as a towering giant, employing approximately 13,000 individuals. Given the crucial role of IT in healthcare, one might expect fierce competition for talent among health systems, but a closer look reveals a different story. Hospital CIOs have disclosed a unique challenge — Epic’s airtight non-compete agreements that discourage employees from transitioning to client health systems.

The Non-compete Conundrum

According to Don Reichert, Vice President of Information Services at ProHealth Care in Wisconsin told Becker’s, departing Epic employees face non-compete agreements ranging from six months to two years. This obstacle is a significant deterrent, dissuading individuals from considering opportunities with hospital systems.

Epic Veterans Find a Detour

Epic veterans, seeking alternatives to direct employment with health systems, often become consultants. Health systems contract these experienced professionals temporarily to address specific needs or projects. Children’s Nebraska, for example, leverages Epic contractors to propel projects forward or manage maintenance backlogs, emphasizing their deep understanding of Epic’s modules.

Rather than competing directly with Epic for talent, health systems find themselves vying with each other for Epic-experienced professionals. The uniqueness of this competition lies in the fact that it is not on an equal playing field. Dayton Children’s CIO J.D. Whitlock highlights a growing trend where health systems in high-cost areas lure remote talent from lower-cost regions, driven by CMS’ wage index system.

The Wage Index Quandary

CMS’ wage index system, which ties Medicare reimbursements to regional pay levels, contributes to the disparity. While this benefits Epic-certified analysts in high-cost-of-living areas, it poses challenges for health systems in rural regions struggling with staffing and financial constraints.

The Talent Tug-of-War

Health systems in areas with higher living costs attract talent from regions with lower costs by offering competitive salaries, sign-on bonuses, and enhanced benefits. For instance, Aultman Health Foundation in Ohio has witnessed employees leaving for remote positions with fellow Oracle Health EHR customers, enticed by better financial incentives.

Geography and Culture Factors

Geography and corporate culture also play pivotal roles. Epic and Oracle Health, headquartered in southern Wisconsin and Kansas City, respectively, have predominantly on-site employees. The reluctance to uproot their lives for distant health systems, combined with differences in organizational culture, contributes to the one-sided nature of talent movement.

The intricate dance of talent in the health IT landscape reflects a delicate balance of non-compete agreements, wage disparities, and corporate cultures. As health systems navigate these challenges, they must find innovative solutions to attract and retain skilled professionals, ensuring the seamless integration of EHR systems to improve patient care and overall healthcare advancement.