The competition for top IT talent is fierce. As technology continues to evolve, the Bureau of Labor Statistics predicts that employment in many segments of IT will increase at faster rates than other occupations from 2012 to 2022.
If you have health IT positions to fill, and have exhausted the local talent pool, it may be time to consider recruiting remote employees. Other locations may be the best places to find both passive and active candidates.
Here are some of the top places to search for IT talent, and how to convince them to relocate.
Where to find talent
Virginia has the highest concentration of IT workers in the country. Analysis from CRN found IT professionals make up 3.3 percent of the workforce in the state. Virginia Beach was also ranked in the top 50 easiest locations to find employees.
But IT talent from Virginia will come at a price. The state is located in the mid atlantic region of the U.S., the top-paying market for health IT workers according to our salary survey. Employees working in the region take home an average annual salary of $105,923.49.
To recruit passive candidates from the state, you may have to offer a higher salary range or emphasize other, non monetary benefits of the job.
Washington is right behind Virginia in terms of IT talent. IT professionals account for 3.1 percent of the workforce. The state is also located in the second highest paying region for health IT workers. Professionals in this area earn an average salary of $99,040.08.
Delaware has the third highest concentration of IT workers, accounting for 3 percent of the workforce. The state is also located in the top-paying mid atlantic region.
Massachusetts and Maryland tie for the next spot with IT professionals making up 2.9 percent of the workforce in both states. While Maryland is located in the mid atlantic region, Massachusetts is located in the lower paying New England region. Health IT professionals in this area make an average of $98,292.49 each year.
In comparison, Mississippi may be the worst place to look for IT talent. It workers account for just 0.7 percent of the workforce.
How to recruit remote talent
Our salary survey found that 80 percent of employed health IT professionals are satisfied with their current positions. With such a high job satisfaction rate, convincing candidates to make a move is a challenge. Convincing active candidates to take the relocation risk can be just as challenging.
The survey also found that the top five factors that influence job satisfaction are the ability to learn new skills, the ability to advance one’s career, income potential, flexibility, and the ability to use knowledge and expertise.
What’s more, a survey from LinkedIn found that passive talent are 120 percent more likely to make an impact at work and are 33 percent more likely to want challenging work. In addition, 56 percent of passive candidates are more likely to want a corporate culture that fits their personality.
Which of these qualities does the position offer? Stress these factors when recruiting long-distance professionals. Emphasize opportunities within the company and other details that will appeal to candidates and convince them the job is worth relocating for.
Making the move
Details about the location are also important to candidates. Know the city and the area and describe the best and worst parts about living there. Be honest about the pros and the cons. You don’t want a relocated employee to be miserable in a new city or to leave because the area doesn’t fit their lifestyle and needs. Focus on finding the right candidate, not on just filling open positions.
Relocating is a risk for the employer and the employee, and the professional will need to fit both the position and the location.