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The health care tech talent conundrum

A holistic tech and digital talent framework to help health care organizations keep pace with convergence of AI, cloud, cyber, and data

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The health care tech talent conundrum

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The tech talent shortage is a growing crisis

The tech talent shortage is a growing crisis

1.8%

1.8% unemployment rate for tech talent as of January 2023, significantly below the national unemployment rate (3.6%) despite newsworthy layoffs.1

69%

69% of global employers say they are struggling to find workers with the right mix of technical skills and human capabilities.2

72%

72% of tech employees in the US are considering leaving their jobs in the next year.3

82%

82% of enterprises were prevented from pursuing digital transformation projects due to lack of resources, skills, and complexity of the technologies.4

Creating a culture that retains tech and digital talent

To break through the barriers to leveraging emerging technologies like cloud, AI, and cyber, health care organizations can create a culture that values tech talent as a unique and vital part of the talent pool—one that can help the enterprise transform digitally to meet and match its competition.

Characteristics of a culture that values tech talent include:

  • Valuing tech talent as a critical workforce segment and recognizing them as key contributors to the organization’s strategic goals.
  • Ensuring that top tech talent in the organization is upskilled and reskilled and can rise in their specialties throughout the organization because they are empowered to innovate and drive change.
  • Making the organization a spot for highly skilled tech workers to jump to, rather than from.
  • Inspiring tech talent with challenges that help them innovate, embrace new trends and tools, and acquire new skill sets aligned with the organization’s strategic ambitions—and also showcase their ability to help the firm reach its goals.
Organizations that adopt these characteristics can recruit and retain top tech talent who are passionate about the organization’s mission and who seek a long-term career, rather than “just” a job. They can provide these passionate team members with dynamic career experiences.

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Access and optimize the right talent

  • Consider creative talent-sourcing avenues and leverage contingent tech talent for project-based and ad hoc support
  • Revamp recruiting approaches and market tech roles differently than traditional roles
  • Focus on sourcing for the right skills over designing new roles

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Attract, build, and retain a high-performing workforce

  • Create an agile performance management model that aligns closely to how teams operate
  • Consider how individual performance affects the larger team’s performance
  • Enable tech talent with unique learning opportunities to refine and build their skill set

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Create compelling and sustainable work experiences

  • Incorporate the latest technology across business functions to complement tech skills
  • Provide opportunities for innovation and ideation, and encourage tech talent to explore passion projects
  • Reset cultural norms to develop new ways of working in line with tech talent’s expectations

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Principles for building the tech and digital talent framework

The driving principle of a cloud tech and digital talent framework for health care is that it is flexible enough to enable HR to address issues holistically, with the unique needs of tech talent foremost. There are several components to this framework.

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See it in action

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The bottom line: Better outcomes to thrive

Today, health care CHROs are experiencing a sea change in ways of working. It’s essential to have a flexible tech and digital talent framework that enables the HR organization to understand how cloud and digital technologies—such as AI and Generative AI—affect its talent needs, become proactive in meeting those needs, provide collaborative guidance in selecting the right HR technology for its business, and develop innovative recruiting methods and compensation.

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Download the full report 

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Endnotes:
1. CompTIA, “Tech employment holds steady heading into 2023, CompTIA analysis reveals,” press release, January 6, 2023.
2. US Bureau of Labor Statistics, “Civilian unemployment rate,” accessed February 26, 2024.
3. Nick Kolakowski, “Tech unemployment rate dips to 1.7 percent, despite recession fears,” Dice, August 9, 2022.
4. Nick Kolakowski, “Tech unemployment dipped to 2.1 percent in October,” Dice, November 8, 2021; US Department of Labor, “Statements by US Secretary of Labor Walsh on July jobs report,” press release, August 5, 2022.

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