The Science of Matching Talent to Opportunities

In the dynamic world of healthcare IT, finding the perfect match between work opportunities and talent is a multifaceted process. At Abra, our success hinges on our ability to consider and analyze numerous data elements to ensure both our clients and consultants achieve their goals. This week, we delve into the key categories that determine an optimal match: skills, engagement preferences, and availability/capacity.

1. Skills: The Foundation of Fit

Skills are the cornerstone of any consulting engagement. To match an individual to a project effectively, we meticulously evaluate their technical and soft skills. At Abra, we recognize that skills in healthcare IT fall into a highly complex taxonomy, which we have organized into a detailed skill tree to ensure the matching process is highly specific.

• Technical Proficiency: The healthcare IT landscape is vast, with skills organized into tiers that include roles, products, and modules or functional areas. For example, within EHR systems, skills may be categorized by specific roles (e.g., EHR Application Analyst, Project Manager), products (e.g., Epic, Oracle Health), and modules (e.g., patient registration, clinical documentation). Our skill tree helps us navigate this complexity, ensuring that consultants have the precise expertise needed for each unique project.
• Certifications: Many roles in healthcare IT require highly specific licenses and/or certifications.  Capturing these certifications, enables autonomous filtering of matches to ensure accuracy and efficiency.
• Experience Level: How many years of experience does the consultant have in the required field? Projects may demand junior, mid-level, or senior expertise, and our skill tree helps us match the appropriate experience level to each engagement.
• Industry Knowledge: Understanding healthcare regulations, compliance, and operational workflows is crucial. We assess whether the consultant has experience within the healthcare sector and specific sub-domains like revenue cycle management or clinical applications. Our detailed taxonomy ensures that every aspect of industry knowledge is considered.
• Soft Skills: Communication, problem-solving, and teamwork are vital for consulting roles. At Abra, we capture soft skills through validated feedback from previous supervisors of the talent in our marketplace. This feedback mechanism ensures that we have a reliable assessment of the consultant's ability to work collaboratively, lead teams, and adapt to different organizational cultures.

2. Engagement Preferences: Aligning Expectations

Consultants and clients must align in their expectations for the engagement to ensure satisfaction and productivity. We consider several factors:

• Type of Engagement: Is the consultant seeking full-time, part-time, or fractional work? Additionally, we differentiate between contract opportunities and direct hire/employment opportunities. Understanding these preferences helps us align opportunities that fit their lifestyle and career goals.
• Employment Type: Consultants may prefer different employment types, such as W2 hourly, salaried positions, or Corp to Corp arrangements. This flexibility ensures that both consultants and clients find the most suitable engagement terms for their needs.  Unlike some competitors, Abra offers full flexibility and support for all of the different employment types - ensuring our talent and employers aren't limited on match options due to a requirement for a W2 employee relationship or offering benefits to talent who may need that to accept an assignment.
• Remote vs. Onsite: With the evolving landscape of work, it’s essential to match consultants with engagements that meet their location preferences. Some consultants thrive in remote environments, while others prefer the collaborative nature of onsite work.
• Project Duration: Different consultants have varying preferences for short-term vs. long-term projects. Aligning these preferences with client needs helps in maintaining engagement and project continuity.
• Travel Requirements: We assess the consultant’s willingness and ability to travel along with preferences of where they're willing to travel. Some projects may require frequent travel, while others are fully remote or limited to occasional site visits.
• Compensation: Competitive and fair compensation is crucial. We consider the consultant’s rate expectations and the client’s budget. This includes hourly rates, salaries, and any additional benefits needed, such as health insurance.

3. Availability and Capacity: Timing is Everything

Even the most skilled and well-matched consultant cannot add value if their availability doesn’t align with project timelines. Key considerations include:

• Current Commitments: What are the consultant’s current and upcoming commitments? Understanding their workload helps prevent overextension and ensures they can fully commit to the new project.
• Capacity for New Work: Does the consultant have the bandwidth to take on a new project? We assess their current capacity to ensure they can deliver high-quality work without compromising other engagements.
• Flexibility: In a rapidly changing industry, flexibility is a valuable trait. We evaluate the consultant’s ability to adapt their schedule to meet urgent client needs or project changes.

Conclusion: The Art and Science of Matching

Matching consultants to healthcare IT projects is both an art and a science. At Abra, we leverage advanced technology and deep industry insights to analyze these critical data elements. By considering skills, engagement preferences, and availability/capacity, we create matches that drive success for both our clients and consultants.

Stay tuned for more insights from Abra! Until then, feel free to reach out to our team at inquiries@abra.io to learn more about how we can help you navigate your staffing needs with precision, cost efficiency, and care.

‍