The Willow Collective Group.
Throughout my 15-year leadership tenure, which has carried me across states and large prestigious hospital organizations, there is one question I am asked frequently- How do I transition to the Epic Team?
I have helped many make the transition to the IT Epic team, both as an Epic hiring leader and when I have managed other IT departments, such as the IS Help Desk and Project Management. In this article, you will find common hiring practices and suggestions you can take action on today.
When I am filling an Epic position, I work with my recruiting department to find applicants that fit each of these buckets:
Epic Certified- The knowledge and experience a certified candidate can bring to the team provides comfort that they can hit the ground quicker than someone who isn't certified. The primary thought is they are less of a risk and expense, both financially and from a human resource perspective. I tend to flex this criterion as a priority when my teams are under tight timelines, have massive work, and/or are in need of senior expertise to round out the team.
Internal Candidates- Equally important to me, is identifying and reviewing all internal applicants. Regardless of the department and role they currently occupy, internal applicants are hidden gems. The knowledge of the organizational culture, operational workflows, and key business owners could make them more attractive as an applicant than someone from the outside with an Epic certification. So don't downplay your skills and tenure within the organization, some of the best trainers and analysts I have hired have come from inside the company. I tend to favor internal candidates when the team has the bandwidth to orient, someone, to the Epic space and when we need to infuse new energy into the team.
Operational Expertise- My third and final tier is external candidates who have a wealth of operational expertise. If I am hiring for a Radiant role, for example, someone who comes across my desk that has real-world experience in the Radiology department would likely get an initial interview. Similar to Internal Candidates, I value the expertise and practical experience someone with operational knowledge could bring to my team.
There are also a few things I always share as top of mind when someone is looking to make the transition and seeking my advice:
1. Make Connections Early- Don't underestimate the value of reaching out and making connections. In order to stand out as a strong candidate when a role becomes available, having advocacy on the Epic team via the analysts and/or the hiring managers will go a long way in discussing how you would be an asset to the team. You can do this by informally introducing yourself, asking questions about their career path, and connecting with them via chat to dig deeper. For example, asking how they resolved a call you transferred to them. I also am a fan of taking the initiative by asking if you can shadow someone on the team during your break or your off hours.
2. Do Your Research- It is not enough to say you want to join the Epic team. You have to come prepared to offer what area(s) of Epic you are interested in (clinical, revenue cycle, Reporting, Access/Scheduling, or technical). Your interests, current role, and previous experience can all help to shape what would be a natural transition. Once you have an idea of what part of Epic you want to pursue, look into how you can become familiar with the workflows. If your current company and role permit it, the Epic Userweb is a wealth of information for training manuals, webinars, and career pathways.
3. Consider Proficiency before Certification- In making connections and doing your research, you will undoubtedly come across the notion of Proficiency vs. Certification. Proficiency is a self-study track offered by Epic that allows individuals the ability to become familiar with an Epic module without the full intensity of sitting for certification. If you are with an organization on Epic, you may be able to pursue the proficiency track without being on the Epic team. Seek approval from your direct boss and the Epic leader responsible before starting to ensure goodwill.
If you are at an organization that doesn't have Epic, it is a bit harder to get into, but not impossible. I have found, it is much easier to join a company that is starting its Epic implementation and building the team because they are more likely to hire people with healthcare and technical knowledge without Epic certification. At this point in an Epic install, finding the right cultural fit and expertise is valued far greater than having a team full of "Epic experts". To keep a pulse on new Epic installs, I use LinkedIn and Beckers Hospital Review as frequent and reliable sources.
Good Luck!