The High Stakes of Healthcare Recruiting

Healthcare Recruiting Strategies to Address Talent Shortages, Employee Turnover, and a Competitive Job Market

The healthcare industry has long been known for its complex workforce dynamics, demanding requirements, and constant need for skilled professionals in both clinical and non-clinical roles. Healthcare recruiting faces an uphill battle as talent teams strive to attract and retain top talent in a market that is highly competitive and constantly evolving.

In this blog, we will dive deeper into the difficulties healthcare recruiters face in finding the right candidates, examine the impact of high turnover, and suggest healthcare recruitment strategies to overcome these challenges.

Challenges in the Healthcare Industry

The healthcare industry is unique in that it requires a delicate mix of clinical and non-clinical employees, all working to care for patients and run the business side of healthcare. The healthcare recruitment process, as a result, is especially challenging due to factors, such as talent shortages, high employee turnover rates, and the competitive nature of job seekers in the market.

Recent Employ data indicate that nearly 83% of clinical employees and 77% of non-clinical healthcare employees are open to other job opportunities. Additionally, according to the American Association of Colleges of Nursing, approximately 30,000 new APRNs (Advanced Practice Registered Nurses) will be needed each year through 2031 to meet the rising demand for care. This adds pressure on recruiters to not only hire top talent, but also retain existing employees.

High demands of the industry, the need for advanced skills, and the fast-paced nature of the job contribute to increased stress levels among healthcare professionals, which in turn affects employee retention. Understanding these challenges is essential for healthcare recruiters to develop effective strategies to attract and retain the best talent in the industry.

Pain Points in Healthcare Recruiting

In order to implement successful healthcare recruitment strategies, it is first essential to understand the unique pain points that this industry faces, which vary between clinical and non-clinical roles.

Clinical Healthcare Recruiting

Clinical healthcare workers are the backbone of any healthcare organization, directly contributing to patient care and outcomes. Despite their importance, the industry has struggled with employee retention and a shortage of qualified candidates, making the healthcare recruiter’s job all the more challenging.

With 83% of all clinical healthcare employees open to new job opportunities and 26% actively looking for another job, it’s clear that healthcare recruiters must focus finding candidates who are engaged and committed to the mission of the healthcare organization for the long-term.

Non-Clinical Healthcare Recruiting

The administrative and support personnel of healthcare organizations are equally important in ensuring the smooth functioning of daily operations. Even so, non-clinical staff members face their own challenges, with 77% of these employees open to new jobs and 35% actively seeking other opportunities.

In non-clinical healthcare recruitment strategies, it is essential for recruiters to identify candidates who are well-suited for such roles, while also addressing employee concerns and desires for greater flexibility and remote work options.

The Cost of High Turnover

The healthcare industry, especially post-pandemic, is known for its high turnover rates, with nearly 1 in 3 clinical healthcare workers and 4 in 10 nonclinical healthcare workers actively looking for another job.

This high turnover, combined with the stress and burnout associated with many healthcare roles, presents a continuous challenge for healthcare recruiters. High turnover can have several repercussions, such as increased labor costs, decreased morale, and compromised patient care.

Some reasons for high turnover in healthcare include:

• Heavy workload and demanding schedules
• Insufficient compensation packages
• Limited growth opportunities within organizations
• Workplace conflicts and fluctuating or inexperienced management

A Critical Talent Shortage

As the demand for quality healthcare continues to rise, staff shortages have become a significant issue for healthcare organizations. Many professionals within the industry are overwhelmed by long hours, leading to burnout and turnover. This vicious cycle makes it difficult for recruiters to fill gaps created by the departure of these professionals.

The healthcare industry faces a significant talent shortage, with a rapidly aging population in need of care and not enough skilled professionals to provide it. According to the Bureau of Labor Statistics, the healthcare and social assistance sector is anticipated to generate 2.1 million new jobs, or around 45% of all new projected job gains from 2022 and 2032. This growth represents an incredible opportunity, but it must be met with strategic investment and prioritization for healthcare organizations competing for talent.

It is important for recruiting professionals in healthcare to consider their technology investments over the coming years, especially as the industry is projected to grow faster than other sectors at 1% annually over the next 10 years, according to the BLS. This indicates a constant need for recruiters to stay ahead of the talent gap and find qualified candidates to fill these critical roles.

To overcome the talent shortage in healthcare, your recruiting team must focus on several key strategies:

• Developing strong employer branding to attract potential candidates
• Leveraging intelligent technology and platforms to expand your candidate pool
• Offering competitive compensation and benefits packages that reflect the current market trends
• Supporting continuous learning and professional growth opportunities
• Fostering positive work environments that encourage collaboration and growth

Balancing Cultural Fit and Skills

The right candidates must not only have the necessary skills and qualifications, but they also need to be the right cultural fit for the organization. This is especially important in healthcare, where a strong team dynamic and collaboration are essential for providing quality patient care.

As previously mentioned, many clinical and non-clinical healthcare workers will leave positions based on poor company culture or lack of trust in leadership. It is imperative for healthcare recruiters to find candidates who will thrive within the organization’s unique environment.

Healthcare recruiting is a complex and demanding process that requires a strategic approach and a thorough understanding of the industry’s pain points. With talent shortages, high turnover rates, and the need for a delicate balance between clinical and non-clinical staff, recruiters must be equipped with effective healthcare recruitment strategies to attract and retain top talent.

From employer branding to compensation packages and fostering positive work environments, we will explore the best practices for healthcare recruiters to successfully navigate the industry’s talent shortage and find the best candidates for their organizations. Join us in our next blog for an in-depth look at healthcare addressing these recruiting pain points with 6 tried and true solutions to tackle those top challenges.

Learn more about how Jobvite’s Talent Acquisition Software for healthcare providers can help you attract, hire, and retain healthcare workers who will elevate the quality of care your organization provides.

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