On average, healthcare organizations take 48.3 days to fill any given position, with some vacancies lasting much longer. That’s 20.5 days above the industry average.
The healthcare industry is working harder now than ever to return to normal post-pandemic. Shifting to remote or being out of work due to shutdowns, slowdowns, or closures of schools and care facilities changed the way Americans viewed their place in the workplace. Unfortunately, for most industries, returning to normal is not going to plan. Workers are re-evaluating their commitment to onsite, full-time, or work.
In healthcare, the Great Resignation has caused more issues than in specific industries because staff shortages in this industry cause inadequate patient care and potential lives lost. This article will discuss a few problems that healthcare institutions are facing now and what Healthcare HRM can do to help!
One of the most significant issues the healthcare industry will face this year is proactive recruiting. A traditional avenue to hire high-level physicians, passive recruitment is now becoming the norm for a broader range of healthcare professionals. If your institution isn’t searching for non-active recruits, you can be confident that other facilities in your area (and beyond) are looking to attract your current staff through their own efforts.
Look to professional social media sites to source potential candidates by sending out exploratory emails and messages to discover whether they would be interested in discussing vacancies within your institution. In today’s competitive market, talent is likely fielding dozens of inquiries; make sure you don’t miss out on this trend.
Another issue healthcare currently faces the expectation of a candidate’s experience. With all potential hires, candidate experience has the power to make or break a recruitment effort. In today’s market, candidate experience has never been more critical. Examine your processes to ensure every touch point along the recruitment process is more than streamlined; it should affirm that your facility is the only place they want to work. From the first point of contact to the first day on the job and every step along the way, make sure your focus is on what the candidate wants from you, the job, and the institution. Don’t forget that those who don’t say yes today may be potential hires in the future.
Hospital recruiting professionals will continue to be challenged in the aftermath of the pandemic that has intensified already complex recruitment efforts. The solution may be twofold. First, marry retention and recruitment. Treat every potential resignation as a recruitment effort. Work with existing staff to accommodate their short-term challenges for long-term retention. Next, facilities may need to shift their recruitment, combining passive and active practices. For all potential hires or retentions, leverage your facility’s best strategies.
These issues can hinder patients from getting the help they need or keeping them alive. Here at Healthcare HRM, we understand the urgency of filling these job openings, and through our suite of services, we can provide you with a solution!