New insurance requirements. Value-based care. Consumerization of healthcare. More than most other industries, healthcare has faced major disruption over the past decade.
Those disruptions have required healthcare facilities to revisit and even replace the procedures, processes, and technologies they need to function.
Those changes didn’t only affect infrastructure and workflow. They also amplified the difficulty of finding, recruiting, and retaining healthcare staff.
Recruiters and HR who work within the healthcare industry face their own challenges.
What 3 Trends Will Forever Change Your Healthcare Recruiting Strategy?
Staffing shortages—current and projected.
If you work in HR or recruiting, the current and coming healthcare staffing shortage is not news. The Georgetown University Center on Education and the Workforce, McCourt School of Public Policy report “Nursing Supply and Demand Through 2020” says that by 2020, the United States will face a shortfall of 193,000 nursing professionals. The American Nursing Association says 700,000 nurses will retire or leave the labor force by 2024. Similar predictions can be found for physician and other support staff. The Association of American Medical Colleges (AAMC) 2016 Update, The Complexities of Physician Supply and Demand: Projections from 2014 to 2025 says the two main drivers of the shortage are population growth and aging. The U.S. population is expected to grow from 319 million now to 346 million by 2025. Those aged 65 and older will grow by 41% during that same time frame.
Equal emphasis on retention and acquisition.
The report LFT Industry Survey: Hospital Staff Hiring & Turnover (May 2017) provides some shocking news: “Turnover isn’t limited to certain areas, it is full throttle in the most important leadership and clinical positions in the hospital – C-Suite, clinical administration, non-clinical administration, physicians, and nurses. Hospitals are on a pace of needing to replace virtually half of their staff every five years.” While some employees left for promotions or better pay, an astounding 58.2% left their jobs for other reasons, including long hours, frustration, and burnout. Statistics like this highlight the urgency for HR to pay as much attention to retaining staff as they do to acquiring staff.
Tech designed specifically to help HR.
The speed of innovation in technology has been transformative. Artificial intelligence (AI), data analytics, and machine learning have made significant impacts on marketing, research, and sales departments, while HR has remained relatively untouched. That’s starting to change. Apps and tools that use these technologies are being crafted specifically for HR and recruiting teams. In a ComputerWorld article from last fall, Josh Bersin, a principal of Bersin by Deloitte commented on the tech takeover within HR, “The HR technology industry is reinventing itself, as innovative companies, often led by technologists rather than HR specialists, produce mobile apps that look more like productivity tools than traditional HR technology.” The article goes on to say that data analytics in HR is still in early stages. They cite that in 2014 only 3% to 4% of companies were analyzing HR data, but that figure has recently grown to 7%. Most HR tools now focus on managing the current workforce. Again, expect a shift that starts to focus on sourcing, recruiting, and acquiring talent, especially in fields with staffing shortages like healthcare and tech.
How Can HR and Recruiting Staff Respond to These Trends?
One of these trends—tech designed for HR—solves the problems that arise from the other two trends—staffing shortages and retention issues.
Technology can be harnessed to automatically source, recruit, and then retain qualified, talented healthcare staff. Rekruti is an example of how technology is being used to help recruiting and HR teams. The platform combines the benefits of social recruiting and pairs that with data analytics, predictive analytics, and business intelligence.
- Rekruti uses predictive analytics 24/7/365 to find “ready for a change” candidates—otherwise passive candidates who give off social signals that they may be open to a job change.
- Rekruti focuses specifically on the healthcare industry.
- Our platform monitors the U.S. healthcare workforce daily to reveal staffing trends and changes.
- The platform also helps recruiters find, nurture, and build relationships with candidates, as well as share notes, communication threads, and comments between you and your colleagues during the recruiting process.
Is your current healthcare recruiting strategy failing? Are you unsure how to proceed to make recruiting talented healthcare staff easier? Rekruti was designed just for you. Please take our tool for a test-drive. Sign up for the Rekruti demo to see how it works.