3 Healthcare Recruiting Trends HR Leaders Need to Know

Many factors are contributing to talent shortage within the healthcare industry. HR leaders are keeping an eye on these healthcare recruiting trends.

Published on 12 June, 2017

Healthcare recruiters are facing some unique challenges on the road ahead, including uncertainties around changes in policy, severe talent shortages, and upcoming waves of Baby Boomer retirements. A recent study on the state of healthcare summarized this as a year where adapting and innovating could be crucial to competition.

As your organization considers strategies, investments and flexible content delivery platforms that can provide a key competitive advantage, understanding trends can inform wise choices.

Here are three key healthcare recruiting trends and why they matter:

1. Talent is Scarce

You’re not just imagining the shortage of skilled and experienced candidates. Estimates project that there will be a shortage of 94,0000 physicians and a million nurses by 2025.

Healthcare HR departments are wise to take this shortage seriously, and consider the value of smarter technologies for recruitment and HR to improve the candidate experience. By gaining internal efficiencies, recruiters may gain the ability to explore new paths to talent acquisition and invest in employer branding efforts.

2. Retirements Are A Stressor

As the Baby Boomer generation nears retirement, HR leaders are faced with filling vacancies left by experienced talent. Experts state that the largest groups of boomer RNs are now in their mid-to-late sixties, and over a million retirements are planned by 2030.

Focusing on learning and development for current staff and new hires could enable success in the absence of experienced retirees. While you can’t easily replace several decades of experience, you can deliver education seamlessly through digital platforms for employees.

Healthcare Recruiting Tactics Must Combat Talent Scarcity3. Employer Branding May Be a Wise Investment

Differentiating from other healthcare organizations in your area could position your firm well in the fight for talent. Employer branding, like any other marketing initiative, requires clear messaging delivered through print and digital mediums.

HealthStream recommends basing your employer branding strategy around answers to the following questions:

  • Why is your healthcare organization special?
  • Why do your employees like working for you?
  • Why would a healthcare professional want to work for you?

Employer branding for recruitment requires clarity of vision and a positive culture. For many health firms, better branding for talent acquisition and retention could prove a company-wide effort in the months to come.

The Employee Value Proposition

Formulating your company’s own employee value proposition can increase employee engagement and overall happiness. EVPs are growing in popularity among larger organizations, as each year these companies waste nearly $500 billion on disengaged employees.

Creating a Solid Health Talent Strategy for the Future

There’s no silver bullet for the challenges healthcare recruiters face in the years ahead. Navigating talent shortages, retirements, skill gaps and fierce competition will likely require a mixture of ingenuity, technological innovation, and organization-wide initiatives to improve employer brand.

While success won’t be simple, recruiters are wise to start investing in the right tech platforms to gain the efficiency necessary to succeed.

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