The healthcare sector is experiencing a period of immense transformation. From an aging population to the growing adoption of telehealth, these changes significantly impact how healthcare facilities approach staffing. As a healthcare recruiter, staying ahead of the curve is crucial to attracting and retaining top talent. This blog explores the latest healthcare hiring trends in 2024, equipping you with valuable insights to optimize your recruitment strategies.
1. The Rise of the Gig Economy
The traditional model of full-time healthcare professionals is evolving. There’s a surge in demand for temporary staffing solutions, with healthcare facilities increasingly relying on locum tenens physicians, contract nurses, and other specialists for short-term assignments. A study by AMN Healthcare found that 72% of healthcare facilities planned to increase their use of locum tenens physicians in 2023, highlighting the growing popularity of this staffing model. 1 This healthcare hiring trend is fueled by a desire for greater flexibility and cost-efficiency.
Insight: Healthcare recruiters can leverage staffing agencies specializing in locum tenens placements and build relationships with freelance healthcare professionals to fulfill these temporary needs.
2. Building a Hybrid Healthcare Workforce
The pandemic accelerated the adoption of telehealth services, and this trend shows no signs of slowing down. A recent survey by McKinsey & Company revealed that 41% of patients surveyed expect to use telehealth services even after the pandemic subsides. This necessitates a workforce comfortable working in both in-person and virtual environments. Recruiters should prioritize healthcare workers who can seamlessly transition between these settings while ensuring quality patient care.
Insight: When evaluating candidates, assess their comfort level with telehealth technology and their ability to build rapport with patients virtually.
3. High Demand for Specialized Skills
The healthcare industry is experiencing an increased demand for diverse and skilled healthcare workers and healthcare workforce shortage at the same time. Healthcare providers should take note of growing need skillsets and devise their hiring strategy accordingly. Here’s a breakdown of some of the most sought-after specialties in 2024:
Behavioral Health Specialists: Growing awareness of mental health issues has led to a significant demand for therapists, counselors, and psychiatrists. The American Psychological Association reports a 16% increase in the need for mental health professionals between 2020 and 2030. 2
Data Analysts & Health Informatics Specialists: The healthcare industry generates vast amounts of data. There’s a high demand for professionals who can analyze this data to improve patient outcomes and inform strategic decisions. A HIMSS Analytics survey found that health data analytics ranks as the top emerging technology trend in healthcare.
Nurse Practitioners & Physician Assistants: Nurse Practitioners (NPs) and Physician Assistants (PAs) are increasingly taking on a wider range of patient care tasks, alleviating pressure on physicians. The American Association of Nurse Practitioners projects a growth rate of 26% for NPs between 2023 and 2033. 5
Infection Control Specialists: Preventing hospital-acquired infections remains a top priority. Specialists skilled in infection control protocols and implementation are in high demand. The Centers for Disease Control and Prevention (CDC) estimates that hospital-acquired infections cost the US healthcare system an estimated $30 billion annually.
Patient Monitoring Specialists: The rise of remote patient monitoring tools necessitates specialists who can interpret data and ensure proper use of this technology. The global remote patient monitoring market is expected to reach $27.5 billion by 2027, according to a report by Grand View Research. 7
Insight: Tailor your job descriptions and recruitment strategies to target candidates with the specific skillsets your healthcare facility needs.
4. Technology’s Role in Healthcare Recruitment and Training
AI & Machine Learning in Recruitment (continued): on pre-defined criteria, and expedite the recruitment process. A study by Aptitude Research suggests that 60% of healthcare organizations are planning to leverage AI in recruitment by 2025.
Focus on Building Strong Online Presence: Healthcare facilities need a strong online presence to compete for top talent in the digital age. This includes a user-friendly careers website with clear job descriptions and benefits information, as well as active social media engagement that showcases your facility’s culture and mission.
Insight: Utilize AI-powered recruitment tools to streamline your screening process and identify qualified candidates efficiently. Develop a strong employer brand online by showcasing your facility’s unique offerings and positive work environment.
5. Prioritizing Workforce Diversity and Retention
Creating a diverse workforce that reflects the patient population is crucial for quality care delivery. Here are some key considerations:
Emphasis on Diversity & Inclusion: Healthcare recruiters should develop strategies to attract candidates from underrepresented groups, fostering a more inclusive work environment. This can involve partnering with diversity recruitment agencies and attending job fairs targeted at these groups.
Importance of Soft Skills: While technical skills are essential, soft skills like empathy, communication, and teamwork are equally important. Prioritize candidates who excel in both. A study by the American Hospital Association revealed that soft skills are becoming increasingly important factors when evaluating healthcare professional candidates.
Focus on Employee Retention: Developing strategies to keep valuable professionals engaged and satisfied reduces turnover costs and ensures continuity of care. This can involve offering competitive compensation and benefits packages, opportunities for professional development and skill-building, and recognition and appreciation programs that acknowledge employee contributions.
Insight: Invest in your workforce by offering competitive compensation and benefits, professional development opportunities, and a healthy work-life balance. This will not only improve employee satisfaction but also enhance your employer brand and attract top talent.
A Glimpse into the Future of Healthcare Staffing
The healthcare industry is constantly evolving, and so should your healthcare recruitment strategies. Here’s what to look forward to:
Increased Focus on Telehealth & Digital Health: As telehealth and digital health solutions become more prevalent, healthcare facilities will need to recruit professionals skilled in using and optimizing these technologies to deliver quality care remotely.
Data-driven Decision Making: Data analytics will play an increasingly vital role in healthcare staffing. By leveraging data on patient needs, staffing needs, and workforce trends, healthcare facilities can make informed decisions about talent acquisition and resource allocation.
Growing Importance of Global Workforce: The traditional talent pool may not always suffice. Recruiters may need to explore opportunities to recruit and retain talent from a wider geographical area, leveraging technology to facilitate remote work arrangements. The global healthcare workforce is projected to grow by 20 million by 2030, according to the World Health Organization (WHO). This trend presents an opportunity to tap into a wider pool of qualified candidates but also necessitates considerations around cultural competency and language skills. 4
Insight: Stay informed about advancements in telehealth and digital health. Develop data-driven recruitment strategies, and explore the potential of a global talent pool to meet your healthcare facility’s evolving needs. Be mindful of cultural competency and language barriers when considering global recruitment.
Building a Future-Proof Healthcare Workforce
The healthcare industry is undergoing a period of significant transformation. While challenges exist, these trends also present exciting opportunities. By embracing a data-driven approach, prioritizing a diverse and well-trained workforce, and staying adaptable to technological advancements, healthcare recruiters can play a crucial role in building a future-proof healthcare workforce equipped to deliver exceptional patient care in the years to come.
What if the appointment you booked for getting a health checkup or a treatment gets pushed to a month or what if there is a long waiting time despite you having an appointment? With the current healthcare workforce shortage in the US, this situation is slowly becoming a reality. The shortage of qualified healthcare workers access to care is being impacted resulting in longer wait times and reduced services.
The American Hospital Association projects a potential deficit of up to 3.2 million healthcare workers by 2026.1 This means potentially longer wait times, fewer appointment slots, and increased pressure on existing healthcare staff.
So, what’s causing this shortage, and what can be done to address it? Let’s delve deeper and explore some potential solutions.
Why Is there a shortage of healthcare workers?
1. Aging Population and Increased Demand
The country’s growing population, particularly those age 65 and older, demands greater medical care. People in that age group now account for 34% of the demand for physicians and By 2034 this number will increase to 42%. With advancing age comes an increased prevalence of chronic illnesses and complex healthcare needs, thereby escalating the need for skilled healthcare professionals to provide comprehensive care and support.
2. Specialized Care
Modern healthcare is a mix of specialized services, each demanding a unique set of skills and expertise. However, the rapid evolution of medical technology and treatment modalities has outpaced the supply of specialized healthcare professionals. This has resulted in critical shortages in fields such as oncology, cardiology, and neurology.
3. Limited Talent Pipeline
The pipeline of talent flowing into the healthcare industry faces numerous obstructions, from the exorbitant costs of education and training, to the rigorous licensing and certification requirements. Consequently, the influx of fresh blood into the profession fails to match the escalating demand, exacerbating the workforce shortage.
4. Post COVID Burnout
The COVID-19 pandemic has exacted a heavy toll on healthcare workers, leaving many grappling with burnout, trauma, and emotional exhaustion. The onslaught of patients, coupled with inadequate resources and moral injury, has precipitated a crisis within the healthcare workforce, driving talented professionals to reconsider their career choices.
5. Lack of Instructors
The shortage of qualified instructors within healthcare education institutions presents a bottleneck in the journey of aspiring healthcare professionals. Without seasoned mentors, prospective nurses, physicians, and allied health professionals encounter barriers to entry, further constricting the talent pipeline.
6. Relatively Low Pay for the Rigors of the Profession
Healthcare professions demand unwavering dedication, exhaustive training, and a willingness to confront life-and-death situations on a daily basis. However, Compared to the demanding nature of the work, salaries for some healthcare professions may not be sufficiently competitive. This discourages potential candidates from entering the field.
7. Nursing and Physician Shortage
At the frontline of patient care, nurses and physicians bear the brunt of the workforce shortage. Hospitals and clinics across the nation find themselves understaffed, leading to limited patient care, increased workload, stress, and nurse burnout.
How bad is the healthcare worker shortage?
The healthcare worker shortage in the US is significant and projected to worsen. Let’s have a look at the data on projected shortage, which are the high-demand areas, and what is the national and global impact of this healthcare workforce shortage.
Projected Shortages
The American Association of Colleges of Nursing (AACN) projected a deficit of 1.1 million registered nurses (RNs) by 2030.2 Similarly, the Bureau of Labor Statistics (BLS) foresees a shortage of up to 124,000 physicians by 2034, intensifying the strain on an already overburdened healthcare system. 3 This projection is underscored by the expected 48% increase in the over-65 population by the same year. Also, a significant portion of the existing physician workforce will be approaching retirement age making this crisis even worse.
High Demand Areas
The increasing demand for mental health services will result in a projected shortage of 14,280 psychiatrists by 2030.4 Advanced Practice Providers (NPs and PAs) emerge as indispensable allies in the battle against the physician shortage, with the American Academy of Physician Assistants (AAPA) anticipating a 38% growth in PA jobs by 2030.5
National Impact
The AHA reports that hospitals are experiencing staffing shortages in virtually every department. This translates into longer wait times, reduced access to services, and heightened levels of burnout among healthcare providers. The scarcity of physicians is likely to pose greater challenges in rural regions compared to urban centers. Recent statistics on Healthcare Professional Shortage Areas (HPSAs) reveal that predominantly rural states such as Utah, Vermont, and Tennessee, along with remote territories like Guam and the Northern Mariana Islands, exhibit the most severe deficits in medical professionals per capita.
Global Perspective
The specter of the healthcare worker shortage is not confined to the borders of the United States; it’s playing out on the global stage as well. The World Health Organization (WHO) warns of a global shortage of 10 million health workers by 2030, with low and middle-income countries bearing the brunt of the crisis.
Where Is the Shortage of Healthcare Professionals Most Dramatic?
Physicians
The shortage of physicians is being experienced across the healthcare landscape, impacting accessibility of both primary and specialty care services. It is particularly severe in family medicine because more than ever, physicians are choosing specialized fields compared to primary care.
Nurses
Nurses serve as the backbone of the healthcare system, yet the shortage of registered nurses (RNs) undermines their ability to deliver quality care, particularly in acute care settings. The American Association of Colleges of Nursing (AACN) highlights data indicating that the nation will require over 200,000 fresh nurse practitioners annually until 2026 to meet the demands of new roles and to replace retiring nursing staff.
Healthcare Educators
The shortage of qualified educators within healthcare education institutions reduces the talent pipeline, resulting in fewer next-generation healthcare professionals joining the workforce. More people want to become nurses, but there are not enough teachers to meet this need.
Midwives
The shortage of midwives poses a formidable challenge in the realm of maternal and infant healthcare, impeding efforts to improve birth outcomes and maternal mortality rates. Midwives can address a shortage of O.B./GYNs and make childbirth care more accessible for everyone.
Healthcare workforce shortage solutions
1. Enhancing Work Environments
Combatting Burnout: Implementing comprehensive programs to address burnout and promote resilience among healthcare workers is imperative. This may encompass access to mental health resources, peer support initiatives, and organizational interventions aimed at mitigating stressors in the workplace.
Work-Life Balance: Instituting policies and practices that foster a healthy work-life balance is essential to attract and retain healthcare professionals. This could entail offering flexible scheduling options, paid time off, and childcare support to accommodate the diverse needs of the workforce.
2. Expanding Educational Pathways
Increasing Nursing School Capacity: Scaling up nursing education programs and investing in faculty recruitment and retention efforts can expand the capacity to train future generations of nurses.
Loan Repayment and Scholarship Programs: Alleviating the financial burden of healthcare education through targeted loan repayment and scholarship programs can incentivize individuals, particularly those from underprivileged backgrounds, to pursue careers in healthcare.
Focus on Diversity: Cultivating a diverse and inclusive workforce requires concerted efforts to dismantle barriers to entry and create pathways for individuals from underrepresented communities to thrive in healthcare careers.
3. Optimizing the Workforce
Telehealth Integration: Harnessing the potential of telehealth technologies can extend the reach of healthcare services and alleviate the burden on frontline providers, particularly in underserved and remote areas.
Upskilling and Reskilling Programs: Investing in continuous professional development programs can equip healthcare professionals with the competencies needed to adapt to evolving practice environments and emerging healthcare trends.
Streamlining Workflows with Technology: Embracing digital innovations such as electronic health records (EHRs), artificial intelligence, and automation can streamline administrative tasks and optimize clinical workflows, allowing healthcare providers to focus their time and energy on delivering high-quality patient care.
4. Compensation and Policy Adjustments
Competitive Wages and Benefits: Recognizing the value of healthcare professionals’ contributions by offering competitive salaries, robust benefits packages, and performance-based incentives is crucial to attract and retain top talent.
Immigration Reform: Reforming immigration policies to facilitate the entry of qualified foreign healthcare workers can help address critical staffing shortages, particularly in underserved areas where healthcare recruitment efforts may fall short.
Loan Forgiveness Programs: Implementing targeted loan forgiveness programs for healthcare professionals serving in high-need areas or in specialty fields facing acute shortages can incentivize workforce participation and encourage professionals to pursue careers in areas of critical need.
5. Encouraging a Culture of Healthcare
Public Awareness Campaigns: Launching comprehensive public awareness campaigns to spotlight the diverse range of career opportunities within the healthcare sector must underscore the intrinsic value of healthcare professions.
Mentorship Programs: Establishing mentorship initiatives to pair seasoned healthcare professionals with aspiring students and early-career professionals, can foster knowledge transfer, professional development, and higher retention.
A multifaceted approach is needed to chart a path forward in the face of the challenges posed by the healthcare worker shortage. By addressing the root causes and implementing targeted solutions, we can lay the groundwork for a resilient, sustainable, and equitable healthcare workforce that meets the evolving needs of our society. Let us treat the shortage of healthcare workers in the United States as not merely a challenge to be overcome but an opportunity to reimagine and revitalize our healthcare system. Through collective action, and through embracing change and innovation, we can build a brighter, healthier future for all.
Navigating the healthcare recruitment landscape in 2024 presents some unique challenges. From chronic talent shortages to skill requirements that are constantly evolving, the healthcare industry finds itself at a crossroads, underscoring the need for innovative recruitment strategies to help navigate these emerging challenges. In this article, we unpack the key trends shaping healthcare recruitment and offer actionable insights to optimize your hiring process for success in 2024.
Understanding the Dynamics of Healthcare Hiring Trends in 2024
The healthcare industry is in a state of flux, driven by a complex interplay of factors that are reshaping the landscape of talent acquisition and recruitment.
High Demand & Low Supply in Healthcare Hiring The healthcare sector is grappling with a critical shortage of skilled professionals, a situation exacerbated by the impending retirement wave of the Baby Boomer workforce as nearly 75 million members of the generation surpass the retirement age over the next decade. Additionally, an aging population is poised to place unprecedented demands on healthcare services, creating an urgent need for qualified personnel. Talent shortage in healthcare is something that impacts the quality of patient care and strains existing healthcare infrastructure, highlighting the importance of adopting innovative talent recruitment strategies.
Skill Gaps Fast-evolving fields in healthcare demand specialised roles in nursing, therapy, and medical technology. Focused recruitment and training efforts are needed to bridge emerging skill gaps. Collaborating with educational institutions and recruiting partners to up-skill and re-skill is set to become increasingly important in order to ensure a competent and qualified workforce capable of delivering quality care.
Competing for Top Talent In a competitive market, effective employer branding and strategic recruitment strategies are becoming essential to attract and retain qualified healthcare professionals. Whether you’re hiring CNAs, registered nurses, LPNs, or other positions, ensure your salaries are competitive. So, by cultivating a positive organisational culture, offering attractive compensation packages, and leveraging new technologies, healthcare organisations attain higher employee retention and are more successful in differentiating themselves as employers of choice to get the top talent they need.
Compliance & Ethical Considerations Adhering to legal and ethical standards in healthcare recruitment is crucial for maintaining organisational integrity and mitigating risks. Implementing robust compliance measures such as licensure verification and background checks can help ensure transparency and accountability throughout the healthcare recruiting process.
The Rise of Contingent Workforce Contingent workforce models are emerging as a viable solution to address staffing shortages and meet the growing demand for healthcare services. The utilisation of temporary and contract workers in healthcare facilities increased dramatically during the pandemic and continues thereafter, reflecting the industry’s shift towards more flexible and agile staffing solutions.
7 Effective Healthcare Recruitment Strategies in 2024: How to Develop a Comprehensive Approach for Healthcare Recruiters
In an era marked by rapid technological advancements and an increasingly competitive talent landscape, healthcare organizations are faced with the challenge of attracting and retaining top-tier talent. Implementing effective recruitment strategies in 2024 requires a multifaceted approach that encompasses employer branding, targeted recruitment using new technologies, and a streamlined interview process. Here are some key strategies and best practices that you can apply, to navigate the complexities of healthcare recruitment and build a resilient and skilled workforce capable of delivering quality care.
1. Boost Employer Branding
Organisational Culture: Foster a workplace culture that aligns with healthcare professionals’ values, emphasizing patient-centric care and collaborative teamwork.
Career Development: Create pathways for professional growth and continuous learning, offering healthcare workers the opportunities to advance their careers within the organisation.
Social Media Outreach: Utilise platforms like LinkedIn and Twitter to showcase organisational achievements, employee testimonials, and thought leadership content, enhancing brand visibility and engaging potential candidates.
Educational Partnerships: Collaborate with nursing schools, medical colleges, and professional associations to establish talent pipelines and facilitate knowledge exchange.
2. Utilise Targeted Recruitment
Specialized Job Boards: Advertise on healthcare-specific job boards and platforms catering to niche specialties to reach a more targeted audience of qualified professionals.
Clear Job Descriptions: Develop comprehensive job descriptions that articulate role expectations, qualifications, and organisational values, optimising search visibility and candidate engagement.
AI-Powered Tools: Leverage AI-driven recruitment platforms that employ data analytics and machine learning algorithms to effectively match qualified candidates with suitable roles, streamlining the recruitment process and enhancing candidate experience.
Alternative Talent Pools: Explore non-traditional talent sources, such as professionals transitioning from other industries or military veterans, offering unique perspectives and skill sets that enrich the organisational culture.
3. Streamline the Interview Process
Structured Formats: Implement competency-based interview techniques that assess candidates’ skills, experience, and cultural fit through standardized evaluation criteria, ensuring a consistent and objective selection process.
Virtual Interviews: Leverage video conferencing tools to conduct virtual interviews, accommodating candidates’ scheduling preferences facilitating remote assessments, and enhancing recruitment efficiency and flexibility.
Timely Feedback: Establish clear communication protocols to provide candidates with prompt feedback post-interview, fostering transparency and candidate experience, and maintaining engagement throughout the recruitment process.
4. Prioritize Candidate Experience & showcase value Proposition
Prioritizing candidate experience by making candidates feel valued is critical for attracting and retaining top healthcare talent. Create a welcoming and inclusive recruitment environment by demonstrating genuine interest in their career aspirations and professional development needs. By treating candidates with respect, empathy, and professionalism, healthcare organizations can position themselves as employers of choice in a competitive talent market.
5. Engage and Retain Top Talent
Competitive Compensation: Benchmark salary and benefits against industry standards to offer competitive compensation packages that attract and retain top talent, demonstrating the organisation’s commitment to employee well-being and satisfaction.
Professional Development: Invest in training programs, workshops, and certification courses that equip employees with the skills and knowledge to excel in their roles, fostering a culture of continuous learning and career advancement.
Recognition Programs: Implement employee recognition and rewards programs that celebrate achievements and contributions, fostering a culture of appreciation, motivation, and retention.
Work-Life Balance: Promote flexible work arrangements, telecommuting options, and wellness programs that support employees’ well-being and work-life balance, enhancing job satisfaction and overall employee engagement.
6. Leveraging Technology for Recruitment
Online Job Platforms: Develop user-friendly career portals and job boards integrated with AI-driven algorithms and SEO-friendly content to enhance search visibility and candidate engagement.
Social Media Engagement: Leverage social media platforms, such as Facebook and Instagram, to create targeted ad campaigns and interactive content that resonates with the healthcare audience, expanding reach and fostering community engagement.
VMS and Applicant Tracking Systems (ATS): Vendor Management Systems (VMS) play a critical role in optimizing recruitment processes and ensuring regulatory adherence. Implement ATS solutions that automate resume screening, interview scheduling, and candidate tracking, enhancing recruitment efficiency, compliance, and data-driven decision-making. The adoption of video interviewing platforms also improves the selection process while accommodating diverse candidate needs.
7. Build a Sustainable Talent Pipeline
Educational Collaborations: Partner with universities, vocational schools, and training programs to develop industry-aligned curricula, fostering a talent pipeline of qualified professionals with relevant skills and competencies.
Internship & Mentorship Programs: Establish structured internship and mentorship initiatives that provide students and entry-level professionals with hands-on experience, practical skills, and guidance from seasoned professionals, facilitating smooth transitions into healthcare careers.
Ongoing Education: Offer continuous learning opportunities, such as workshops, seminars, and online courses, that empower employees to upgrade their skills, stay abreast of industry trends, and contribute to organizational success.
Internal Mobility: Promote a culture of internal mobility, encouraging employees to explore diverse roles and departments within the organization, fostering career growth, retention, and organizational resilience.
The Journey of Healthcare Recruitment in 2024 will be about Transformation and Resilience
As evolving healthcare demands change the dynamics of talent acquisition, 2024 presents itself as a pivotal moment for healthcare recruitment. It is evident that a mere traditional approach to hiring will no longer suffice. Healthcare recruitment of the future necessitates a blend of strategic foresight and adaptability and belongs to those healthcare organizations that are willing to embrace change, innovate relentlessly, and harness the power of technological advancements. These organizations recognize that the quest for excellence in patient care is intrinsically linked with the caliber and dedication of their workforce. As such, they are investing in cutting-edge recruitment strategies that go beyond the conventional, ensuring that they not only attract the best but also retain and nurture them.
