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.
In today’s fast-paced business landscape, having the right time management strategies and a productive workforce is more critical than ever. Workforce management (WFM) offers a crucial solution, empowering organizations to streamline processes, maximize employee potential, and drive bottom-line results.
Did you know?
The global workforce management market is set to hit $9.3 billion by 2025, highlighting its growing significance.1
75% of HR professionals leverage recruiting and workforce management software to streamline key tasks. 2
WFM lies at the intersection of human resource management (HRM) and technology. It’s all about –
Aligning employee shifts with demand for optimal resource utilization
Tracking work hours, minimizing errors, and ensuring compliance with labor laws.
Evaluating employee contributions, offering feedback, and facilitating growth.
Ready to unlock a more efficient, engaged, and profitable workforce? Let’s explore how to use workforce management to unlock efficiency, engagement, and profitability for your organization.
What is Workforce Management?
Workforce management is the strategic process of organizing, optimizing, and overseeing your human resources to achieve peak performance and business goals. It goes beyond simply hiring and scheduling employees; it involves tasks like scheduling, timekeeping, forecasting, compliance, and communication.
Let’s delve deeper into each key function:
Talent Management: Talent management encompasses the entire employee lifecycle, from recruitment and onboarding to development and retention. In today’s competitive job market, attracting and retaining top talent is a top priority for organizations seeking to gain a competitive edge. By implementing streamlined recruitment processes, personalized onboarding experiences, and robust training and development programs, organizations can attract, onboard, and nurture top talent more effectively.
Scheduling and Optimization: Effective scheduling is essential for balancing staffing levels with fluctuating demand while minimizing labor costs and maximizing productivity. Advanced scheduling tools and algorithms can help organizations create optimized schedules that consider factors such as employee preferences, skill levels, and labor regulations. By aligning staffing levels with demand patterns, organizations can reduce overstaffing and understaffing, optimize labor costs, and improve employee satisfaction.
Time and Attendance: Accurate time-tracking and attendance management are essential for ensuring compliance with labor laws and managing payroll efficiently. Automated time tracking systems, biometric authentication, and mobile apps can help organizations streamline time and attendance management processes, reducing administrative overhead and minimizing errors.
Performance and Productivity: Monitoring and managing employee performance is crucial for identifying areas of strength and improvement, providing feedback and coaching, and driving continuous improvement. By implementing performance management systems that provide real-time feedback, goal tracking, and performance analytics, organizations can empower employees to perform at their best and contribute to organizational success.
Analytics and Reporting: Data analytics and reporting provide valuable insights into workforce trends, performance metrics, and operational efficiency. By leveraging advanced analytics tools and technologies, organizations can uncover hidden patterns, identify emerging trends, and make data-driven decisions to optimize workforce management strategies and achieve organizational goals.
Benefits of Workforce Management
Effective workforce management delivers a wide range of benefits across various facets of an organization. Let’s explore these benefits in more detail, incorporating the key points you’ve mentioned:
Cost Savings: One of the most significant benefits is cost savings. By optimizing employee scheduling, minimizing overtime, and leveraging historical data through predictive analytics, organizations can accurately forecast staffing needs and ensure they have the right skills in the right place at the time, reducing overstaffing and understaffing. This leads to substantial financial savings while maintaining or even improving service quality.
Efficiency Gains: Effective workforce management streamlines processes, improves resource allocation, and optimizes workflow, resulting in efficiency gains. Automating manual tasks, eliminating redundant processes, and leveraging technology to improve communication and collaboration all contribute to enhanced productivity, reduced waste, and improved operational efficiency.
Enhanced Employee Engagement: When employees are provided with opportunities for skill development, career advancement, and meaningful work through well-designed workforce management processes, they become more engaged, motivated, and productive. This leads to reduced turnover and a positive work environment where employees feel valued and supported.
Compliance Confidence: Effective workforce management empowers organizations with compliance confidence. By automating compliance tracking, providing real-time visibility into workforce data, and implementing robust controls and processes, organizations can mitigate the risks associated with non-compliance with labor laws, regulations, and industry standards, avoiding legal issues and reputational damage.
Data-Driven Decision Making: Data analytics and reporting tools help leverage historical data to gain valuable insights into workforce trends, employee productivity metrics, and operational efficiency. By utilizing these insights, organizations can make data-driven decisions to optimize their workforce management system strategies, identify areas for improvement, and achieve organizational goals with greater confidence.
Healthcare Workforce Management – Challenges and Tailored Solutions
The healthcare industry presents unique challenges and opportunities for workforce management. Let’s explore some of the specific challenges and tailored solutions:
Staff Shortages: The healthcare industry faces chronic shortages of skilled healthcare professionals, including nurses, physicians, and allied health professionals. By implementing skill-based scheduling and workforce planning tools, healthcare organizations can optimize staffing levels, match the right healthcare professionals to the right tasks, and minimize the impact of staff shortages on patient care.
Critical Roles: Certain roles in healthcare, such as nurses in critical care units or surgical teams in operating rooms, are essential for ensuring patient safety and quality of care. By implementing on-call management systems and contingency staffing plans, healthcare organizations can ensure quick and efficient responses to staffing needs, minimize disruptions to patient care, and maintain high standards of patient safety.
Patient Safety Compliance: Compliance with patient safety regulations and standards, such as those set forth by regulatory bodies like the Joint Commission, is essential for maintaining accreditation and ensuring quality of care. By implementing compliance tracking systems and automated credentialing processes, healthcare organizations can streamline compliance management, reduce administrative burden, and ensure adherence to safety regulations.
Data Analytics: Data analytics provides valuable insights into patient flow, staff workloads, and potential scheduling conflicts. By leveraging data analytics tools and technologies, healthcare organizations can optimize patient flow, improve resource allocation, and proactively address scheduling challenges to enhance operational efficiency and quality of care.
The Power of VMS in Healthcare Workforce Management
Vendor Management Systems (VMS) play a crucial role in managing contingent workforces, particularly in industries like healthcare where staffing needs can fluctuate significantly. Let’s explore the advantages of VMS in more detail:
Access to a Broader Talent Pool: VMS platforms connect healthcare organizations with a diverse pool of qualified temporary or contract workers, including nurses, physicians, allied health professionals, and administrative staff. By expanding access to a broader talent pool, healthcare organizations can fill staffing gaps more quickly, find specialized skills and expertise, and maintain continuity of care.
Reduced Administrative Burden: VMS platforms automate manual processes such as onboarding, credentialing, and payroll integration, reducing administrative burden and freeing up time for HR and staffing managers to focus on strategic initiatives. By streamlining administrative processes, healthcare organizations can improve efficiency, reduce errors, and minimize compliance risks.
Cost Control and Budget Optimization: VMS platforms provide real-time visibility into staffing costs, enabling healthcare organizations to track expenses, manage budgets, and allocate resources effectively. By monitoring spending trends, identifying cost-saving opportunities, and optimizing staffing levels, healthcare organizations can achieve cost control and budget optimization while maintaining quality of care.
Improved Compliance and Risk Mitigation: VMS platforms help ensure compliance with regulatory requirements and industry standards by automating compliance tracking, credentialing, and background checks. By standardizing processes, enforcing policies, and maintaining accurate records, healthcare organizations can minimize legal risks, safeguard patient safety, and maintain accreditation.
VMS will be a critical tool in optimizing Workforce Management in Healthcare
In conclusion, effective workforce management is essential for organizational success, particularly in dynamic and complex industries like healthcare. By implementing streamlined processes, leveraging technology, and embracing data-driven decision-making through adopting VMS, organizations can optimize workforce performance, enhance operational efficiency, and deliver high-quality care to patients. Effective workforce management is not just a cost-saving measure; it’s a strategic investment in building a high-performing, engaged, and compliant workforce. As organizations navigate the evolving landscape of workforce management, they must explore new ways to embrace innovation, adapt to change, and prioritize the well-being and development of their most valuable asset—their people.
