3 Keys to Success for the Future of Healthcare Staffing

At the recent Staffing Industry Analysts’ Healthcare Staffing Summit, one of the top predictions for the industry was that the healthcare staffing shortage will only continue to get worse in the coming years. Given this predicted shortage, it’s critical to put extra effort into recruiting and hiring for hard-to-fill roles. Post-hire, it’s also important to ensure employees in the healthcare space are engaged and set up for success with continuous training.

People are any company’s main source of competitive advantage and without the right team in place, you likely won’t be able to offer top-notch patient care and, as a result, you’ll fall behind on overall company goals. Here, I’ve outlined several ways to ensure your healthcare organization can attract, hire and engage employees in light of the ongoing staffing shortage.

Build a Strong Employer Brand

Today’s job seekers desire far more than simply an exchange of time for money, so your team needs a strong answer to the “What’s in it for me?” question. Your healthcare organization can attract high quality candidates by clearly communicating your employer brand – including your values, benefits and other criteria that set you apart from other employers.

Your employment brand should include strong, SEO-friendly job descriptions – so job seekers easily find your open roles where they’re searching, a compelling career site, defined career paths across departments, employee testimonials, a comprehensive list of benefits and a list of continuous job openings. By building a strong employer brand, you can excite job seekers about the opportunity joining your healthcare organization presents

Leverage Technology to Hire Qualified, Trusted Employees

Another prediction coming out of the Healthcare Staffing Summit was that healthcare staffing will start to have an “Uber-like feel,” enabling technology platforms to connect clients with clinicians seeking work. But while such technology would likely make hiring and scheduling more streamlined, it’s still important to ensure all prospective employees are qualified and can be trusted before they’re hired – as they’ll have patients’ lives in their hands.

To effectively screen and verify candidates, you can tap into a hiring technology platform, which simplifies key hiring steps. With this technology, you can automatically send applicants prescreen surveys as soon as they apply, eliminating anyone who isn’t a fit for your open roles. You can also automate the reference and background check process, so you don’t waste time during the hiring process playing phone tag with references. By completing all candidate verification steps, your team can ultimately extend job offers with confidence.

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Invest in Employee Growth

Once you have qualified employees on board, your team needs to make sure you’re investing in employees by offering training programs and other resources to help them grow in their careers. If employees don’t see a growth path with your organization, they won’t hesitate to seek job opportunities elsewhere. Beyond initial onboarding, you have many options when it comes to ongoing training. For example, you can offer employees skills assessments, online training videos and certification courses, to name a few. You might also want to consider bringing in outside training experts or guest speakers for hands-on skills training.

Remember to refresh your training resources on a regular basis, as industry regulations and requirements evolve over time. Employees will appreciate your continued investment in their careers and, as a result, will be more likely to stick with your team for the long run.

The competition for qualified healthcare employees is only expected to increase in the coming years. By taking a more strategic approach to hiring and employee engagement efforts, you can stand out from other employers and staff up for success.

Adam Robinson

Adam Robinson
Adam Robinson is the co-founder and CEO of Hireology, driving his mission to help business owners make better hiring decisions using predictive data and innovative technology. 

Adam Robinson

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