Competition for administrative and executive skills in the healthcare industry has never been higher. Before the COVID-19 pandemic, health systems were already struggling with a lack of qualified personnel, a high turnover rate, and an epidemic of provider burnout. However, the Association of American Medical Colleges estimates that medical facilities will need 139,000 doctors to fill vacancies caused by attrition between now and 2033.
Vineesh Manchanda, Vice President of SCALE Healthcare, knows his organization can stand in the gap and offer a solution to this growing problem. He and his team share the strategies that enable healthcare organizations to meet today’s increasing competition, explore innovative recruiting approaches, and attract qualified staff.
Discover strategies for sourcing top healthcare talent amidst rising competition and a demanding market on a specific webpage. It details the need for a multifaceted recruitment approach, focusing on competitive compensation, professional development, and work-life balance. The insights also underscore the value of partnering with a clinical trial recruitment company for specialized hiring needs.
Why healthcare organizations need a strategy to develop their talent pool
According to Manchanda, healthcare organizations must develop a talent pool that can offer them a diverse range of qualifications. To be successful, these organizations need staff with administrative expertise, a patient-centered mindset, strong communication skills, adaptability, and a commitment to lifelong learning.
On the management side of healthcare, medical facilities require a talent pool that possesses a deep understanding of healthcare systems, regulatory landscapes, and industry trends. These organizations need leaders with strong analytical abilities, strategic thinking, adaptability, and effective communication skills. Individuals who can drive transformative change and deliver innovative solutions to address the complex challenges of the industry are in high demand by healthcare firms.
Healthcare employers must be strategic and proactive in attracting top talent, including leveraging the expertise of physician assistant recruiters, in an increasingly competitive job market. When developing recruitment and selection strategies, every hiring decision should prioritize the delivery of high-quality patient care while also fostering a diverse workforce that reflects the community being served. Outsourcing the help of physician assistant recruiters can be invaluable in identifying and attracting qualified candidates who align with these priorities. By partnering with skilled physician assistant recruiters, healthcare organizations can strengthen their recruitment efforts, ensuring they assemble teams capable of addressing the complex and evolving needs of the industry.
“As you form your recruitment strategy, take into account your immediate and long-term workforce requirements,” advises Manchanda. “When you determine your recruitment strategy, task your marketing group with crafting messages that highlight your organization’s distinct values and work culture. These values should touch on a culture that prioritizes providing competitive compensation, opportunity for professional development, work/life balance, and technological resources.”
Attract top healthcare talent with competitive compensation and opportunities for advancement
The first pillar of any recruitment strategy needs to be a competitive compensation plan. According to a recent study by Jackson Physician Research, pay is the single most important factor in retaining medical professionals, which is understandable, considering that 73% of medical graduates are in debt and that the average graduate owes $250,995 in student loans. Financial incentives for physicians, such as bonuses and student loan repayment schemes, are appealing perks in the current job.
To attract and retain top talent, healthcare employers must also invest in professional development and ongoing education. This includes offering opportunities for advanced training, certifications, and access to cutting-edge technologies.
“When healthcare employers prioritize lifelong learning and career growth, they not only empower their workforce but also demonstrate a commitment to excellence that is crucial in our ever-changing healthcare landscape,” Manchanda explains. “Your employees want to see a clear path to advancement, so give them a chance to expand their skills and professional responsibilities. By equipping providers to advance in their careers, healthcare facilities are better able to retain and recruit the providers they need.”
Attract and retain healthcare talent with a culture promoting work/life balance and innovation
Today’s healthcare organizations need to promote a culture with a healthy work-life balance. With almost half of today’s medical providers reporting burnout, hospitals can retain their best administrative staff by building a culture designed to combat this statistic. Health and wellness programs such as complimentary gym memberships, dietary counseling, and mental health services are perks that can set your hospital apart and boost employee engagement.
Finally, healthcare organizations need to invest in the technology their employees want and need. For example, a recent survey finds that 79% of millennial physicians prefer keeping electronic medical records over paper systems when documenting patient care.
Telemedicine and remote monitoring are two other examples of a wave of new technologies that hit the medical industry since the pandemic. These innovations are not just flashy — they allow physicians the freedom to devote more time to individual patients. Advertising cutting-edge technology can set a healthcare practice apart from the competition and make it more appealing to the best and brightest executive minds.
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“In this highly competitive medical job market, SCALE Healthcare partners with healthcare clients to offer real-world insight into every aspect of healthcare recruiting,” Manchanda concludes. “We give medical professionals the solutions and cutting-edge healthcare delivery platforms they need to expand. Our team of over 120 advisors operators throughout 10 US cities can quickly provide you insight on attracting, retaining, and engaging the talent your organization needs to thrive in this evolving healthcare industry.
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