The healthcare industry faces an unprecedented talent shortage. Registered nurses, physician assistants, and technicians are just a few of the crucial roles experiencing a growing gap between talent demand and qualified candidates. Traditional recruitment tactics simply aren't enough, and an aging population, advancements in healthcare technology, and the ongoing impact of global health crises are only making matters worse. It's time to build a pipeline with candidates who’ll be ready to fill open roles years down the road, not just address short term workforce needs and fill vacancies today.
A report late last year from McKinsey & Co. found that projections show the U.S. will need more than a million more nurses by 2031, but more than 80% of positions will be left vacant. As healthcare organizations, we need to guide more young people towards these careers to give patients the best possible care. But healthcare isn’t discussed in depth in traditional school curricula and young people won’t pursue a career they know nothing about. Exposure to various healthcare fields is crucial to the development of career interests for adolescents and young adults.
Here we’ll cover effective strategies to build your future workforce with potential talent before they're actively seeking a new role, and instill in them the benefits and benevolence of a career in healthcare.
TARGET THE FUTURE WORKFORCE
As the healthcare industry faces ongoing workforce shortages, attracting high school students and young adults to healthcare careers is crucial. Following are strategic examples of how healthcare companies can effectively appeal to this audience:
Partnerships with High Schools and Colleges: Establish partnerships and sponsorships with local high schools and community colleges to offer career days, informational sessions , guest lectures, and healthcare career fairs. Direct engagement with students in an educational setting allows for early exposure to healthcare careers, demystifying the industry, and showcasing the variety of roles available.
Internship and Apprenticeship Programs: Develop internship and apprenticeship programs specifically designed for high school students and young adults. These programs should provide hands-on experience and job shadowing in various healthcare settings. Real-world experience helps students understand the daily responsibilities of healthcare professionals, fostering interest and commitment to the field. By the time some of these students complete the program and graduate, they can come out as a medical assistant or patient care tech and be placed in roles immediately.
Focus on Training and Skills: Conduct regular skills assessments to identify gaps and provide targeted training to support career progression.
Utilize Social Media and Digital Platforms: Create targeted social media campaigns on platforms popular with younger audiences, such as Instagram, TikTok, and YouTube. Highlight day-in-the-life videos, testimonials from young healthcare workers, and behind-the-scenes content. Engaging content can capture the attention of young adults and create a positive, relatable image of healthcare careers.
Offer Scholarships and Financial Aid: Provide scholarships and financial aid opportunities for students pursuing healthcare-related studies. Partner with educational institutions to promote these opportunities. Financial incentives can alleviate the burden of educational costs, making healthcare careers more accessible and attractive to students from diverse backgrounds.
Develop Mentorship Programs: Establish mentorship programs connecting high school students and young adults with experienced healthcare professionals. This can include job shadowing, career advice, and regular check-ins. Mentorship provides personalized guidance and support, helping young individuals navigate their career paths and build professional networks within the healthcare industry.
Highlight Career Advancement and Stability: Create content that emphasizes the career advancement opportunities and job stability within the healthcare industry. Use data and real-life examples to showcase potential career trajectories. Demonstrating long-term career growth and stability can appeal to young adults seeking secure and fulfilling career options.
Engage in Community Outreach: Participate in community events, health fairs, and volunteer programs that involve young adults. Provide educational workshops on healthcare topics and career opportunities. Community involvement builds trust and awareness, positioning healthcare companies as integral parts of the community and making the industry more approachable and appealing.
SEEK OUT DIVERSITY OF ALL KINDS
Healthcare desperately needs a more diverse workforce to reflect the population it serves. Broaden your community and partnership outreach to under-represented communities and veteran organizations. Partner with Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs) to create targeted recruitment programs. Broadening diversity outreach in healthcare recruitment is not a one-time effort but a continuous, strategic process that can help enhance the quality of patient care through data, partnerships, and inclusive practices.
FOCUS ON TRAINING AND SKILLS
2024 is gearing up to be the year of skills-based hiring. It’s no longer about what degree you have or where you worked or who you know, but what you can do. Consider the following approaches to train and upskill the talent you already have:
Skills Assessments: Conduct regular skills assessments to identify gaps and provide targeted training to support career progression.
Earn-While-You-Learn Programs: Collaborate with local colleges or vocational schools to create earn-while-you-learn programs. For instance, you can partner with a community college to onboard nursing students through clinical rotations. This approach not only provides hands-on experience but also fosters a strong talent pipeline.
Monthly Stipends: Implement a program where nursing students receive a monthly stipend while finishing their education. After RN licensure, these nurses seamlessly transition into employment within the organization.
Upskilling: Consider approaching talent already in the organization who are underemployed and have potential to do more, with opportunities to learn new skills, receive free training, and increase their earnings potential.
MINE YOUR ATS
Applicant Tracking Systems are goldmines of candidate data. Leveraging this data strategically can help healthcare organizations build a robust pipeline of future talent. Here’s how:
Segment Candidates by Role and Qualification: Categorize candidates based on the roles they applied for and their qualifications. Create specific talent pools such as "Registered Nurses with ICU Experience" or "Medical Technologists with Lab Management Skills." When a role opens up, you have a pre-segmented list of qualified candidates ready for outreach, reducing time-to-fill.
Identify High-Performing Sources: Analyze the sources of your most successful hires. Track where your best candidates are coming from – job boards, social media, employee referrals, etc. Allocate your recruiting budget to the most effective channels, enhancing the quality and quantity of future applicants.
Engage Passive Candidates: Identify candidates who were highly qualified but not selected for previous roles, or who were offered positions but did not accept. Set up automated nurturing campaigns targeting these candidates. Use personalized emails or newsletters highlighting new opportunities and company updates. Keeping passive candidates engaged ensures you have warm leads for future openings, reducing the need for cold outreach.
Leverage Candidate Experience Data: Collect feedback from candidates about their application and interview experience. Use this data to refine your recruitment process and improve your employer brand. Pay particular attention to common pain points and areas for improvement. A positive candidate experience increases the likelihood of candidates reapplying or recommending your organization to others.
Predict Future Hiring Needs: Analyze trends in your hiring data, such as seasonal spikes or high turnover rates in specific roles. Develop predictive models to anticipate future hiring needs and proactively build your talent pipeline accordingly. Being prepared for anticipated hiring needs minimizes disruptions and ensures you can fill critical roles quickly.
Re-engage Former Employees: Maintain a database of former employees who left on good terms and performed well during their tenure. Reach out to these ‘boomerang’ employees when suitable positions arise. Highlight the improvements or changes within the organization since their departure. Former employees already understand your workplace culture and can often hit the ground running, reducing onboarding time.
Utilize Skills-Based Searches: Implement skills-based search capabilities within your ATS. Conduct regular searches for specific skills or certifications relevant to upcoming projects or roles. Quickly identify candidates who meet the criteria for specialized roles, ensuring you have a ready pool of talent with the necessary expertise.
MODERNIZE STAFFING MODELS
You can modernize staffing models to attract a younger audience by offering flexible work arrangements such as:
Remote and Hybrid Work: Enable technology support for remote work, even for traditionally in-person roles. Provide tools for seamless communication and collaboration.
Variable Shifts: Offer flexible shift options with varying start times, durations, and locations. Integrate self-scheduling apps to empower employees.
Gig Economy Integration: Introduce short-term contracts and freelance opportunities for specialized skills, allowing flexibility and quick scaling. Use this strategy for interim positions, employee leave, and vacations.
GET THOSE BOOMERANGS
Former employees who left for various reasons can be a valuable source of talent for future roles. They bring the benefits of familiarity with the organization’s culture and processes combined with new skills and perspectives gained elsewhere. Here are several ways to attract boomerang employees:
Create an Alumni Network: Develop a structured program to keep former employees engaged. This can include newsletters, social media groups, and regular events.
Highlight Success Stories: Share stories of successful boomerang employees to demonstrate the value of returning.
Offer Exclusive Resources: Provide alumni with access to professional development opportunities, industry news, and other resources to maintain their connection to your organization.
Conduct Comprehensive Exit Interviews: Use these interviews not just to understand why employees are leaving, but also to express openness to their return in the future.
Track and Analyze Data: Identify patterns in why employees leave and use this data to make necessary improvements.
Keep Records: Maintain a database of former employees who left on good terms and have potential to return.
Streamline Re-Hiring Procedures: Develop a fast-track process for rehiring former employees, including simplified application process and onboarding tailored to their previous experience.
Offer Competitive Packages: Provide attractive compensation and benefits packages that reflect the value of their previous and newly discovered experience.
Mentorship Programs: Pair boomerang employees with mentors to help them reintegrate and navigate any changes since their departure.
Organizational Changes and Improvements: Discuss how the company has made changes to policies and practices that may have had influence on an employee’s decision to leave previously.
First-To-Know Job Postings: Ensure that alumni are among the first to know about new job openings through targeted emails or alumni portals.
Alumni-Exclusive Events: Host job fairs or networking events specifically for alumni to explore returning opportunities.
RETAIN AND INCENTIVIZE YOUR BEST
Retaining and incentivizing your top talent is just as crucial as attracting new employees. By implementing strategic retention and incentivization programs, healthcare companies can build a strong pipeline of future talent. Here are some practical strategies to achieve this:
Benchmark Salaries: Regularly review and adjust salaries to remain competitive within the industry.
Continual Education Programs: Provide access to workshops, certifications, and advanced degree programs.
Mentorship Programs: Pair new hires with experienced professionals to foster growth and retention.
Flexible Scheduling: Implement shift flexibility to accommodate personal needs.
Performance Bonuses: Regularly reward employees who meet or exceed performance metrics.
Employee Recognition Programs: Celebrate milestones and achievements publicly within the organization.
Clear Promotion Pathways: Outline the steps needed for career progression and actively promote from within.
Leadership Training: Invest in training programs that prepare employees for leadership roles.
Mental Health Support: Provide access to counseling services and mental health days.
Physical Health Initiatives: Offer gym memberships, wellness challenges, and healthy lifestyle workshops.
Feedback Mechanisms: Implement regular feedback loops to address employee concerns and suggestions.
Modern Tools: Ensure employees have access to the latest technology and tools to perform their jobs effectively.
Training on New Technologies: Regularly update training programs to include new technologies and practices.
Team Building Events: Organize regular team-building activities to foster a sense of community.
Volunteer Opportunities: Encourage and facilitate employee participation in community service.
Identify Future Leaders: Regularly assess and identify employees with high potential.
Talent Development Programs: Create tailored development plans for high-potential employees to prepare them for future roles.
INNOVATE
Leveraging the latest technology is essential to attract and engage the next generation of talent. Here are strategic examples of how healthcare companies can evolve and keep up with the latest trends in recruitment and marketing technology.
Use Generative AI: From synching calendars and scheduling interviews to site personalization and action-based remarketing, using AI for its ability to create is not new for Talent Acquisition teams. Today, it’s power is in helping to write better job descriptions, create content that serves as answers to real FAQs, and to reduce or remove recruiter’s administrative tasks. Understanding and starting to use this technology now will give you a competitive edge in the months and years to come.
Implement AI-Powered Talent Sourcing: AI can streamline the recruitment process by identifying and engaging potential candidates more efficiently than traditional methods. For screening resumes, AI algorithms can quickly sift through thousands to identify the most qualified candidates based on predefined criteria, reducing time-to-hire, and ensuring a focus on high-potential applicants. AI can analyze historical hiring data to predict which candidates are most likely to succeed in specific roles, enabling more informed hiring decisions. And AI-driven chatbots can handle initial candidate inquiries, schedule interviews, and provide instant feedback, enhancing the candidate experience and freeing up recruiters to focus on more strategic tasks.
Leverage Virtual Reality (VR) for Immersive Job Previews: VR technology offers a unique way to give candidates a realistic preview of the work environment and job roles, which can be particularly effective for younger talent who value experiential learning. You can create VR tours of your healthcare facilities to showcase the work environment, culture, and advanced medical equipment. This helps candidates visualize themselves in the role and can be a deciding factor in their job choice. You can also develop VR simulations that allow candidates to experience a day in the life of various healthcare positions. This not only helps them understand job expectations but also assesses their skills and suitability for the role.
Engage with Candidates through Virtual Career Fairs: Virtual career fairs offer a flexible and cost-effective way to connect with a wide pool of young talent. Many platforms allow you to set up virtual booths where candidates can interact with recruiters, attend live Q&A sessions, and access informational resources. Live Chat and video conferencing tools can be used to engage with candidates in real-time, answer their questions, and provide immediate feedback.
MEASURE AND OPTIMIZE
Pipeline building is an ongoing process, not a one-time fix. Track key metrics such as website traffic, social media engagement, and application conversion rates to measure the effectiveness of your efforts. Continuously refine your strategies based on data and adapt to evolving industry needs. Here are a few ways to leverage data in pipeline building:
Utilize Predictive Analytics: Predictive analytics can forecast future hiring needs based on historical data and industry trends. This allows organizations to anticipate shortages and address them proactively.
Track Recruitment Metrics: Key metrics such as time-to-fill, cost-per-hire, and quality-of-hire provide insights into the effectiveness of recruitment efforts. Regularly reviewing these metrics helps refine strategies and improve outcomes.
Source Analytics: Identify which sourcing channels yield the most qualified candidates. Focus efforts on high-performing channels to optimize recruitment marketing budgets.
Building a strong talent pipeline is an investment in the future of your healthcare organization achieved only through a strategic, multi-faceted approach. By adopting these strategies, you'll be well-positioned to attract and retain the critical talent you need to deliver exceptional patient care now and for the foreseeable future.
