The healthcare sector is always struggling to find quality talent to service the aging population. Social assistance and aged care are the two subcategories in healthcare that need trained nurses and doctors to aid with patients’ care needs. Strategies for recruiting in healthcare should always be innovated with the ever-prevalent social assistance workforce shortage.
First, we will understand more about the healthcare workforce landscape. Then, we will examine the key challenges in recruiting before discussing innovative solutions for hiring in the healthcare sector.
Understanding the Healthcare Workforce Landscape
The skyrocketing aging population means that more skilled healthcare workers are needed over the coming years to care for the elderly who will need the most patient care in the medical sector. Between the 2010 to 2020 Census, the number of individuals in America rose to 55.8 million, which was a 38.6% increase over these ten years.
Hence, workforce planning in aged care initiatives is more important than ever as the healthcare industry attempts to meet the demands of talent shortages as the population ages. Recruitment teams throughout healthcare organizations always evaluate current staff to ensure they have the talent and professionals necessary to meet patient care needs. If not, they are turning to temporary healthcare staffing solutions to meet immediate patient demand without hindering services.
Some regions throughout the country are experiencing a social assistance workforce shortage. The field’s usual low salaries and high demands make people less desirous of entering it as a career choice, causing a lack of qualified candidates because of workplace stress.
Key Challenges in Recruiting
Recruiting challenges in healthcare can cause cumbersome journeys while overcoming them. Not as many healthcare professionals want to enter the aged care or social assistance sectors because they are less appealing than other workplace opportunities like surgery and physical therapy. The aged care and social assistance sectors are sometimes more stressful, with a lower pay threshold than other healthcare jobs, which reduces their appeal. Here are the main challenges in healthcare recruiting for these two most popular sectors.
Talent Shortages
The aging population has a higher likelihood of contracting various chronic conditions like heart disease, diabetes, and various types of cancers. Specialists who handle treating these chronic conditions are few and far between. Organizations struggle to onboard talent specialists to handle these chronic conditions for elderly patients because nursing and general practice doctors’ opportunities are more popular than healthcare jobs requiring specialist knowledge.
High Turnover and Staff Burnout
It can be stressful working with elderly patients who are set in their ways and verbally fight for what they want in their patient care plan. Seeing older patients decline in their chronic health conditions can also be stressful for some healthcare personnel as they may not be able to handle seeing their patients slowly die mentally.
Because of these emotional demands and the overall workload of the aged care and social assistance sectors, there’s usually a high turnover rate and staff burnout. The high-stress work environments can cause a decrease in job satisfaction. Hence, healthcare professionals will be more willing to change organizations for a better cultural fit.
Negative Perceptions of the Industry
People considering their first career or a change in their current one may have negative perceptions about the healthcare industry. Have recruitment representatives outreach to colleges and universities to discuss the opportunities at your healthcare organizations. Answer questions honestly and transparently to help debunk the myths about the medical sector while building love and anticipation for helping others.
Baylor University reports that 60% of professional medical personnel experienced an act of violence in the workplace, mainly from a patient frustrated with their care. This could be another valid reason that potential entrants may steer clear of finding a healthcare career. While this is a true perception of the healthcare industry, it’s important to note that medical organizations have measures in place for any violent patients.
Innovative Solutions for Recruitment
Now that you know the three main challenges of recruiting for aged care and social assistance in healthcare, discover these innovative solutions for healthcare hiring.
Strengthening Partnerships with Educational Institutions
Partner with local educational institutions such as high schools, colleges, and universities. Have the recruitment team come into these educational institutions as guest speakers to talk about open opportunities at your healthcare organization and the challenges and rewards of a healthcare worker. Take it further by having internship programs where a college graduate can experience healthcare work firsthand. Offering scholarships to high school graduates and entering college students can also encourage them to enter the aged care and social assistance field.
Promoting Career Development Opportunities
Administrative or medical personnel at lower ranks in your healthcare organization can benefit from career development opportunities such as mentorship and other in-house training programs. Encourage current employees to move up in the company rather than quitting and moving on to another organization for better workplace opportunities.
Leveraging Technology
Advanced recruitment technologies can reduce time-to-hire and time-to-fill metrics to expedite hiring. Initiatives like targeted job ads, social media campaigns, and virtual job fairs can attract potential candidates quicker while enhancing candidate sourcing measures for a better talent pool.
Implementing Employee Wellness Programs
Since healthcare is a high burnout industry, don’t forget to institute employee wellness programs. Allow for flexible scheduling for employees if there’s a special family event or a family member needing care at home. Whatever the reason, employees like having a say in their schedule so that it balances with their life outside of the workplace. Also, providing resources for mental health support is very important, especially when working with the elderly, who are more prone to pass away in the aged care medical sector.
Creating a Positive Work Culture
A positive work culture goes a long way in refining recruiting in healthcare strategies. Maintaining a positive work culture enhances job satisfaction in a high-stress work environment. Recognize employees when they make a substantial contribution to the company. Hold regular team meetings to improve the team dynamic amongst administrative and medical personnel. Keeping communication lines open across all seniority levels ensures higher team morale.
