How Healthcare Employers Can Manage Nursing Talent More Strategically

Nurses are a critical part of the healthcare workforce, so the ongoing nursing shortage is a big challenge. Research by the American Association of Critical-Care Nurses says that while nurses report being highly satisfied with their career path, 54 percent said they plan to leave their current job within three years.

PreCheck Celebrates National Nurses Week 2019 with Merlessa Rosacina

This week, National Nurses Week, is an annual event held May 6-12 to not only honor the late Florence Nightingale, the founder of modern nursing, but also to celebrate the nursing profession and the important role nurses play in providing the highest level of quality care to their patients. This year’s theme, “4 Million Reasons to Celebrate,” aims to recognize the vast contributions and positive impact of America’s four million registered nurses as well as their ongoing commitment to their work.

How Healthcare Employers Can Invest in Strategic Workforce Planning

Healthcare organizations are facing a workforce crunch. The combination of an aging population and the Affordable Care Act’s expansion of access to healthcare has increased the need for health services and resulted in employee shortages throughout the industry.

A job candidate’s journey with a company from application to hire (or not hire) is no longer just a process, it’s an experience. As a job seeker travels through the different recruitment phases—sourcing, interviewing, screening, hiring and onboarding—they naturally develop their own perception or opinion of your company. Whether it’s a positive or negative experience, it can have a lasting impact on your employer brand.

With the combination of an aging workforce and a growing demand for services, the ongoing search for talent will continue to rank among the top human resources concerns for healthcare organizations through 2019 and beyond. 

While the talent shortage alone would be enough to test HR departments for the next several years, ongoing digital transformation and the incorporation of emerging artificial intelligence and automated tools — particularly in the recruiting space — are forcing further adaptation.

Healthcare organizations have one mission—to provide quality care to patients. And nurses are integral to accomplishing that mission.

Millennials now make up the largest proportion of the American workforce, at 35 percent. And Generation Z, people born after 1996, represents another massive wave that has begun joining the workforce. There are an estimated 61 million members of Gen Z — bigger than Generation X and two-thirds the size of the baby boomers’ population.

Workforce issues remain a key concern for healthcare employers as we navigate through an era of change, transformation and uncertainty. From talent shortages to demographic changes and consolidation to emerging technologies, these are just a few of the factors and implications for the way hospitals, health systems and other related entities need to staff their organizations.

Healthcare organizations have long been under distinct industry-specific pressures, and human resources professionals in healthcare need innovative approaches to manage those challenges effectively. As healthcare companies cope with an aging customer base, expanding coverage and an avalanche of new technology opportunities and concerns, HR departments will be forced to play an even larger role helping companies and workers adapt to these evolving conditions.

The intense competition to hire for healthcare organizations shows no signs of abating, as demand for care increases while more baby boomers are retiring every day. As a result, too often healthcare companies find themselves hiring haphazardly, taking into account a candidate’s qualifications but not how they will fit with the company’s culture.

A new mindset is to have a “holistic” recruiting strategy. It’s an idea that has been talked about in broader human resources circles, but is just making its way to the healthcare sector. Here’s what you need to know.

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