Top Healthcare Recruiting Trends for 2015
Healthcare recruiting is not an easy task. Filling positions at multiple facilities across three shifts, working with strict human resources regulations and handling high turnover are challenges that recruiters and employers battle when hiring for healthcare, says Meghan Doherty of HealthcareSource, a PreCheck talent management software integration partner.
June 2 is the National Association for Health Care Recruitment’s National Health Care Recruiter Recognition Day, which is the perfect time to look at the trends and challenges recruiters face throughout the year.
Industry Trends That Affect Healthcare Recruiting
Changes to the way healthcare is provided and evaluated in the U.S. have had a continuing effect on the way organizations recruit and interview candidates, Doherty says. The Hospital Consumer Assessment of Healthcare Providers and Systems, for example, includes standardized patient evaluations of the care they receive. “Healthcare reform, specifically HCAHPS, is driving healthcare organizations to heighten their focus on patient satisfaction and service excellence by hiring and retaining quality talent.”
Trends such as population health, the rise of accountable care organizations and the rapid growth of express retail and urgent care facilities are pushing the need for new healthcare skills and roles, Doherty says. “Major growth is also expected in the long-term, post-acute and continuing care environments.”
On the administrative side, healthcare organizations are looking for people with data analytics and data maintenance skills, says Molly Moseley, Senior Vice President of Marketing for LinkUp Job Search. As healthcare organizations explore how data analytics can help improve their operations, they are looking for people with the skills to fill those positions.
And as healthcare hiring continues to heat up, one recruiting trend that’s emerging is social recruiting, says Joel Davis, Vice President and General Manager of Hiring Solutions at Doximity, a social network for physicians. Social networking makes it easier for recruiters to tap into a larger pool of potential candidates and compare their information.
Nurse and Physician Shortages
Experts say one of the biggest challenges recruiters face is dealing with nurse and physician shortages. Demand for registered nurses is expected to grow almost 20 percent between 2012 and 2022, according to the Bureau of Labor Statistics. And there will be a shortage of 45,000 primary care doctors and 46,000 specialists in the U.S. by 2020, according to the Association of American Medical Colleges.
Physician specialties the U.S. needs more of include emergency medicine, family medicine, occupational medicine and psychiatry, Davis says. There’s also a distribution issue: Urban areas have plenty of physicians, while rural areas lack specialists.
This poses a big challenge for recruiters, Davis says. Not only do they need to find the right doctor for the right position, but they must also put together enough incentives to justify a move. Davis says the difficulties healthcare recruiters face are comparable to those in the tech industry as companies scramble to hire good developers.
Doximity data show more than 85 percent of doctors are open to considering a new job, while only a little more than 10 percent are actively seeking new employment, Davis says. Recruiters who leverage their social networks can make connections with those physicians who may be open to changing jobs if the right one comes along.
Establish Excellent Hiring Practices
Writing good job ads is key to finding the right kinds of candidates for healthcare positions, Moseley says. Making the desired and required skills and experiences clear in an ad, writing a strong headline and highlighting your organization’s culture can all help ensure you attract the candidates who can be a good fit for your organization.
You can’t stop there, though, Doherty says. You also need to build an efficient and effective interviewing and hiring process to bring the best candidates on board.
These trends are significant now and will continue to affect healthcare recruiting beyond the end of 2015. Healthcare recruiters will need to adapt and improve their strategies and tactics to meet the challenges these trends present.