One of the biggest challenges in healthcare hiring is the workforce. A skilled and competent workforce is essential for a functioning service, and happy employees make a positive difference in patient outcomes and care. Sustainability is a growing challenge for employers, but creative solutions exist.
The Challenges with the Healthcare Workforce
There are significant challenges in the healthcare workforce today. Service demands are high with increased populations, particularly older people living longer. With 85% of Americans over 60 living with one chronic condition and 60% of these having at least two disorders, case management is not only increasing but significantly more complex. Complex care needs a specialist clinical knowledge base. However, it also increases the demand for services. Most health organizations have a high staff turnover for various reasons. For example, many nurses from the baby boomer era are retiring, with fewer trained replacements.
There’s also a question of whether people in other roles, such as unlicensed staff and LPNs (licensed practical nurses), are being used to their full potential. What else could these individuals do to free up nursing time for more specialist work? The days of healthcare hiring more staff to fill gaps are no longer sustainable because skilled workers are no longer available. Salary costs have increased, especially for smaller organizations. Innovative and flexible solutions are needed to meet future demands and create a sustainable workforce.
The Need for a Strategic Workforce Approach
Any approach to workforce planning must be strategic so that organizations work collaboratively and issues like training requirements and certifications are consistent. Simply reviewing roles and responsibilities allows employees to contribute to future design and opens up conversations on what can change, improving efficiency. Some jobs will always belong to a registered nurse, but an LPN could do others, such as basic nursing care or assistance with administration.
LPNs focus on practical nursing care. So, they have immense potential to be used in clinical environments, especially as you consider the future workforce. LPNs can focus on generic nursing, or employers can adapt their job profile to work in a more specialist role, such as assisting an endoscopy nurse. The LPN is on a lower salary than a registered nurse, so spending less is an opportunity to rethink those roles and responsibilities.
Technology is a critical part of any workforce planning today. Therefore, appraising any opportunities is essential. For example, artificial intelligence is transforming healthcare in hospitals and clinics across the USA. AI is used to predict high-risk patient trajectories, develop treatment plans, and perform diagnostic tests. Telemedicine and virtual assistant roles also use AI. Workforce planning must embrace technology and integrate it into new roles.
Cross-functional teams are essential for a flexible workforce. Examples include rotational posts, which give LPNs and registered nursing staff additional skills. They can also cross-cover departments when needed, reducing the need for locums. In addition, employees are exposed to different departments, allowing staff to develop and grow in their careers. Competence frameworks help staff move from one team to another, especially when standards are consistent.
How MRINetwork Can Help
In a fast-moving environment, especially with technological advances and a pressing demand for services, it is vital to seek expert support. The MRINetwork has significant insights into successful and sustainable recruitment and the trends impacting professions today. For example, looking at clinical skills when recruiting staff is essential and focusing on softer skills such as how that person communicates. Then there’s the type of specialist you’ll need to be able to care for an aging population. Some job profiles need to change because of new developments in care. Insights such as the impact of AI on elder care will inform and shape your recruitment strategy to be sustainable.
Once you have insights and a view of relevant trends, you can redesign and reimagine those roles for your future workforce. For example, the over-70 population likes telecare, so knowing that helps you position LPNs and RNs to operate in a virtual world. It also makes care more efficient. Introducing new ideas and concepts to safely and effectively care for people will also make the job more enjoyable for the staff.
Partnering with other organizations is effective when developing long-term healthcare hiring solutions. For example, working with others helps share ideas and innovations and can provide developmental opportunities such as secondments. Collaborating on training programs is another opportunity. Sharing resources will keep standards consistent and make education more economical. Long-term health strategies include career pathways. For example, by recruiting LPNs and developing them, some may progress to RN training. Some organizations support employees through career pathways, which makes people more likely to stay working there. MRINetwork has many solutions for workforce planning and can advise on the best solutions for your needs.
Takeaway: Rethinking Workforce Strategies is Crucial to Building a Sustainable Workforce
Rethinking workforce strategies has never been more critical to ensure you have a competent and sustainable workforce that benefits the patients in your care. Rethinking roles and responsibilities, embracing and integrating technology, and collaboration are all part of the new way of working in healthcare to address the increased demand for services. MRINetwork has creative ideas to help you develop an effective strategy to recruit and retain the best clinicians for your organization. Reach out and see what we have to offer.