The global healthcare sector is undergoing a period of unprecedented transformation, driven by technological advancements, demographic shifts, and evolving patient needs. Among the chief concerns is the looming shortfall in healthcare workers. This is a trend that MRINetwork recruiters who specialize in healthcare have been addressing even before the need became so acute, filling more than a thousand positions over the past two years. Their expertise, as well as their connected network of viable candidates, has allowed their clients to acquire top talent and gain traction in the marketplace.
In addition to seeking the assistance of skilled recruiters, providers looking to help improve their recruitment and retention have a responsibility to transform their care models and redesign jobs, according to Deloitte research. Some options to consider include:
- Investing in technology to give time back to workers. Optimizing clinicians’ workflows by removing low-value activities can be a quick win. New work modalities, such as virtual nursing, which take advantage of remote work possibilities and lessen demands on bedside nurses are longer-term investments.
- Fundamentally rethinking where care is delivered. As more care moves out of hospitals and into outpatient and other alternative sites of care, be innovative about staff allocation and preparation and design staff development programs accordingly.
- Redesigning work teams. Implement comprehensive interdisciplinary care teams that take advantage of team members’ strengths, bring in more assistive clinical workers, and allow each person to operate at the top of their license.
- Injecting flexibility into jobs. The solutions range from flexible schedules and job-sharing to work models that formalize opportunities to intermix bedside work with other types of work.
- •Customizing retention strategies. Listening and addressing clinicians’ concerns and needs can help boost retention. Some workers may want more recognition or flexible scheduling, while others want higher pay for expertise or increased effort.
- Expanding reliance on advanced practice professionals. Government orders during the pandemic granted many nurse practitioners expanded roles. Organizations can build on these measures by filling gaps with less traditional care providers like advanced practice professionals, social workers, pharmacists, and community health workers in lieu of primary care physicians.
- Integrating workforce planning and strategic planning. Understand how emerging technologies and consumerism affect the workforce and the nature of the jobs that clinicians perform. Encourage change but do it in a way that supports your workforce.