The healthcare industry needs people. Up to 47% of healthcare workers are planning to leave their jobs by 2025. To meet rising demands, the industry would need to hire 200,000 nurses each year. But healthcare presents unique obstacles when it comes to filling empty roles.
Healthcare has one of the longest time-to-hire rates. Organizations must comply with various regulations which add complexity and length to the hiring process. The red tape leads to frustration for candidates, increasing applicant drop-off.
Many specialized roles in healthcare require specific education and training. Employers face strong competition to attract qualified candidates, often driving high recruitment costs.
Healthcare provider turnover is currently 26%, double the national average. The industry’s staffing shortages cause burnout, stress, and further turnover, creating an ongoing cycle.
We’ve seen an increasing demand for remote work over the past year. But many healthcare jobs cannot be done remotely, widening the gap between the supply and demand for healthcare providers.
Grace worked as a registered nurse for four years in Dallas. After the pandemic exacerbated nurse shortages, she often worked 12 hour shifts and was overwhelmed with being assigned six patients at a time. Her job was causing her mental and physical health to suffer, so she quit.
Grace became a per-diem nurse and now works on an as-need basis. She has full control over her schedule and has the freedom to turn down shifts. Many of her coworkers have also left traditional roles to become travel nurses, PRNs, or per-diem nurses to find better work-life balance.
The healthcare gig economy has seen a tremendous increase since the pandemic: travel nurses made up 23% of all hospital nursing hours in 2022.
The rise of the gig roles has proved the importance of flexibility for healthcare providers. Give employees scheduling autonomy and paid time off to appeal to candidate needs.
Provide visibility into your screening process and its progress. Consistent communication is crucial to building stronger relationships with candidates. In addition, leverage AI and data technology to increase the effectiveness of sourcing and managing candidates.
The high-stress environment of healthcare has led to burnout for 55% of front-line workers. Mental and physical health are top priorities for jobseekers today. Be specific about your plans to promote work-life balance. What are your nurse-patient ratios? Are there mental health resources? Demonstrate exactly how you’ll care for your employees.
The competitive hiring landscape means you have to differentiate yourself. A compelling employer brand backed by personal stories will help candidates connect with your mission and people. Employer branding also helps boost workplace satisfaction and retention.
At Puck, our mission is to make hiring more human. We believe that people and their stories should be at the center of your employer brand strategy. Stay up to date on hiring trends with our newsletter.
