Even before the COVID-19 pandemic, the healthcare industry was facing some serious workforce challenges. An aging population (and workforce), major staffing shortages, mounting financial concerns, and the demand for highly specialized skill sets represent just a few. The pandemic only exacerbated these issues, while creating new recruitment and talent management challenges.
To help you navigate these shifts amid the backdrop of the pandemic, we surveyed both hiring decision makers in the healthcare industry along with hundreds of clinical and operational healthcare staff to find out what the hiring climate will look like in 2022.
Even before the COVID-19 pandemic, the healthcare industry was facing some serious workforce challenges. An aging population (and workforce), major staffing shortages, mounting financial concerns, and the demand for highly specialized skill sets represent just a few. The pandemic only exacerbated these issues, while creating new recruitment and talent management challenges.
To help you navigate these shifts amid the backdrop of the pandemic, we surveyed both hiring decision makers in the healthcare industry along with hundreds of clinical and operational healthcare staff to find out what the hiring climate will look like in 2022.
Even before the COVID-19 pandemic, the healthcare industry was facing some serious workforce challenges. An aging population (and workforce), major staffing shortages, mounting financial concerns, and the demand for highly specialized skill sets represent just a few. The pandemic only exacerbated these issues, while creating new recruitment and talent management challenges.
To help you navigate these shifts amid the backdrop of the pandemic, we surveyed both hiring decision makers in the healthcare industry along with hundreds of clinical and operational healthcare staff to find out what the hiring climate will look like in 2022.
What does the future workplace look like for clinical, administrative, and operational staff, and how can you keep them engaged in a work environment that has forever been changed? Here's what we learned:
Addressing talent turnover when healthcare professionals are leaving the profession:
73% of employers have experienced more voluntary turnover in 2021 than in previous years
41% of healthcare organizations said finding clinical staff was their top hiring challenge of 2021
About 1 in 5 healthcare workers have left medicine since the pandemic began
Pandemic burnout is taking a toll on staff:
As a result of the pandemic, employee expectations have shifted drastically—and healthcare professionals are in search of new opportunities that can better meet their needs. With plenty of job openings available, employers who can’t meet these expectations risk missing out on (and losing) great talent.
As a result of the pandemic, employee expectations have shifted drastically—and healthcare professionals are in search of new opportunities that can better meet their needs. With plenty of job openings available, employers who can’t meet these expectations risk missing out on (and losing) great talent.
Here's what job seekers ranked as their top considerations in a new job:
said that their primary concern is receiving competitive compensation
are looking for an employer who can give them a more flexible schedule
want a work environment where they are treated with respect and humanity
want a workplace where their health and safety is taken seriously
The demand for hybrid work is rising.
Virtual interview processes are here to stay.
Healthcare professionals are learning new skills, which may drive the desire for continued professional development.
The settings where professionals are looking for work:
Outpatient (58%)
Hospital (49%)
Telehealth (40%)
Long-term care (20%)
Managed care (19%)
Home care (17%)
Healthcare professionals are open to a diverse range of roles:
Contract (64%)
Full-time (63%)
Per diem (55%)
Travel (47%)
Diversity, Equity, and Inclusion (DE&I) is central to talent attraction.
The demand for hybrid work is rising.
Virtual interview processes are here to stay.
Healthcare professionals are learning new skills, which may drive the desire for continued professional development.
The settings where professionals are looking for work:
Outpatient (58%)
Hospital (49%)
Telehealth (40%)
Long-term care (20%)
Managed care (19%)
Home care (17%)
Healthcare professionals are open to a diverse range of roles:
Contract (64%)
Full-time (63%)
Per diem (55%)
Travel (47%)
Diversity, Equity, and Inclusion (DE&I) is central to talent attraction.
The pandemic has intensified burnout amongst healthcare professionals—challenging the resiliency of all healthcare organizations. As practitioners and non-clinical staff are pushed closer to the brink, the entire industry must brace for a wave of high turnover. Or, act quickly.
Increased levels of stress and burnout can have consequences beyond turnover—they can result in poor patient outcomes and impact an employee’s ability to provide safe care. As the pandemic continues to evolve, healthcare professionals are having a more difficult time managing their mental health.
Burnout is driving the Great Resignation in healthcare
Healthcare organizations cite employee burnout as their #1 challenge to employee retention
37% of clinicians are considering leaving the workforce, while 47% of them are considering a new career path as a result of the pandemic
Over one third (35%) of clinicians have considered switching to a non-clinical role as a result of the pandemic
professionals have said their mental health has been negatively impacted
of healthcare professionals say they are not able to unplug from work
of employers stated that employee morale has been low
of employers said that employees struggle to maintain work-life boundaries
68% of professionals report that their organization does not offer any mental wellness initiatives
Only 39% of healthcare organizations have expanded mental health benefits + support programs as the pandemic has evolved
The pandemic has required healthcare organizations and professionals alike to adapt and be flexible. While there may be a push to refocus on core operations or re-instate pre-pandemic processes, there’s no going back—only forward. As we transition to a “new normal,” organizations should reflect on what worked and how employees have been impacted, and remain open to change.
This is especially true when it comes to your strategies for attracting and retaining talent. Hiring and maintaining the appropriate staffing levels can help with continuity of care, employee morale, and the bottom line. Ensure you are set up for success by considering these tips for hiring and talent engagement.
The pandemic has required healthcare organizations and professionals alike to adapt and be flexible. While there may be a push to refocus on core operations or re-instate pre-pandemic processes, there’s no going back—only forward. As we transition to a “new normal,” organizations should reflect on what worked and how employees have been impacted, and remain open to change.
This is especially true when it comes to your strategies for attracting and retaining talent. Hiring and maintaining the appropriate staffing levels can help with continuity of care, employee morale, and the bottom line. Ensure you are set up for success by considering these tips for hiring and talent engagement.
Lack of work-life balance
Higher compensation elsewhere
Lack of flexible work options
Burnout from being overworked
Lack of work-life balance
Higher compensation elsewhere
Lack of flexible work options
Burnout from being overworked
As clinical shortages reach critical levels, you must be more flexible when assessing candidates. While there’s some criteria that may be critical, keep an open mind about candidates with the right foundational skills and personality traits for the role. Hiring for potential and nurturing less experienced talent can also have a positive effect on retention.
Whether you have a hard-to-fill opening, a highly specialized need, or a large volume project, collaborating with a healthcare staffing partner can be a strategic move. With access to a pipeline of qualified candidates, unique market insight, and other hiring resources, they can efficiently connect you with the right talent and help guide you on best practices for talent attraction and retention.