The challenge of hiring younger, qualified healthcare workers was exacerbated by the COVID-19 pandemic. Four years later, it still keeps hiring managers awake at night. To them, it feels like a different kind of pandemic: one that, unless effectively addressed, will leave lasting damage to their organizations and threaten quality patient care.
- A recent McKinsey & Company report projects that by next year, the United States could face a shortage of anywhere from 200,000 to 450,000 registered nurses.
- Another report, this one from Mercer, estimates a shortage of more than 3.2 million lower-wage healthcare workers – including home health aides, medical assistants and others – within the next few years.
Healthcare workers span generations, from Baby Boomers to X, Millenials, and Z. The key to stopping hiring bleeding is effectively integrating today’s recent grads and other young talent into the current aging workforce. To do so, you need to know what younger candidates and employees are looking for as they determine their next career step.
Benefit from the recent JCAHO deregulation.
The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) last year revised 14 of its standards. In the process, licensure and educational requirements became more lenient. This can help you focus on offering positions for young and entry-level professionals who previously failed to qualify to and thus meet your needs.
Share mission and purpose with your workforce.
Younger workers, in particular, want to feel like they’re making a difference – and know that their employer shares this commitment. Build your employer brand based on integrity, DEI, and social and community responsibility.
Offer growth and development.
Let your workers know they can grow their careers under your roof – and provide ample opportunities for them to do so. Use the latest technology to your advantage in this and all areas. Offer mentorships and coaching woven into your clinical and support programs. Consider tuition assistance and online education among your benefits.
Provide tailored benefits.
Speaking of benefits, be sure to actively listen and address each individual’s needs for not only financial security but also work/life balance and flexibility as you tailor the packages you offer. For starters, think of remote work opportunities, flex scheduling, shift swapping, part-time roles, job sharing, and/or hybrid work.
Keep communication lines open and build trust.
Ensure that two-way communications and expectations are crystal clear and that mutual trust cascades through your organization’s ranks.
As a preferred partner with Futuro Health, AlliedUP Co-Op offers cutting-edge educational programs, including certification training, clinics, externships, and more, to place healthcare professionals in first—and continuing-career jobs in their field. While helping young graduates stay on the growth track, it also assists employers in addressing staffing gaps.
Allied Co-Op’s Accelerator Program is another excellent resource. It implants more seasoned professionals in client facilities and provides training, mentoring, and a spectrum of related services.
Contact us today to learn more about these programs and the additional benefits of joining our co-op family.
