Leading off in trends impacting healthcare recruiting in 2019 is, of course, the talent shortage. The inability to find qualified candidates isn’t a fresh challenge. In fact, the pressure keeps growing as the gap between open healthcare jobs and qualified candidates continues to expand. More than 90% of hospital executives say the healthcare talent shortage is top of mind.
1. Digital Hiring & Employer Brand Strategies
So what’s changing in the coming months? Healthcare TA teams are zeroing in on digital hiring to help their organizations respond to the talent crisis. Advanced interviewing platforms that integrate AI-enabled virtual hiring assistants and automate routine tasks like interview scheduling are accelerating candidate engagement with a faster, more convenient, mobile candidate experience.
Healthcare organizations are also ramping up employer branding strategies in response to the talent crisis. Healthcare recruiters not only have to reach their candidates faster, but they need to quickly build a connection. They want candidates to quickly realize their organization is the best fit and their best career move forward. Last year, though eight in ten had some careers information on their website, just 15% of healthcare organizations had a comprehensive career portal. It’s likely that percentage will rise rapidly this year. And, TA teams will be striving harder for a consistent, concise and relevant employer brand message in every facet of their organization’s online presence.
2. Emphasis on Physician Recruitment
Nurses are not the only healthcare professionals in short supply. According to projections, there is a growing shortage of physicians which may exceed 100,000 in the next several years. Currently, the average time to fill for a physician is 14 months. That’s expected to increase as healthcare organizations feel the effects of an increasingly competitive talent market. It’s likely recruiters will be filling more telemedicine roles, and they may invest more resources in building talent pipelines with younger candidates still in medical school.
3. Pressure to Increase Diversity
TA leaders in many sectors, including healthcare, are under pressure to increase diversity through hiring. Better financial performance associated with a more diverse workforce is certainly one driver. In healthcare, workforce diversity can also impact health outcomes, since patients are more likely to seek care, follow prescribed treatments and be satisfied with their care when they share the same or a similar background as their healthcare professionals. It’s well documented that on both the clinical and business sides, healthcare organizations lack diversity. Eighty-four percent of healthcare leaders believe that by 2022, their organization will be committed to building a workforce that mirrors the diversity of their communities.
Healthcare recruiters are already implementing technology-driven strategies to increase diversity at all points in the hiring cycle. Unbiased candidate review that’s integrated with a video interviewing platform is one AI-enabled solution being used on the frontlines of healthcare recruiting. This application masks candidate identifier information while hiring managers are reviewing on-demand interviews and making the decision to advance candidates.
Other technologies that can increase diversity in healthcare hiring in 2019 include:
- Applications that remove biased language from job descriptions
- Applications that enable blind job auditions
Read our blog to learn more about the state of diversity recruitment in healthcare.
4. Increasing Use of AI in Healthcare Recruiting in 2019
As AI technologies continue to evolve, healthcare organizations are becoming more comfortable integrating them in the hiring process, especially for administrative tasks that don’t require in-depth decision-making. AI-enabled interviewing platforms can help healthcare recruiters respond more effectively to many of the challenges outlined above. To learn more about ways AI is changing hiring for the better, download our latest research report, State of AI in Talent Acquisition.
5. The Rise of Value-Based Care
More healthcare organizations are transitioning to value-based care, a patient-centric approach with high potential to significantly reduce healthcare costs while also improving access to quality care. The value-based care model can be a win-win for healthcare organizations and their patients, but to drive it, organizations need senior business and clinical leaders with specific skills and experience. For business roles, healthcare recruiters are looking to engage candidates with expertise in data analytics, population and public health, mergers and acquisitions, and business diversification. On the clinical side, healthcare organizations need leaders who understand the operational side of healthcare and can build strong relationships with all healthcare stakeholders – patients, providers, business partners and administrative leadership. Value-based care changes the profiles of ideal candidates in many healthcare roles.
6. Increase in Telemedicine
Telemedicine is one of the fastest-growing segments in the industry. It covers a range of approaches to delivering healthcare to patients remotely via technology. Some examples include:
- Remote monitoring of patients’ vital signs within their homes
- Video chats with primary care physicians or specialists in a different clinic or location
- Nurses accessible for patient questions and triage via an 800 number
- Psychiatrists, speech pathologists, and others providing healthcare services via video call
Like value-based care, the benefits to patients and healthcare organizations are huge, but delivering care remotely requires additional capabilities. Healthcare recruiters must find candidates with strong communication skills, and expertise in integrating multiple data streams as they evaluate patients. Candidates also need to be comfortable using video, email and mobile app technologies as the primary method for patient communication.