Healthcare and medical staffing recruitment must change

We've all seen the shortage of healthcare professionals headlines

They work in extraordinarily challenging times and expectations are high. Over the past eighteen months the general population has come to understand the importance of these professionals. Perhaps, in the past we might have taken them for granted and even thought of healthcare as more vocational than anything else. However, with so many people in the U.S needing life or death care more often perhaps we finally comprehend what healthcare professionals do and how much pressure and strain they are under.

Healthcare Professionals are quitting

This understanding may have come too late. We have seen a huge number of highly skilled professionals quit healthcare and many that have moved towards the end of their working life have felt it best to stop earlier. This will cause a massive hole that without change, agility and some creative thinking will be extremely difficult to fill. Photo: National Cancer Institute

It is obvious that recruitment within this sector must change

The approach to candidate search, interview, onboarding, post hire and retention must be more inclusive. There was a time when companies thought people should feel privileged to work for them. Attitudes have changed and with shortages increasing, candidates have more power. They are in the driving seat and will be looking at the benefits companies offer. This isn’t all about salaries either, although they continue to be of significant importance. ??A company brand and its ethics and morals with regard to diversity and inclusion, investment and how staff are treated all count.

Gen Z are moving into the workplace

They are far more political about decisions around careers and consumerism. These trends need to be managed and this white paper intends to offer some suggestions around how to manage these. For example there are lots of them and will very soon be the dominant population globally. You can expect more than one third of the total world population to be Generation Z. Photo: Zyanya BMO

They are incredibly diverse. According to Deloitte they have

‘an entirely unique perspective on careers and how to define success in life and in the workforce.’

This will mean that employers need to understand them and also their own efforts to be the best global citizens they can be. It is important for employers to do what they say and not just gloss over sustainability, climate change and nutrition in a brochure. They believe in diversity and inclusion, identity, and orientation. Therefore, employers need to show they are appealing to everyone in their marketing and branding. How you present an opportunity is going to be very important indeed.

The nature of work is being re-evaluated

People don’t start work, continue working in the same place and then retire. There are new economic and societal realities that have changed all of that. Healthcare staff, as one example may need to plan for a 50+ year career. It’s unlikely that people will be wanting to expend the same energy at the end of the career as perhaps they did at the beginning. Therefore, to continue a pipeline of talent sources perhaps it’s time to think what older workers can add that might be different to their current roles. How can we retain staff for longer without risking burn out is a key consideration now and moving forward.

Photo: Stefan Katrandjiski

We think Gen Z will have the ability to demand greater personalization in how they move along their career journey

For organizations to attract and retain the best and brightest of the generation, it will require a different mindset. To get the attention of Gen Z, employers must be ready to adopt a speed of evolution that matches the external environment. That means developing robust training and leadership programs, with a real and tangible focus on diversity. If you need help we are here. Do give me a call and we can start a no obligation conversation about your hiring needs.