The Great Resignation has left many companies short staffed and forced to reevaluate their recruitment and hiring practices. This is especially true within the healthcare industry, where organizations have faced additional challenges attracting and retaining  employees in the face of the global pandemic.

Burnout is growing among healthcare professionals. Mercer’s report on the US healthcare labor market anticipates that over 6.5 million people working in the healthcare industry will not only quit their jobs, but leave the field entirely over the next five years, leaving behind a multitude of open positions.

But, there are tools available for organizations interested in overcoming these challenges. Putting these top hiring trends into action allows you to attract top talent, retain existing employees, and support long-term company growth.

1. Remote/virtual interviews are becoming the norm

The pandemic prompted an explosion in virtual recruiting and now it’s quickly becoming the norm. Remote interviewing allows healthcare organizations to reach and interview a broader pool of candidates. Tools such as digital assessments and data-driven analytics also offer a range of new remote solutions, allowing employers to further refine the recruitment process.

Job seekers generally appreciate the reduced amount of time and energy required for a virtual interview. Virtual recruiting can also lead to a more equitable hiring process, as found in this report by Handshake that claims, “Our study finds that women, students of color, and neurodiverse students find virtual career events and interviews to be less anxiety-inducing, easier to balance, and more accessible when compared to meeting with prospective employers in person.”

2. A strong employer brand is key

People prefer to work in an environment where they’re aligned with and inspired by the company’s mission, values, culture, and brand. This is particularly true in the healthcare industry, where employees are frequently motivated by a desire to improve health outcomes and make a positive impact on the lives of patients. 

Organizations interested in attracting motivated and dedicated talent need to evaluate what their brand and reputation are communicating. They need to ensure that their values are front and center and also communicated authentically.

3. Centering candidate priorities leads to results

At Vera we believe that centering the needs of patients leads to the best health outcomes. Likewise, centering the priorities of candidates is the path to effective recruitment.

First, healthcare organizations should develop an understanding of what’s most important to the candidates they wish to attract. This requires analyzing input from a variety of sources, including information from interviews, surveys, questionnaires, and further research. Candidates might prioritize:

• Safety considerations
• Flexible workplaces or schedules
• Work-life balance
• Salary, benefits, and perks
• Opportunities for growth
• Social impact

4. Diversity, equity, and inclusion (DEI) matter

Today’s candidates are leading the push for more diverse and inclusive workplaces, preferring to work for organizations where all employees feel welcome, respected, and safe. As healthcare professionals research potential job opportunities, they’re more likely than ever to consider each organization’s approach and philosophy around DEI, including whether or not hiring practices appear to be thoughtful and equitable.

Organizations that acknowledge the impact of health inequities and strive to address social determinants of health are also typically more attractive to potential employees who want their efforts to have a greater impact.

5. Retaining current employees should be a focus

Employees across industries are more likely to remain in their jobs when their employers invest in creating positive work environments and cultures. Meaningful benefits packages also play a role in job satisfaction, as do opportunities for advancement, growth, and education.

High rates of burnout make retaining healthcare workers especially challenging. The CDC found that, among 26,174 surveyed public health workers, 53.0% claimed they’d experienced symptoms of at least one mental health condition in the previous two weeks. 

At Vera, we’ve found that a people-centered focus allows us to better address the root causes of burnout. Our longer patient appointment times, emphasis on empathetic listening, and supportive care team structure also cut down on the stress that’s so common in healthcare environments. Investing in mental health is also key to job satisfaction, allowing us to provide our employees with the support they need to deliver meaningful care to Vera patients.