The healthcare industry tends to attract some very special people. Whether directly involved in patient care or working hard behind the scenes, healthcare employees put their hearts into their jobs.
However, the demands of the healthcare industry can put a lot of pressure on your people. Stress and burnout are commonplace, which can lead to lower engagement and higher rates of employee turnover. When left unchecked, these issues can develop into a serious staffing crisis.
That’s why it’s important to take a step back from the busy day-to-day of healthcare work and consider your long-term people strategy. Are you doing everything possible to attract and retain top talent?
The challenges of hiring and retaining healthcare workers
The world of healthcare is still reeling from the pandemic. It’s not just frontline medical services either—all organizations have struggled with increased employee turnover, decreased staff morale, and a dwindling talent pool from which to hire.
Some of the stats are shocking. For example:
- Hospital staff turnover has been above 20% since the start of the decade
- Two-thirds of healthcare professionals say they don’t feel appreciated at work
- Health professionals working over 60 hours per week are twice as likely to experience burnout
- An extra 1.9 million healthcare staff are required each year to fill vacant positions
- One-third of healthcare professionals intend to leave their job in the next year, with 14% planning to quit the industry
These issues are in addition to the staffing and retention problems affecting every industry, such as quiet quitting and controversies about remote work. All in all, it’s a difficult time for many leaders and HR professionals.
5 Recruitment and Retention Strategies for Healthcare Organizations
However, there is good news. The right HR strategy can help keep your team engaged, while also making it easier to attract new talent. Here’s how.
1. Listen to feedback about the changing healthcare landscape
Working in healthcare can sometimes mean facing stark realities. For example, violence against healthcare employees has risen 25% in recent years, with patient-facing staff facing increased verbal and physical abuse. There have also been some positive changes, such as the rise in telemedicine making care more accessible. Plus, there are issues that impact workers in every industry, such as cost of living and the availability of remote work.
You may have responded to these individual issues, but have you taken a step back to review changes to the big picture? Your organizational culture has probably gone through some serious changes in recent years. Spend some time gathering employee feedback and learning where you are now.
Tips:
- Organize group meetings and town halls to discuss your organization’s current state
- Conduct stay interviews to learn more about the employee experience
- Use regular pulse surveys to get additional insights
2. Set clear expectations during the hiring process
For candidates, the hiring process starts the moment they see your job ad. That’s why it’s important to be clear about what you’re offering—and what you’re not. Work with your HR team and recruitment consultants to create job listings that outline each position’s compensation (including salary range), benefits, and professional development opportunities.
Clearly defined job descriptions are also essential during the interview process. Your hiring team will need to give clear information about what the responsibilities and duties that come with each position. If you don’t set these expectations early on, employees might feel overwhelmed or disappointed when they get to work.
Tips:
- Review job descriptions before searching for recruits
- Benchmark salaries and benefits against other local organizations
- Be prepared to discuss the role in detail during candidate interviews
3. Invest in onboarding and training
Onboarding is one of the most crucial steps in the hiring process. This is your chance to help new hires integrate into your culture and get off to a bright start. Employees who have a positive onboarding experience are 58% more likely to still be with the company after three years.
Professional development is the key to retaining staff in the long-run. Make sure that all of your team have career paths that are relevant to their professional ambitions. Offer training and resources to help them grow. If you’re investing in new technology, provide your team with upskilling support to help them stay up-to-speed.
Tips:
- Ask new hires for feedback about their onboarding, and then use that feedback to improve the experience
- Make career path reviews part of the employee annual review
- Offer a variety of options for learning, including eLearning and lunchtime seminars
4. Offer more work-life benefits
Burnout is a serious issue for healthcare employees. To build a resilient team, you’ll need to look at ways to tackle stress head-on. Some ideas include flexible working hours, access to wellness resources, Employee Assistance Groups, and support for childcare. Talk to your team and find out how you could support their work-life balance.
One of the most popular options here is remote work. Around 70% say teleworking makes a substantial difference to their work-life balance, while 56% believe that it improves their productivity. Working from home isn’t always possible in healthcare, especially when staff need to see patients, but employers would benefit from exploring the available options.
Tips:
- Review work from home and flexible working options for all staff members
- Speak to your benefits provider about well-being benefits
- Encourage team members to talk to their leader about work-life balance issues
5. Develop a positive culture
Healthcare professionals often work long hours in high-stress environments. Creating a positive, supportive work culture can help reduce burnout and improve employee retention. Encourage open communication between staff and management and provide opportunities for your people to give feedback through engagement surveys or regular check-ins.
Recognizing and rewarding employees for their hard work is also crucial. Whether it’s through formal recognition programs or simple gestures like thank-you notes, showing appreciation can boost morale and increase loyalty. Remember that a strong Diversity, Inclusion and Equity program is a key part of developing a positive culture.
Tips:
- Listen to employee feedback about the current state of your culture
- Share positive news and celebrate wins
- Invest in DEI and ensure that everyone feels welcome at work
Build a healthcare team for the future
Recruitment and retention in healthcare is tough, but it doesn't have to be impossible.
With the right approach to HR and recruitment, you can help your people avoid burnout, manage stress, and achieve their professional goals. For employers, that means better engagement, improved productivity, higher retention, and more success in the recruitment market.
It all begins by having the right HR talent in place. Book a call with a Helios HR consultant today and let's talk about how you can build the foundation for a great team!
