With our aging population, the need for more specialist nurses, skills gaps from retiring experienced nurses, and the increase in chronic health conditions, our healthcare industry faces a number of tough recruitment challenges. Here’s how to overcome them and recruit top healthcare talent.
According to some of the latest statistics from Australian Institute of Health and Welfare, 50% of Australians have a chronic health condition, our average life expectancy is 80.4 years of age and we spent $170 billion on healthcare between 2015-16.
With our increasing and aging population, these statistics have a real impact on Australia’s healthcare industry. Susan Muldowney reporting for Seek explains the unique set of challenges in recruiting for the healthcare industry.
“The healthcare and medical industry accounts for more than 11% of Australia’s total employment and faces unique challenges. The Federal Government’s 2015 Intergenerational Report shows that health expenditure per person is projected to more than double over the next 40 years and demand for nurses, for example, is expected to far exceed supply. A recent Government report on the health workforce shows a projected shortfall of approximately 85,000 nurses by 2025, and 123,000 by 2030 under current settings.”
So, if you’re trying to find top healthcare professionals, here are some strategies to overcome some common challenges unique to your industry.
Talent scarcity
Our aging population is a key issue that is increasing demand for skilled health professionals. Specialist roles in nursing, such as mental health, paediatrics and theatre are in high demand, and without major changes in education and training systems, the industry is destined to continue on a path of talent scarcity.
“Despite the pressure facing Australia’s healthcare and medical sector, its performance is among the best in the world. In 2014, for example, Australia ranked sixth in the world in terms of healthcare efficiency and was rated seventh in life expectancy. However, recruitment for in-demand roles remains a challenge.”
As Muldowney reports, the retirement of experienced nurses is also a challenge creating a knowledge gap where recruited graduates aren’t up to specialist level by the time the older workforce retires.
Larry Alton reporting for The Undercover Recruiter explains, “while there’s no way to prevent boomers from retiring, healthcare organisations should begin developing proactive recruitment strategies that prepare for their departures. This will ease the burden associated with having to continually hire new individuals to fill vacant positions that are left behind by senior-level employees.
Hospitals, clinics, aged care and other healthcare providers must revamp their approach to hiring to create an enticing benefits package and perks to make individual positions more attractive. The best way to promote this is by promoting a strong employer brand.
Highlight the benefits you offer other than salary, for example, career progression, flexibility, workplace wellness programs and employee social events. Articulate and promote your unique difference from your talent competitors, and amplify your unique message on your careers website, in your recruitment advertisements and through your social channels.
Being proactive will ensure your success in healthcare recruitment. In addition to promoting your employer brand, you should also be building and engaging a talent pipeline. Develop relationships with local educational institutions, and stay in touch with high-potential candidates who applied for previous roles and great people who have left your organisation for other opportunities. Nurture your pipeline and keep them engaged through emailing marketing and your social media channels. This way, you’ll have a warm and qualified group of potential candidates to market new roles to and fill your positions more quickly.
Education or experience?
Alton also reports that there will always be a dilemma between education and experience in the medical field. Do you take the candidate who just recently graduated and only has one year of experience, but has a master’s degree from the number one ranked program in the country? Or do you take the candidate who has a degree from a low ranking institution, but has 12 years of experience?
“Issues like these can bog down the recruitment process and muddy the waters, so to speak. The key is to create a balance in your organisation. You want a healthy mixture of young, academically inclined employees, as well as those with on-the-job experience.”
Attracting new graduates
Hiring graduates is a cost-effective strategy that can invigorate and add diversity to your workforce. However, graduates are in high demand and this talent pool can be snapped up quickly.
Keep in mind that many choose to work with institutions and healthcare providers where they have done their internships – so consider adding internships as part of your overall recruitment strategy. (Internships can be a game-changer for your talent pipeline but they come with risks and time commitments, as you will need to structure their program thoughtfully and get buy-in from your people who will be guiding them through their learning goals. Not all your interns may prove to be a great fit and those you offer opportunities to may not return.)
Establish partnerships with local universities and programs to reach students before they graduate and stay competitive.
Recruiting for remote locations
Attracting healthcare professionals in remote locations is an added challenge. If you’re in this situation, you’ll need to use every strategy at your disposal! This is where, again, employer branding comes to the rescue.
Muldowney shares the unique approach by Barwon Health: “Barwon Health has adopted a creative approach to enticing talent to its coastal home. Its annual summer recruitment campaign includes videos and social media posts featuring people who have relocated to Geelong and how the move has benefitted their lifestyle – whether it’s spending time on the beach at nearby Barwon Heads or visiting the coastal town of Torquay.”
This nets Barwon Health a great response, with potential candidates registering for job alerts and an increased following for them on social media channels.
Lastly, don’t overlook the importance of candidate care. Have a well-planned and thoughtful communication process is vital in promoting your employer brand (candidates who have endured poor experiences are more likely to share their opinion online and with others in their network, damaging your reputation and talent sourcing capabilities long term). Maintain good, ongoing relationships with candidates in your talent pool will ensure you’re able to find great talent quickly when you’re looking to fill important positions in the future.
Recruiting for healthcare positions can be challenging, but with a strong employer brand that articulates your unique offering, building and engaging a qualified talent pool, diversifying the experience levels of your employees, and upholding high levels of candidate care will ensure your recruiting success. Being proactive and long-term thinking is key to lower turnover, great job satisfaction and improved ROI for your recruiting efforts.
Sources
Australian Institute of Health and Wellness
The 4 challenges facing healthcare recruitment
Larry Alton
The Undercover Recruiter
Recruiting for the future: healthcare in focus
Susan Muldowney
Seek Insights & Resources