In the big picture of life, it’s safe to say – there is nothing more valuable than your health. That makes the massive machine that is the modern healthcare system the most important industry out there in terms of its value to humankind. But today’s healthcare industry is facing a near crisis level shortage of qualified workers to keep that massive machine running and as a result, the health and well-being of people everywhere hangs in the balance. It’s not an understatement to say that the shortage of healthcare workers is one of the biggest issues facing healthcare leaders and recruiters alike in the U.S., and across the globe in 2024.
With the demand for skilled healthcare professionals at an all-time high, recruiters in the healthcare industry are charged with filling the void of workers in a recruiting ecosphere that is more complex and time consuming than ever. Fortunately, there are strategies that healthcare recruiters can deploy to effectively navigate this growing challenge. But let’s start by taking a look at some of the key drivers behind the shortage.
Understanding the Current Workforce Shortage in Healthcare
The shortage of healthcare workers is being driven by a variety of factors. Factors which also play a part in the increased demand for healthcare services.
- Aging population – In 2021, 8% [i]of the population was age 65 or older. A number predicted to increase to 21% by 2030. An aging population requires more healthcare, straining an already overloaded system.
- Workers retiring – doctors and nurses are retiring faster than they can be replaced.
- Employee burnout – The pandemic accelerated mental, physical and emotional exhaustion of healthcare workers and pushed many to leave the profession
- Not enough instructors – U.S. nursing schools turned away nearly 92,000 qualified applications from baccalaureate and graduate nursing programs in 2021 due to insufficient number of faculty, clinical sites, classroom space, and clinical preceptors, as well as budget constraints.
- Lack of compensation – While there are excellent paying roles to be had in healthcare, the compensation versus the level of difficulty can leave a disparity in wages. Not to mention positions, such as those of physicians that require extensive education at an exorbitant cost.
Healthcare Roles with the Highest Demand but Shortest Supply
The shortage is affecting healthcare roles across the board but is particularly problematic in the following areas:
Physicians: It’s no surprise following the COVID 19 pandemic that doctors specializing in infectious disease are in short supply. But physicians in every area of specialization are in high demand but short supply. This was the case even before the pandemic when according to a public poll in 2019, 35% of individuals[iii] claimed to have had trouble finding a doctor.
According to a report from the Association of American Medical Colleges, the United States will have a shortage of between 54,100 and 139,000[iv] physicians by 2033. Additionally, the American Nurses Association estimates that the country will need an additional 1.1 million registered nurses by 2022[v].
Nurses: According to the Bureau of Labor Statistics’ Employment Projections 2021-2031, the Registered Nursing (RN) workforce is expected to grow by 6% over the next decade.[vi] The RN workforce is predicted to increase by 195,400 nurses. This doesn’t factor in the 203,200 openings for RNs each year as a result of nurse retirements and workforce exits.
The workforce shortage is not limited to physicians and nurses. Other healthcare professions, such as home health aides, midwives, medical technologists, physical therapists, and occupational therapists, are also experiencing shortages and have a significant impact on patient care.
The Impact of Workforce Shortage on Healthcare Delivery
The shortage of healthcare workers can result in longer wait times for patients seeking care. With fewer staff available to provide services, patients may face delays in receiving medical attention, leading to potential negative outcomes or worsening conditions.
It can also have a domino effect that contributes to increased burnout among healthcare workers. With an overwhelmed staff, healthcare professionals may be forced to take on additional responsibilities and work longer hours, leading to fatigue, stress, and reduced job satisfaction, and ultimately lowering the quality of care. This is especially true for underserved portions of the population. These areas of the population present even more challenges as they may have even fewer resources. Approximately 83 million Americans[vii] live in a health professional shortage area (HSPA).
To mitigate the impact of the workforce shortage, healthcare leaders need to focus on retention strategies more than ever.
Strategies for Retaining Healthcare Workers
With the growing workforce shortage in healthcare, it’s critical for organizations to focus on retaining their existing healthcare workers. Retention strategies not only reduce turnover and recruitment costs, but also improve the quality of patient care.
- Competitive compensation: Offering competitive pay and benefits packages is one of the most effective ways to retain healthcare workers. Healthcare organizations should conduct market research to ensure that their salaries are in line with industry standards.
- Professional development opportunities: Providing opportunities for professional development and career advancement can help healthcare workers feel valued and engaged. Businesses should consider offering tuition reimbursement, mentorship programs, and leadership development opportunities.
- Positive work environment: Healthcare workers need a positive work environment where they feel supported and appreciated. Leaders can create a positive culture by recognizing and celebrating accomplishments, providing regular feedback and recognition, and fostering open communication.
- Work-life balance: Work-life balance is critical to preventing burnout among healthcare workers. Flexible scheduling options, paid time off, and employee assistance programs are all important aspects of keeping employees happy.
Innovative Approaches to Attracting New Talent in Healthcare
Keeping your existing workforce happy and maintaining a high retention rate is only half the battle. It doesn’t solve the issue of healthcare workers retiring or the shortfall of new healthcare professionals joining the industry. As the healthcare workforce shortage continues to intensify, healthcare leaders must adopt innovative approaches to attract and retain new talent. One of the most promising strategies involves creating partnerships with nontraditional sources of talent, such as military veterans, refugees, and individuals with disabilities.
These groups have valuable skills and experiences that can be leveraged to fill critical healthcare roles. For example, military veterans have experience in emergency medicine and trauma care, while refugees often have multilingual abilities that can be beneficial in diverse healthcare settings.
Make a Positive Workplace Culture a Priority
In addition to expanding the talent pool, healthcare leaders must also create a workplace culture that is appealing to younger generations such as millennials and Gen Z. These younger demographics value a sense of purpose, opportunities for professional growth and development, and a healthy work-life balance. Incorporating these values into the culture of your organization can help attract the healthcare professionals of the future.
Prioritize Employee Well-Being
Offering innovative benefits such as student loan repayment assistance, childcare support, and flexible work schedules can go a long way towards establishing a thriving workplace culture and positive workplace environment that attracts and retains top talent.
Collaborating with Educational Institutions to Develop Future Workforce
Looking into the future of the healthcare workforce is essential for developing long-term solutions to the workforce shortage. Healthcare leaders who partner with educational institutions to develop the future workforce will have an advantage when it comes to access to new talent. This can involve partnerships with colleges, universities, and vocational schools to create training programs and provide internships or residencies for students. By building relationships with these institutions, healthcare organizations can identify and recruit promising talent early on and help shape their training to better meet the needs of the industry.
Another benefit of collaboration with educational institutions is the opportunity to promote healthcare as a viable career path to young people. By working with schools to provide career counseling, job fairs, and other outreach efforts, healthcare organizations can attract a diverse pool of candidates who may not have otherwise considered a career in healthcare.
Some healthcare organizations are taking this approach even further by developing their own educational programs. For example, a hospital system may create its own nursing school to ensure a steady stream of qualified nurses for their facilities. This not only helps address the workforce shortage, but also gives the organization greater control over the quality and training of their future employees.
Leveraging Technology to Optimize the Existing and Future Workforce
One way healthcare leaders are navigating the growing workforce shortage is by leveraging technology to optimize the existing workforce. This involves using technology to streamline processes, improve efficiency, and reduce workload for healthcare professionals.
For example, telehealth technology allows healthcare professionals to remotely monitor and care for patients, reducing the need for in-person visits and freeing up time for other tasks.
Another example is the use of artificial intelligence (AI) and machine learning to assist healthcare professionals in their daily tasks. AI can help with tasks such as analyzing medical images, making diagnoses, and creating treatment plans.
But AI can also play a major role in the effective recruitment of healthcare workers by not only streamlining candidate screening and hiring processes, but by also identifying the right candidates for specific roles using AI-based recruiting tools. AI recruiting technology can also aid in the advancement of diversity hiring, by helping to identify and fill gaps related to DEI goals.
Final Thoughts…
The healthcare workforce crisis didn’t happen overnight and won’t be solved overnight. Getting out in front of the workforce shortage will require business leaders and healthcare recruiters to maintain a future forward, laser focus on workplace culture, employee retention, and leveraging technology to meet the demands of a healthcare system that is evolving at a rapid pace.
There’s no question that keeping the healthcare system upright is a tall order but one that must be taken on in order to protect the health and well-being of a diverse population. After all, health is a bit like money – we never have a true idea of its value until we lose it.
FAQs
What are the major causes of the workforce shortage in healthcare
The growing aging population, retirements, and an insufficient supply of new healthcare workers are some of the major causes of the workforce shortage in healthcare.
How can healthcare leaders retain existing workers?
Healthcare leaders can retain existing workers by providing competitive salaries and benefits, offering opportunities for career advancement and continuing education, providing a positive work culture, and recognizing and rewarding employees for their work.
What innovative approaches can be taken to attract new talent in healthcare?
Healthcare leaders can explore non-traditional recruitment methods, such as using social media and technology to reach potential candidates, collaborating with community organizations, offering tuition reimbursement, and developing targeted marketing campaigns.
How can educational institutions collaborate with healthcare organizations to develop future workforce?
Educational institutions can collaborate with healthcare organizations to develop programs that address specific healthcare workforce needs, provide internships and job shadowing opportunities, and provide educational support and resources for current healthcare workers.
How can technology be leveraged to optimize the existing healthcare workforce?
Technology can be leveraged to automate routine tasks, provide training and support for healthcare workers, streamline communication and collaboration among teams, and improve patient outcomes through telehealth and other digital health solutions.
What is the role of diversity and inclusion in addressing workforce shortage in healthcare?
Diversity and inclusion can play a crucial role in attracting and retaining a diverse workforce, increasing employee engagement and satisfaction, and improving patient outcomes by addressing healthcare disparities and cultural competency.
How can policymakers help address the workforce shortage in healthcare?
Policymakers can help address the workforce shortage in healthcare by supporting initiatives that improve access to education and training for healthcare workers, providing incentives for healthcare organizations to invest in workforce development, and creating policies that promote diversity and inclusion in the healthcare workforce.
What can individuals do to support the healthcare workforce?
Individuals can support the healthcare workforce by advocating for policies that support healthcare workers, volunteering at healthcare organizations, donating to organizations that support healthcare workforce development, and showing appreciation for healthcare workers in their community.
[ii] https://www.aamc.org/news/press-releases/new-aamc-report-confirms-growing-physician-shortage
[iv] https://www.bls.gov/ooh/healthcare/registered-nurses.htm#tab-6
