Staffing problems can provide substantial challenges for firms in the healthcare sector. This issue has been made more difficult by the ongoing COVID-19 pandemic, the lack of qualified healthcare professionals, and the rising demand for healthcare services. Each healthcare organization’s ability to attract and keep talented healthcare employees might be crucial to its success.
In terms of both financial value and labor-related inventiveness, the professional staffing industry in the United States continues to be a great addition to the workforce and economy of the nation. The industry revenue in the worldwide picture for 2020 was estimated to be around 420 billion US dollars, and it was expected to increase to nearly 650 billion US dollars in 2022. A subset of the staffing sector called temporary staffing offers firms temporary workers and other staffing-related services. A total of 14 million more people joined the workforce each year in the United States in 2020 as a result of temporary and contract employment, with revenues in the staffing and recruiting sector that year totaling around 140 billion dollars.
In order to address workforce challenges, we will cover some recruiting recommendations for healthcare firms in this article.
Create a Powerful Employer Brand
To draw in top personnel, a good employer brand is essential. Your employer brand should reflect the reputation and values of your company. An organization’s positive employer brand increases the likelihood that candidates will apply and accept an offer. By highlighting your firm’s culture, beliefs, and benefits for employees on social media, in job listings, and in corporate reviews, you can build a great employer brand.
Leverage Technology
The hiring process can be streamlined and a larger pool of candidates can be attracted by utilising technology. Video interviews, applicant monitoring tools, and social media recruiting are a few technologies that can be leveraged. With the aid of these resources, recruiters may be able to find more suitable applicants faster and at a lower cost.
Use Data-Driven Approaches
Data-driven strategies can aid businesses in improving their hiring practises. The efficacy of recruiting tactics can be gleaned from indicators like time to hire, cost per hire, and retention rates. Healthcare firms may make better judgements and modify their recruitment efforts by using data to spot patterns and trends.
Focus on Diversity and Inclusion
Recruitment for the healthcare industry should prioritise diversity and inclusion. Healthcare organisations may better care for patients and achieve greater results by developing a diverse and inclusive workforce. By highlighting their dedication to diversity and inclusion in job ads, providing diversity training, and collaborating with minority organisations and associations, healthcare businesses can draw in diverse individuals.
Offer Competitive Compensation and Benefits
Providing competitive pay and benefits can aid in luring and keeping excellent people. Due to the strong demand for healthcare professionals, it might be difficult to find qualified people. Nevertheless, giving attractive pay, bonuses, and benefits like healthcare, retirement plans, and paid time off can help.
Build a Strong Employee Referral Program
A potent employee recommendation programme can be a powerful tool for luring outstanding candidates. Existing staff members may recommend friends, relatives, and coworkers they think would match the company culture. Employees that successfully recommend applicants who are employed can receive rewards like incentives or time off.
For their clients’ businesses looking for part-time or full-time employees, employment or recruitment services identify prospects. The applicants are hired as either full employees of the client firm or work on a temporary subcontract basis while continuing to be workers of the agency, depending on what the client company demands. In 2019, the U.S. staffing and recruiting sector generated sales of 161 billion dollars. During the global recession of 2009, when sales for the staffing business fell by about 31 billion dollars and reached 80 billion dollars, this was a comeback in sales.
In 2020, Adecco, which brought in 19.58 billion dollars in revenue, was the second-largest staffing firm globally. Adecco was established in 1996 and has its headquarters there. Temporary staffing, permanent employment, career transition services, outsourcing, and talent development services are the four main service lines offered by the company. 86 percent of Adecco’s total revenue in 2019 came from its largest service segment, temporary staffing.
The third-largest staffing firm in the world is ManpowerGroup. With operations in Southern and Northern Europe, the Americas, Asia-Pacific, and the Middle East, the U.S.-based company conducts business globally. The year 2011 saw Manpower produce its biggest yearly income between 2006 and 2019, with 22.01 billion dollars. The business has made about 20 billion dollars annually since 2012 on average. Despite only modest revenue growth, Manpower’s income improved recently, rising from 197.6 million dollars in 2012 to 465.7 million dollars in 2019.
In conclusion, healthcare companies may find it difficult to find and keep qualified healthcare personnel. Building a good employee referral programme, utilising technology, concentrating on diversity and inclusion, using data-driven techniques, developing a strong employer brand, and using data-driven ways can all help with staffing challenges. Healthcare businesses may improve patient care, attract and keep top staff, and provide superior overall results by putting these principles into practise.
Reference Taken From:
https://www.statista.com/topics/4412/professional-staffing-in-the-us/
https://www.statista.com/statistics/257876/staffing-companies-worldwide-by-revenue/