Healthcare companies all around the country struggle with the essential issue of healthcare staffing, and Phoenix is no exception. Healthcare organisations confront major staffing issues as the demand for healthcare services rises. These challenges may have an influence on patient care and the organization’s overall success. The main issues with healthcare staffing in Phoenix will be discussed in this blog post, along with staffing solutions’ potential benefits.

Challenge 1: High Demand for Certain Positions

The intense competition for particular roles is one of the greatest issues healthcare firms in Phoenix must deal with. For instance, there is a significant demand for nurses, certified nursing assistants (CNAs), and medical assistants (MAs). As a result, it can be difficult for healthcare companies to find and retain skilled candidates for these jobs.

• Registered nurses’ (RNs’) employment is anticipated to increase by 9% between 2020 and 2030, which is faster than the average for all occupations, according to the Bureau of Labor Statistics (BLS).
• According to the BLS, employment of medical assistants is expected to increase by 19% from 2020 to 2030, while employment of nursing assistants is expected to increase by 8% over the same period.
• In 2020, 68% of Arizona hospitals reported a nursing shortage, according to a poll by the Arizona Hospital and Healthcare Association.

Solution: Partner with Staffing Agencies

Partnering with recruiting firms is one way to meet the increasing demand for particular positions. Recruitment and employment of healthcare professionals, such as nurses, CNAs, and MAs, is a specialty of staffing companies. Healthcare firms can access a larger pool of candidates by working with a staffing agency, including both active and passive job seekers. At times of high demand, staffing agencies can be extremely beneficial in helping healthcare organisations fill temporary and contract positions.

• The healthcare staffing market in the US was estimated to be worth $18.1 billion in 2020, according to a survey by Staffing Industry Analysts.
• 94 percent of healthcare businesses use locum tenens staffing services to meet temporary staffing needs, according to a survey by the National Association of Locum Tenens Organizations.

Challenge 2: Difficulty Attracting Top Talent

Healthcare firms in Phoenix also struggle to find top people, which is a problem. Specialized healthcare experts are in high demand, which means they frequently have a wide range of employment options. Patient care, worker morale, and organisational success may all suffer in healthcare firms that find it difficult to attract top people.

Solution: Employer Branding and Competitive Compensation

Healthcare firms must make an investment in their employer branding and compensation plans if they want to recruit top employees. The reputation and appearance of a company as an employer are referred to as employer branding. By fostering a healthy work atmosphere, enabling chances for professional growth, and providing competitive remuneration packages, healthcare firms can enhance their employer branding. Since that healthcare professionals are frequently driven by pay and benefits, it is particularly crucial to provide competitive compensation in order to draw top personnel.

Challenge 3: High Turnover Rates

Finally, Phoenix’s healthcare institutions experience considerable staff turnover. For healthcare businesses, turnover can be expensive since it can lead to decreased productivity, worse morale, and higher recruitment and training expenses. Burnout, a lack of possibilities for professional progress, and poor management are a few causes that frequently contribute to turnover.

Solution: Employee Retention Programs

Healthcare firms might develop employee retention initiatives to overcome high turnover rates. Employee happiness and engagement are improved through employee retention strategies, which can result in more employee loyalty and lower turnover. Initiatives like career development programmes, employee recognition programmes, and wellness programmes are examples of employee retention programmes. Healthcare firms may boost retention rates and foster a healthy work environment by investing in their staff.

Conclusion

In conclusion, Phoenix-area healthcare organisations must contend with a serious personnel problem. Healthcare firms can address staffing issues and enhance patient care and organisational success by working with staffing agencies, investing in employer branding and competitive pay, and putting employee retention initiatives in place.