Healthcare recruitment has changed dramatically over the last couple of years. The economic effects of recession have caused some fairly remarkable shifts in what healthcare industry hirers are looking for and want to see in those they would put on their payrolls. Therefore, it goes without saying that health care recruiters are seeking those who can meet these new demands.
One new trend in healthcare recruitment is providers seeking fewer, but more capable and qualified employees. The expenses in the health care industry have prompted this quality-over-quantity approach. Providers are also concerned about what may happen if the government intervention into the healthcare and health insurance industries continue and deepen, and they are now taking on recruitment methods that address their concerns by “trimming the fat” even as a greater percentage of the American population ages and becomes more in need of health care.
This means that competition is very fierce in the industry now. Those who seek gainful employment in the health care industry need educate themselves to gain the appropriate knowledge and skills needed to grow and succeed. It is a fact that the healthcare industry is the most robust labor market sector of the US economy, with now over 14 million employees. Keeping this in mind allows more college students to plan their futures in a growing market.
There are certain instances where it’s tougher being in the health care industry. According to Elaine Andolina, MS, RN, director of admissions at the University of Rochester School of Nursing, “Most of our grads are in our accelerated program, and they’re doing OK. The grads that have problems are the ones that go to the west coast, particularly California.” It’s an interesting statement that Andolina made; what is it about the west coast? Are there less jobs, is the Accelerated program not as good as the east coast? Are there less healthcare positions available on the west coast?
Meanwhile, Annessa Fort, Northwest branch manager in health care recruitment at Yoh, says “In occupational health, positions that used to require just an RN now require a BSN. We’ve seen a higher demand for RNs with case-management experience. With physical therapists, occupational therapists, nurse practitioners, and physician assistants, employers are doing direct hires because they don’t want to bring them on as contractors and then have them leave.”
Primary Care Providers are straining under increased loads and pressures. As a result, experienced nurses who have achieved a higher level of training (NPs) are in high demand now, and that demand looks like it will continue growing. With the higher demand for skills and personal capability also comes greater employer incentives being disseminated. Mary Jo Goolsby, EdD, NP-C, Director of Education at the American Academy of Nurse Practitioners, stated, “NPs have earned the reputation of providing high-quality, cost-effective care…We graduate 9,500 NPs per year, and they’re not finding that the job market is saturated…If a nurse practitioner wants to move into a new specialty area, she looks for an organization that will give her on-the-job training. NPs are looking for health insurance and long-term care insurance. They also look for sufficient staffing with medical and nursing assistants, and adequate space to see patients.”
Annessa Fort adds “We’re seeing NP’s and PA’s get Director-level roles, with the perks of upper management like annual bonuses and additional vacation time.” This can act as a motivator for NP’s and PA’s to strive to achieve greater positions within their industry and realize there is no “glass ceiling.”
