The Healthcare Talent Shortage: Part 2 - How to Retain Top Talent

Oct 12, 2022

As the U.S. continues to face a healthcare worker shortage, many employers find themselves at a loss for how to retain top talent. Are nurses the answer? Maybe. Will millennials and Gen Z pull us through? Possibly. Odds are, the solution is a mixed bag and it will take a multifaceted approach to attract and retain high-quality candidates.

One thing is for certain – when hiring, you need a plan to keep talent in today’s market. Outside of a competitive salary and compensation package, there are several things employers can offer that can tip scales in their favor. Let’s explore some options that might help fill positions — for the long haul.

Culture fit is everything. 

Culture is the foundation for employee satisfaction. When a candidate's values align with an organization’s values, it’s easier for other factors to fall into place. Before hiring a candidate, be sure that your organization’s values and expectations agree with your potential candidate. It also helps to determine whether or not the candidate will get along with the rest of your staff. 

Work-life balance is necessary.

Burnout is real and it’s increasingly responsible for employee turnover. Nearly 50% of healthcare providers have reported experiencing burnout post-pandemic. What’s more, Millennials – who will make up 75% of the workforce by 2025 – are especially cognizant of the importance of work-life balance and their demands for it are, more often than not, being met. 

Speaking of burnout, let’s talk wellness. 

To help prevent burnout, employers who offer wellness benefits find themselves at an advantage with potential candidates. These days, wellness benefits are just considered perks, they’re necessary to attract long-term talent. Offerings like free health counseling, mental health services, fitness memberships, or even massage allowances go a long way to keeping employees happy. 

Offer growth opportunities. 

It’s not a new idea – many candidates see potential opportunities as a means to attain greater opportunities in the future. To help candidates grow with you – and on their own – it is necessary to offer growth opportunities and leadership development to allow examples to grow their skill sets and chart their career paths. 

A new generation of workers demands new tech.

Thanks to the pandemic, tech like telemedicine and remote monitoring became more commonplace. This kind of tech makes work increasingly flexible, time-efficient and more patient-centered and the new generation of healthcare workers expect it in their workplace. 

With over 20+ years of placing top-quality healthcare professionals, the deepest databases of potential candidates in the healthcare industry, and talented recruiters willing to help every step of the way, Inline can help. Learn more about all of our platform options and how we can help you find the perfect match. Learn more here.


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Now that we've fed you the veggies, how about some good news? Once you matched into a residency program, the general salary for a first-year resident is $52.5K. Though you may not be jumping out of your shoes, there are many programs available beyond your initial salary that can help you chip away at those lingering debts. For example, a ten-year plan would pan out to about $2,000 per month in payments (with $182K in loans). 

Solution number one is to finance your debts through a private lender. This could provide you with a lower interest rate, but you’ll have to pre-qualify first via few factors, including your credit as well as your current income. Solution number two is to consider working for an organization in a state that offers a student loan assistance program. Though it varies by area, certain states can knock away a considerable piece of those loans in just a few years. In Texas, the Physician Education Loan Repayment Program offers up to $160K for over four years of practice in a Health Professional Shortage Area (HPSA). In New York, Doctors Across New York provides an additional payment of up to $150K over a five-year commitment to doctors practicing in underserved areas.

The student loan forgiveness state programs are a valuable resource, and should be taken into serious consideration when deciding on a destination and facility of choice. Perhaps you’re thinking of immediate relief, or more of a short-term solution. To be honest, that is not really feasible with $200K in debt. But, when negotiating your “dream” role, it is important to use that as an opportunity to obtain a possible sign-on bonus as well as relocation assistance to help ease the burden, at least temporarily. Keeping a positive mind-set, and considering all possible solutions, can help you achieve your goals of financial growth and stability as a physician.

28 Jan 2020
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Digital Marketing is an action. And not just a single action, but an ongoing, evolving action that empowers you to spend your marketing dollars as efficiently as possible. The first step is putting a piece of content online. What transforms this into digital marketing is the data.

Imagine you see an online job posting. You’re pleased with your current employer, but if a better opportunity presented itself, you’d be interested. In this case, you see a job with a great company and it would cut your commute time in half. You click on the listing, quickly scan it over, make a mental note to return to it later, and move on with your day. 

We all know what happens next: you completely forget you ever saw it. We all see thousands of ads per day. The odds of your one ad being remembered are slim. This is where digital marketing steps in. Remember the job listing you clicked on and forgot about? Since you engaged with the ad, you’ll eventually see a similar ad again. 

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Before transitioning from one position to the next, ask yourself this: How long have I worked at this facility and how long was I at my previous job?

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  • If you have worked with several employers, and have only been at each for a year or less, that may bring up concerns from future employers.
  • If you have worked with your current employer for a year or less, identify your reason for wanting a change.

Ask yourself why this position is not working out for you, is it because of salary, hours, or location? What position are you wanting to transition into and why? Carrying on from why you are leaving your previous position for another; what are you seeking to improve or gain more experience in?

Hopefully by identifying your job history and maintaining a balance when transitioning from one job to another, you should have no problem in avoiding job-hopping.