the best of 2017Looking at our top healthcare talent management blog posts of 2017, a few themes emerge about what the year has shown us. Quality healthcare talent is hard to find, and it’s hard to keep. Healthcare talent management professionals need to reexamine their recruiting efforts and look for new avenues to nurture candidates. Likewise, they need to reexamine their retention, culture, and learning and development strategies to keep and grow their people.

Here we count down our top posts of the year to give you the advice and resources you need to start to 2018 off right:

#17: 5 Tips to Write Job Postings Beyond the Job Description

When we’re pressed for time, it’s tempting to cut and paste sections from a job description when writing healthcare job postings. Resist that temptation — job descriptions and job postings are not one in the same! Read more

#16: Why Underdeveloped Leaders Will Ruin Your Healthcare Organization

American companies are hurtling toward a severe leadership crisis. Eighty-four percent of them admit that they don’t have the human resources to refill key leadership positions as older employees retire in the next five years, according to Brandon Hall Group. Eighty-three percent recognize their need to develop leaders, but only 5 percent have implemented a holistic plan to do so. Amazingly, 25 percent of companies have no succession plan in place for more than 90 percent of their critical leaders. And healthcare leadership is no exception. In fact, for healthcare organizations, it’s worse. Staffing shortages and shifting expectations have made the problem all the harder to address. Read more

#15: Recruitment Marketing’s Role in Delivering Quality Patient Care

Recruiting high-quality candidates for hard-to-fill positions is one of the primary business challenges healthcare organizations face today. The healthcare workforce shortage is widespread and growing, forcing changes in patient care and requiring a significant shift in the way organizations source, attract, engage and close top talent. Healthcare organizations that do not add recruitment marketing software and modern marketing practices to their toolkits will be fighting an uphill battle for top talent. Read more

#14: Recruitment Marketing Software vs. Applicant Tracking Systems — It’s Not Either/Or

Recruiters’ jobs are evolving, especially in competitive fields like healthcare. As you incorporate more elements of marketing into your quest to attract and hire quality talent, you want to be sure you have the right tools. That’s why it’s important to understand the differences between recruitment marketing software and an applicant tracking system. You can use these tools in tandem to realize a comprehensive talent acquisition strategy. Read more

#13: Healthcare HR and Nursing Leaders: Synergy in Practice

Beginning with personnel management in the mid-20th century, healthcare human resource (HR) professionals have partnered with nursing to improve work environments and patient care. Today, as health systems merge and healthcare professional roles and care models rapidly change, this synergy in practice between healthcare HR and nursing leaders is an essential underpinning of organizational success. This case study describes leadership synergy in practice between healthcare HR and senior nursing leaders within a recently merged healthcare organization whose entities have achieved ANCC Magnet Recognition®. Read more

#12: The Healthcare Employee Engagement Checkup

How healthy is your team when it comes to employee engagement? Are you missing warning signs that a disengagement diagnosis is on the horizon? What should your engagement treatment plan be moving forward? Take the quiz

#11: 5 Best Practices to Improve the Healthcare Interview Process

The healthcare hiring process has become more challenging and competitive than ever for recruiters. But you can reduce your time-to-fill by improving how you interview candidates. We’re not suggesting you should rush the interview process — the wrong hire can cost the organization more in the end. In fact, a study published in Healthcare Finance News found that one unfilled healthcare position can cost an average of $7,700. Here are five healthcare interviewing best practices you should consider to meet today’s hiring demands. Read more

#10: 4 Ways to Leverage Patient Stories to Recruit Top Talent

Imagine you’re a talent acquisition team of one at a rural community hospital with 350 employees. On your own, you’re managing 64 hard-to-fill open reqs for clinical roles, including RNs, home health aides, and physical therapists. You’ve tripled your ad spend for job postings. You’ve attended every local job fair. You’ve implemented new talent management technology platforms. You’ve promoted your employee referral program like crazy. Yet despite all of your efforts, you’re still not getting the results you need. Instead of starting a new initiative from the ground up, could there be a hidden opportunity using existing resources? There may be. If your communications or marketing team produces patient stories, you can leverage their efforts as a recruitment tool. Read more

#9: Is a Job Posting Enough in Healthcare Recruitment?

Successful healthcare recruiting in the 21st century involves more than putting up a job posting and waiting for applications. Instead of solely viewing job search websites, many potential applicants find information via social media and from referrals or information given to them by friends and family. Don’t get us wrong — your strategy should still include posting on job boards. But in order to be competitive in the marketplace and attract the most qualified job applicants, you have to have a recruitment plan that goes beyond the initial job posting. Read more

#8: How to Help Your Nurses Transition from RN to BSN

In 1902, Susan B. Anthony suggested that a “day will come when nurses will be university prepared.” As evidenced by this quote, the debate over the educational preparation of RNs has raged on for over a century. Despite Anthony’s prediction, according to the U.S. Department of Health and Human Services — only about 50 percent of the nation’s 2.8 million nurses hold a four-year BSN degree or above. Currently, the most common way to become a nurse is through an ADN Program at a community college, otherwise known as an associate’s degree in nursing. Only 15 percent of nurses with an ADN return to school to obtain their BSN. In the next three years, as the healthcare environment continues to evolve, organizations and their nurses need to take action in order meet the growing demands of the future American healthcare system. Read more

#7: What Is Recruitment Marketing?

The healthcare recruiting game is changing. It’s no longer about just meeting your most immediate needs — it’s about building a pipeline of qualified candidates so you can find the right talent at the right time to fill your open positions. This takes planning and a new approach that incorporates recruitment marketing. “The healthcare industry is facing significant talent shortages — an estimated 1.2 million staffing gap for nurses by 2022 and 94,700 staffing gap for physicians by 2025,” says Lisa Frank, Senior Product Marketing Manager, responsible for HealthcareSource® Recruitment Marketing software. “Establishing and promoting your employer brand with recruitment marketing will help you build a pipeline of talent to mitigate these talent shortages.” Read more

#6: 4 Ways to Recruit and Retain Engaged Nurses Who Love Their Jobs

Despite growing healthcare demands, nursing as a vocation has not been able to keep up. The turnover rate for bedside RNs increased to 17.2 percent in 2015, compared to 16.4 percent from the previous year, according to a survey conducted by NSI Nursing Solutions. Nurse turnover not only has a significant impact on patient satisfaction and treatment outcomes; it also comes at a high price. It is estimated that every percentage point increase in nurse turnover costs an average hospital about $300,000 annually. And some nurses are leaving the profession altogether. The main reasons for this, according to Minority Nurse, are short staffing, lack of leadership, underpayment, no career advancement, and an overwhelming amount of tasks per nurse. Being mindful of these issues, you can implement a recruitment/retention strategy to combat RN turnover and vacancy rates. Read more

#5: Does Your Organizational Culture Attract Nurses?

In today’s market where a third of hospitals have an RN vacancy rate of more than 10% (according to Compdata Surveys), healthcare talent management professionals need to examine their organizations to see if their culture is doing its job. Does your culture attract nurse candidates, or is it driving away some of the nurses you already have? Take the quiz

#4: Nurse Recruitment Strategies: 5 Culture Factors to Include

Competition for top-flight nurses in today’s market is tight. As a healthcare recruiter, you need to realize high-quality candidates consider more than wages or salary when choosing which organization to join. Learn about five of the most important culture and engagement factors nurses weigh when deciding between potential employers, and integrate them into your nurse recruitment strategies. Read more

#3: How Nurse Managers Can Revive One-on-One Meetings

In my experience, many nurse managers don’t spend as much time connecting with their team members as they should. Research from Knowledge@Wharton shows that team members are more engaged when they feel a strong connection with their leader and the organization, but research also shows that leaders think they connect and communicate far more than their employees perceive they do. Almost every healthcare leader I know should spend more time connecting, and one-on-one meetings are a great place to start. Read more

#2: State of Nursing Talent 2017 (and Beyond)

Healthcare recruiters and talent management professionals know that nurses play a vital role across many departments in any given healthcare organization. As the number of patients increases, so does the demand for these essential professionals. To properly understand the challenges you’re facing in attracting, hiring, training, and retaining nurse staff, you need a good understanding of the current and future landscape of nursing talent. View the infographic

#1: Looking Beyond Healthcare Experience to Bridge the Talent Gap

Healthcare organizations rely on the skills and dedication of their healthcare recruiters to source and acquire their talented pools of clinicians to deliver patient-centered care. While doctors, nurses, and medical assistants are, of course, crucial to the successful operation of any healthcare organization, professional staff, including receptionists, practice managers, administrators, coders, environmental services staff, and more comprise a Patient-Centered Workforce® — a workforce of highly-engaged people and teams who always endeavor to provide high-quality patient-centered care. The day-to-day work of healthcare administrators and professional staff varies by the organization, but the primary focus remains the same — ensure the smooth operation of a hospital or healthcare organization. The leadership of these professionals can set the future course not only for their facilities but also for the healthcare system as a whole. And, the good news for potential candidates is that this is an area expected to see significant growth for years to come. Read more

Norma Gaffin

About Norma Gaffin

Norma Gaffin was the Senior Content Marketing Manager at HealthcareSource. In her role, Norma oversaw the creation and distribution of pieces to help healthcare talent management professionals recruit, retain, and grow their workforces.