When talking about 2022, the global COVID-19 pandemic is still causing problems when it comes to recruiting processes as employers and job candidates align with new purposes and goals. The medical or healthcare profession is no different.
Fortunately, the total employment in this industry is projected to increase from 150 million to 160 million jobs from the start of the COVID-19 pandemic, to 2030, as announced by the United States Bureau of Labor Stats in 2021. The growth represents an additional 10 million jobs with a yearly growth rate of 0.7%, which is a lot higher compared to previous projections at the start of the pandemic. For example, according to the American Nurses Association, more registered nursing jobs are open this year compared to other professions.
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Furthermore, with more or less 500,000 registered nurses expected to retire this year, there is a need for at least a million new registered nurses for increased demand and retiree replacements. If those new hires are not made, the healthcare professional might be facing a shortage of skilled and registered nurses.
Because of burnout from battling the pandemic for the past two years, medical workers retire or quit faster than anticipated. According to studies, more than six million medical workers will leave the industry over the next three to five years. Only one to two million are expected to fill these positions, which is aggravating the already tough hiring market. The COVID-19 pandemic had a profound impact on healthcare professionals, with the majority of professionals leaving the workforce.
At the same time, their medical industry needs remain pretty high – with at least 20% of professionals quitting since the pandemic and 19% planning to leave the profession entirely. The mass exodus has implications for the industry, with most facilities being impacted – and the majority are preparing for more problems on the horizon.
Recruiting trends in the healthcare industry this 2022
Recruiting in this profession has been pretty challenging as organizations work to retain and attract workers in one of the fastest-growing professions in the United States. As the need and growth continue, organizations should also continue to evolve their recruiting process to address the hiring problems in today’s environment and market. So, the biggest question is, what are applicants looking for this 2022? Listed below are trends to keep an eye on for this year.
Organization brand matters over anything
When emerging post-pandemic, the workforce is in the driver’s seat. They demand work-life balance, schedule flexibility, as well as mental health benefits. Applicants use resources like career websites, company profiles, and career pages to learn more about the organization’s vision, culture, and mission to get details on compensation packages and benefits. They also use these platforms to find job openings in which they are highly interested.
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As organizations reevaluate their recruitment processes to attract talents, they also need to address their commitment to changing preferences, as well as ensure prospective applicants have access to their information. For a lot of applicants, being part of the right organization is crucial.
Having a strong company brand is going to make the organization stand out as an excellent employer and allows applicants to see their full potential and fit in the facility. In hard times like this pandemic, the way companies treat their workers is showcased in ways we have never seen before.
If the workforce is treated well by the organization, the authentic and true company culture, as well as brand, shines in tough times. But if they are not prioritized, it could be vital to the company’s reputation. It will make future recruitment very hard.
As online recruitment ways have grown over the past couple of years, applicants are now expecting agencies to devote time and energy to online recruitment, like video interviews or virtual job fairs. Although a lot of healthcare institutions dabbled in online recruiting before the pandemic, the social distancing protocols and lockdowns forced companies to create end-to-end recruitment methods.
According to studies, at least 80% of professionals agree that this type of recruitment will continue after the COVID-19 debacle, while more or less 70% agree that it will be today’s new normal. While new applicants might experience a 100% remote hiring process, senior management and physicians might enjoy a more customized process, possibly with the initial hiring on-site and virtually, as well as in-person visits from the human resource department as the process evolves.
Companies should continue refining and implementing their online hiring practices, taking hints from applicant feedback. With online hiring tools like online assessments, data-driven analytics, and video interviews, organizations can make smart hiring decisions in today’s new normal. Agencies like medical recruiters need to jump the bandwagon to attract and get top talents in this industry, as it seems online hiring is here to stay.
Appropriate working environment and safety measures
Even with Coronavirus persists, applicants are still concerned about safety measures in the workplace, especially in this profession. With more pressure on companies to assure candidates and workers alike they alleviate risks, businesses need to be clear about what measures they are taking to help protect their patients and workers. According to surveys, at least 60% of respondents said they would turn down jobs if companies did not have Coronavirus safety protocols in place.
At least 50% said they would not accept employment if the organization did not mandate masks or face shields while at work. Sine safety protocols institutions are taking include having the right protective gear like masks and PPEs for workers in contact with patients, alternating working schedules, mandating COVID-19 vaccinations, as well as creating protocols for workers who have tested positive for the disease.
Remote work and flexibility
Other demands of applicants are remote working options and flexible work schedules. With most employees preferring not to return to on-site offices full-time, adapting to flexible work schedules is very important in this profession. Although some positions need to be on-site, not all do. For instance, Information Technology and human resources departments can effectively work remotely. Some work can be done online, like patient monitoring and primary care visits.