Changing the Way We Recruit Non-Clinical Roles in Healthcare

Changing the Way We Recruit Non-Clinical Roles in Healthcare

Scott Stone thinks it’s time for healthcare organizations to think differently about where they focus their talent resources. 

By Scott Stone, Senior Director, Global Solutions at KellyOCG

Healthcare is one of the fastest-growing industries in the US. An aging population is increasing pressure on healthcare services across the country and it’s tough for organizations to keep up with clinical talent demand. This demand is only set to grow as we move into the 2020s. But it’s not just nurses and doctors that keep our healthcare systems running. It’s those taking on critical functional roles – people working in food services, security, environmental services, and a whole range of non-clinical and blue-collar roles that keep hospitals and clinics operating effectively and safely. In fact, it’s these areas where many of the organizations I speak to face their biggest people challenges. Historic low employment and high attrition rates mean that some healthcare organizations are going to extreme lengths to find and keep hold of the non-clinical talent they need. From bussing teams in from remote areas to fighting wage wars with local competitors. This focus is draining time and resources away from their search for clinical talent.

I believe that the solution to this growing problem is outsourcing through specialist talent partners – this could be RPO (recruitment process outsourcing) or even complete talent management via BPO (business process outsourcing). Leaving HR and talent acquisition functions free to focus on the specialist clinical professionals that drive their core function – providing exceptional healthcare. These are some of the benefits of adopting an outsourced approach to non-clinical talent.

Improving Retention Rates

Attrition is causing a major headache for employers across the healthcare market. The US Bureau of Labor Statistics reported a turnover rate of 33% for healthcare in 2018 and the cost of replacing staff can be significant. By outsourcing talent management in non-clinical areas, healthcare organizations can enjoy the benefits of a dedicated employee management and engagement program from a partner who understands this unique talent pool. When employees feel engaged and supported, they are much less likely to leave.

Creating Better Patient Experiences

Patient experiences are at the heart of healthcare and this experience is heavily influenced by non-clinical staff. From the cleanliness of patient rooms to the food they eat during their visit – a strong team of service workers can be the difference between a good and a bad stay. By choosing a provider with expertise in recruiting and engaging the best blue-collar and service-oriented workers in the non-clinical healthcare space, you can ensure that your support team outperforms the competition.

Allowing You to Focus on What You Do Best

Healthcare is a life-changing industry, helping millions of patients across the country to receive the care they need to live well. By providing targeted support in an area that is outside this core purpose, an outsourced talent provider can help your people experts focus on what they do best – recruiting talented clinical professionals. It is a way to extend reach without compromising on quality.

Providing Better Value

Value is a key concern for healthcare organizations. They need to ensure that their budget is focused on providing the best care possible and this means ensuring their people strategy provides excellent value. An overstretched recruitment function and high attrition rates can rapidly increase non-clinical talent spend while negatively impacting both talent quality and visibility. Alternatively, the right outsourcing partner can deliver greater spend control and dramatically improve retention rates.

A recent report from Deloitte, found that although 65% of healthcare organizations have a strategic plan and vision for their workforce, only 20% have invested in non-traditional recruiting strategies and staffing models. These statistics don’t sit well together. In order to effectively plan for the future, healthcare organizations have to think bigger when it comes to talent and fundamentally change the talent models that dominate this vital industry. Only by taking a more creative approach to talent can they ensure that they have continuous access to the people they need.

To discuss this topic further with the author or to learn more about our life sciences and healthcare expertise, contact us today.