The healthcare industry is experiencing a decades-long staffing crisis, and healthcare leaders are stepping up to find innovative solutions to address this challenge. The COVID-19 pandemic only worsened an already dire situation, with some estimates approaching 100,000 nurses leaving the profession during the pandemic due primarily to stress and burnout. To make matters worse, an estimated 900,000 nurses intend to leave the workforce entirely by 2027. This mass departure of experienced professionals poses a significant problem for the healthcare industry, leading to a decline in the quality of patient care and increased workload for the remaining staff. To tackle this crisis, healthcare leaders are now thinking outside the box to fill these short and long-term vacancies.
Recruitment initiatives are accelerating, with a focus on attracting new talent to the industry. Now more than ever, healthcare facilities are partnering with educational institutions to offer scholarships and internships to students interested in healthcare careers. By exposing more individuals to the possibilities in nursing and allied health, these initiatives not only help fill immediate vacancies but also ensure a steady influx of new talent into the industry.
Like recruitment, another strategy that can have an immediate impact is investing in training and development to upskill existing staff. Although not a new concept, hospitals are breaking down duties and responsibilities across units and facilities to make sure they’re optimizing all current staff to provide some relief to the specialties stressed most by the shortage. By providing opportunities for growth and advancement, healthcare facilities can ensure they have a highly skilled team ready to step up when needed. This not only helps to address vacancies but also enhances the quality of patient care.
One approach is redefining job roles and expectations. By offering flexible working hours and job-sharing opportunities, healthcare leaders can appeal to a broader range of potential employees. This not only helps to fill staffing gaps but also promotes work-life balance, reducing burnout among healthcare professionals. There are many technologies available today to assist a facility in managing the flexible workforce. We’re excited to have a front row seat as the modern mobile and web applications improve access to jobs for nurses, and better ways to distribute vacant shifts and long-term orders to qualified nurses while consolidating vendor panels, credential management, and billing.
Technology is also playing a crucial role in mitigating staffing shortages. Workforce management technologies like Simpliant and various HRIS, as well as telehealth services, have seen a significant utilization increase during the pandemic. These technologies enable healthcare facilities to optimize their workforce and provide remote care, bridging the gap caused by staffing shortages. An integration and eventual consolidation of these systems will continue to increase efficiencies.
The healthcare staffing crisis is a complex issue with no quick fixes as the shortage is fighting a two-front war- attrition and lack of new nurses. By thinking creatively and adopting innovative approaches, healthcare leaders can begin to address these challenges. Unfortunately, there isn’t an easy road ahead, and the problem can seem overwhelming. But small steps lead to bigger ones; by offering flexibility, investing in training, leveraging technology, and ramping up recruitment efforts, the industry can recover from the pandemic’s impact and ensure high-quality patient care moving forward.
