Recruitment and Retention in the Healthcare Sector

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Best Practices for Recruitment and Retention

The article discusses best practices for the recruitment and retention of employees in the health care sector. The author argues that recession and its adverse effects have barred people from retiring. Instead, they have sought employment in hospitals to counter the effects of the recession. The nursing sector is one of the health care sectors that have been greatly affected. It has reduced job opportunities available to graduates. By 2025, experts estimate that the healthcare sector will have a severe shortage of nurses, pharmacists, and physicians. The projected shortage is attributed to the baby boomer generation. Individuals belonging to the baby boomer generation are retiring thus increasing their health care needs. In the future, many clinicians will retire and few experienced practitioners will be available to fill their positions. Executives of hospitals must consider recruiting graduates to fill those positions. Besides, it is important to make changes in the delivery of health care services. This will necessitate an extensive evaluation of the needs of communities that will enable health caregivers to provide quality health care services.

One of the most important aspects of organizational consideration is recruitment and retention. Several things need to be done to improve recruitment and retention practices. Organizations should remodel their workforce process and incorporate technology in their operations. This will increase job satisfaction and improve the efficiency of employees. Hospitals should focus on employee retention as well as the employment of new graduates who possess great skills and knowledge. Recruitment should involve the employment of skilled people. Organizations should seek feedback from new employees, which will be used to identify performance gaps to improve employee performance and satisfaction. Another important change that should be implemented by organizations is the implementation of employee reward programs. It is important to reward employees to motivate them. Motivated employees commit to their jobs and work hard towards the achievement of organizational goals and objectives. Managers should provide relevant training courses that enhance employees’ skills and knowledge. Moreover, managers should eliminate employees who perform poorly because such employees create an ineffective work environment and poor organizational culture. This will reiterate the organization’s commitment to quality service, accountability, and responsibility. Lastly, organizations should provide competitive employee packages to attract and retain highly qualified employees.

Sacred Heart hospital uses midlevel providers to deliver quality health care services. In the future, this strategy will enable the hospital to manage the projected shortage of health care professionals. Also, it will facilitate the adoption of effective financial management practices without affecting the delivery of quality services. It is an important strategy for sustainability.

PeaceHealth Southwest Medical Centre uses behavior-based interviews to reduce the rate of employee turnover. The center has attained a 5 % reduction in employee turnover. This translates to a reduction in the cost of between $ 3,000,000 and $ 5,000,000. Its management uses interviews to determine whether a new employee’s knowledge and skills are sufficient to facilitate the achievement of goals and services.

References

Jarousse L. A. Best Practices for Recruitment and Retention.

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Recruitment and Retention in the Healthcare Sector

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