HROT January/February 2014 - 36

Recruitment
RX: RPO
How to overcome the pain points of healthcare hiring.
By Katie Calhoun
The healthcare sector has emerged as a bright spot on the
national employment scene: The United States Bureau of
Labor Statistics reports the industry adding an average of
17,000 new jobs to the economy each month in 2013. But
as healthcare professionals flourish in today's job market,
their employers face mounting challenges: an ever-changing
regulatory environment, the evolution of patient care, and
fierce competition for talent.
A perfect storm is brewing:
* The Affordable Care Act is expected to bring 32 million
new patients into the fold in 2014, leaving healthcare
companies scrambling to build out their ranks.
* An anticipated 45,000 physician shortage reported by
the AAMC Center for Workforce Studies over the next
decade is pushing healthcare companies to pursue
clinical nurses to fill the gap.
* The U.S. Bureau of Labor Statistics is anticipating a 60
percent rise in demand for registered nurses between
2008 and 2018, but there are simply not enough
candidates to meet this growing need.
* Rising patient-to-nurse ratios are contributing to higher
attrition rates among nurses, just as a large number of
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HRO TODAY MAGAZINE
| JANUARY/FEBRUARY 2014
seasoned nurses near retirement. It is predicted that the
U.S. nurse shortage could reach 29 percent by 2020, up
from just six percent in 2000.
Healthcare companies are also seeking sales, customer
service, and IT positions to accommodate the anticipated
increase in customers in 2014. The expanded use of
technology by healthcare organizations, including big
data and cloud services, has increased the need for IT
professionals. This is evidenced by a 2013 Careerbuilder
study of healthcare employers that reports 37 percent of
organizations surveyed plan to hire health informatics
professionals.
Talent acquisition leaders must source their IT talent from
a broad array of industries. For example, credit reporting
and banking institutions now offer web-enabled and
mobile solutions that allow them to source talent from
organizations outside their core vertical, including software
and internet companies. While there is always an industryspecific
component to the requisition profile, companies are
increasingly sourcing certain types of candidates across a
variety of industries.
Requisition profiles are also shifting as patient expectations
change and new care options emerge. For example, there

HROT January/February 2014

Table of Contents for the Digital Edition of HROT January/February 2014

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