winning the clinical recruitment battle

Presenter Health eCareers Account Executive and Industry Consultant for recruiters and healthcare facilities 10years healthcare and recruiting experience Bill Thomson Health eCareers

winning the clinical recruitment battle INTRODUCTION 3Winning the Clinical Recruitment Battle Healthcare Industry Fast Stats Factors Driving Talent Supply and Demand Employers’ Current Recruitment Needs Today’s Job Seekers Trending in Talent Acquisition

Text HECN to to Join. Send your response to this number when we get to a poll. Audience Participation INTERACTIVE POLLING Winning the Clinical Recruitment Battle4

5 POLLING QUESTION Text your response to How many years have you been in Healthcare Recruiting? a.1–3 years b.4–7 years c.8–15 years d.15+ years

Winning the Clinical Recruitment Battle6 POLLING QUESTION Text your response to How many years have you been in Healthcare Recruiting?

fast stats

Winning the Clinical Recruitment Battle8 healthcare industry fast stats 1 FAST STATS 18.5 MILLION Employs more than 18.5 million professionals 3.7 % 2014 unemployment rate 2015 unemployment rate 3.4 % 2015 national average unemployment rate 5.3 %

Winning the Clinical Recruitment Battle9 healthcare industry fast stats 2 FAST STATS 5 MILLION Add 5 million jobs between 2012 and % Employment will increase at an annual rate of 2.6% That’s one-third of total projected job growth.

Winning the Clinical Recruitment Battle10 healthcare industry fast stats FAST STATS Net Gains of Jobs (Jan-Jun)

talent demand factors

Winning the Clinical Recruitment Battle12 factors driving growing demand TALENT DEMAND FACTORS Aging U.S. Population Retiring Healthcare Professionals Turnover Affordable Care Act Talent Shortages

Winning the Clinical Recruitment Battle13 Baby Boomers are 14.1% of the U.S. population 5 TALENT DEMAND FACTORS That’s 72 million senior citizens Began turning Were 14.1% of population Will be 19.3% of population

Winning the Clinical Recruitment Battle14 physicians are rapidly reaching retirement age TALENT DEMAND FACTORS Physicians 60 years or older: 6 26 % % 2014 Current average age of actively licensed physicians: 6 52 Want to accelerate their retirement plans due to industry changes: 7 39 %

Winning the Clinical Recruitment Battle15 nurses are retiring and leaving the workforce as well TALENT DEMAND FACTORS 53 % 2013 Nurses 50 years or older 8 Nurses over age 55 planning to retire or change careers 9 23 % That’s nearly 190,000 professionals 9 13% say they will retire 3% say they will take a non-nursing job 7% say they will work part time

Winning the Clinical Recruitment Battle16 there is high turnover in the healthcare industry TALENT DEMAND FACTORS New RNs leaving first job: % within first year 33.5 % within two years RNs satisfied with their current jobs: 9 73 % RNs planning to change jobs within the next year: 9 33 %

Winning the Clinical Recruitment Battle17 physician turnover is high TALENT DEMAND FACTORS 5.9 % % % % 2013 Average rate of medical group physician turnover 11 24

Winning the Clinical Recruitment Battle18 so is physician burnout TALENT DEMAND FACTORS Burnout was >50% among: 12 critical care emergency medicine family medicine internal medicine general sugery HIV/Infectious diseases % %

Winning the Clinical Recruitment Battle19 more Americans have health insurance TALENT DEMAND FACTORS 28.2 million previously uninsured are now insured 20 8% – 12% current uninsured rate 13

Winning the Clinical Recruitment Battle20 more insured means more volume TALENT DEMAND FACTORS Among emergency medicine physicians: 15 28% reported a large increase 48% reported a slight increase

Winning the Clinical Recruitment Battle21 physicians are finding the increase in volume difficult TALENT DEMAND FACTORS At full capacity or overextended 14 76% % 81%

Winning the Clinical Recruitment Battle22 the U.S. May soon experience a serious physician shortage TALENT DEMAND FACTORS By 2025, short 46,000–90,000 physicians 16 PRIMARY CARE: 12,000–31,000 short NON-PRIMARY CARE: 28,000–63,000 short

Winning the Clinical Recruitment Battle23 there may not be enough PAs and NPs either TALENT DEMAND FACTORS AAPA and AANP are skeptical there will be enough of these professionals to fill rapidly increasing primary care needs in coming years of PAs who want to be employed have jobs 18 Similar numbers among NPs 95 %

Winning the Clinical Recruitment Battle24 RN supply demand imbalances at state level TALENT DEMAND FACTORS RN supply may outpace demand in some areas between 2012 and states with a surplus 16 states will have shortage by 2025 Projections do not account for future changes to care models or the demand for experienced professional

Winning the Clinical Recruitment Battle25 POLLING QUESTION Text your response to What are your recruiting expectations for 2016? a.More openings than 2015 b.Fewer openings than 2015 c.About the same

Winning the Clinical Recruitment Battle26 POLLING QUESTION Text your response to What are your recruiting expectations for 2016?

employer recruitment needs

Winning the Clinical Recruitment Battle28 top 5 current recruiting obstacles EMPLOYER RECRUITMENT NEEDS Finding qualified professionals Finding professionals quickly Finding enough professionals Other job duties competing for my time Location (local candidate supply/ rural location)

Winning the Clinical Recruitment Battle29 POLLING QUESTION Text your response to What is your most difficult position to fill? Text in Your Answer

Winning the Clinical Recruitment Battle30 POLLING QUESTION Text your response to What is your most difficult position to fill?

Winning the Clinical Recruitment Battle31 most difficult jobs to fill EMPLOYER RECRUITMENT NEEDS

Winning the Clinical Recruitment Battle32 most difficult- to-fill physician specialties EMPLOYER RECRUITMENT NEEDS

job seeker desires 33

Winning the Clinical Recruitment Battle34 most healthcare professionals are job seekers JOB SEEKER DESIRES Nearly 90 % of respondents were actively or casually looking for a job More than 50 % had been looking for less than six months Almost 65 % had been at present job for three years or less

Winning the Clinical Recruitment Battle35 top reasons for job search JOB SEEKER DESIRES 29.8 % DIFFERENT ORGANIZATION 39.7 % HIGHER COMPENSATION 38.3 % BETTER WORKING CONDITIONS 24.0 % RELOCATION 23.4 % BETTER HOURS 22.8 % MORE RESPONSIBILITY 16.9% stated better working conditions were the single most important reason for their job search

Winning the Clinical Recruitment Battle36 time and applications limited JOB SEEKER DESIRES Three hours a week or less on job search: 40 % 5 or fewer job applications in 3 months: >50 % Number of applications sent in 3 months: Less than 1 1–5 6–10 11–20 21–30 More than 30

Winning the Clinical Recruitment Battle37 POLLING QUESTION Text your response to What jobs do you advertise online? a.All openings b.Difficult-to-fill openings c.It varies d.I don’t advertise online

Winning the Clinical Recruitment Battle38 POLLING QUESTION Text your response to What jobs do you advertise online?

Winning the Clinical Recruitment Battle39 according to job seekers JOB SEEKER DESIRES Most Important Site Feature Good selection of jobs relevant to me Easy to apply for jobs Easy to use Detailed information on employers (i.e. benefits, culture, etc.) Services and information relevant to my career development 45 %

Winning the Clinical Recruitment Battle40 most effective job search tool JOB SEEKER DESIRES Healthcare-focused job sites Employer websitesGeneral online job sites 123

Winning the Clinical Recruitment Battle41 most effective job search tools JOB SEEKER DESIRES 80 % 73 %

Winning the Clinical Recruitment Battle42 job seekers’ desired company info JOB SEEKER DESIRES 63% Employee reviews 60% Benefits 33% Video interviews with managers/staff 29% Video tour of facility “ ”

Winning the Clinical Recruitment Battle43 POLLING QUESTION Text your response to What is your online application completion rate? a.Less than 20% b.20 – 50% c.51 – 75% d.Greater than 75% e.I don’t know

Winning the Clinical Recruitment Battle44 POLLING QUESTION Text your response to What is your online application completion rate?

Winning the Clinical Recruitment Battle45 biggest job search frustration JOB SEEKER DESIRES Poor feedback during the process Cumbersome application process Search result uncertainty Irrelevant search results 70.6% have stopped an application because the process was too cumbersome

trending in talent acquisition Winning the Clinical Recruitment Battle46

Winning the Clinical Recruitment Battle47 engagement/ex perience solutions TRENDING IN TALENT AQUISITION Part-Time and Temporary Candidate Pools Job Board Selection Emphasis on Company Culture 1 2 3

Winning the Clinical Recruitment Battle48 part-time and temporary candidate pools TRENDING IN TALENT ACQUISITION Nearly 50% Job seekers interested in these opportunities Particularly attractive to physicians, allied health professionals and advance practice nurses 54% Of employers find it difficult to find temp staff or are interested in new solutions

Winning the Clinical Recruitment Battle49 part-time and temporary candidate pools TRENDING IN TALENT ACQUISITION

Winning the Clinical Recruitment Battle50 job boards selection criteria TRENDING IN TALENT ACQUISITION Job seekers want a good selection of relevant jobs Employers want a good selection of quality candidates

PPQA Winning the Clinical Recruitment Battle51 job boards selection criteria TRENDING IN TALENT ACQUISITION Winning the Clinical Recruitment Battle51 vs. Less Qualified with Low Rates Highly Qualified Applicants performance rates qualified candidates

Winning the Clinical Recruitment Battle52 what job seekers are researching TRENDING IN TALENT ACQUISITION 60 % BENEFITS 63 % EMPLOYEE REVIEWS “ ”

Winning the Clinical Recruitment Battle53 beyond a company description or logo TRENDING IN TALENT ACQUISITION Winning the Clinical Recruitment Battle53 Trustworthy, Detailed Employee Reviews Engaging and Entertaining Content Authentic, Insightful Feedback from Employees

Winning the Clinical Recruitment Battle54 in summary CONCLUSION Factors Increasing Demand Baby Boomers Affordable Care Act Turnover Factors Decreasing Supply Retiring Professionals Burnout Professional Shortages Continue to Improve and Adjust Your Strategy Based on Job Seeker Insights Large Selection of Jobs Easy Processes Provide Information that Influences

CONTACT Sales and Service: Shannon McGowan Account Exec (303) Lisa Mathieson Account Manager (303) Bill Thomson Inside Sales (303) Hayley Redding Account Coordinator For marketing inquiries, please contact Stephanie Gilbert:

Winning the Clinical Recruitment Battle56 resources CONCLUSION physicians 7. perspective 8. Nursing-Workforce.pdf 9. Generational-Differences-on-State-of-Profession-Leading-up-to-Healthcare-Reform perspectives act/ /

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