It's not surprising to see that fewer people are choosing to work in healthcare these days. Taking care of people in difficult situations can be an emotionally challenging job—long hours, high stress, and emotional highs and lows. The work, no doubt, can be extremely rewarding but often comes with burnout and, sometimes, lower pay growth compared to other stressful jobs. The COVID-19 pandemic tested the patience, dedication, and resilience of healthcare workers to the point where many people are now reconsidering whether it's the right field for them.
The BLS estimates that the United States will need over 275,000 more nurses each year to meet the healthcare demand. Globally, the WHO estimates a shortage of 10 million healthcare workers by 2030. Knowing all this, every healthcare facility has its own ways of attracting and hiring great talent, now let’s get into some top healthcare recruitment strategies that have proven to be effective in real life and will help attract the best of the best.
1. Run Social Media Campaigns with Relatable Content
Example: Mayo Clinic featured different healthcare staff in every story to showcase their lives and post both highlights and lowlights of the job. These posts have allowed them to target mainly those who fit into their culture and core values.
healthcare recruitment strategy
is about. This allows potential recruits to get an authentic portrayal of the practice setting and ethos of the business.2. Host Virtual Hiring Events with Interactive Demos
Example: Cleveland Clinic organized online hiring sessions in which the applicants would learn about careers, participate in staff live Q&As, and take part in exercises demonstrating some of the everyday roles. This kept the pipeline active and allowed candidates to grasp the culture and job requirements.
How to implement: For this kind of healthcare recruitment strategy, you’ll have to organize online events where the interview candidates can see the facilities of the organization, meet key personnel, and ask questions regarding their job responsibilities.
3. Introduce a ‘Returnship’ Program for Experienced Professionals Re-entering Healthcare
Example: Northwell Health’s Returnship Program helps people get back to work after a career break. This 16-week paid program is for people with 5+ years of experience and a 2-year gap, with roles like administrative support, medical assistants, and nurses. Participants get training, mentorship, and a path to permanent roles.
How to implement: Target people returning from career breaks. Partner with organizations like Path Forward to offer a paid, structured training program with mentorship and clear paths to permanent roles. Be inclusive and accommodate caregiving needs while addressing workforce shortages.
4. Run a Referral Drive with Tiered Rewards for High-Demand Roles
Example: Another innovative healthcare recruitment strategy was applied by Northwell Health when staff members who brought them candidates for certain positions were offered higher bonuses than those given for the regular roles. This led to the endorsement of recruitment drives and improved retention.
How to implement: Use the Referral bonus system for employment whereby employees are paid a base rate and in addition bonuses to increase their income changes in proportion to the customer’s need and difficulties the employee had in gaining a particular referral. The rewards can include gift vouchers, additional vacation leave, or even money cash bonuses.
5. Partner with Community Health Organizations to Attract Local Talent
Example: UPMC in Pittsburgh collaborates with community health organizations to pull in residents who are keen on pursuing a career in medicine. They organize small workshops as well as conduct informational seminars at community centers which organically result in local employment.
healthcare staffing agencies
or community health organizations and arranging for career health events. This helps in devising community relations and a local talent pool that is more sustainable and active towards community health enhancement.6. Host “Job Shadow” Days for High School and College Students
Example: The Boston Children's Hospital in Massachusetts offers several Shadow Day sessions for high school students interested in a career in medicine. Several of these students go on to work in entry-level jobs or internships after graduation.
How to implement: Establish a year-long shadow program where students take a class and are asked to observe your practice for a day. This allows students to get immersed in the world of healthcare and keeps your practice in their minds when they are out looking for work.
If you’re looking to attract the best talent in a jiffy, you should know our team of experts is always there giving their best and setting a perfect healthcare recruitment strategy for your institution. Contact us now for effective workforce and staffing solutions.
Wrapping up
Whenever you’re in need of workforce or staffing solutions for your organization, the healthcare staffing agency you select is a big decision. They are the ones who can provide skilled temporary staff in case of transitions or emergencies. Just to wrap things up here is what we talked about in this blog; look at their experience in your specialty, a thorough screening process means the workers they send are qualified and trustworthy, insurance covers you in case of legal issues and clear communication and flexibility is key. Ask for references from past clients to see their reputation, also compare pricing to get the best deal for your budget. Don’t rush the decision—choosing the right agency can lead to a long-lasting, reliable partnership. By considering all of these things you will definitely find a healthcare staffing agency that provides reliable and qualified professionals to your facility.
By Shourya Mehta
