Partnering with an RPO provider can help healthcare organizations meet their growing talent demands today and in the future.
By Marta Chmielowicz
Growth in U.S. healthcare employment is poised to explode over the next decade, with Mercer reporting that organizations will need to hire 2.3 million new healthcare workers by 2025. By 2025, the U.S. will likely face a shortage of:
- 446,300 home health aides;
- 98,700 medical and lab technologists and technicians;
- 95,000 nursing assistants; and
- 29,400 nurse practitioners.
As the demand for healthcare workers continues to rise, organizations will need to invest in forward-looking talent acquisition solutions that prioritize speed, agility, and experience. Recruitment process outsourcing (RPO) providers can lead organizations down the path to success, bringing to the table three key capabilities that can differentiate employers in a competitive marketplace.
- Subject matter experience. The healthcare industry has become more volatile than ever in the wake of the COVID-19 pandemic, leaving many organizations in the dark and uncertain about how to respond. According to Gary Norris, director of client services at Sevenstep, RPO partners can help by bringing the knowledge and subject matter experience needed to inform winning strategies and pivot in real-time.
- Scalability and agility. RPO providers can also provide scalability and agility that internal talent acquisition departments are not equipped to handle. This is especially important in an uncertain business climate where healthcare organizations need to shift strategies and quickly hire a large number of positions to meet business needs.
- Risk and compliance expertise. As vaccine mandates come to the forefront of public consciousness under the Biden administration, organizations need to keep risk and compliance top of mind.
“An RPO provider is well trained in risk and compliance and our job is to help our clients avoid risk wherever necessary,” says Noelle Paras, vice president of client solutions at Sevenstep. “It’s our obligation to highlight where there might be risk and offer our clients that education and guidance.”
These capabilities can help healthcare organizations elevate their talent acquisition strategies to new heights.
