Let me see if I understand this correctly…
Recently we were given a job order for a Director-level role with a rural hospital. (This type of organization and community happens to be a specialty of Johnson Search Group, as we are passionate about hiring in rural health!) The leadership team told us that the position has been open for two years. They have had other firms work on it with no success, and they would love our help.
Using our process, we were able to locate an excellent candidate in just a few days. This qualified candidate was within driving distance of the hospital, so they didn’t require relocation. They had all the skillset and licensure that they were looking for. Additionally, this was precisely the ideal position for which the candidate would change jobs. The candidate was excited, we were excited, and we immediately submitted their resume to their HR department. The response… “Thank you so much, but we have an Interim in place until September, so we are not scheduling interviews for that position yet.” In the infamous words of my Senior Vice President Perry Paden, “…reeeaaallly?”
The Continued Struggle In Hiring
Sadly, this is common. It is no wonder that many critical roles remain open! When the ‘top of the inbox’ drives priorities as opposed to the ‘get ‘em while they’re hot,’ organizations struggle to secure top talent in this current market. According to the Rural Health Organization Hub: “Rural communities often face challenges in maintaining an adequate health workforce, making it difficult to provide needed patient care or to meet staffing requirements for their facilities. Therefore, rural healthcare facilities should be proactive and strategic about recruiting and retaining personnel.”
What’s The Potential Impact?
Consider also the added cost of contract staffing to budgets of already strained rural community hospitals. When critical roles go unfilled, and patient’s lives are in the balance, you resort to hiring interims and travelers. This has a significant effect on the profitability of the organization. A recent study showed that 78% of healthcare leaders said reducing staffing costs was a significant concern. Combining budget shortfalls, staffing shortages, burnout for overworked healthcare workers, lack of local talent, and the increased needs and demands on the services in these rural communities, the overall impact to rural communities is staggering. The unfortunate and all too common result could be closure and lack of access to healthcare for the approximately 60 million people who currently reside in rural communities in the United States.
When there are options to address shortages and costs that can be as simple as responding in a timely fashion, why not take it? If you need a better process or better results, I can help!