Many ASC leaders have been facing issues related to staffing, and there are no signs of these issues being resolved. Because of this, ASC leaders must prepare to rethink staffing and retention strategies.
MedHQ recently hosted a roundtable discussion at the 20th Annual Becker’s Healthcare Spine, Orthopedic, and Pain Management-Driven ASC Conference to talk through today’s staffing crisis, how we got to this point, and how to move forward.
Key Takeaways
Invest in technology
- According to the United States Bureau of Labor Statistics (BLS), there were more than 5 million job openings than there were job seekers in 2022. This is a historic labor gap that has been decades in the making due to generational shifts and slower population growth. Healthcare is one of the hardest-hit industries in terms of recent nationwide workforce shortages.
- Outsourcing and automating operations such as staffing, HR, accounting, and more will be key to allowing your team to focus on patient care. Technology-driven solutions will take the burden off your center. At MedHQ, hqtechsquite automates complex, time-consuming tasks which reduces errors and saves significant time and money
Rethink talent acquisition strategies
- Existing talent pipelines are not enough to find new talent for your open positions. It’s important to broaden your pipeline and eliminate any unnecessary barriers that restrict people from applying.
- Innovative approaches to talent acquisition can include contract-to-hire positions and training programs for nurses. Contract-to-hire models can allow ASCs to assess a candidate’s fit and performance before extending a permanent offer. This can be mutually beneficial to a nurse seeking a change from the hospital environment. Another approach is to use a Talent Portal, a staffing product created by MedHQ specifically for ASCs to aid in searches for contract, contract-to-hire, and direct hire roles. The tool provides access to a large pool of candidates and multiple agencies. The program aims to match the unique needs and culture of ASCs.
Focus on work-life balance and culture
- Leaders must invest in their organization’s culture and their people. Workers’ priorities have changed, and job seekers are looking for organizations that provide great benefits and a positive work environment. Fostering a positive culture will help in attracting and retaining healthcare professionals.
- Consider how your work environment enables flexibility and helps your workers avoid burnout. This can include lower patient-to-nurse ratios, flexible scheduling, and better work-life balance. Creating a culture that values employees and supports growth opportunities can help attract and retain talent.
The staffing crisis we are facing today will not fix itself on its own. Leaders must be proactive in investing in technology and rethinking their team structures so their teams can better focus on patient care.
