There are now 5 generations in the workplace and a major shift in the future of healthcare. Medical Solutions explores the importance of connecting through the upcoming change. As Gen Z begins to enter the workforce, we dive into their core values and positive traits that will shape the future of our total workforce. Effectively connecting Gen Z clinicians to the healthcare workforce and with other generations will enable them to have the most positive impact on patient care now and over the course of their careers. There are steps hospitals and health systems can take to leverage each of these values to help Gen Z connect and thrive in the new healthcare landscape. How can your facility get ahead of the curve? Find out how in our recently published white paper in Healthleaders, Connecting Gen Z: How to Prepare for the New Healthcare Workforce
Healthcare moves fast, but your workforce moves faster. That’s why you need a partner that’s quick and nimble and has the tools you need to help you tackle the unique challenges that come your way. Watch this video to learn more about the strategic offerings that are part of our healthcare talent ecosystem.
The pandemic has reshaped healthcare staffing, and hospitals and health systems are now facing new challenges. In a recorded webinar with Becker’s Healthcare, Senior Director of Client Growth Scott Armstrong and VP of Client Success Kevin Walsh with Medical Solutions discuss the current climate coming out of the post-pandemic market and dig into market conditions, business strategy shifts, and technological advancements to predict staffing needs, as well as what to consider when evaluating your total workforce solutions partner.
Watch the webinar here.
As the world increasingly attempts to put the pandemic behind us, the healthcare industry continues to feel its impact on staffing. While COVID-19 did not ignite the healthcare staffing crisis, the stress it placed on medical professionals certainly fanned the flames.
According to a joint Jackson Physician Search and MGMA study, 65% of physicians report feelings of burnout (up from 61% in 2021) and 75% say it is worse than it was the year prior. As a result, physicians are retiring in higher-than-expected numbers, switching jobs, or leaving the profession altogether. In an August 2022 MGMA STAT poll, 40% of medical groups said they had seen a physician retire early or leave the practice due to burnout.
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The provider shortage combined with rising burnout levels and increased turnover mean that even top-ranked hospitals are likely to face provider recruitment woes. This certainly was the case for a critical access hospital in rural North Dakota that had just lost its sole Emergency Department provider, a Nurse Practitioner. While one provider vacancy in the Emergency Department in a large, urban hospital might be palatable for a short time, it’s a serious disruption to patient care and an added burden on other busy staff in small, rural hospitals. And, it requires an immediate response.
Despite this hospital’s top 20 ranking among leading rural facilities in the nation, the candidate pool is inevitably small. “There just aren’t many Nurse Practitioners who rank rural North Dakota as their first – or even second or third – most desired practice locations,” says Search Consultant Dan Morton. “Finding one who has the experience to be the sole provider on staff, is a strong cultural fit, and who is willing to relocate starts to sound a lot like looking for a needle in a haystack.”