As we begin 2025, healthcare organizations, especially the post-acute segment face significant challenges. By 2028, there will be a total deficit of 100,000 healthcare workers 1, and by 2031, there will be a million new post-acute home health and personal care aide jobs, with no one to fill them 2.
Effects on Staff, Patients, and Organizations
This staffing crisis creates a vicious cycle affecting staff and healthcare organizations. High patient-to-nurse ratios increase burnout and turnover, aggravating the staffing shortage. Staff shortages lead to decreased engagement, productivity, and job satisfaction among healthcare professionals, and healthcare organizations face significant financial burdens due to increased overtime costs and reliance on temporary staffing agencies 3, 4.,
To combat the shortage, many providers are hiring temporary agency staff. However, these workers may reduce the quality of care because they are less familiar with facilities and patients 5. Hiring higher-paid agency staff can also demoralize permanent workers, creating a vicious cycle leading to more staff leaving, further exacerbating shortages.
The Root Causes of Staffing Shortages
Although there are multiple reasons for the shortage of healthcare workers, two are most often cited for the high demand.
The US lacks qualified faculty members to train new healthcare professionals, particularly in nursing schools. This insufficient capacity to enroll new students means that nursing schools and medical programs are turning away tens of thousands of qualified applicants yearly, which impedes the supply of new professionals 6.
Many healthcare professionals quit their jobs or were fired during the pandemic. However, even post-pandemic, overwhelming workloads, workplace violence, and lack of mental health support contribute to ongoing burnout 7.
Strategies for Overcoming the Workforce Challenge
Recruiting clinical staff requires a strategic and multifaceted approach to attract and retain top talent in a highly competitive market.
Organizations can find emerging talent and potential hires by collaborating with nursing schools, medical technology programs, and universities to source adjunct faculty and establish internship programs or clinical rotations. Organizations may also consider offering scholarships or sponsorships to students in exchange for post-graduation employment commitments.
Institutions could reconsider certain positions by evaluating whether credentials are essential to the role. Removing qualifications could widen the pool of candidates, improving recruitment.
Because salary and benefits are significant considerations, organizations should offer attractive packages based on market benchmarks and include non-monetary benefits such as flexible schedules, wellness programs, professional development opportunities, and remote work options.
Organizations can retain talent by addressing burnout through flexible scheduling, adequate staffing ratios, and offering resources to support mental health concerns. They should also provide clear development opportunities, mentorship programs, and leadership tracks. A culture of appreciation should be created through rewards, recognition programs, and regular feedback.
Build a Strong Employer Brand
Like other organizations, TwelveStone Healthcare Partners has faced its share of hiring challenges. We have attracted top talent through our compelling Employee Value Proposition (EVP), highlighting unique benefits, such as career development opportunities, flexibility, and a supportive work environment. Studies show that a strong EVP can attract 20% more candidates and reduce turnover by 69% 8. We use team-based care models to distribute workloads more effectively and cutting-edge technologies to manage patient prescriptions and medications, clinical systems, and other administrative tasks. Each year, we survey staff to take the organization’s pulse to ensure our and our employees’ goals align. As we are a healthcare organization that upholds the teachings of Christ, we have a Chaplain available to employees and patients. All these aspects have earned us numerous accolades and certifications, including Christian Best Work Environment, Best Workplaces Institute Certified 2024, and TwelveStone has also been named to the Inc. 5000 for five straight years and counting.
Although accolades are gratifying, I personally believe that the most important variable in our success has been the direct connection between staff and patient satisfaction. The nearly 1,300 5-Star ratings offer tremendous motivation to our entire team as it validates the experience they delivery every day.
Solving the Crisis Together
Resolving the hiring crisis will take collaboration, engagement, and legislative action. It is a personal mission of mine to continue to drive legislative efforts on the state and national level to increase funding for healthcare training programs and address licensure bottlenecks.
Recruiting and retaining qualified healthcare workers, from physicians and nurses to nursing assistants and home healthcare aids, is a top priority for the coming years. Acting on myriad fronts can be the solution, but it will take a concerted effort by educational institutions, healthcare organizations, our legislature, and those like me who have a vested interest.
A challenge indeed, but one that we must prioritize if we are to care for an aging population.
References:
