Genine Wilson is President, Travel Nurse and Allied for Ingenovis Health.
In the healthcare field, burnout and talent shortages have reached alarming levels. As industry norms continue evolving to meet the growing demand for care, human resources and staffing leaders must re-evaluate their approaches to workforce solutions. Recent survey data indicate that around one-third of registered nurses in the United States are considering leaving the profession, while more than half of doctors and other healthcare professionals report feeling burned out and stressed.
The sacrifices made by healthcare workers, particularly frontline and travel nurses, cannot be overstated. To address the challenges facing this workforce, staffing leaders must recognize the impact of these sacrifices and develop connections beyond filling vacancies. We can create programs that build empathy and lasting appreciation between healthcare organizations and their dedicated workforce.
Here are three tips to get started.
1. Listen to clinicians.
For staffing professionals in the healthcare industry, listening to clinicians’ voice and perspective is not just an ethical responsibility but a strategic imperative.
Foster an open dialogue with the clinicians at your facility. Invite regular feedback and make a conscious effort to be present and listen with empathy and without interruption. Take notes, ask questions and summarize what you heard. This will encourage open dialogue and active participation from healthcare professionals, and it will enable you to better understand the root causes of burnout and your clinicians’ unique, specific needs. This understanding forms the foundation for developing effective organizational programs and recruiting strategies that foster long-term physical and mental well-being inside and outside the workplace.
One way is to create a program with opportunities for clinicians to share experiences, challenges and insights. For example, our ACT (Advocacy. Career. Tools.) program at Ingenovis Health has shown promising results while fostering improved well-being and opportunities for career growth. Through evidence-based programs like this, recruiting teams can offer tangible solutions for clinicians. This type of increased engagement helps grow trust and more harmonious relationships between clinicians and the healthcare organizations where they work.
2. Build genuine connections.
To make a successful match between a clinician and a healthcare organization, the recruiter needs to have a nuanced appreciation for and understanding of the needs of both parties—and the reasons behind those needs. Genuine relationships foster the trust, collaboration and sense of partnership that leads to these successful connections.
To build a real connection, move from transactional interactions to an empathetic, consultative approach. Invest time to comprehend the unique aspects of each clinician and healthcare system, including their values, culture and specific challenges. Then, provide effective support and resources, maintain regular contact and ask for (and act upon) feedback.
3. Nurture continuous learning and development.
The healthcare industry moves rapidly, and we must keep up as recruiters. Invest in regular training and professional development for your team so they have the most current knowledge of industry trends, best practices and advancements in healthcare delivery. This will ensure you can better meet clinicians’ needs.
Encourage knowledge sharing and collaboration among your team. At Ingenovis, we do this through regular team meetings to brainstorm and learn together, enriching the entire team’s expertise and problem-solving abilities. Embrace technology and innovation. New tools and platforms, such as interactive training modules, virtual simulations and vast knowledge base resources, can enhance learning and development. By committing to ongoing education, staffing solutions can be innovative, effective and aligned with the evolving needs of healthcare organizations.
By actively listening to clinicians, building genuine connections and nurturing continuous learning and development, HR and staffing leaders can better address healthcare professional burnout and talent shortages. These strategies can begin to reshape the healthcare workforce solutions industry. Through these efforts, we can pave the way for a healthier, more sustainable healthcare workforce that thrives on compassion and the support clinicians deserve.