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Three years into the COVID-19 pandemic, the healthcare industry is in a state of semi-crisis. Stress, long hours, and work-related health risks are driving nurses and doctors out of the industry at an unprecedented rate. Hiring qualified employees has never been more challenging, but many hospitals and doctor’s offices are unsure how to attract and retain talent.
Statistics paint a fairly frightening picture of what is to come in 2022. During the entirety of the COVID-19 pandemic, almost one in five healthcare workers quit their jobs. In November of 2021 – when 4.5 million people left their jobs, in what is being labeled “The Great Resignation” – healthcare and social assistance workers had the second-highest quit rate. In October of 2021, the Royal College of Nursing (RCN) released a survey reporting that 57% of respondents were considering or planning to leave their jobs.
There is hope, however the root of the great resignation lies in worker needs going unmet. By recalibrating your strategy with the needs of a changing workforce in mind, you can stand out amidst the competition and land high-talent candidates. This ensures your company will not go understaffed but – on a deeper level – it creates a better environment for everyone involved