Hiring and retaining healthcare staff is hard but crucial. Here’s why:
- Turnover is expensive: Replacing one registered nurse (RN) costs $46,131. Cutting turnover by 1% saves around $262,289 annually.
- Burnout is a big issue: 89% of healthcare workers think about leaving due to burnout, with 60% of nurses reporting its effects.
- Retention impacts patient care: High turnover disrupts operations and lowers morale.
The solution? A focused hiring and retention strategy.
Here are the 7 steps to hire healthcare staff that stay:
- Write clear job descriptions: Be upfront about skills, certifications, and growth opportunities.
- Use healthcare job boards: Target platforms with verified candidates and advanced filters.
- Screen thoroughly: Verify credentials, assess skills, and test behavior.
- Plan better interviews: Use real-case questions and involve team members.
- Improve new hire training: Offer mentorship and conduct follow-ups.
- Measure retention: Track metrics like turnover rates and time-to-fill.
- Get staff feedback: Use exit interviews and surveys to refine processes.
Retention is an investment. For every $1 spent on retention programs, organizations save $3–$6 in reduced turnover costs. Start with these steps to build a strong, lasting healthcare team.
Strategies to Improve Staff Retention in Health Center Settings
Step 1: Write Clear Job Descriptions
A job description is often the first interaction a candidate has with your healthcare organization. Since 52% of job seekers say the quality of a job description strongly influences their decision to apply [3], creating a clear and engaging listing is key to attracting the right long-term talent.
Highlight Required Skills and Certifications
Start with a straightforward, industry-recognized job title that accurately represents the position. Avoid internal jargon or overly creative titles that might confuse applicants. For instance, "Emergency Room Registered Nurse" is far more effective and clear than "ER Care Specialist."
When outlining qualifications, separate essential requirements from those that are merely preferred. This distinction is critical, as 63% of candidates have skipped applying for a position because they didn’t feel confident about meeting all the listed qualifications [3]. Use a structured approach to present these requirements:
| Requirement Type | What to Include | Why It Matters |
|---|---|---|
| Essential | • Licenses and certifications • Minimum education level • Core technical skills • Mandatory experience | Ensures candidates meet the basic qualifications |
| Preferred | • Additional certifications • Specialized training • Desired soft skills • Related experience | Encourages a broader pool of applicants while identifying ideal candidates |
| Physical | • Lifting or mobility requirements • Standing/walking duration • Schedule demands | Prepares candidates for the physical demands of the role |
This clarity helps streamline the evaluation process and ensures candidates understand what’s expected.
Emphasize Career Growth Opportunities
Job seekers are drawn to roles that offer room for growth. Highlight opportunities like continuing education support, mentorship programs, leadership tracks, or specialized training initiatives. These details can make your organization more appealing, especially to candidates looking for long-term career development.
Don’t overlook the importance of benefits. A robust benefits package can be a deciding factor, as 83% of job seekers consider it crucial when evaluating roles [3]. Be transparent about salary ranges – nearly 70% of candidates report frustration at the lack of this information in job listings [3].
Additionally, share details about your workplace culture. Around 72% of job seekers value insights into team dynamics, company values, and the overall environment [3]. Include specific examples that illustrate what makes your healthcare facility a standout place to work.
With these elements in place, your job description will resonate with the right candidates, setting the stage for effective recruitment. Up next: how to use job boards to connect with these well-defined applicants.
Step 2: Use Healthcare Job Boards
Once you’ve crafted a clear job description, the next step is to choose the best platform to connect with skilled healthcare professionals. Pairing well-defined job descriptions with the right job boards can help you attract candidates who not only meet technical qualifications but also align with your team’s values and work culture.
Access Verified Candidate Pools
Healthcare job boards give you access to a pool of candidates with verified credentials, which can significantly streamline the hiring process. Here’s a breakdown of the key benefits and how they impact recruitment:
| Benefit | Impact on Hiring |
|---|---|
| Credential Verification | Saves time by ensuring candidates meet qualification requirements |
| Industry Focus | Draws candidates with healthcare-specific experience |
| Cost Efficiency | Reduces spending on unqualified applicants |
| Targeted Reach | Connects directly with active job seekers in healthcare |
| Quality of Applications | Increases the likelihood of finding well-suited candidates |
In addition to credential verification, these platforms help you identify candidates who are more likely to fit within your team dynamics.
Find Candidates Who Fit Your Team
Hiring for the long term means finding candidates who align with your organization’s values and culture. Many healthcare job boards offer tools to help you assess both technical qualifications and workplace compatibility.
- Use Advanced Filters
Narrow your search by filtering candidates based on their specialties, certifications, and experience levels. This ensures you’re targeting applicants who meet your exact needs. - Leverage Matching Technology
Modern job boards use algorithms to match candidates with your job postings based on factors like:- Clinical expertise
- Preferred work environments
- Schedule flexibility
- Career aspirations
- Geographic preferences
- Build an Industry Presence
Strengthen your organization’s visibility in the healthcare field by utilizing targeted campaigns on social media and email. A strong presence helps reduce competition and improves the visibility of your job listings.
Optimize Your Job Postings
When posting positions, take advantage of industry-specific features to enhance your recruitment efforts. For example:
- Use healthcare-specific terminology to optimize search results.
- Match candidates to roles based on their specialties.
- Verify professional credentials directly through the platform.
- Track compliance with healthcare regulations.
- Utilize screening tools tailored to the healthcare industry.
These tools not only help you attract the right candidates but also ensure you’re building a qualified and reliable workforce that will support your organization’s growth over time.
Step 3: Screen Candidates Thoroughly
Once you’ve crafted clear job descriptions and sourced candidates strategically, the next step is to ensure those candidates are qualified and align well with your team’s values and expectations. A detailed screening process helps confirm both their professional credentials and their fit within your organization.
Verify Credentials and Background
It’s crucial to verify candidates’ qualifications directly with the issuing institutions using Primary Source Verification (PSV). This step not only ensures regulatory compliance but also safeguards patient safety while reducing liability risks.
| Verification Method | Benefits | Tips |
|---|---|---|
| Digital Platforms | Speedy processing, AI-driven accuracy | Use specialized PSV software for automated checks. |
| Direct Contact | High precision, detailed information | Reach out to institutions via phone or email for confirmation. |
| Third-Party Services | Saves time, provides efficient access | Partner with trusted credential verification organizations. |
"PSV is a critical process for healthcare organizations to ensure the accuracy and authenticity of a provider’s credentials and qualifications", explains Emily Carter, Credentialing Director at Ascension Health. She implemented a verification system that reduced processing time by 40% in 2024 [4].
For nursing roles, tools like Nursys‘ e-Notify system offer real-time updates on licensure status and disciplinary records, making compliance checks more efficient [5].
Once credentials are verified, the next step is to evaluate candidates’ practical skills and workplace behavior to ensure a comprehensive assessment.
Test Skills and Workplace Behavior
Assessing both clinical expertise and behavioral traits is essential for hiring candidates who can thrive in the long term. With nearly half of HR teams (47%) facing challenges in finding qualified talent, these evaluations are more important than ever [6].
Here are some key assessment strategies:
- Clinical Skills Assessment
Use testing platforms to measure healthcare competencies. For example, Kaiser Permanente improved their annual competency testing by using eSkill. Candy King, Business Operations Manager, shared:
"Using eSkill has helped us improve our annual competency testing process for frontline staff. We needed to enhance our employment assessment process for annual competency testing as well as hiring, and eSkill made it easy, convenient, and reliable. I am continually impressed by the results!" [8][9]
- Behavioral Evaluation
Assess critical soft skills like communication, empathy, problem-solving, and resilience. These traits are vital for fostering patient safety and teamwork. - Situational Testing
Present candidates with real-world scenarios to gauge their clinical knowledge and decision-making skills. For instance, KenCrest Services saw a 20% improvement in retention rates after using Relias Assessments. Erik Gore, Assistant Director of Training and Organizational Development, noted:
"We don’t waste time with going back and re-enrolling our new hires into a training that they’re already strong in. We know the strengths of this individual, and we know what they need a little help in. So it’s easy to develop a plan for them when they start their careers here." [10]
Using data from these assessments can help fine-tune hiring strategies. For example, Mercy Health leverages assessment results to place nurses in roles where they are most likely to excel and feel satisfied. This approach has enabled some healthcare organizations to cut turnover rates by up to 81% within two years [7][10]. By aligning screening processes with retention goals, you can build a stronger, more stable workforce.
Step 4: Plan Better Interviews
Once you’ve screened candidates thoroughly, the next step is conducting effective interviews. A well-executed interview process not only assesses clinical skills but also evaluates how well a candidate will fit within the team. This is critical for building a strong and committed healthcare workforce.
Ask Real-Case Questions
Scenario-based questions are a powerful way to gauge how candidates handle real-life healthcare challenges. These questions test their problem-solving skills, clinical judgment, and ability to communicate effectively in high-pressure situations. Sarah K. Wells, MSN, RD, CEN, CNL, illustrates this approach perfectly:
"When a patient whose symptoms may suggest a heart attack wants to leave the hospital without treatment, it’s important to find out why and do everything possible to ensure they make the best decision for their health. I’d ask questions so I could understand what the patient is thinking and feeling and gently explain the potential complications of refusing treatment. If needed, I’d also adjust their environment so they feel more secure and comfortable enough to stay and receive care." [11]
Here’s how you can structure your interview questions to cover key areas:
| Interview Scenario Type | Purpose | Example Question |
|---|---|---|
| Emergency Response | Tests quick thinking and prioritization | You have three patients in your care: one with heart palpitations, one experiencing a mental health crisis, and one with severe bleeding. How would you triage these patients? |
| Patient Communication | Evaluates interpersonal skills | If your patient’s relatives don’t understand what you’re explaining about their child’s treatment plan, how would you adjust your communication style? |
| Conflict Resolution | Assesses professional judgment | What would you do in an emergency situation if the attending doctor misunderstood the patient history you just shared with them? |
These questions provide a window into how candidates might handle complex situations, ensuring they have both the technical expertise and emotional intelligence needed for the role.
Include Different Team Members
Involving a variety of team members in the interview process can lead to a more comprehensive evaluation. Panel interviews, for example, bring in diverse perspectives, allowing you to assess a candidate’s fit from multiple angles. Anne Carrie emphasizes the importance of this approach:
"Finding the right physicians is key to success. Hiring providers with excellent clinical skills and strong patient rapport is crucial." [11]
To make team-based interviews more effective:
- Structure Panel Interviews: Bring together individuals from different departments who will interact with the new hire. This ensures the candidate is assessed on both their technical abilities and their potential to collaborate with the team.
- Define Evaluation Criteria: Use a standardized framework to evaluate key areas such as technical skills, communication style, teamwork, problem-solving, and alignment with your organization’s values.
- Facilitate Team Feedback: After the interview, hold a discussion where panel members share their observations. This collaborative feedback helps identify candidates who are not only skilled but also likely to integrate well and contribute to long-term team stability.
As one expert puts it:
"A successful call is one where the candidate speaks much more than the recruiter." [11]
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Step 5: Improve New Hire Training
After conducting thorough interviews, the next critical step is a well-structured onboarding process. A strong onboarding experience can increase new hire retention by 82% and boost productivity by 70% [14].
Set Up Mentor Programs
Connecting new hires with experienced staff can significantly improve retention rates. Employees who participate in mentorship programs are 49% more likely to stay with their employer [12].
| Mentoring Component | Purpose | Implementation Strategy |
|---|---|---|
| Role Matching | Facilitate compatibility and skill-sharing | Pair mentors and mentees based on expertise and career aspirations |
| Clinical Support | Develop hands-on skills | Organize supervised patient care and practice sessions for procedures |
| Cultural Integration | Foster team cohesion | Include mentees in department meetings and team-building activities |
One standout example comes from UC Davis Health, which implemented a mentorship-focused onboarding program for nurses. This approach led to a 92% retention rate, an impressive figure compared to the national average of 22.5% [12].
"Most new hires decide if they’ll stay with an employer in their first six months on the job… Those early days and weeks are critical; you can’t afford a perfunctory onboarding process." – Becker Hospital Review [12]
Mentorship programs not only enhance clinical skills but also help new hires integrate smoothly into their teams.
Plan Follow-Up Meetings
Ongoing follow-up meetings are essential to reinforce early progress and reduce turnover. As First Healthcare Compliance stresses:
"Effective employee training is crucial in the healthcare industry to ensure staff competency, compliance with regulations, and the delivery of high-quality care." – First Healthcare Compliance [13]
Key follow-up milestones include:
- 30-day reviews: Focus on the new hire’s initial adjustment and ensure compliance with HIPAA regulations, especially since 85% of data breaches result from human error [15].
- 90-day reviews: Discuss long-term career goals and confirm certification requirements are on track.
To make these meetings effective:
- Hold discussions in private, distraction-free environments [17].
- Use standardized templates to evaluate performance consistently [16].
- Document feedback to identify areas for improvement.
- Develop actionable plans to address challenges.
- Set clear, measurable performance goals.
These follow-up practices ensure new hires feel supported and aligned with the organization’s expectations, laying the foundation for long-term success.
Step 6: Measure Staff Retention
After improving hiring and training processes, the next step is to focus on measuring staff retention. Why? Because keeping your workforce stable over time is crucial for both patient care and financial health. With hospitals facing a 20.7% turnover rate and the cost of losing a single registered nurse (RN) averaging $56,300, tracking retention metrics becomes a must.
Track Key Metrics
To maintain a well-staffed and engaged team, monitor these key metrics:
| Metric Type | Target Benchmark | Industry Average |
|---|---|---|
| Overall Retention Rate | 90% | 47.2% |
| RN Turnover Rate | <15% | 18.4% |
| First-Year Turnover | <25% | 30.2% |
| Time-to-Fill | <40 days | 49 days |
| Offer Acceptance Rate | >75% | 69.3% |
Here are some specific areas to focus on:
- Absence rates: High absenteeism could signal disengagement.
- Turnover breakdown: Track voluntary versus involuntary exits.
- Departmental retention: Identify which teams or managers struggle with retention.
- Turnover costs: Calculate the financial impact of lost productivity and hiring.
- Employee satisfaction: Use tools like eNPS surveys to gauge how employees feel.
By comparing these data points to regional benchmarks, you can set realistic and actionable retention goals.
Compare Industry Numbers
Retention challenges can vary widely depending on location and job roles. For example, regional turnover rates range from 19.0% in the North-Central U.S. to 22.2% in the Southeast. Additionally, turnover rates differ significantly by position:
| Position | Current Turnover Rate |
|---|---|
| Certified Nursing Assistant | 41.8% |
| Patient Care Tech | 36.3% |
| Registered Nurse | 18.4% |
| Medical Technologist | 15.9% |
| Physical Therapist | 12.1% |
| Pharmacist | 10.7% |
To tackle these challenges, many organizations are turning to AI-powered tools. These tools can analyze workforce data, predict which employees are at risk of leaving, and guide retention strategies. In fact, they’ve been shown to cut turnover by as much as 65% within the first 100 days.
"Retain has helped us to identify areas where we can better meet the needs of our team. It also helps us identify how the new-hire process is going and how the employees feel." – Emily Zondervan, Director of Human Capital, Illuminate HC [19]
Even small improvements in retention can have a big financial impact. For example, reducing RN turnover by just 1% can save an average of $262,289 annually [2]. This makes tracking and improving retention a critical focus for any healthcare organization.
Step 7: Get and Use Staff Feedback
Listening to your staff is one of the most effective ways to refine hiring practices and tackle turnover challenges. By combining their feedback with retention metrics, you can make meaningful adjustments that improve employee satisfaction and strengthen your overall retention strategy.
Learn from Exit Interviews
Exit interviews can reveal insights that current employees might not feel comfortable sharing. To get the most value, schedule these interviews about a week before an employee’s last day. This timing allows for honest reflection while ensuring the feedback is still fresh. Here’s how to structure them for maximum impact:
| Interview Component | Best Practice | Purpose |
|---|---|---|
| Timing | 5–7 days before the last day | Allow time for thoughtful input |
| Duration | 45–60 minutes | Cover all key areas thoroughly |
| Setting | Private, neutral location | Encourage open, honest dialogue |
| Documentation | Written or recorded (with consent) | Track patterns and insights |
Focus your questions on areas directly tied to retention, such as:
- How the role matched their initial expectations
- The level of support from management
- Opportunities for professional development
- Workplace culture and team dynamics
- Satisfaction with compensation and benefits
Use Data to Improve Hiring
Feedback isn’t just for reflection – it should drive action. With 36.3% of turnover happening within the first year of employment [2], addressing these issues early can make a big difference. Here’s how to turn feedback into better hiring practices:
- Set Up Regular Feedback Channels
Create anonymous ways for employees to share their thoughts. For instance, the NHS People Pulse survey system – used by organizations like Gloucestershire Health and Care NHS Foundation Trust – takes just five minutes but provides critical insights into what employees need [20]. - Spot Patterns in Feedback
Look for recurring themes in the feedback you collect. Here’s how you can act on common areas of concern:
Feedback Area Suggested Action Onboarding Gaps Revise and improve training programs Management Concerns Invest in leadership development Work–Life Balance Issues Adjust scheduling or workload Career Growth Needs Define clear advancement paths - Assess the Cost of Turnover
Don’t underestimate how addressing employee concerns can save money. High turnover is expensive, and acting on feedback can reduce these costs while improving workplace morale.
Conclusion: Build Better Hiring Practices
Effective hiring plays a crucial role in retaining healthcare staff. With a staggering 25.9% turnover rate and an average cost of $46,131 per RN turnover [2], even a modest 1% improvement in retention could save around $262,289 annually. These numbers highlight the importance of making smart hiring decisions from the outset.
Healthcare hiring presents unique challenges. On average, it takes 49 days to fill a healthcare position – much longer than the 36-day average in other industries [18]. This makes it even more critical to hire the right candidate the first time.
| Hiring Challenge | Impact | Solution |
|---|---|---|
| New Hire Turnover | Nearly 20% leave within 45 days [22] | Introduce structured orientation and mentorship |
| Extended Time-to-Fill | 49 days average [18] | Simplify processes with clear job descriptions |
| High Cost Per Hire | $4,700 average [18] | Track metrics and refine sourcing strategies |
The data underscores the importance of following the seven steps discussed earlier. To refine these strategies, focus on measuring key outcomes like time-to-hire, offer acceptance rates, and the quality of hires. These metrics can help identify areas for improvement [18]. As Christopher Cheney, CMO editor at HealthLeaders, points out:
"When hiring, you have to think hard about the role and an individual’s skill set that makes them well-suited for it. Based on experience, we can tell you that once you go ‘soft’ by selecting a suboptimal candidate, you are in trouble" [21].
But successful hiring doesn’t end with recruitment. To retain talent, provide robust benefits, ongoing education, and clear career growth opportunities. These efforts foster an environment where healthcare professionals feel valued and are motivated to stay and contribute [1].
As Allegrow emphasizes:
"Employee retention is critical to maintaining high-quality patient care and ensuring smoothly functioning medical facilities. High turnover rates lead to increased costs, disruptions in patient services, and lowered staff morale." [1]
FAQs
What are the best ways for healthcare organizations to evaluate the effectiveness of their employee retention strategies?
Healthcare organizations can measure how effective their retention strategies are by keeping an eye on key metrics like employee turnover rates and average tenure. These numbers give a clear picture of staff stability and how long employees are sticking around.
Another powerful tool is employee satisfaction surveys. These surveys reveal how well the workplace is meeting employees’ needs and expectations. They can highlight areas that need attention, like balancing workloads, offering professional growth opportunities, or improving workplace culture.
By consistently reviewing these metrics and acting on employee feedback, organizations can adjust their retention strategies to build a more committed and engaged workforce.
What are the best tools for verifying healthcare credentials during hiring?
When it comes to verifying credentials during the hiring process, credentialing software and automated license verification tools can make a big difference. These tools simplify tasks such as confirming certifications, validating licenses, and ensuring compliance with healthcare regulations.
Many of these systems also provide useful features like real-time updates and integration with state or national databases. This not only helps minimize mistakes but also saves valuable time. By using dependable credential verification tools, you can streamline your hiring process and ensure your team has the qualifications required to meet industry standards.
What’s the best way to structure exit interviews to improve staff retention?
To get the most out of exit interviews, have them led by a neutral party in a private, quiet space where the employee feels comfortable sharing their thoughts. Timing matters too – plan the interview for a point after the employee has given their notice but before their last day. Use open-ended questions to prompt detailed responses, focusing on key areas like workplace environment, leadership, and opportunities for professional development. This method can reveal meaningful feedback to help address turnover and support better staff retention over time.
