Hiring temporary staff has become a necessity due to the growing shortage of qualified professionals in the healthcare industry. A recent report highlights that in the U.S., the turnover rate for Registered Nurses (RNs) has increased from 34.81 percent (2020) to 40.45 percent in 2021. In parallel, the healthcare sector faces an increased demand for quality care. Constantly juggling open shifts and new hires appears to be a new reality.
Turning to temporary nurses and healthcare workers (HCWs) can alleviate this burden if implemented correctly. In this article, we take a look at the top five challenges when managing temporary healthcare workers.
Challenge 1: Ongoing Staff Shortage
According to a study by Mercer, by 2025, the demand for healthcare professionals will outpace supply. With the aging population and an increase in chronic disease, more healthcare workers will be needed. For instance, the American Association of Medical Colleges (AAMC) pointed out that by 2032, the number of people aged 65+ will have increased by 45.1 percent.
Attracting and retaining top healthcare professionals today is critical if you want your organization to transition smoothly into the next decade. This is also applicable for temporary healthcare workers; their skills and expertise vary. The best way to attract talented staff is to make sure the working environment is conducive and rewarding for them. Employees who feel their work has an impact on the world are more productive, creative, and satisfied with their job. Offering a competitive salary and benefits package is the icing on the cake that might just encourage your healthcare staff to stick to your organization longer.
Key takeaway: The market for temporary HCWs will become more competitive. Do your homework, and analyze your competitors’ offerings before devising an attractive package.
Challenge 2: Dealing with Staff Retention
Staff turnover is a major issue in the healthcare industry. A 2021 report by NSI Nursing Solutions reveals that hospital turnover increased by 1.7 percent (year on year) and currently stands at 19.5 percent. This increase is due to shortages of staff and resources, which are being stretched beyond their limits as hospital demands continue to grow. The same report states that the average hospital loses between $3.6m – $6.5m per year from RN turnover cost alone.
One way for healthcare organizations to reduce employee turnover is by investing in long-term training programs. Training programs should be designed for professionals at all levels, including your temporary staff. Everyone should be given opportunities for professional development and training. Investing in lifelong learning is essential, as it creates an environment that supports employee growth.
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Key takeaway: Temporary work is very often a stepping stone to a full-time position. Capitalize on this and invest in the development of your temporary staff, as they can potentially turn into full-time employees.
Challenge 3: Closing Skill Gaps
Temporary staff has become an essential piece of the puzzle for many healthcare organizations. Yet, there are possible skill gaps between full-time workers and temporary staff. These gaps can have a negative impact on your workplace dynamic and care quality. For instance, temporary HCWs may not always have the same amount of hands-on experience when compared to full-time employees. Moreover, temporary HCWs are less likely to embrace your company culture.
To mitigate risks associated with skill gaps, you need to find the right people and match them with the skills that are needed. Focus on hiring your temporary HCWs based on their specialties, such as a Certified Nursing Anesthetist if you need help for administering general and local anesthesia. Hiring temporary HCWs based on their specialties makes it easier to correctly match each individual to the department where they’ll perform best.
Key takeaway: Hire temporary HCWs based on the specialties you need, and not just to fill a vacant position. Consider offering them mentorship opportunities.
Challenge 4: Fighting Burnouts
The healthcare industry exposes employees to a high risk of burnout. Studies suggest that at any given time, one in three physicians is experiencing burnout. The same goes for temporary healthcare workers – they usually work under high-stress conditions, with little time to recover. The growing shortage of qualified healthcare staff makes things worse. Both full-time and temporary healthcare workers have more patients to manage due to understaffing.
Reducing staff burnout is critical for all healthcare organizations as it can be detrimental to the quality of care given to patients. The work environment is a major factor in healthcare staff burnout. The minimum you can do to reduce stress on your staff is provide a safe working environment, free from unnecessary hazards. Additionally, both your full-time and temporary staff should be encouraged to rest appropriately. This is especially important if they have been chaining long hours.
Key takeaway: Temporary HCWs are also exposed to burnout, which can lead to poor quality of patient care. Keep your workplace healthy, and provide staff with a decent work-life balance.
Challenge 5: Offering Flexibility
Offering flexible working hours is becoming more and more popular in the healthcare industry. It offers numerous benefits, such as enabling staff to manage their work-life balance better, reducing the risk of burnout, and even adding to the appeal of your job advert. Yet, this can easily get out of hand – managing 24/7 working hours and multiple shifts is already no easy feat; doing so for hundreds of workers, some employed full-time and some part-time, can quickly become a stress-inducing task.
Optimizing the staff scheduling process is vital for your healthcare organization if you offer flexible working hours. The process should be streamlined for both managers and end-users. Consider opting for an employee scheduling software instead of excel sheets or printed attendance books. Bonus points if your chosen scheduling app is intuitive, mobile-friendly, and has built-in time tracking capabilities. These features alone can save you hours and potentially make life easier for all your staff members.
Key takeaway: Flexible working conditions are gaining more momentum, especially following the COVID-19 pandemic. Streamline your staff scheduling process and opt for a resource-saving solution.
To Sum It Up
The healthcare sector has steadily been growing more competitive over the past decade. As the population ages, the demand for healthcare professionals is ever-increasing. In the United States, the baby boomer generation is aging and as a result, they will need many more healthcare services. The US Bureau of Labor Statistics estimates that by 2030, the number of jobs in this sector is expected to grow by 1.2 million. Filling those positions is not going to be easy. Drastic policy changes and developments are needed to turn the healthcare sector into a sustainable industry.
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