How do you keep up with the latest trends and innovations in healthcare staffing?

To stay abreast of the latest trends and innovations in healthcare staffing, it's crucial to continuously monitor and adapt to shifts in demand and supply dynamics, prioritize diversity and inclusion initiatives, leverage cutting-edge technology and innovation, foster robust engagement and retention strategies, ensure strict adherence to evolving regulations and compliance standards, and maintain a forward-looking approach aligned with the future vision of the industry. Additionally, considering factors beyond these pillars, such as evolving educational requirements and emerging roles, enhances overall strategic planning.

Keep track of industry data, surveys, and analyses on the demand for healthcare services and the availability of healthcare professionals. This may include tracking workforce data, job advertisements, and estimates from healthcare companies and government agencies.

I have personally used LinkedIn to help me stay informed of the latest demand and supply dynamics, especially in regards to the PA profession. One interesting trend I have been following recently is the growth of the PA profession in New Zealand (NZ). There is a big demand for PAs in primary care in particular because according to the Royal New Zealand College of General Practitioners (March 2023) two thirds of GPs plan to retire in the next 10 years. A short term solution to this is the sourcing of experienced PAs from the USA and Europe. Long-term, the NZ PA profession is hoping to establish one or more PA schools so that they can train their own.

Stay informed on healthcare staffing trends by attending conferences, networking with industry professionals, utilizing online resources, and engaging with technology. Continuous learning ensures adaptability to evolving industry demands.

Ensuring healthcare organizations integrate relocation into their core recruitment strategies is paramount. As the labor shortage persists, tapping into out-of-market talent becomes essential. It's crucial for these organizations to seek innovative relocation technologies that offer robust data analytics, provide insightful community information, and create a stellar first impression of their brand.

Stay up to speed on initiatives, research, and best practices for diversity and inclusion in healthcare staffing. This involves attending conferences, workshops, and webinars about workplace diversity, as well as following relevant publications and organizations.

In healthcare, I think that there is still much to be done in regards to diversity and inclusion. One consideration here is to look to promote diverse talent from within, especially into more senior/decision-making roles. I recently completed an online certificate program at the University of South Florida entitled 'DEI in the Workplace.' This course has armed me with more knowledge and tools as well as a fresh perspective on the topic.

Infelizmente ainda vejo pouca inclusão e diversidade na área da saúde, tanto na questão física quanto na questão psicológica. Muitas da vezes o gestor perde um ótimo funcionário que sofre alguma doença psicológica, por não ser o mínimo flexível e empático. Prefere muitas vezes colocar um 'saudável' no lugar e a pessoa não fazer 1/3 do que o outro fazia. Sabemos bem que o capitalismo comanda o mercado do trabalho, porém não podemos esquecer que somos humanos também e todos merecem respeito.

Diverse workforce and inclusive workforce comes with its own set of advantages by bringing their different skills on the table

In my opinion, Artificial Intelligence (AI) is already in the process of revolutionizing healthcare. This includes the healthcare staffing industry. I personally acknowledge that I know very little about AI/digital transformation, so I will have no option but to willingly partner with experts.

Stay informed about ideas for increasing employee engagement and retention in the healthcare industry. This may include learning about good leadership methods, staff wellness initiatives, and feedback systems. Keep up with research and case studies that illustrate effective retention tactics.

Stay up to date on changes in healthcare legislation and compliance requirements that may effect staffing practices. This involves keeping track of developments from regulatory authorities like the Centers for Medicare & Medicaid Services (CMS) and the Joint Commission, as well as remaining in touch with industry associations and legal professionals.

In my current role, I've been encouraged to achieve and maintain CPC (Certified Personnel Consultant) credentials through the National Association of Personnel Services (NAPS), with my employer covering the cost for the certification exam. It took plenty of effort on my part to sit for the exam, followed by keeping up with yearly continuing education units (CEUs), so I am personally invested and constantly staying up-to-date. The certification has provided me with valuable insight into hiring laws, regulations, and ethical practices. Not all employers are going to require their team to be CPC credentialed, but I would think it would certainly benefit them to support this type of pursuit if approached about it by their team.

Take part in foresight initiatives to forecast future trends and difficulties in healthcare staffing. This might include scenario planning, trend research, and conversations with industry thought leaders. Consider joining professional networks or think tanks dedicated to the future of healthcare workforce management.