South Florida Hospital News
Tuesday February 25, 2020
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January 2020 - Volume 16 - Issue 7

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Industry and Market Trends Impact

As we enter 2020, a new decade of healthcare innovations and trends emerge. New technologies, research and strategies will influence not only the care of patients, but also the healthcare workforce. This ultimately impacts the recruitment and retention of top talent – both clinical and non-clinical. To match the evolving healthcare workplace, Broward Health’s human resources leaders are evaluating factors and measures to manage South Florida’s changing environment.

Broward Health has quickly adapted to the digital climate and no longer relies on traditional methodologies. The system recognized early on that new strategies to recruit talent, digital assets must be used.
 
“Social media and referrals are key to recruitment,” said Eileen O’Brien, associate vice president of talent acquisition at Broward Health. “Glassdoor, LinkedIn and Facebook are key drivers for recruitment. Caregivers and executives are assessing organizations based upon their digital presence. It’s imperative to promote your organization and actively manage your online reputation to encourage candidates to join – and stay – with your system.”
 
These tactics, while not unique to healthcare, are imperative in a market as competitive as South Florida, said Melanie Hatcher, senior vice president, chief human resources officer at Broward Health. “Florida already has a shortage of seasoned licensed professionals in the areas of critical care, emergency, surgical services and management, and to compound the issue, each health system is competing for that same talent pool.”
 
Hatcher added that recruiting and retaining talent is also becoming more dynamic due to the area’s aging workforce.
 
“According to the Florida Center for Nursing, the average age for the Florida nurse is 49 years old with the average OR nurse at 56 years,” Hatcher said. “This demands our attention, as much of our clinical workforce will be retiring in the coming years. And we must be supportive of career development and flexible with our employee partners.”
 
Due to the transient nature of South Florida, there can also be turnover as caregivers and management exit the region. And while in the past, management and clinical positions could be filled by professionals from out of state, O’Brien said, it has become more challenging to relocate people south for career opportunities due to South Florida’s rising housing costs and overall costs of living.
 
To counter these issues, Broward Health uses a multi-prong approach to attract and retain a diverse group of top talent by ensuring compensation meets market values and benefits, incentivizing through affiliations and educational opportunities to enable career growth, and by creating a passionate environment of caring.
 
“We are actively researching what will influence millennials – who in some instances have been documented to change employers more frequently than previous generations – to stay and establish a lifelong career at Broward Health,” said O’Brien.
 
Jean Seaver, associate vice president of learning and development at Broward Health, said the system is very engaged in ongoing learning opportunities, as well as student affiliation agreements with local academic centers.
 
“Student affiliations are a key component to our workforce development plans,” said Seaver. “These affiliations enable students to gain practical experience within our hospitals and ensure the next generation of caregivers is welcomed into our system and want to remain a part of the Broward Health family.”
 
Ultimately, retention of top talent will often be dependent on culture, said Hatcher. “We are unique from other industries because of our mission. We want people who have compassion and connect with our purpose to provide the highest quality care to all those we serve. We must find and build career-spanning relationships with our employee partners who share our vision and want to live a career with purpose. At Broward Health, it’s not just a job; it’s a calling.”
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