top of page
  • Writer's picturePablo Alvarado

The Great Healthcare Heist: Talent Acquisition in a Cutthroat Market


The healthcare industry is facing a crisis unlike any before. An aging population, coupled with pandemic burnout and stagnant wages, has created a fierce competition for qualified talent. Nurses, aides, and other essential healthcare workers are in high demand, leaving providers scrambling to fill critical positions. This isn't just an inconvenience; it's a full-blown talent heist impacting patient care, operational efficiency, and the financial health of healthcare institutions.


The Numbers Don't Lie: A Glaring Shortage

Let's delve into the stark reality of the situation. According to the American Nurses Association (ANA), the United States faces a projected shortage of up to 1.1 million registered nurses by 2 by 2030. That's a staggering figure, representing a significant gap between supply and demand. Similarly, the Bureau of Labor Statistics predicts a 10% growth in home health aide positions between 2022 and 2032, highlighting the increasing need for these crucial caregivers.

The shortage extends beyond nurses and aides. A 2023 report by the Kaiser Family Foundation indicates that the US healthcare system faces shortages in various specialties, including physicians, mental health professionals, and technicians.


The High Cost of Empty Beds and Busy Phones

This talent shortage comes at a hefty price for healthcare providers. Beyond the ethical implications of inadequate staffing, it translates into significant financial losses. Here's a breakdown of the real costs associated with unfilled positions:


  • Recruitment and Onboarding Costs: Filling a vacant healthcare position can cost anywhere between $4,000 to $12,000, depending on the role. This includes advertising costs, agency fees, background checks, and onboarding expenses.

  • Lost Revenue: Unfilled positions lead to reduced patient capacity, directly impacting revenue generation. Hospitals with staffing shortages may have to limit admissions or cancel surgeries, resulting in significant financial losses.

  • Overtime and Agency Costs: To compensate for the workload of missing staff, healthcare providers often resort to overtime pay for existing employees or rely on temporary agency workers. Both options are significantly more expensive than employing full-time staff. A 2022 McKinsey & Company report estimates that the US national health expenditure will be $370 billion higher by 2027 due to the worsening clinical labor shortage.



The Replacement Trap: A Vicious Cycle

Let's take a closer look at the specific cost of replacing a nurse. A 2023 study by the National Bureau of Economic Research found that the average cost of replacing a registered nurse can reach a staggering $50,000. This encompasses the aforementioned recruitment and onboarding costs, as well as lost productivity while the position remains vacant. For certified nursing assistants (CNAs), the replacement cost can still be substantial, ranging from $10,000 to $15,000.

These figures are alarming, painting a clear picture of how the talent shortage traps healthcare providers in a vicious cycle. They lose money due to unfilled positions, then must spend even more to find replacements, further eroding their financial stability.



Breaking Free: How On-Demand Pay Can Be Your Secret Weapon

So, what can be done to break free from this talent war? The answer lies in offering innovative solutions that improve employee satisfaction and retention. This is where on-demand pay comes into play.


On-demand pay, also known as earned wage access (EWA), empowers employees to access a portion of their earned wages before their scheduled payday. This benefit addresses a critical need for many healthcare workers, who often face financial constraints between paychecks.


The Power of Financial Wellness

Studies have shown that on-demand pay can significantly improve employee well-being and satisfaction. By providing access to earned wages, healthcare providers can help employees manage unexpected expenses, avoid predatory payday loans, and gain a sense of financial control. This, in turn, leads to:


  • Reduced Turnover: When employees feel valued and financially secure, they are more likely to stay with their current employer. This can significantly reduce recruitment and replacement costs associated with high turnover rates.

  • Increased Engagement: Financially stressed employees are often less engaged and productive. On-demand pay can alleviate financial worries, allowing employees to focus on their work and deliver better care.

  • Enhanced Employer Brand: By offering a unique and valuable benefit like on-demand pay, healthcare providers can differentiate themselves in the competitive talent market. This can attract top talent and create a more positive employer brand.


The OrbisPay Advantage: A Win-Win for Everyone

At OrbisPay, we are dedicated to helping healthcare providers thrive in this challenging talent landscape. Our seamless and secure on-demand pay platform offers a cost-effective solution. To learn more about OrbisPay, check out our website.




Comments


res02_edited.png

Get OrbisPay for your business

bottom of page