Recruiting the entry-level workforce

The associate degree is emerging as a prime ticket into the healthcare workforce. Of the 20 fastest growing healthcare occupations that require a college education, 10 are at the associate level, according to data supplied by Economic Modeling Specialists International (EMSI).
These occupations, which include radiologic technologists, occupational therapy assistants, respiratory therapists, and diagnostic medical sonographers, are projected to account for 806,000 new jobs in the U.S. by 2023. At an average of 28 percent, the growth rate for these technical occupations vastly outpaces projections for the entire U.S. jobs market, which stands to grow 11 percent over the next ten years.
The growing demand of associate degree-level healthcare workers raises the question of whether employers will find the adequate supply. Labor pressure data from CareerBuilder's Supply & Demand Portal and corresponding survey data suggests that many healthcare hiring managers have a difficult time recruiting qualified workers in these fields. However, the story of why this is the case varies by occupation, carrying with it important implications for healthcare employers.
No example illustrates this problem more than nursing. We've been told for years that the U.S faces a shortage of registered nurses, an occupation expected to grow 20 percent over the next decade. Perhaps as a result of these warnings, enrollment in nursing programs surged. In 2011, about 185,000 people graduated from RN, nursing science or nursing administration programs nationwide. This has led to an apparent surplus of job candidates, as EMSI estimates there will be around 115,000 RN job openings in 2013, including new positions and openings due to turnover and retirement.
But interestingly, the graduate surplus has not led to a smoother recruitment process. The average job opening for nurses goes unfilled for longer than a month, according to a summer 2013 survey of healthcare employers conducted by CareerBuilder and Harris Interactive. One in five nursing jobs remains open for longer than three months. The survey identified three major reasons for these extended vacancies: 1) Employers are looking for experienced workers--not new graduates; 2) Employers need nurses trained in a specialized area; 3) Employers are often unable to offer competitive pay.
Students have answered the healthcare industry's call for more nurses. Now schools and employers must collaborate in such a way that accelerates the careers of the profession's next generation--either by modifying experience requirements or increasing headcount in understaffed areas to make room for young nurses. Meanwhile, employers in need of veteran or specialized nurses must ensure wages are competitive in order to attract experienced outside talent. They must also redouble continuing education and career development efforts for internal prospects. Both tactics will inevitably open up more positions for entry-level workers.
Alternatively, a key reason for the talent mismatch, or "skills gap," in other associate degree-level healthcare occupations is clearer: College completion rates lag behind demand.
For example, there is nearly double the amount of annual job openings nationwide for medical equipment repairers than associate's degree graduates in that profession, according to EMSI. Other occupations have a surplus of graduates nationally, but face shortages at the regional level due to uneven geographic distribution of workers with the requisite degree.
For instance, physical therapist assistant jobs in the New York City metro area will increase nearly 50 percent by 2023 to more than 4,000 jobs. However, the annual number of graduates in PT technician/assistant programs is about half the number of projected annual job openings. Across the metro area, similar numbers are seen for veterinary technologists and dental hygienists.
While some of these associate degree-level occupations do not make up a substantial share of the total healthcare labor market, they are all generally good-paying jobs, stepping stones to more advanced degrees, and often essential functions in many facilities. At an early age, students need to be made aware of the full panel of healthcare vocational opportunities.
Healthcare executives, meanwhile, must ensure extended vacancies aren't disrupting day-to-day operations. The CareerBuilder/Harris Interactive survey showed that 24 percent of healthcare employers said vacancies had a negative impact on patient care. More than a third of respondents stated that extended vacancies caused employee morale to suffer due to an overworked staff, one in five said patients get less attention, and one in ten see a corresponding spike in voluntary turnover.
All of these outcomes can have a detrimental financial effect, but can be mitigated by integrating workforce and labor market analytics within the organization's broader talent acquisition strategy.