Recruitment and Succession Are Two Sides of the Same Coin.

From our work with healthcare providers, we know that succession planning is a pressing priority for many of you. Several factors are at play, including the re-alignment of healthcare roles/responsibilities, the aging of the workforce and the fact that graduation rates for new professionals aren’t keeping up with need.  Consider some of these data points:

  • 37% of RNs are planning to turnover between 2013-2015
  • By 2015, it’s expected that we will be 274,500 RNs short of what’s needed
  • Nurses top the list of occupations that are hiring the most right now with 186,625 job postings in November for roles including registered nurses (RN), staff RNs, operating room RNs, oncology RNs, and others.

In our view, succession planning is absolutely mission-critical for any healthcare organization.  But we urge clients to be realistic about the limitations of even best-in-class succession plans.  They cannot guarantee a robust future talent pipeline  –  staff will leave your organization for reasons beyond your control and, given that essential skills for all hospital professionals are changing so rapidly, anticipating future needs can be very challenging.
That’s why, first of all, it’s critical to be realistic about succession planning.  Secondly, coordinate and align succession planning with external recruiting planning so they complement each other to prepare your organization for the future.  Contact us to learn more.

Gayle Norton

About the Author

Gayle has spent over 20 years honing her expertise in guiding talent acquisition transformations and optimizing talent operations.

Tags: healthcare recruitment, healthcare worker shortages, nursing shortages, succession planning, succession planning at hospitals