Healthcare today is global. Everywhere in the world organizations are struggling with the same three issues, rising costs, access to quality care and the availability of talent. All of these issues center on having high-quality talent to serve their communities – because great talent delivers great care. It is not just about the right talent, but the right amount of talent that will be pivotal to allowing organizations to thrive in the coming years. Through our client partnerships, we see first-hand the innovative solutions healthcare leaders are embarking on to not just meet government requirements but surpass patient expectations. We recently partnered with the Everest Group, a global business analyst firm, to take a closer look into the challenges facing healthcare organizations around the world and understand talent acquisition’s role in the solution.
Here are few key takeaways from the report.
- The United States added one million healthcare jobs since the Affordable Care Act was signed into law, compounding the existing talent demand-supply mismatch.
- An aging population in the UK is driving up demand.
- Saudi Arabia has made health insurance mandatory for foreign nationals.
- The newly-elected government in India has plans to create “health insurance for all” laws.
- Last year, Dubai made health insurance compulsory for all of its citizens.
- Across the board, a steep rise in lifestyle diseases such as diabetes, cardiovascular problems and obesity are also increasing the need for more healthcare practitioners and services.
It is clear that every region is facing a surge in the demand for healthcare.
According to the Everest Group, healthcare organizations are being asked to take a hard look at how their recruitment process is addressing the talent demand, and an increasing number are engaging in Recruitment Process Outsourcing (RPO). While RPO has been more commonly known in industries outside of healthcare, such as manufacturing and life sciences, globally, RPO adoption in healthcare is growing at a rapid pace – 50% in 2013.
RPO is not your typical agency model. An RPO partner becomes an organization’s strategic recruitment partner, offering advantages for both the HR department and the organization overall. Cost reduction and improvement in quality of hire are two of the key drivers for an RPO engagement. It is clear that in order for organizations to thrive in this world of healthcare transformation, a flexible and responsive talent system is critical – and for many, a recruitment partner may be the answer.
To learn more about the growing adoption and healthcare RPO best practices, download a complimentary copy of the Everest Group’s “Recruitment Process Outsourcing (RPO): Good Medicine for Healthcare Recruiting.”