The healthcare industry’s turnover problem is growing year over year. Total employee turnover came in at just under 20 percent in 2015, up from 17.7 percent in 2014. Nurses are especially difficult to retain — 15 percent of new nurses leave their jobs after one year. And after three years, that number jumps to 43 percent.
Losing a single nurse can cost hospitals nearly $65,000. On average, providers spend $1,200 training each new employee — and that’s if they can find people to fill the vacancies. Organizations that struggle to recruit replacements spend up to 50 percent of their yearly revenues hiring premium labor sources.
Healthcare hiring managers and HR teams tend to be strapped for time and resources. When employees quit, they need to get warm bodies in those positions as quickly as possible. But these conditions can lead to short-sighted hiring approaches and troublesome turnover rates.
However, strategic recruitment is a solution to prevent this turnover problem. Healthcare organizations that hire the right people from the beginning see improved satisfaction among workers and patients, and they reduce their financial and personnel losses.
Here’s a sneak peek of some key points and topics we cover:
Providing High-Quality Care
Better Ways to Engage Your Employees
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