Medical practice leaders continue to face challenges in attracting and retaining top talent. MGMA Insights Podcast host Daniel Williams sits down with DeDe Kelley, Director of Talent Acquisition at Marsh McLennan Agency's national HR consulting services practice, to shed light on the key trends and strategies shaping the future of healthcare hiring.
Embracing the Power of AI in Recruitment
One of the most significant trends in healthcare is the increasing role of artificial intelligence (AI) in the recruitment process. Embracing such technology can help streamline tasks including the use of avatars for initial phone screenings along with leveraging AI-powered tools to assess skills from resumes. Kelley emphasizes using AI with caution, underscoring the need to ensure the technology is unbiased and effective.
"AI won't take your job, but someone who knows AI and uses it may take your job," she warns. "We want to make sure that we're really careful with the AI that we're utilizing."
Expanding the Candidate Pool through Remote Work
The pandemic has accelerated the shift towards remote and hybrid work, and Kelley believes this trend will continue to shape hiring within the industry. "When we remove boundaries, we can grow," she says, highlighting the benefits of offering remote work options. "Instead of being afraid of it, it's embracing it."
Kelley adds that by opening up the candidate pool beyond geographic limitations, healthcare organizations can access a wider pool of qualified applicants. This applies to both clinical roles and non-clinical positions such as customer service and virtual assistants.
Maintaining Culture in a Remote World
As healthcare organizations embrace remote and hybrid work, preserving company culture has become increasingly important. Kelley highlights how intentional efforts are needed to foster connections and communication when approaching this challenge.
Kelley encourages the use of video conferencing tools like Teams to facilitate face-to-face interactions, adding that managers should be trained to recognize and address mental health concerns as the shift to remote work can exacerbate stress and burnout.
Prioritizing Mental Health and Well-Being
Kelley, who holds a master's degree in social work and is a licensed mental health therapist, stresses the need to address mental health and well-being in the workplace.
"We have to make it normal to talk about these things at work, and I think that even starts in your recruitment process" she notes, highlighting the need for healthcare organizations to offer resources like employee assistance programs (EAPs) along with mental health days and on-site counseling services. Kelley believes that by prioritizing employee well-being, organizations can build loyalty, improve retention, and enhance overall productivity.
Strategies for Attracting and Retaining Top Talent
Kelley recommends a multifaceted approach to navigate the competitive nature of healthcare hiring, highlighting the need for offering competitive compensation, flexible schedules, and clear opportunities for career growth.
"Having those conversations and then really focusing on creating that positive work culture, offering those resources, training our managers to really be people managers and be on the lookout for mental health and well-being and growth opportunities for their team ... you talk about that in your interview process. That's part of your brand."
Having a well-trained and passionate recruitment team is crucial due to the unique blend of skills and expertise required to effectively identify and attract top talent. As Kelley notes, "Not everyone can be a good recruiter."
Adapting Benefits Strategies
The 2024 Employee Health & Benefits Trends Report explores how employers are adapting benefits strategies to meet the evolving needs of a multigenerational workforce. Developed by Marsh McLennan Agency, the study highlights trends in whole-person health, rising healthcare costs, and the growing demand for personalized, equitable benefits. Here are key takeaways from the study:
1. Whole-Person Health: A New Standard
- Employers are increasingly focusing on addressing social determinants of health, such as housing, transportation, nutrition, and financial literacy, alongside traditional healthcare.
- Mental health investments yield high ROI, improving productivity and reducing long-term healthcare costs.
- Personalization is essential, with 85% of HR leaders viewing it as a critical benefit strategy.
2. Employee Expectations and Retention
- Benefits play a significant role in employee retention, with 73% of employees indicating that improved health insurance would motivate them to stay.
- Employees rank better benefits as the #2 reason for switching jobs, second only to higher pay.
- Nearly 1 in 3 employees would trade a pay increase for more comprehensive benefits.
3. Generational Insights on Benefits
- Gen Z: Prioritizes mental health support and innovative, personalized benefits.
- Millennials: Burdened by student debt and favor financial wellness programs and flexible schedules.
- Gen X: Values flexibility for caregiving responsibilities.
- Boomers: Focus on retirement readiness and preventive care.
4. Challenges of Rising Healthcare Costs
- Healthcare costs are projected to rise by 6.6% in 2024, with prescription drug costs being a major driver.
- Employers are exploring cost-saving strategies like plan optimization, biosimilar drugs, and transparent pharmacy benefit management.
5. Bridging the Perception Gap
- A significant disconnect exists between employers (88%) who believe they care for employees’ well-being and employees (66%) who agree.
- Improved communication, education, and engagement are crucial to maximizing benefits utilization and reducing the gap.
6. Health Equity: A Strategic Imperative
- Employers are increasingly focusing on equitable access to care, addressing disparities, and providing benefits that resonate across diverse populations.
- Failure to prioritize equity risks higher long-term costs and diminished employee satisfaction.
7. The Role of Technology
- Employees expect digital innovations in benefits management, with 82% valuing online tools for benefits engagement.
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