decisionhealth Newsletters, Part B News - 2018 Issue 6 (June)
Use higher pay, openness to outside experience to recruit non-clinical employees
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Article Overview
This article discusses current labor-market pressures affecting non-clinical practice employees in healthcare settings, including reception, billing, coding, management, and departmental leadership roles. It summarizes commentary and workforce data from MGMA, the U.S. Bureau of Labor Statistics, and a SUNY Albany workforce report, then outlines broad recruitment and retention approaches for practice managers and healthcare organizations. It is relevant to administrators, practice managers, HR leaders, and healthcare recruiters looking for general workforce and talent-acquisition insight.
Why This Topic Matters
Hiring and keeping qualified non-clinical staff affects daily operations, administrative efficiency, and continuity of care support. The article helps readers understand why recruitment is becoming harder and what broad organizational approaches may help improve competitiveness in the labor market.
Article Sections
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Practice management
Introduces the staffing challenge for non-clinical roles in healthcare practices and summarizes the market conditions affecting hiring and retention.
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Baby boom to bust
Explains demographic and labor-market factors contributing to a tighter talent pool for management and leadership positions.
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3 ways to get good help
Outlines broad recruiting and retention themes, including compensation, benefits, and widening the background of candidates considered.
What You Will Learn
- Why non-clinical healthcare hiring has become more competitive
- What broad labor-market trends are affecting recruitment and retention
- Which general retention and compensation themes employers are being urged to consider
- How organizations may think more broadly about candidate backgrounds
Who Should Read This
- Practice managers
- Healthcare administrators
- Human resources professionals
- Healthcare recruiters
- Billing and operations leaders
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