Editor's Note: This is the first in a series of three articles that focuses on medical assistant recruitment and retention. Later articles will reveal information about a new product due to launch in February 2022 — MA SkillsBuilder: Clinical.
Since COVID-19 vaccine distribution began in the United States on Dec. 14, 2020*, more than 427 million doses have been given with about 192 million people fully vaccinated. Still, healthcare employers are squeezed for well-trained allied health professionals, especially qualified medical assistants.
The U.S. Bureau of Labor Statistics (BLS) reports that a job growth rate between 9 – 13 percent is “faster than average.” In 2020, the BLS predicted that the medical assistant profession would grow at a rate of 18% over the next 10 years.
Finding solutions for staffing shortages in a market projected for growth does not happen overnight as certification programs take time to work through.
In the meantime, existing allied health professionals and medical assistants are stretched thin. According to AMN Healthcare’s 2021 Healthcare Trends Survey Report, burnout is a major barrier to healthcare professionals when it comes to continued engagement, retention and recruitment.
“Burnout among healthcare workers is the number one issue among employers in 2021, said Kourtney Govro, managing direct of KDG Innovations, in the most recent edition of access™ magazine, an allied health industry journal.
Bridging the Employment Gap
Healthcare recruiters are coming up with innovative ways to attract, train and retain essential healthcare workers now and in the future.
Increasing pay, improving benefits and financial incentives are ways through which some are enticing retired workers to rejoin the workforce, existing workers to stay longer and students to select a healthcare career.
Others are looking at ways to grow their own talent through registered apprenticeships. Programs like these have proven beneficial to all, as students are empowered to get quickly trained and earn while they learn, and employers can immediately fill essential roles.
Still, other employers are looking toward upskilling opportunities and career ladder programs to help improve job satisfaction among new and existing workers.
Ready to Partner
Retention rates matter! NHA is ready to partner with you to improve turnover rate and decrease MA job vacancies.
- Download our Medical Assistant Recruitment & Retention Strategy Toolkit to get started
- Access our How to Win the Recruitment and Retention Battle for Medical Assistants webinar on-demand that specifically tackles questions employers often ask, including:
- Where do we go to recruit top MA talent?
- Should we create an internal hiring pipeline or compete in the open market?
- Should we grow our own talent with an apprenticeship program?Access our on-demand "How to Win the Recruitment and Retention Battle for Medical Assistants”webinar that specifically tackles questions employers often ask, including:
- Watch for more information on our upcoming product launching in February 2022 — MA SkillsBuilder: Clinical. Made up of 12 modules to help learners master a range of clinical competencies, the product will:
- Aid in student retention through engagement
- Prepare students for externship and employment through proven skills competency
- Provide employers with job-ready candidates