Editor's Note: This is the last in a series of three articles focused on medical assistant recruitment and retention. 

The previous two blogs in this series focused on How to Overcome MA Staffing Shortages and How NHA is Addressing the MA Skills Gap. However, if Medical Assistants (MAs) are overworked due to staffing issues and are experiencing burnout, employers are at risk of high turnover rates and cannot retain qualified help.

It’s NHA’s business to speak to allied health workers, employers, and physicians to better understand how we can help. We consistently hear that physicians cannot do their jobs well without highly qualified MAs. They’re described as vital care team members who promote efficiency, joy, and successful clinical outcomes.

So, how can employers recruit and retain qualified Medical Assistants?

    1. Build relationships with local MA schools and programs

      Employers often cite that their rapport with local schools is not as strong as it should be, but there is no better place to start when trying to set up a pipeline of qualified help directly to your organization.

      Unsure of where to start? Call the school or program’s career placement director. It’s their goal to see their students and learners better their lives. You’re working in different areas but striving for the same outcome. We also encourage you to discuss the importance of certification. According to the data from our 2021 Industry Outlook, about 88% of employers encourage or require certification, and certification also helps MAs work at the top of their skill set.

    2. Ensure your job descriptions aren’t discouraging potential applicants

      It’s important to include all NCCA-accredited MA credentials that you accept on your applications. Examples include:
    3. Nurture organic bridge programs

      Cultivating bridge programs is an important step to a well-trained staff that increases patient outcomes. Think partnerships with traditional education and workforce programs.

      Unsure of where to start? NHA can help facilitate a call or discussion if you’re having trouble making inroads.

The best recruited. The best retained.

Some employers are fighting the MA staffing shortage by retaining and cultivating MAs they do have, decreasing the turnover rate while saving time, money, and valuable human resources.

There’s a direct correlation between well-trained candidates and employees who have opportunities for advancement and improved patient care and satisfaction. Many employers are moving toward employer-based programs that ensure training aligns with organizational initiatives. More than that, these programs are often aligned with career-ladder programs that naturally boost morale and loyalty.

Here is where NHA’s newest product, MA SkillsBuilder™: Clinical comes into play.

For traditional and continuing education students, NHA’s MA SkillsBulder™: Clinical prepares learners to excel in their profession by mastering key competencies on which employers focus.

For employers, the product ensures that incoming new hires make an immediate positive impact while supplementing in-house training programs for existing employees.

Follow the links above to learn more about MA SkillsBuilder™: Clinical or request a demo now.




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