1. Leverage Temporary Staffing Agencies

Partnering with reputable travel nurse and locums tenens agencies allows facilities to fill gaps quickly and cost-effectively, ensuring adequate coverage during prolonged full-time recruiting efforts.

2. Implement Retention Incentives

Offering personalized incentives such as increased salaries, bonuses, additional PTO, childcare assistance, and education stipends helps support and motivate existing staff during challenging times.

3. Adjust Overtime Policies

Updating overtime policies to allow and compensate extra hourly shifts before mandating overtime, while including health-support measures like required rest periods, helps ease strained schedules and prevent burnout.

4. Cross Train Staff

Cross-training current clinical and support staff through shadowing, classes, and mentorships expands capabilities to fill in for other positions as needed, creating a more versatile and resilient workforce.

5. Implement Flexible Scheduling

Offering variable shifts and alternative work arrangements attracts and retains staff who require work-life balance, such as working parents or those nearing retirement.

6. Expand the Recruitment Pool

Looking beyond traditional hiring methods and considering candidates with diverse backgrounds, such as military veterans, international healthcare professionals, or those seeking a career change, widens the talent pool.

7. Invest in Employee Training and Development

Providing opportunities for upskilling and career advancement fosters a loyal and committed workforce, reducing turnover and attracting new talent.

8. Leverage Technology

Adopting telehealth solutions, remote monitoring systems, and automated workflows streamlines processes and alleviates the burden on existing staff.

9. Collaborate with Educational Institutions

Partnering with nursing schools and medical programs creates a pipeline of future healthcare professionals through internships, apprenticeships, and job placement programs.

10. Optimize Staffing Models

Reevaluating current staffing ratios and responsibilities ensures efficient allocation of resources and minimizes unnecessary strain on employees.

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By implementing a combination of these strategies, healthcare facilities can effectively manage and mitigate staffing deficits, maintaining excellence in patient outcomes despite recruitment challenges.

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Child, Family, and School Social Workers

• 2022 Employment: 355,300
• 2032 Projected Employment: 374,300
• Job Growth by 2032: 18,900 (5% increase)
• Most common industries: State/local government, schools, hospitals

Healthcare Social Workers 

• 2022 Employment: 191,400
• 2032 Projected Employment: 209,800
• Job Growth by 2032: 18,400 (10% increase)
• Most common industries: Hospitals, nursing/residential care

Mental Health and Substance Abuse Social Workers

• 2022 Employment: 113,500
• 2032 Projected Employment: 125,500
• Job Growth by 2032: 12,000 (11% increase)
• Most common industries: Hospitals, outpatient care centers

Other Key Social Work Professions

• 2022 Employment: 68,400
• 2032 Projected Employment: 72,900
• Job Growth by 2032: 4,500 (7% increase)

 

As you can see from the projections, all major social work career pathways are slated for solid growth over the next decade. Opportunities to make a difference through counseling, advocacy, treatment, and assistance programs are expected to expand.

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The Rising Tide of Healthcare Burnout

Recent studies reveal the extent of the problem: over 50% of doctors, nurses and other frontline healthcare workers have reported feelings of extreme burnout. Symptoms include emotional exhaustion, cynicism, and low sense of personal accomplishment from work-related stress.

Consequences of Ignoring Healthcare Staff Burnout

If unresolved, healthcare professionals experiencing burnout are more prone to make medical errors, reduce patient contact, and struggle with lower quality of life and health issues themselves. Perhaps most alarmingly, up to 30% of burnt-out clinical staff report intentions to leave their jobs altogether in 2023 surveys.

Evidence-Based Strategies for Beating Burnout

Innovative healthcare organizations have started implementing support strategies that make a difference when it comes to beating burnout. Leaders who take proactive measures now to reinvest in their teams will be poised for sustainable success in 2024 and beyond.

Key areas that healthcare businesses should focus burnout-busting efforts on include:

• • Workplace Culture Improvements: Promote open communication, flexibility over rigid rules, diversity/inclusion initiatives
  • Mental Health Support Resources: Expand access to counseling, peer support groups, mindfulness/resiliency training
  • Staff Recognition Programs: Highlight employee achievements, create opportunities for growth/skill development
  • Workload Adjustments: Hire additional staff, utilize remote/part-time roles to alleviate overwork

 

Beating Healthcare Burnout in 2024

Implementing comprehensive burnout prevention plans tailored for the unique needs of different healthcare providers can profoundly impact staff wellbeing. Studies show interventions as simple as having regular check-ins with employees can lower reported anxiety by 35%.

Beating back burnout is possible, but it requires healthcare leaders to commit to sustainable change. The ultimate outcome? More energized and engaged doctors, nurses and clinical teams ready to provide quality patient care while realizing renewed passion for their vocation as healers. That’s how healthcare will continue saving lives in 2024 and beyond.

The key is presenting the burnout problem but focusing the majority on hopeful, practical solutions healthcare organizations can implement, backed by studies on their efficacy.

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Education and Training of Nurse Anesthetist vs Anesthesiologist

Nurse anesthetists and anesthesiologists have very different training backgrounds, which lead to different clinical scopes. Nurse anesthetists focus narrowly on anesthesia delivery, while anesthesiologists have an expansive medical education encompassing surgical planning, procedure support, and post-operative care:

Nurse Anesthetists

• Typically have a master’s degree in nursing along with graduate-level training specifically in anesthesia administration.
• Curriculum focuses on hands-on experience delivering anesthesia safely for a variety of procedures
• Must be licensed as advanced practice nurses in their state to practice.

Anesthesiologists

• Complete full medical school and 4 additional years of medical residency in anesthesiology
• Training covers the entire perioperative process – pre-operation assessment, providing anesthesia during surgery, and post-operation pain management
• Focus is on deep clinical knowledge of anesthesia delivery and manual operation

 

Types of Procedures for Nurse Anesthetists and Anesthesiologists

Nurse anesthetists commonly provide anesthesia for lower-risk procedures like:

• Colonoscopies
• Arthroscopic surgery
• Labor and delivery

Anesthesiologists more often handle anesthesia for complex surgeries like:

• Heart surgery
• Transplant operations
• Neurosurgery

Settings

Nurse anesthetists typically work in smaller community hospitals, ambulatory surgical centers, and medical offices. Meanwhile, anesthesiologists usually work in university hospitals, large regional medical centers, and intensive care units.

Cost for Healthcare Organizations

Nurse anesthetist services cost 40-50% less than anesthesiologists for healthcare facilities. However, some utilize anesthesiologists for more complex cases where advanced medical training is warranted.

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Top Jobs in Demand for Healthcare

1. Registered Nurses

It’s no shock that nursing tops nearly every hot job list. The aging population requires more care, yes, but nurses are also being tapped to manage chronic conditions, coordinate care teams, operate complex equipment, and so much more. Their versatile skill set keeps them in extreme demand everywhere.

2. Medical Assistants 

Every healthcare office needs support staff to keep seeing patients efficiently. Forward-thinking facilities are realizing that by bringing on medical assistants to handle clerical and basic care duties, their physicians and advanced providers can focus on delivering care. This has made the flexible MA role red hot nationwide.

3. Physical Therapists

Today rehab and restoring mobility often form critical parts of a patient’s care path. So facilities are eager to bring on physical therapists to help people recovering from injuries, surgeries, and chronic illnesses regain movement and live actively. With their specialized skills, physical therapists are seeing exceptional job growth and securing spots among the hottest medical careers.

4. Medical and Health Services Managers

Behind every great healthcare organization is an effective leader running the show. Medical and health services managers are responsible for the big-picture business operations, planning, strategy, and problem-solving to keep clinics, hospitals, and systems humming. Good ones can reduce costs and improve patient outcomes through strategic management. That’s why this is quickly becoming one of the most stable and lucrative healthcare administration careers.

5. Diagnostic Medical Sonographers

When patients need imaging tests like ultrasound, echocardiograms, or mammograms, sonographers are vital for accurately operating the equipment, explaining the process, and collaborating with radiologists on the findings. With demand for less invasive diagnostics booming, hiring sonographers promises to remain red hot for years among outpatient centers and hospitals alike.

6. Pharmacists

Being responsible for correctly filling and dispensing life-saving medications makes the pharmacist role far from just slapping labels on bottles. Today’s pharmacists play expanded roles advising patients and providers on proper drug regimens, watching for interactions, and often overseeing pharmacy techs. With prescription volumes continually rising, pharmacist opportunities are abundant in all healthcare settings.

7. Surgical Technologists

The expert hands helping surgeons during procedures…belong to surgical techs. As cutting-edge medical technology makes more complex operations possible, facilities need technologists ready to arrange instruments, prepare supplies, operate equipment, and handle specimens in the OR. Surgical techs should have their pick of hospital jobs in coming years.

8. Occupational Therapy Assistants/Aides

Recovering basic life skills and mobility takes specialized rehab performed by occupational therapists. With therapists in such high demand, OT assistants and aides work closely with patients on exercises, equipment use, activity retraining, and more following accidents, surgeries, or disability diagnoses. The critical support OTA/OT aides provide is fueling job growth upwards of 35% in hospitals, clinics, and care facilities.

9. Dental Hygienists

Bright, welcoming smiles start with healthy gums and teeth. As the public recognition of oral health’s role in whole body wellbeing grows, so does the demand for preventative dental services. That makes dental hygienists who handle cleanings, exams, x-rays, sealants, and patient education incredibly valuable team members in dentist offices everywhere—whether in traditional or portable practices.

10. Speech Language Pathologist

Delayed EMR access severely hinders travel nurse productivity and care continuity. Have user profiles, password credentials, and access permissions ready to issue on day one of assignments. Prioritize EMR training.

The Takeaway

Healthcare careers promising immense job satisfaction and stability abound right now across clinical and support functions. For those looking to enter fast-paced medical environments, pursuing one of these in-demand roles virtually guarantees bright prospects for your future.

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Key Considerations for Onboarding Travel Nurses

Condense Orientation Content

Travel nurses typically have a strong history of nursing experience and don’t require the extensive orientation permanent new hires go through. Condense onboarding down to the most essential policies, protocols, technologies, and workflows to get them patient-ready faster.

Introduce Facility & Unit Culture

Each workplace has its own culture and rhythms. Provide some orientation sessions for travel nurses to acquaint them with the facility and unit’s common practices, terminology, leadership team, schedules, and norms. This facilitates quicker assimilation.

Pair with Nurse Mentors

Assign an experienced permanent unit nurse as a mentor and ongoing resource to guide contracted travelers. Mentors can answer questions, provide informal feedback, and help acclimate travel nurses to any unit-specific systems.

Set Clear Expectations Upfront

Prevent surprises regarding documentation requirements, competency testing, dress code, and conduct standards by covering these expectations clearly from the start. Outline support resources as well to ease transitions.

Enable EMR System Access Without Delay

Delayed EMR access severely hinders travel nurse productivity and care continuity. Have user profiles, password credentials, and access permissions ready to issue on day one of assignments. Prioritize EMR training.

Highlight Unit-Specific Resources

Collect Ongoing Feedback

Check-in periodically with travel nurses throughout assignments to pinpoint any lingering onboarding gaps that need reinforcement so they feel fully equipped for duty success.

Survey Exit Feedback

Exit interviews help identify broader onboarding and cultural weaknesses from travel nurses rotating out. This intelligence should shape more seamless integrations for subsequent contract teammates.

With strategic onboarding processes that cover technology access, role expectations, unit resources, and cultural dynamics, travel nurses transform into integral contributors in maintaining care standards, even with temporary stints. Facilities that perfect traveler onboarding reap substantial benefits all around.

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Looking to leverage travel nurses to fill urgent openings or temporary vacancies? Get connected with one of our recruiting experts.

Key Areas for Temporary Staffing in Healthcare Excellence:

1. Hospital at Home Programs

Hospital-level care delivered in a patient’s residence surged during the pandemic. But scaling these programs requires expanding nurse, therapist and physician staff who can treat patients in improvised home environments. Temporary staff offer crucial support ramping programs up or down.

2. Retail and Mobile Health Clinics

Hospital-level care delivered in a patient’s residence surged during the pandemic. But scaling these programs requires expanding nurse, therapist and physician staff who can treat patients in improvised home environments. Temporary staff offer crucial support ramping programs up or down.

3. Telehealth Expansion

Virtual care isn’t hampered by geographic barriers but does require teams specially trained for remote diagnosis, treatment and patient education. Temporary telehealth providers scale programs rapidly while permanent hires train up.

4. Population Health Management

Coordinating whole person care across the care continuum leans on providers, care coordinators and health coaches with a knack for engagement, education and relationship-building. Temporary CMs and RNs fit the bill.

The bottom line? Temporary clinical talent adds workforce elasticity so care innovation isn’t hampered. With tight talent markets, exploring flexible staffing keeps evolving models on track.

Nimble Responses to Community Needs

Temporary clinical staff also provide invaluable workforce flexibility for health systems seeking to directly address evolving community health needs through targeted care initiatives and access expansions.

As population health analytics expose areas of care disparity, holes in care coordination, or the need for very specialized services, temporary staffing delivers multiple benefits:

• Launch or expand niche community programs faster without delays hiring permanent workforce
• Fluidly transition nurses, advanced practice clinicians and physicians into and out of local or mobile services
• Modify care models over time in response to variable community utilization patterns
• Prevent overstaffing or need to transfer/terminate permanent staff later.

Having an on-demand source of highly qualified clinicians and specialists enables health networks to nimbly activate, adapt and optimize targeted community care programs week-to-week for maximum impact.

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Current Staffing Challenges Hospital Nursing Leaders Face

Today’s hospital nursing leaders grapple with more complex challenges than ever before when it comes to staffing:

• Nursing Shortages – Industry-wide shortfalls of RNs pose recruitment and retention obstacles for adequate staffing coverage. The Bureau of Labor Statistics projects over 200,000 new RN openings annually over the next decade.
• High Patient Acuity – With shortened inpatient stays, the patient population in hospitals tends to be sicker, requiring more intensive nursing care.
• Work Overload – Patient loads and administrative duties piled onto bedside nurses leads to high burnout, further exacerbating staffing difficulties through turnover.
• Tight Margins – Hospitals balance staffing costs against declining reimbursements and limited budgets, complicating matters.

Why LPNs Offer a Solution

Licensed practical nurses are emerging as a valuable care member hospitals can leverage for optimizing their nursing workforce:

• Specialized in Fundamentals – LPN training focuses on fundamentals like medication administration, checking vitals, wound care, placement of catheters, and supervision of certified nursing assistants.
• Strong Clinical Base – With around one year of college-level nursing education, LPNs possess a strong clinical grounding for basic bedside care tasks that are staples of hospital work.
• Complementary Skill Sets – While RNs handle highly complex medical and trauma cases, LPNs are well-suited for more standard inpatient care, allowing appropriate alignment of competencies.
• Clinical Team Players – Integrating LPNs through deliberate nurse staffing models fosters an expanded care team supplementing RN responsibilities.
• Pipeline of Nurses – There are currently close to 700,000 LPNs nationally, representing an underutilized talent pool hospitals can access to buttress nurse staffing volumes.
• Cost-Efficiency – With lower hourly wages than RNs, expanding LPN staff offsets shortages in a budget-conscious manner to control personnel spend.

Ongoing LPN Integration into Hospital Staff Mixes

In response to the above realities, prominent hospitals and health systems are proactively welcoming LPNs into their acute-care nursing ranks after years of focus on outpatient and long-term care settings. This represents a reversal of a yearslong trend.

Early adoption of mixed RN-LPN nursing teams shows positive impacts:

• Better patient outcomes
• Increased patient satisfaction
• Reduced nurse turnover
• Higher nurse productivity
• Improved care continuity

Continued Growth Expected for LPNs in Hospitals

Moving forward, industry analysts predict steady growth in the use of LPNs throughout inpatient settings to optimize nurse staffing. Hospitals that proactively integrate LPNs into care delivery models stand to see amplifying benefits from their contributions. Along with boosting nurse workforce numbers, LPNs bring complementary capabilities that allow RNs to operate at their highest level. This bodes well for the future of hospital nursing care and patient experiences.

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Contracting Structure in Travel Nursing

The travel nursing industry relies on a centralized matching structure connecting nurses to facilities needing temporary workforce [1]. Travel nurses don’t independently find and negotiate limited hospital contracts themselves. Instead, staffing agencies take on that role.

For hospitals, contracting with staffing agencies allows efficiently tapping wider talent pools to fill temporary workforce gaps, without absorbing HR burdens internally. Agencies assess overall market trends, then place contracts where mutual nurse and hospital needs overlap around timing, skills, and location.

Nurses indicate availability windows, ideal pay rates, desired geo-areas, specialty units, job duties, housing parameters and other needs to their staffing agency, which scans for fitting contract opportunities. Hospitals provide detailed staffing requests to agencies listing exact competencies, dates and shifts required of incoming travel nurses.

Throughout active contracts, agencies continue providing payroll, licensing, compliance, travel, and extension support. Nurses focus on patient care duties, while staffing agencies handle the surrounding logistics to keep nurses and hospitals optimally matched.

How Assignments Get Matched

The process of matching travel nurses to suitable facilities is multifaceted. Staffing agencies weigh a spectrum of variables on both the nurse supply side and hospital demand side, including [2]:

Nurse Preferences

• Desired pay rates and guaranteed hours
• Locations – Geographic regions, city size, rural vs urban
• Facility types – Teaching hospitals, community clinics, university medical centers
• Specialty units – ER, ICU, Pediatrics, Oncology etc.
• Hospital culture and ratings
• Housing support needs – Stipends, furnished units
• Start date timing and assignment lengths

Hospital Needs

• Specialty requirements – Surgery, critical care, mother-baby
• Seniority levels – Years of RN experience
• Necessary certifications – ACLS, PALS, TNCC
• Specific systems expertise
• Pending staff vacancies by shift
• Patient census projections

Optimized matching requires assessing multidimensional fit across both nurse readiness and hospital demands over current and upcoming months. Peak seasonality further influences planning.

Leveraging experienced advisor teams intimately familiar with seasonal ebbs and flows, agencies rapidly filter options to pinpoint where needs strongly intersect, allowing contracts to be finalized expeditiously [3]. The right match ensures nurses have the competencies and specialization to readily integrate while hospitals obtain optimized workforce support.

Key Travel Nurse Responsibilities

While on assignments, travel nurses may take on bedside care duties closely resembling those of staff hospital nurses. Core responsibilities typically encompass [4]:

Direct Patient Care

• Performing admissions assessments and ongoing reassessments
• Monitoring vitals, stats, and symptoms
• Administering medications, treatments, and IVs
• Assisting with ADLs like ambulation and hygiene
• Communicating care plans to patients and families

Health Record Keeping

• Maintaining detailed notes on assessments and delivered care
• Updating patient medical histories
• Recording administered meds and treatment response
• Ensuring chart accuracy and completeness

Care Team Collaboration

• Relaying changes to assigned patients’ conditions
• Providing briefings during shift changes
• Consulting specialty departments like physical therapy
• Updating whiteboards and care plans

A distinguishing hallmark of travel nurses is the adaptability to quickly acclimate to unfamiliar facilities as they rotate across vastly different hospitals. Each workplace change requires rapidly grasping new EHR systems, specialty equipment, reporting protocols, and institutional processes under tight timelines to deliver safe continuity of care.

Travel Nursing – A Rewarding Path

While travel nursing necessitates great flexibility, the career offers nurses attractive incentives such as above-average pay, wide-ranging locales, enriched skills, and scheduling freedom to balance work and life priorities.

For hospitals, travel nurses provide a flexible way to meet patient needs during periods of high census and staffing fluctuations. And communities benefit from expanded health access and improved care quality when travel nurses can reinforce strained local care teams.

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Types of Allied Health Careers