Attracting the best team members is a challenge for most executivesâwhether in the health care field or not. And executive teams spend a lot of time and money on recruitingâfrom front-line staff to the C-suite. The question is, what is the “best practice” in attracting the best workforce? A recent Forbes resource, Workplace Trends For 2025: AttractingâŠ
To stay competitive in the fight for a limited health and human service workforce provider organization executive teams must consider incorporating talent management and related strategies into their organizational strategic plan. This means actively implementing a comprehensive approach to recruit, develop, and retain high-performing employees within an organization.
I recommend five strategies to tackle theâŠ
Workforce challenges faced by specialty provider organizationsâemployee shortages, burnout, staffing costs, and workflow issuesâare all too common in the health and human services industry. The potential solutions are many: investments in integrated care, peer support workers, technology, and telehealth. But the fundamental issue is that organizations do not have enough employees, they cannot retain theâŠ
Therapist and social worker compensation is not great (see Occupational Outlook Handbook). In large part, the pay problem is caused by lower reimbursement rates from insurance companies and linked to a shortage of qualified mental health workersâmaking recruitment and retention a big (and reoccurring) challenge facing health and human services executives.
One way to payâŠ
