Cathy Henesey, SPHR, SHRM-SCP

Why Are We Losing Great Candidates? 🔄 Lengthy forms and redundant steps 📱 Poor mobile experience ⏳ No clarity on time commitment 🚫 Rigid systems that don’t respect senior-level applicants’ time For Director-level roles—especially in healthcare and emerging fields like functional medicine—these friction points are deal-breakers. Top candidates are busy, discerning, and expect a process that reflects the professionalism of the role. What the Data Tells Us Applications that take longer than 15 minutes see a 73% drop-off rate. Candidates are 345% more likely to complete applications that take 5 minutes or less. 51 clicks is the average number required to complete a job application. (Source: Withe, Appcast) What Can Recruiters Do? ✅ Streamline the process: Fewer clicks, fewer screens. ✅ Go mobile-first: 70% of applications are now submitted via mobile. ✅ Respect seniority: Tailor the experience for executive-level professionals. ✅ Be transparent: Let candidates know how long it will take—and what to expect. In today’s competitive hiring landscape, the application experience is your first impression. Make it count. Want help designing a candidate-friendly process for healthcare leadership roles? Let’s connect.

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Hiring for Federally Qualified Health Centers (FQHCs) comes with unique challenges—limited talent pools, budget constraints, complex compliance requirements, and increasing competition for clinical and leadership talent. When roles stay open, the impact is immediate: staff burnout increases, patient access suffers, and leadership is pulled away from strategic priorities to focus on urgent hiring needs. This is where a trusted recruitment partner makes a difference. The right partner understands the mission, accesses hard-to-reach candidates, reduces time-to-fill, and eases the burden on internal teams—allowing FQHC leaders to stay focused on delivering care to their communities. Strong hiring support isn’t just helpful. It’s essential to sustaining care. #HealthcareRecruitment #FQHC #CommunityHealth #HealthcareLeadership #WorkforceStrategy

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5 Benefits for Hospitals Leveraging EB-3 Visa Talent Through an Agency Partner: 1. Permanent Workforce Solution • Unlike H-1B visas, the EB-3 provides a direct path to permanent residency, offering long-term stability and reducing reliance on revolving contract or travel staff. 2. Predictable, Compliant, and Scalable Hiring • An agency partner ensures full compliance with Department of Labor and USCIS requirements, while delivering a consistent pipeline of credentialed, visa-ready candidates to meet hospital staffing needs. Spouses and children are also sponsored, and spouses are eligible to work, helping employees settle quickly and focus on their roles. 3. Retention and Cultural Integration Support • Agencies manage onboarding, relocation, and cultural transition programs, improving retention rates and ensuring smooth integration into hospital culture and patient care standards. 4. Cost-Efficient Alternative to Temporary Staffing • EB-3 hires are full-time employees, not travelers, helping hospitals save on premium travel staffing costs while maintaining continuity and quality of care. 5. Resilient to Policy Volatility • EB-3 offers a predictable, employment-based pathway not subject to lotteries, sudden fee increases, or unpredictable exceptions, unlike H-1B visas (which now require a $100,000 filing fee for new petitions). This allows hospitals to plan workforce needs with confidence. Through the PassportUSA by Health Carousel International program we have hundreds of qualified registered nurses and medical technologists ready to interview and fill your long-term hiring needs in your communities. Open to exploring this option or adding a trusted partner to your strategy? Book an appointment through the link in my bio, send me a private message, or email me at tessie.ward@healthcarousel.com. #InternationalRNs #WorkforceSolutions #EB3Visa #PassportUSA

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An insightful piece from Becker's shedding light on staffing trends. Here are the key points: Workforce Growth is looking good as the global nursing workforce has seen a rise from 27.8 million in 2018 to 29.8 million in 2023, with projections reaching 36 million by 2030. Despite this positive growth, there remains a pressing need for skilled professionals. Almost 40% of registered nurses are considering leaving the field in the next five years due to stress, burnout, and staffing shortages. Combatting these issues is crucial for retention and the sustainability of the workforce. The significance of implementing programs to prevent leadership burnout cannot be overstated. Nurse managers overseeing more direct reports experience turnover rates as high as 40%. Recent conferences have revealed that these managers spend a substantial 40-60% of their time on scheduling matters. Streamlining this aspect could significantly reduce turnover by granting managers more time for other essential tasks. Collaboration and effective leadership stand out as vital for nurturing a resilient nursing workforce. #Nursing #Healthcare #WorkforceTrends #NurseRetention #Leadership #Shiftmed #WorkplaceWellness #FlexibleScheduling #FutureOfNursing #CNO #NursesRock #ShiftMed #FloatPool

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The Human Performance space within the Department of Defense (DoD) and U.S. Military is one of the fastest-growing and most impactful settings for healthcare and performance professionals. So what are “Human Performance” contracts? These are government-funded programs designed to optimize service member readiness, resilience, and recovery. Through contracts awarded by the U.S. Department of Defense and individual branches of the military, professionals such as Athletic Trainers, Physical Therapists, Strength & Conditioning Coaches, Registered Dietitians, and Cognitive Performance Specialists are embedded directly within military units. Programs supported by Resolution Think: ▪️ U.S. Army Holistic Health and Fitness (H2F) ▪️ U.S. Marine Corps Sports Medicine Injury Prevention Program (SMIP) *️⃣ We hire both Athletic Trainers & Strength & Conditioning Coaches These roles focus on: ▪️ Injury prevention and performance optimization ▪️ Strength and conditioning integration ▪️ Embedded sports medicine care ▪️ Data-driven readiness metrics ▪️ Reducing MSK-related medical attrition What is driving growth in this setting? ▪️ The military is shifting from reactive healthcare to proactive readiness. ▪️ Musculoskeletal injuries remain one of the leading causes of non-deployability. ▪️ The operational demands on today’s service members require integrated performance teams. ▪️ Data and measurable outcomes now drive funding decisions. Why health professionals should consider this setting: ▪️ Non-traditional, team-based environment ▪️ Competitive compensation under federal contracts ▪️ High-impact work with tactical populations ▪️ Strong work-life balance compared to many traditional clinical settings ▪️ Exposure to multidisciplinary collaboration Human Performance within the military bridges sports medicine, strength & conditioning, rehabilitation, and operational readiness in a way few other settings can. If you’re a clinician or performance professional looking to transition into a mission-driven, expanding field — this is a space worth watching.

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Hospitals Are Rethinking Long‑Term Staffing — And Many Are Asking the Same Question: Is an International Program Worth It? For many health systems, the answer is yes… but only when the program is built with the right structure, partners, and long‑term strategy behind it. I talk with hospitals every week that are either: • Struggling to get an international recruitment program off the ground • Working with multiple vendors and seeing fragmented results • Unsure how to build a scalable pipeline that actually reduces contract labor • Or simply trying to figure out where to start If that sounds familiar, you’re not alone — and you don’t have to navigate it alone. One of our recent partners, a major academic health system in the Southeast, faced the same challenges: critical RN shortages, rising reliance on premium labor, and no unified international strategy. Together, we built a scalable model that delivered 85 international hires and $11M in projected cost savings over three years. As the case study notes, they achieved an “~80% conversion rate to permanent staff” and gained full visibility through Intellify®, creating a predictable, future‑ready workforce. That’s the power of a well‑designed international program — not just more candidates, but a sustainable pipeline that strengthens your workforce for years to come. If your organization is exploring international recruitment, rebuilding a stalled program, or trying to determine the right model, I’m always open to a conversation. Sometimes the biggest unlock is simply having a strategic guide who’s done it before. Let’s build something that lasts.

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Couldn’t agree more with Jennifer Eccles, PhD FAADN RN and OADN on this. The role of ADN programs is so critical in addressing the nursing shortage.

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Here is more good news for Healthcare Staffing. A quote and article: " Hospital employment is growing at twice the rate of private practice. The number of hospital-employed physicians rose by 33% between 2013 and 2022 — from around 157,000 to more than 205,000 — while private practices grew by 17%, according to a report published May 13 in the Journal of the Society of Laparoscopic and Robotic Surgeons." https://lnkd.in/gKasBCNc

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I am excited to highlight one of our valued PracticeLink Resource Center partners — Zed Williamson, founder & CEO of TrackableMed. Zed helps private practices and med-tech companies achieve measurable growth using neuroscience-based strategies. Why this matters for physicians and finance leaders: 🪜 Bridges the gap between clinical excellence and business performance—perfectly aligned with your dual priorities. 🧠 Neuroscience-based methods offer fresh, system-focused insights— ideal for those seeking scalable, sustainable growth. 🎯 Whether you're analyzing ROI, optimizing operations, or modernizing marketing, his work equips you to drive outcomes with precision. If you’re a physician or healthcare finance leader looking for scalable growth and sustainable results, Zed’s approach is worth your time. 💻Explore his insights here: https://lnkd.in/eWRDhceQ 🎧 Listen to the episode here: https://lnkd.in/eXR4kTjA #workforcewisdom #healthcarefinance #recruithireheal

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