Healthcare organizations have a unique relationship with talent. The industry requires specialized skills, but it must constantly find a supply of new workers. Cost control is extremely important, yet companies struggle to maintain pay rates that attract and retain talent. Innovation is a must-have in talent acquisition (TA), but change does not come easily.

For a workforce decision-maker in healthcare, it is always good to see how others are addressing similar concerns. So, I was more than happy for the opportunity to join talent leaders at the People in Healthcare Summit by HRO Today to moderate a panel with three tenured chief nursing officers.

We have been a primary RPO partner to major (Fortune 10) healthcare organizations for over a decade. We’ve played a leading role in helping companies navigate growing worker retirements and attrition in the 2010s, the mass hiring shifts of the pandemic, and today's continuing talent shortages. Our guidance and solutions have always focused on stronger TA practices, smarter data-driven decision-making, and more flexible and resilient strategies.

HRO Today CEO Elliot Clark noted that the sector has challenges, but corporate HR "... can gain a lot by studying Healthcare HR, where CEOs have learned to do a lot with a little." With that in mind, the following takeaways from the event reflect the trends we saw and underscore the value of the strategies we embrace in our work with clients today. Many of the realities of the market apply in healthcare and across all industries.

Key takeaways: unique markets, talent attraction, and the rise of AI.

Markets: talent supply and demand shape the industry.

Human capital and TA leaders continue to grapple with a misalignment between clinical talent supply and demand. With the nationwide nurse shortage expected to reach 10 million by 2030, leaders are investing in innovative ways to close the gap. These include but are not limited to earlier talent engagement in the local community, in-house flex talent pools, redesigning traditional job responsibilities, and upskilling talent internally.

We guide organizations toward becoming more proactive in engaging all sources of talent, both internal and external. At the same time, data and visibility into the market are also significant factors in tapping into the talent supply that is available right now. Visibility across permanent and contingent workers, detailed data on markets, and a view of internal talent all make a difference. And the ability to achieve that view will remain a difference-maker for accessing workers in healthcare and nearly every industry.

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