As many major healthcare systems across America continue sweeping expense reduction initiatives to lower their costs below Medicare because they want to avoid trouble, and not because they are in it, the impact this will have on recruiting is potentially significant.
At this point, for better or for worse, talent management and acquisition is not a high priority in many health systems. It is right up there with succession planning. Roughly translated, recruiting is an expense line, not an investment. The conventional wisdom is that many health systems will begin to shed their internal recruiting overhead over the next 24 months. There are some health systems that plan to retain much, if not all, of their infrastructure, but the vast majority will not.
Lest you think this is a blog post about external recruiters engaged in some very wishful thinking, you miss the point. I cannot speak for my many competitors/colleagues but I am very busy today. No, this is a post to suggest that the dynamics of finding a job will change over the next several years. In many cities, where large health systems have controlled the overwhelming majority of their own recruiting, candidates will, over time, see a return of external recruiters handling these projects in a variety of arrangements:
While this trend will create disruption for candidates who have nurtured relationships with the internal recruiters, there is potentially a silver lining because it will loosen the structure giving more candidates a chance for choice positions.
This is just another example of where it pays for candidates to be flexible and to build relationships with any number of recruiters.
© 2013 John Gregory Self
© 2020 John Gregory Self