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Apprenticeships vs. Internships In Healthcare Staffing

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As far as healthcare staffing solutions go, MedCerts’ partnerships are a win-win. Trained and freshly credentialed professionals get the on-the-job training they need to excel in positions in the healthcare industry. Companies, meanwhile, are connected with promising candidates to fill challenging vacancies on staff.

If you’re tasked with healthcare staffing for your organization, you know what you’re up against. There simply aren’t enough qualified candidates to fill vacancies, let alone potential employees who you know would fit in well with your company.

Of course, it’s vital to hire the right people the first time around. Finding employees who integrate seamlessly into your company will provide:

  • Time savings, since managers won’t have to focus on those with poor performance records

  • Better customer service, as trained and qualified staff, fosters better working environments

  • Growth of your business, since you can rely on the capabilities of your team

  • Fewer turnover costs, since you know how much time and money hiring takes

What’s the answer? The solution may be creating an apprenticeship or internship program for your healthcare staffing needs. You may be wondering which makes more sense for your organization and the pros and cons of apprenticeships vs. internships. Here is an in-depth look at both options so you can decide how to find more candidates to fill your positions.

Apprenticeships: A Closer Look

Apprenticeships are an old-fashioned concept that originated from crafts and trades with specific skills that needed to be passed down from generation to generation. Today, apprenticeships have evolved into modern methods for providing a reliable healthcare staffing team foundation.

Apprenticeships usually last anywhere from one to three years, and they involve a structured plan for training. The apprentice will work directly with supervisors and co-workers to develop specific skills you need for particular roles within your organization. The apprentice will work directly with a mentor, and the work is typically paid.

At the end of the apprenticeship, the individual will usually be prepared for an industry-recognized credential and should be eligible for full-time employment within your organization. An apprentice learns on the job, and you benefit from knowing they’ll be the right employee for the position.

Internships: How They Work

Internships are usually much shorter than apprenticeships, lasting just a few months instead of years. Instead of working with a mentor to master specific skills, interns are commonly tasked with more general, entry-level work. This can give them an inside look at the career path to see if it is something they’re interested in pursuing.

Internships are also usually unpaid and don’t always lead directly to a full-time job within the organization. Interns will have to do additional work to prepare themselves for an industry-recognized credential, but they can still be a valuable part of your healthcare team.

Consider Partnering with an Existing Program

One way to figure out which is better – apprenticeship vs. internship – is to partner with an organization with vacancy solution programs already in place. MedCerts, an online academic institution that helps students advance in the healthcare field, has a variety of partnership options, including internship programs, and is a nationally registered healthcare apprenticeship intermediary through the Department of Labor.

MedCerts works with healthcare companies to upskill their internal employees or fill staffing needs with their qualified, certified students It’s a win-win.

Discuss Your Options

Review MedCerts’ partnership models today to learn more about becoming a partner in their healthcare apprenticeship program.

Topics

Organizations & Partners

Written by

Patrick Verda

Director of Partnerships

Patrick Verda is MedCerts’ Director of Partnerships and a senior-level sales leader. With more than 20 years of sales and sales management experience in the Ed-Tech sector, Patrick understands the complex needs and challenges that organizations face, and he enjoys working collaboratively to address these challenges.

Patrick spent years in various sales and sales management roles at Blackboard, IBM, and Cengage Learning. Patrick earned a BA from Illinois Wesleyan University and a Master of Business Administration from Hamilton University.

Patrick resides in Bloomington, IL with his wife and four grown children. He is a member of the advisory board for the Chicago-based nonprofit ‘Cardz For Kidz’.

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