How to Do a Skills Gap Analysis for Healthcare Recruitment - MedCerts

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The world is changing rapidly under your feet. It feels like new and innovative technologies are coming online daily, adding to healthcare processes across the country and creating large skills gaps in the workforce. As workers leave their jobs and companies struggle to find talent with the skill sets to meet these changing conditions, the “war for healthcare talent” will only get more competitive.

Staffing in healthcare was always complex, but now the challenges are growing exponentially. Organizations that dedicate themselves to filling the skills gap in healthcare have a chance to outpace and outperform their competitors. It's a way to identify their current workforce's skill deficiencies and bridge them with new training and hiring practices in the right areas.

The Benefits of Doing a Skills Gap Analysis

Healthcare recruitment efforts must be strategic, with organization leaders carefully assessing their current roster, including workforce demographics and talents. A thorough analysis will provide clear insight into where gaps exist in the organization’s talent pool. MedCerts, for instance, has found that conducting this analysis early and often is one of the keys to success in the healthcare industry.

Enhanced Workforce Planning

Know your team. What are their strengths and weaknesses? When you understand your organization's goals, you can quickly assess the skills of your current staff, identify where gaps exist, and hire according to those findings. This data-driven approach will help you be forward-thinking in every aspect of your work.

Better Informed Recruitment Processes

Healthcare staff recruiting can strain organizations even in the best of times. Doing a skills gap analysis eases some pressure through more informed decision-making, especially in onboarding the right talent. You can quickly see where you need, and you'll be better prepared to fill them with the right person for the job.

Increase Employee Motivation

Employees who feel supported and valued are more likely to be motivated, productive, and committed to the organization. Healthcare leaders need to ensure that employees have the resources required for their jobs, and a skills gap analysis can help identify those resources and provide for employee growth.

Conducting an Effective Skills Gap Analysis

But just because you need a skills gap analysis doesn't mean you know where to start. Here's a quick outline to get the ball rolling.

Identify the Skills Needed

Every organization has certain unmet needs; the first step is identifying them. You can interview current employees to see where their proficiencies lie. Consider surveying the internal stakeholders of your organization to enlighten your analysis. At MedCerts, we consider this one of the most important parts of skills gap analysis and invest a lot of time into gathering proficiency data.

Research Industry Standards

Healthcare industry standards must determine the necessary qualifications and certifications your team needs to stay competitive. Seek reliable sources for healthcare information. Study the latest trends and get an idea of what the industry expects. You can then frame your recruiting efforts around these standards.

Create an Action Plan

Training programs aren't just for newly onboarded employees. Your healthcare recruitment staff also requires the support of an action plan tailored to your organization's specific needs. Invest in developing current staff and establish learning methods that bridge those existing skill gaps. It's- the only way to stay competitive in the healthcare industry.

By working with a team of professionals like MedCerts, you can develop comprehensive training and recruitment programs to help you reach your healthcare goals. With the right skills gap analysis and a great hiring strategy to go with it, you can give your organization the tools it needs to thrive.

Portrait of Patrick Verda
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'.

Published on February 8, 2023


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