Labor cost pressure in healthcare is not one workforce problem; it is a set of role-specific constraints that show up in access, revenue, safety, and leadership continuity. Premium labor spend (travelers, locums, overtime) is the visible symptom, and it persists wherever the underlying constraint goes unaddressed. Shortages in clinical roles, coding, credentialing, and management pipelines each call for a different response: pipelines where supply is thin, work redesign where jobs have become unsustainable, and AI only where it removes administrative burden rather than shifting it.
This Session Will Examine:
- Retention levers beyond pay: self-scheduling, float-pool design, workload clarity, decision rights, and the manager behaviors that show up in unit-level turnover.
- New-graduate pipelines and skills-based hiring closer to the departments that need talent: academic partnerships, residency and preceptor capacity, and apprenticeship models for hard-to-fill technical roles.
- Coding, credentialing, and interim leadership as constraints on growth and cash: where the bottleneck sits (recruiting, training time, or turnover) and what it costs in delayed revenue and premium coverage.
- AI as administrative relief and role redesign: which tasks can come out of clinical and administrative jobs, and how to introduce it without feeding the uncertainty that drives attrition.
Interested? Add to Calendar
