Crafting a Talent Acquisition Roadmap: A Guide to Finding Top Health Care Professionals

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85% of healthcare facilities (including hospitals, medical groups, and home health providers) are experiencing a shortage of allied healthcare professionals.

With emerging technologies and an increasingly diverse population, healthcare organizations must be strategic in their approach to attracting and retaining the best people. Crafting a comprehensive and effective Talent Acquisition roadmap is an essential step toward achieving this goal.

Keep reading to examine 7 crucial steps to consider when creating your healthcare organization’s Talent Acquisition strategy, from setting goals and developing recruiting strategies, to utilizing technology and prioritizing diversity and inclusion.

Consider these 7 steps when creating a healthcare talent acquisition strategy. Check them out in’s recent blog here.

1. Identify Your Current Workforce Need

Before you can begin building a solid Talent Acquisition strategy, it’s essential to understand your organization’s current workforce needs. Take a close look at your existing team to identify areas of strengths and weaknesses and note any critical gaps. This information will provide a basis for deciding which roles to prioritize and guide you in developing targeted recruitment plans.

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2. Set Realistic and Measurable Goals

Setting clear, measurable goals will allow you to evaluate the success of your efforts and make necessary adjustments along the way. Consider both long-term and short-term hiring objectives, such as the number of positions you plan to fill across various departments, the budget allotted for recruitment efforts, and the desired time frame for achieving these goals.

Need some inspiration for setting your goals?

Click here to view’s 4 Tips for Setting Powerful Goals 

3. Develop Dynamic and On-Point Recruiting Strategies

Once you’ve identified your hiring goals, develop targeted recruiting strategies to fill open positions efficiently. This may include leveraging job boards, creating referral networks, hosting recruitment events, and utilizing virtual recruiting platforms to reach a wider audience. As you identify the best channels and techniques for your organization, make sure to continually assess and adapt your strategies for optimal results.

Recruiters need to approach the process like marketers. It’s essential to answer questions like:

  • Who are we trying to reach?
  • Where do they hang out?
  • Where can we get their attention?
  • How can we get creative, cut through our competitors’ noise, and stand out as a business?

Create Your Data-Driven Recruiting Strategy Now 

4. Source Strong Candidates

To build a strong healthcare talent pipeline, you’ll need to identify and engage with qualified candidates. This may include proactively searching through online databases, networking events,  industry conferences, and cultivating relationships with universities and other professional organizations.

Be sure to continually nurture and expand your talent pool, even when you're not actively hiring, to maintain an ongoing source of qualified and diverse candidates.

Building a strong healthcare talent pipeline takes time and precision, find out the steps you need to take to get started in’s blog here.

5. Utilize Modern Tools & Technology

In this digital age, adopting technological tools can significantly streamline the recruitment process and improve overall efficiency. From applicant tracking systems and video interviewing platforms to artificial intelligence-driven candidate sourcing, these tools can help you save time, reduce costs, and reach a larger pool of candidates.

Remember to stay current on the latest innovations and trends within the healthcare industry and the recruitment space to stay ahead of the competition.

6. Establish Policies to Ensure Diversity & Inclusion

Creating an inclusive workforce is not just the right thing to do, it’s also proven to improve employee retention, engagement, and overall business performance. Establish policies and practices that actively promote diversity, equity, and inclusion within your organization.

This may include offering unconscious bias training for hiring managers, focusing on diversity in your sourcing efforts, and implementing structured and equitable hiring processes to provide a level playing field for all candidates. 

7. Craft Job Descriptions That Attract the Right Profiles

Job descriptions play a critical role in attracting the right profiles to your organization. Ensure that your descriptions accurately reflect the position’s required skills and experience while highlighting your organization’s unique aspects and the specific benefits of working there.

As you craft these descriptions, consider the language and tone used, as they can directly impact the diversity of your applicant pool. 

Recruiting in Healthcare Statistics You Need To Know in 2023

  • Total employment in the healthcare industry is projected to grow from 153.5 million jobs to 165.4 million jobs from 2020 to 2030, as announced by the U.S. Bureau of Labor Statistics in September 2021. (Source) 
  • An additional 11.9 million jobs with an annual growth rate of 0.7 percent, which is higher than previous projections at the beginning of the pandemic. (Source) 
  • With more than 500,000 RNs expected to retire in 2022, there’s a need for 1.1 million new RNs for increased demand as well as retiree replacement.  (Source) 
  • 81% of hiring professionals agree that virtual recruiting will continue after the pandemic, while 70% agree that it will be the new normal. (Source) 
  • With 97% of employees preferring not to return to the workplace full-time, adapting to more flexible work schedules is of the utmost importance in the healthcare industry.  (Source) 
  • The US healthcare staffing market size was more than $24 billion in 2021 (Grand View Research), while the US IT staffing market size was more than $32 billion in 2021 (Arizton) (Source) 
  • 47% of US clinicians (defined as primary and secondary care doctors and nurses) plan to leave their roles within the next 2 – 3 years ( (Source) 
  • While healthcare roles that require a doctoral or professional degree have the highest average median salary, roles that require a high school diploma or equivalent make up the largest segment (28%) of the healthcare industry (U.S. Bureau of Labor Statistics) (Source) 
  • By 2026, it is estimated that the US will need about 3.2 million lower-wage healthcare workers and 900K mental health workers (Mercer) (Source) 
  • Demand for nurses is expected to grow by at least 5% by 2026, but it is expected that more than 900,000 nurses will permanently leave the profession in that same time period (Mercer) (Source) 

Strategic and proactive planning is essential when searching for top talent in the healthcare industry. By following the steps laid out in this post, your organization can successfully tackle the recruitment challenges that come with belonging to this fast-paced industry.

Equipping yourself with a well-crafted roadmap provides clarity through each stage and keeps you informed of the latest trends, so you can stay ahead of the competition. As the healthcare landscape continues to advance and expand, it’s critical to ensure your organization has an up-to-date approach to Talent Acquisition.  So don’t delay – invest in your healthcare’s future by downloading the Talent Acquisition Roadmap for 2023  for attracting and retaining top talent.