Health care occupations make up nine of the 20 jobs that will grow the fastest by 2026, according to the Bureau of Labor Statistics (BLS).
For the list, BLS identified the 20 occupations with the highest projected percent increase in employment between 2016 and 2026.
Home health aide was the highest-ranked health care occupation on the list, ranking No. 3 overall. The median annual income for home health aides is $23,310, and the occupation is projected to grow by 47% between 2016 and 2026.
The other health care jobs that are among the 20 fastest-growing jobs between 2016 and 2026 include:
Overall, the fastest growing job is solar photovoltaic installer, with a projected growth rate of 105% and median annual income $39,490 (Hess, CNBC, 3/6).
Micha'le Simmons, Senior Consultant, HR Advancement Center
These new figures from BLS underscore just how quickly the job market in health care is growing. And especially so in outpatient settings, where demand for medical assistants, home health aides, and nursing assistants is expected to grow more than 30%—far surpassing the 6.4% growth expected in hospital employment. This staggering growth can present problems for today's health systems, which often just aren't set up to recruit the right candidates for these roles.
So how can health systems ramp up their recruitment efforts for these outpatient entry-level health roles (as well as with perennially hard-to-fill roles like hospital nurses)? You need to remove as many barriers as possible for candidates to apply and interview.
“Hospitals need to remove as many barriers as possible for candidates to apply and interview”
You'll need to look beyond traditional recruiting channels and source candidates from a broader range of backgrounds. You can also consider adopting an new approaches like Baystate Medical Center—which committed to having walk-in interviews for nurses and condensing the entire hiring process from weeks into a few hours. While doing so might require new investments, with national bedside nurse time-to-fill hovering at a median of 54 days (almost two months) and rapid demand growth for outpatient entry-level roles, it's worth making some changes to the interviewing process to benefit candidates and the organization. In the end, making these changes will also help you use hiring managers' time more efficiently.
A key lesson to remember: Your prospective employees want convenience just as much as your patients do. We have to apply some of those same principles from consumerism to the application process.
If you want to take steps to speed the time it takes for qualified candidates to apply and be offered a job, you need to address a few things:
If you're interested in more on making your recruiting more candidate-centric, be sure to download our research report on how to Win Talent in a Candidate-Centric Market.
Then, be sure to look at our page devoted to resources for expanding and improving your candidate pool to get leading organizations' tools for how to make job posting clear, pitch to candidates at live events, and prepare managers to uncover candidates' 'hot button' issues to sell them on the job.
Create your free account to access 2 resources each month, including the latest research and webinars.
You have 2 free members-only resources remaining this month remaining this month.
Never miss out on the latest innovative health care content tailored to you.