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Creating a culture of transparency is the new imperative for business, and healthcare is not immune from this trend. This may seem like a contradiction in an industry where privacy is so important it’s regulated by law. But in today’s competitive healthcare markets, where a shortage of talent is so prevalent, organizational transparency is a brand differentiator and crucial to attracting top talent.

In many HR departments and recruiting circles, the discussion centers on Millennials and how to attract and retain them. While Millennials have now surpassed Baby Boomers as the predominant force in the marketplace, a reality that should be noted is that Baby Boomers and GenXers are living and working longer. With healthcare about to experience a serious provider shortage, recruiting teams should consider a more deliberate strategic effort to attract a multi-generational healthcare workforce.

In 2020, healthcare recruiters and their healthcare hiring team partners will have to work even harder to attract primary care providers from an increasingly tight labor pool. We know there is a labor shortage of qualified physicians, dentists, advanced practitioners and behavioral health specialists looming, so our proactive efforts to build a pipeline of qualified candidates is more important than it’s ever been.

We’ve talked a lot lately about the looming shortage of clinical providers. Physicians, nurses, advanced practitioners, and personal caregivers will all be in high demand in the coming years. But the short supply of clinical talent stretches into the mental health field as well; there is an extensive psychiatrist shortage expected in the coming years. What is the current situation, what can we expect in the future, and how can we prepare?