Why Is There Such A Demand For Nurses In The Healthcare Industry?
The healthcare industry faces numerous problems and obstacles, from evolving technology to patient aging. Few concerns, however, are as severe as the nationwide nurse shortage.
The shortage of skilled nurses in healthcare has had far-reaching consequences across the country. As a result, it is critical to comprehend the causes of the nursing shortage and what can be done to address the problem and recruit nurses into the workforce.
Many of the Covid-19 pandemic’s healthcare heroes underscored the critical need for more registered nurses (RN) and advanced practice registered nurses (APRN), and projected figures and data in the nursing industry support their position. According to the US Bureau of Labor Statistics, employment for registered nurses will increase by 9% from 2020 to 2030, accounting for 195,400 opportunities per year over the decade. APRN professions are also predicted to rise fast, with a 45% increase from 2020 to 2030, providing 29,400 available employment each year. With such strong job growth, many people wonder why nurses are in great demand. Next, we will examine some of the reasons contributing to America’s need for nurses.
Lack of education – One of the reasons for the increased demand for nurses is a scarcity of clinical locations, professors, and resources at nursing schools. Over 80,000 candidates were turned away in 2020. This reduces not only the number of nurses preparing to enter the sector but also the potential future pool of nurse educators, and this becomes a vicious cycle. That is why courses such as the Texas Woman’s University online nursing programs are as vital today as they have ever been. This course focuses on holistic patient care, which considers various elements such as community influences, family dynamics, and life phases.
Aging population – All baby boomers born between 1946 and 1964 will be 66 or older by 2030. One in every five Americans will reach retirement age and require care for pre-existing diseases and preventive medical services. As a result, doctors will rely on nurses for patient care even more than they do now. Furthermore, new outpatient clinics and other medical facilities are being created to accommodate more patients, necessitating hiring more nurses.
Aging workforce – The average age of the nursing workforce is 50 years old, according to the AACN. While this is not a retirement age, today’s healthcare, with evolving technologies and increasing patient acuity, increases the mental and physical responsibilities placed on practicing nurses today, influencing a nurse’s decision to leave at a younger age than other professions. In addition, the significant increase in nurses retiring early affects an already limited nursing workforce.
Affordable care act – Since the implementation of the Affordable Care Act (ACA) in 2010, 31 million formerly uninsured people have received access to health coverage. This enormous spike in healthcare customers, like the Baby Boomers, will increase demand for nurses. In addition, the ACA provides insured access to healthcare services and emphasizes preventive and holistic approaches to healthcare, which nurses are well-suited for.
Visa problems – Recruitment of foreign-trained nurses has reached an all-time high in the United States due to the coronavirus outbreak. However, due to visa backlogs, many of these employees, many of whom are from the Philippines, may have to wait years to enter the United States.
What can we do to solve the shortage?
Nurses are frequently ranked as the most trusted professionals in America. For a good reason: whether you are in for a routine check-up or an emergency hospitalization, nurses are there to give compassionate care, advocate for you, and educate you. Despite the critical role nurses serve, many places around the country are experiencing a nursing shortage – and tackling the problem is easier said than done. However, here are a few suggestions that could get the ball rolling.
Greater job satisfaction – Nursing is a stressful position. However, several institutes in America are trying to increase the amount of magnet-like healthcare courses where more autonomy, better communication, and increased staffing levels can help nurses have greater job satisfaction. The resulting decrease in nursing stress levels will increase retention.
Better incentives – Healthcare organizations must discover novel strategies to retain nurses to provide high-quality treatment to patients. Many nurses are leaving their full-time jobs to accept temporary, contract-based postings at hospitals around the country, typically for higher pay. While increasing income may boost nurse retention in healthcare organizations in the near term, non-monetary incentives such as educational and development courses, advanced certification, and leadership chances are also significant.
Flexible scheduling – All institutions should endeavor to accommodate senior nurses and those who choose to work a 6-hour rather than a 12-hour shift. Allow someone to job share with that nurse. You want the nurse to stay in their job. That is the nurse in charge of training the newer nurses. You must be adaptable in your scheduling.
Integrated education programs – Aspiring nurses require a facility to receive their nursing education, which necessitates a sufficient number of faculty to instruct them. Innovative approaches to education could alleviate some of the faculty shortages if nursing schools and healthcare organizations collaborated.
Simplify the hiring process
The average time to hire in the healthcare profession is roughly 49 days. However, using intuitive, applicant-friendly solutions, recruitment tech platforms can substantially shorten days-to-hire from over a month to less than a week. In addition, recruiters can utilize these technologies to move prospects smoothly through the application, screening, and interview processes, making recruiting as fast as feasible.
To stimulate the development and deployment of nursing professionals with healthcare system-appropriate abilities, the policymakers, the profession, and the public must engage in long-term workforce planning, regardless of perceived or actual challenges connected to short-term demand for nursing services. With steps to alter the trends mentioned above, the country can avoid witnessing significant failures in the healthcare system. However, recruitment and retention tactics are costly, and they must be undertaken with some certainty that they will be followed by specific strategies to address workforce concerns that discourage long-term commitment to a career in nursing.