Imagine that you’re the manager of a bustling medical practice. Your staff is working tirelessly to keep up with patient demands. But you’ve recently lost a few medical assistants due to retirement or job dissatisfaction. The situation has become so dire that you’re forced to turn away patients or schedule appointments weeks in advance. That’s where medical assistant training comes in.
This scenario is, unfortunately, becoming more common across the healthcare industry.
According to the Bureau of Labor Statistics, employment of medical assistants is projected to increase in the coming years… Much faster than the average for all occupations.
However, the demand for medical assistants is outpacing the supply, resulting in a shortage of qualified candidates.
To address this issue, healthcare practices are turning to medical assistant job training as a solution.
By offering training, upskilling, and reskilling programs to their existing staff, practices can improve the quality of care they provide, reduce turnover, and attract new talent to fill open positions.
These programs not only benefit the medical assistants themselves but also the patients they serve and the practice as a whole.
So, let’s explore some of the main trends in the industry and the strategies that practices can use to stay ahead of the game.
How do these trends impact medical assistant training and retention
An increased focus on upskilling and reskilling talent
The healthcare talent deficit issue in the U.S. is a pressing problem that requires immediate attention.
State governments have recognized this and are making significant investments in educational programs to address the shortage of medical assistants and other healthcare professionals.
But the responsibility doesn’t fall solely on the government’s shoulders…
Individual healthcare facilities also take proactive measures to improve employee retention rates by investing in employee education programs.
Medical assistant job training programs are at the forefront of this trend.
They enable medical assistants to upskill and reskill their abilities to meet the demands of a constantly evolving industry.
For instance, some hospitals and medical practices offer their medical assistant employees a loan repayment program to reduce their financial burden while pursuing further education.
This:
- Improves employees’ financial wellness.
- Increases medical assistants skills and knowledge.
- Boosts employee retention rates
- And provides healthcare facilities with a highly trained workforce.
New ways of defining ‘flexible work.’
With medical assistant talent shortages becoming more dominant, healthcare facilities are exploring new ways to attract and retain employees…
…And flexible work options are at the forefront of this trend.
One innovative approach is to allow staff to choose their preferred shifts, with flexible co-workers filling in the gaps.
This approach not only gives employees more control over their schedules but also ensures that the healthcare facility has adequate staffing levels.
Furthermore, to attract gig workers to less attractive shifts, like overnight hours, some healthcare facilities are offering incentives, such as higher pay rates or more flexible schedules.
This not only helps healthcare facilities fill in the gaps in their staffing needs but also provides gig workers with more work opportunities.
Medical assistant training programs can also benefit from this trend toward flexible work arrangements.
By offering online training and certification programs, medical assistants can receive training and education while maintaining a flexible work schedule.
This allows medical assistants to upskill and reskill their abilities and provides them with the work-life balance they desire.
Expanding the definition of DEI
It’s no secret that the healthcare industry has a diversity problem.
While the industry serves diverse patient populations, the workforce doesn’t always reflect that diversity.
In fact, a recent McKinsey survey found that 60% of healthcare workers (in general) are White, and 80% are female.
This lack of equity can seriously affect the industry, from reputation damage to higher costs.
And it can make it harder for healthcare facilities to deliver on their mission to serve the communities they’re in.
But there is hope.
Many talent acquisition and talent management organizations are broadening their definition of diversity beyond the typical categories of race, gender, ethnicity, and veteran status.
There is a growing recognition of the need to broaden these definitions to align with how medical assistant talent and other medical professionals define themselves.
By taking a more inclusive approach, healthcare facilities can attract and retain medical assistant talent from diverse backgrounds, including those who may not fit traditional definitions of diversity.
This can create a workplace culture where everyone feels valued and supported, improving patient outcomes.
Bottom line
So whether you’re a healthcare facility looking to attract and retain medical assistant talent or a medical assistant looking for the right fit, keep these trends and strategies in mind.
The healthcare industry is constantly evolving, and it’s up to everyone to keep up and ensure that we’re providing the best care possible.
