Employer investment in educator partnerships fuels employee success
Fierce competition for talent has employers turning inward to solve their hiring dilemmas. Healthcare in particular is re-evaluating how it recruits and retains employees. One way is through employer-educator partnerships. This strategy enables employers to engage in employee success — success that translates into improved outcomes for individuals and communities.
Increasing demand for healthcare talent
In the decade leading up to 2030, the healthcare field is projected to grow 16 percent and add more jobs than any occupational group. This is on top of an existing shortage of talent from doctors, nurses, and other clinicians, to support staff, medical coders, laboratory technicians, and other healthcare administrative and technical roles.
As such, employers seek to hire talent and increase retention and productivity. They desire to attract more diverse employees, creating an inclusive workforce to build trust with patients and faith in the healthcare system. Further, they must upskill employees across the ecosystem to keep pace with trends and innovations. Consequently, the call for training is large and expanding.
Employers can meet talent needs with education partners
Employers have a lot to gain by investing in educational opportunities for their employees. Education, on-the-job training, and skill development is an appealing benefit to attract and retain employees. It promotes happy and engaged workers, which fosters productivity.
During “The Great Resignation,” some embraced education as a retention tool. In September 2021, Amazon announced it would cover full tuition for hourly-workers in higher education and certificate programs — a $1.2 billion investment for 750,000+ resources in the U.S. It also launched its own education programs to upskill employees.
Tech companies, such as Google and IBM, and fast-food chains like McDonald’s, similarly went this route. Many offer in-house boot camps and certification programs to prepare for anticipated changes.
These initiatives only partially solve the talent gap. Although they address employer needs and please employees, they do not expand the talent pool in industries poised for massive growth, such as healthcare.
Employer-educator partnerships create a meaningful opportunity to tailor education and address the skills required for healthcare positions for existing and emerging roles. Partnership programs are both curated and comprehensive, and meet recruitment challenges with impact and intention. While many employers have developed their own training, an employer-educator partnership guides and customizes curriculum, learner engagement, and tools to train, assess mastery, and ensure readiness. What’s more, as employees complete educational and training under this model, they become invested in the program’s success.
“Care” to attract new talent to healthcare
Employer-educator partnership is one aspect of Ultimate Medical Academy’s (UMA) “care model” which revolves around the belief that students thrive when they receive holistic support — academic, physical, mental, financial, and emotional. Interestingly, as UMA takes care of its students, these students bring this care-centric approach to the workplace. These newly minted healthcare workers uplift their communities by caring for people the way they were cared for at UMA. Employers offer significant care by investing in their employees’ success. UMA refers to this cycle as the “ripple effect of care.”
Employer-educator partnership expands the talent pool by recruiting students from non-traditional backgrounds to help solve the overarching war for talent. Many are older, have significant work experience in retail or hospitality, but seek to change careers for upward mobility and job stability. Allied health positions greatly benefit from an influx of highly trained students who could fill the talent gap. Likewise, employers may enroll existing talent in programs to meet changing workplace needs, prepare for advancement and help employees stay relevant and competitive.
UMA works closely with employer partners. The keen insight gained resolves employer staffing needs — successes and gaps to fill. This information feeds into developing curricula for online and campus-based diplomas. It also creates “micro credentials” such as certificates, certifications, licenses, badges, apprenticeships as degree and career building blocks.
This process positions UMA to anticipate and respond to shifting workforce demands. The partnership ensures educators satisfy employer requirements to give graduates a path toward jobs and careers that meet the needs of a growing industry. As the relationship strengthens over time, partners rely on each other to sustain talent, admissions, and support while learners achieve their personal career goals.
Learn more about employer-educator partnership with UMA at HIREUMA.COM.