Clinical Laboratory Recruitment: Challenges and Solutions in the Quest for Quality Talent

The clinical laboratory is the backbone of modern healthcare, providing crucial diagnostic information that guides patient care and treatment decisions. However, like many other healthcare fields, clinical laboratory faces a unique set of challenges that can impact the quality of services and patient outcomes. In this article, we’ll explore some of the problems faced by clinical laboratories that are trying relentlessly to recruit skilled laboratory professionals, and discuss potential solutions.

Fundamentally, clinical laboratories face recruitment challenges due to a shortage of skilled professionals. An aging workforce, educational requirements, certifications, and evolving technology are just a few reasons for this. To address these issues, many of our clients are promoting education programs, offering apprenticeships and embracing remote work. While compensation is always at the top of conversations, laboratory wages are seemingly on the rise. In a recent survey, RSG Health Services discovered quality of work, and work/life balance seems to be the number one thing that laboratory professionals look for in a job. Providing professional development and growth opportunities also make the list. While we realize working in healthcare is a 24/7 endeavor, hospitals are not always able to offer a day shift, or a three or four day workweek. However, it is important to note that these types of shifts are overwhelmingly preferred by many laboratory workers. As we all know, working in healthcare can be extremely demanding and having time off is very important to most people.

The Recruitment Challenges in Clinical Laboratories

1. Shortage of Clinical Laboratory Programs: One of the problems is that while there is a great need for more lab personnel, the number of training programs is declining. There are approximately only 240 medical laboratory technician and scientist training programs in the US, a 7% drop from 2000. Some states have no training programs. One of the other problems in the US is that licensing requirements are different from state to state. This is not good news considering The Bureau of Labor and Statistics projects a growing need for lab MLS workers to increase 13% 2016 and 2026.

2. Aging Workforce: Many experienced laboratory professionals are approaching retirement age, leaving a significant gap in the workforce. This demographic shift necessitates the recruitment of new talent to maintain the quality of services.

3. Educational Barriers: The educational requirements for clinical laboratory roles, such as medical laboratory scientists, can be rigorous and demanding. This can deter potential candidates from pursuing careers in the field.

4. Job Burnout: A survey of laboratory professionals by the American Society for Clinical Pathology showed that 85.3% reported burnout. An additional 36.5% complained of inadequate staffing and almost as many of a too heavy workload. Lack of recognition was cited by 14.9%

5. Changing Technological Landscape: Rapid advancements in laboratory technology require ongoing training and professional development for staff to keep up with the latest techniques and equipment.

Solutions for Clinical Laboratory Recruitment

1. Promoting Educational Programs: Encouraging educational institutions to offer programs and degrees in clinical laboratory science can help attract more individuals to the field. Scholarships and financial aid can further incentivize students to pursue careers in clinical laboratories.

2. Apprenticeship and Internship Programs: Clinical laboratories can partner with educational institutions to provide internships and apprenticeships. These programs offer hands-on experience and can serve as a pipeline for future hires.

3. Streamlining Certification: Clinical laboratories can collaborate with relevant certifying bodies to streamline certification processes, making it more accessible for candidates to obtain the necessary credentials.

4. Embracing Telecommuting and Remote Work: In some cases, remote work and telecommuting can expand the pool of available talent by allowing professionals to work from anywhere, especially in roles that involve data analysis and reporting.

5. Professional Development: Offering ongoing training and professional development opportunities for current staff ensures that they remain up to date with the latest technologies and methodologies. This not only retains experienced talent but also attracts new recruits looking for opportunities for growth.

6. Competitive Compensation and Benefits: Offering competitive salaries, benefits, and incentives is crucial in attracting and retaining top talent. Recognition programs, bonuses, and other perks can also make the laboratory an attractive workplace.

In conclusion, addressing the recruitment challenges in clinical laboratories is essential for maintaining the quality of healthcare services. By implementing these solutions and fostering a supportive and inclusive work environment, clinical laboratories can attract and retain the skilled professionals they need to provide accurate and timely diagnostic information for better patient outcomes.