As you are likely aware, many healthcare organizations are currently facing significant staffing problems in the clinical laboratory. Laboratory professionals are leaving permanent roles for travel work, retiring, or abandoning the profession altogether due to the frustration that has become the “new norm” in healthcare. This has led to a depleted workforce in the laboratory sector. However, despite the lack of qualified laboratory professionals, the medical laboratory remains an ever-expanding and essential healthcare service for patient diagnosis and treatment. Creative solutions have been developed to address shortages, from elaborate scheduling schemes to the recent consideration of lower federal standards to allow other allied health professionals to fill the gaps.
In my two decades in clinical laboratory science, I have never seen such high demand for laboratory professionals. The staffing dilemma has finally led some healthcare organizations, who may have been reluctant to increase wages in the past, to finally step up their game to lure top talent and retain current staff. Laboratorians now have countless job opportunities, all vying for their expertise and helping many determine their true value in this job market.
When considering these new opportunities, it is important to note factors beyond just monetary compensation. To attract and retain the best employees, employers must offer not only competitive compensation packages but also consider factors such as work/life balance, the quality of the work environment, and schedules. On the other side of this mutual relationship, it is important to have a clear understanding of the duties and responsibilities associated with various roles. For example, some laboratory professionals may have to initially compromise on working an off-shift to land a role at a favored employer. Some jobs might come with mandatory weekend rotations and possibly on-call requirements, which can impact work/life balance and overall job satisfaction. This might seem fundamental, but many people I interview are unhappy with their schedule, even though they knew the schedule from day one and accepted it. Why? Because they didn’t do the due diligence required in today’s job market.
When someone asks you, “are you in this for the short-term, or the long-term”, what do you think the normal answer might be? By far, most will answer, “the long-term.” So why do so many quit a job after only a few months? This question has many answers, and most of the time it’s not your fault, right? It’s always the employer, a co-worker, the organization, or the management. As a recruiter, I can tell you, that’s usually not the problem. It’s usually the person I’m talking to. It’s short-term mentality, and the immediate gratification world we all live in. Like it or not, it’s true, most of the time.
It’s crucial to consider advancement opportunities and career benefits when making a career decision. These benefits can greatly impact an employee’s overall compensation package beyond salary and should be considered when evaluating a job offer. The geographical location of a potential opportunity is a huge factor that influences compensation and is often overlooked by many I’ve spoken to. Simply put, areas with a higher cost of living will typically have higher salaries for every profession, not just lab professionals. Housing, food costs, transportation, healthcare, taxes, fuel, and the local economy are all factors that will eat into your net income. No one should expect to make Seattle wages when they move to Kansas City. Basic math will prove that taking a pay cut might not change your standard of living at all, and it might even improve.
It’s also important to keep in mind that career advancement and growth opportunities can play a significant role in compensation. Many employers offer opportunities for continued education and professional development, which can lead to increased salaries and advancement within a company. Additionally, understanding the benefits and perks offered by the organization, such as low-cost health insurance premiums, matching retirement plans, tuition reimbursement, and paid time off, is essential when considering new employment. It is estimated that this can cost the employer between 15% to 20% of your salary.
In the coming month, we will release our 2023 Laboratory Jobs & Compensation Review, providing you with valuable insights into current pay rates in the laboratory field. We feel it is important to take a complete and holistic approach when evaluating a new opportunity. Looking at the wage only and basing your decision on getting a $3.00/hr. pay increase, could be very foolish. Such evaluation is not only irrational but could also cost you more than you expect to gain. Accepting a job offer should be a complex and multi-faceted decision. While a good salary is important, it should not come at the cost of your health, sanity, or family time.
10 comments
Arlon Bastos da Rosa
Excellent article, portrays the world reality in our work area, here in Brazil we have the same problem, but with ridiculous salaries where only the Government can pay a little better, but the work environment is extremely discouraging due to the lack of management by part of the Directors of the Hospitals, not to mention the inertia of the effective public servants. I’m finishing a doctorate and moving to the USA to live close to my daughter who has been there since the beginning of the pandemic. If I get a work visa in my area, great, I’m taking my BOC-ASCP test now in July, wish me luck…
Eileen Nelson
Great article. I would add increase in pay is very much on the top of the list. If someone work evenings, nights, weekends and Holidays, their pay should be more. Not a two dollar shift diff. Better working environment, this include instrumentations and employees. Some labs have equipment that’s so outdated they don’t make parts for anymore. Some labs rehire people that were fired for bad behavior because they are short staff. This causes low moral, anxiety and call outs. I also believe this profession does not get the exposure as much needed. I have people ask me all the time what a Medical Technologist do? This profession should have more advocates to make others aware of what we do and how important our profession is. When I tell people I’m in the medical field, they quickly assume I’m a nurse. I remember one time we were known as mini doctors. What happened?
There should be a program implemented where MT’s can get a master or doctorate in this field so they can be Managers or directors over the labs. This will help the lab because there are some Directors of labs who think they can replace MT/MLT ‘s with personals that have a general BS degree.
Chrys Smith
I’m concerned about lab conditions as to the equipment/ analyzers functioning properly . Things like floor mats needed for employees , shortages of needed supplies for adequately performing a good job . The training of new techs, With each new generation of techs introduced to the field , there is a loss of essential knowledge. There are techs that have done their entire training on line & never touched a pipette . Now seasoned techs are having to work & train for no extra compensation while short of co-workers to help with the slack .
The use of lab assistants because techs are loosing their love for the field & retiring or seeking other fields. Cheeper ways of running the lab which is a compromise on quality experienced care .
Chrys Smith
I’m concerned about lab conditions as to the equipment/ analyzers functioning properly . Things like floor mats needed for employees , shortages of needed supplies for adequately performing a good job . The training of new techs, With each new generation of techs introduced to the field , there is a loss of essential knowledge. There are techs that have done their entire training on line & never touched a pipette . Now seasoned techs are having to work & train for no extra compensation while short of co-workers to help with the slack .
The use of lab assistants because techs are loosing their love for the field & retiring or seeking other fields. Cheeper ways of running the lab which is a compromise on quality experienced care .
Ameisha
Great article. I think with more professionals entering the Medical Laboratory world, compensation is key. It’s not easy work, especially being new but when provided the opportunity and given good guidance with a decent pay, you should have no issues with having someone stay for a long term.
Muain Haseeb
Thank you for the article and your efforts. Interested to see where salary reached after 10 years of working. Lie Salary was number one reason that I left America to work overseas.
Onyi Okafor
Increase in pay rate and great compensation for laboratory professionals.
Donald Dover
I would like to see a review of the important role that interim leadership and management consultants are playing in the current
short term mentality of healthcare professionals and the increasing pressures laboratorians are under following the major loss of
laboratory management leadership driven by retirements, transitions to travel, and stress/burnout following the pandemic.
Ian Wallace
Some survey requests-
– SPECIFIC job title- MT, MLT, MLS, MLT, CLS, etc.
– Regional statistics
-State statistics
– Career Ladder
– Specific role- technical specialist, lead, supervisor, etc.
– Does your facility offer a cost of living AND merit raise?
Lawrence Woody
I would like to see if baby boomers are retiring from the laboratories in high numbers or are they choosing to continue working because of various circumstances.