Across North America, one of the most significant challenges in healthcare has been the shortage of providers, particularly in rural and remote areas. This issue has persisted for years, but recent efforts to address this issue are focused on healthcare recruitment.
Attracting talent to rural and remote regions requires a thoughtful approach, with a focus on education and understanding what practitioners value most when exploring new opportunities. Today, it’s not uncommon for it to take 12 to 18 months to fill an open physician role. As a result, making advance preparation is crucial when anticipating future openings.
One strategy to boost engagement with new opportunities is to clearly articulate the benefits and unique aspects of the position and location. Highlighting community features and offering insights into what makes the region special can greatly enhance the appeal for potential candidates.
On the Cherry Health platform, organizations are encouraged to share their community’s story through their profile. By providing an overview of local highlights and insights into the region in the “Community Highlights” section, you can offer a glimpse of what makes your area unique and inviting for those willing to permanently relocate for an opportunity.
Other strategies include affordable housing initiatives that provide financial support to make living in these areas more accessible. Adjusting practitioner-to-patient ratios can help manage workloads and improve work-life balance. Community support programs are being developed to assist healthcare professionals and their families in integrating into the local community. Financial incentives, such as bonuses and compensated travel costs, can also motivate professionals to relocate.
By focusing on these strategies we can work together to address the healthcare provider shortage and bring more talent to the regions that need it most.
Check out the resources below to learn more about recruitment in rural and remote regions in Canada.
