By Maggie Mancini
The healthcare industry has faced numerous challenges over the last several years, with the pandemic, staffing shortages, and rising levels of burnout among professionals tasked with providing exceptional patient care and satisfaction. For hospitals and health networks, an effective talent acquisition and retention strategy can help quickly fill critical gaps in care and improve the experience for everyone involved.
Chinese Hospital's TA team has played a significant role in transforming the organization’s talent strategy. The team has implemented modern, data-driven recruitment approaches, streamlined the hiring process, and developed strategic community partnerships to build and maintain a pipeline of skilled candidates.
"The biggest challenge was shifting the perception of TA from transactional to strategic," says DeAnna Williams, human resources director at Chinese Hospital.
"Introducing practices like ATS-driven hiring and intake sessions required managers to adapt, but with training, communication, and measurable results, TA is now seen as a true partner in retention and patient care."
The TA team has expanded recruitment channels by leveraging job boards, social media, professional networks, and community outreach to reach a diverse and highly qualified candidate pool. In addition, the team attends community events and career fairs to actively engage with potential candidates, promote career opportunities, and build relationships with local talent.
Recently, Williams and the TA team developed a nurse residency program to establish structured training and a career pathway for new graduate nurses.
The team has also sought to enhance the candidate experience for all prospective hires through a streamlined application process, proactive communication, and personalized engagement to improve recruitment outcomes.
This work has led to measurable improvements for Chinese Hospital, including a 33% improvement in retention in 2024; hiring manager intake to ensure the talent acquisition strategy strengthens onboarding initiatives and other workforce engagement measures; and recruitment and retention training deployed for all hiring managers, Williams says.
Beyond recruitment efforts, Chinese Hospital's TA team leads and participates in the "L.O.V.E. (leveraging our voices via empowerment) Committee," an employee-led program dedicated to enhancing employee experience, strengthening workplace culture, and ensuring staff feel valued and supported.
"The 'L.O.V.E. Committee' supports TA by boosting engagement and improving retention," Williams says. "It creates a sense of belonging, enhances employer branding, and provides feedback that helps anticipate workforce needs. This ensures TA not only attracts top talent but also retains them by fostering a workplace where staff feel valued and supported."
As a result of these changes, Chinese Hospital saw an increase in hiring (80%), internal promotions (32%), retention over 90 days (97%), and improvement in turnover (9% overall).