If you’re reading this, you already know hiring in clinical diagnostic labs is complex, then you’re probably the person I’d like to talk to. I’m Michael, and I specialize in finding long-term top talent for clinical diagnostic labs around the United States. I’ve been specializing in diagnostic and clinical instrument recruiting for the past nine years, so I’ve heard time and time again from my clients what makes hiring so hard.
To help you take on the competitive hiring landscape that is clinical diagnostics, I’ve put together this list summarizing the challenges my clients and I have faced as well as a list of some of the ways my best client partners set themselves apart to be a business someone wants to work for. Read on to see what you can learn to help your organization.
Challenges for Hiring in Clinical Diagnostic Labs
1. Shortage of Top Talent
The demand for highly skilled medical laboratory professionals exceeds the available workforce. With an aging workforce and fewer graduates entering the field, labs struggle to fill positions with adequately trained personnel. In today’s fast pace, smaller companies do not have the time and resources to do feasible onsite training.
2. Retaining Skilled Employees
High turnover rates can significantly impact a lab’s efficiency. Competitive salaries, career development opportunities, and a positive work environment are necessary to retain talent, but not all labs offer these incentives. If you’re having challenges with high turnover, you might enjoy our article about what’s driving high turnover in healthcare organizations.
3. Technological Advancements and Training Gaps
The rapid evolution of diagnostic technologies means that lab professionals must continuously update their skills. Many candidates may lack experience with the latest equipment and methodologies, requiring additional training upon hiring. “As we push further into molecular genetics with qPCR, NGS and LDTs, salespeople need training to explain the benefits of these newer technologies to clients”, says Rich Reitz, Director of Training and Executive Recruiter here at HCRI.
4. Attracting Top Talent in a Competitive Market
Lisa Calabro, HCRI’s Director of New Business Development, can also speak to challenges in today’s landscape, “With hospitals, biotech firms, and research institutions all competing for the same talent, diagnostic labs must differentiate themselves through benefits, work culture, and professional growth opportunities.” She continued explaining, “Larger companies such as LabCorp and Quest will work with new sales reps to help them build a book of business over time. Smaller start-ups do not have the capital or luxury to keep new sales reps for more than a few months if the volume is not coming through the door.”
Overcoming Hiring Challenges: What Separates Good from Bad
1. Commitment to Quality and Compliance
A high-quality lab ensures compliance with regulatory standards, maintains proper accreditation, and regularly updates protocols to align with the industry’s best practices. Cutting corners on quality control and proper billing can jeopardize patient care, lead to penalties and result in a workplace that causes employees guilt and stress.
2. Investment in Technology and Innovation
Leading labs invest in the latest diagnostic technologies, automation, and data management systems to improve efficiency and accuracy. A lack of modernization can lead to delays, errors, and inefficiencies.
3. Emphasis on Training and Professional Development
Wendy Bergstrom, Senior Executive Recruiter with HCRI designed training programs at major national laboratories and knows how her organizations set themselves apart, “A good lab provides continuous education, training programs, and career advancement opportunities. This goes hand in hand with investing in technology – employees are more motivated to work with new technology and more successful with high quality training. Plus, allowing talent to elevate themselves is a proven way to improve employee retention and cut recruitment costs. Labs that fail to invest in their employees’ growth will risk falling behind in quality and workforce retention.”
4. Strong Workplace Culture and Employee Support
Good labs recognize that their employees are their most valuable asset. They foster a positive work environment, provide competitive compensation and offer value-aligned benefits to support employees even outside of the work day. Poorly managed labs often suffer from high turnover and low employee morale. Read more here about how empowering employees has big benefits.
5. Efficient Workflow and Operational Excellence
Top-performing labs optimize workflow processes to reduce errors, improve turnaround times, and enhance productivity. Labs with disorganized operations and outdated procedures can struggle to meet industry standards. Collaborate with team members to identify ways they think the business operations could be improved. You might be surprised what gold mine of information you’re sitting on!
Conclusion
Hiring for clinical diagnostic labs presents unique challenges, from talent shortages to regulatory demands. However, the best labs overcome these challenges by prioritizing quality, investing in technology, supporting employees, and maintaining efficient operations. As the industry evolves, attracting and retaining top-tier talent will be crucial for sustaining excellence in diagnostic testing.
Are you looking for support in hiring your next clinical diagnostic employee? Reach out to us today using our contact form or just give us a call 415-773-0333.
