In comparison with other healthcare providers, federally qualified health centers (FQHCs) take up a relatively small share of the market. Though a small job market can present obstacles to staffing, these trends can also be used to your advantage when revamping your hiring process. Here’s what you need to know about the current job market for FQHC executives (and how to use it to develop better staffing strategies).
Evaluating FQHC market size
Compared to the 5,534 hospitals registered in the United States, FQHCs take up a relatively small corner of the healthcare market, with approximately 1,300 centers throughout the country. Though these organizations vary in the size and scope of their operations, their basic staffing needs – especially at the upper end of the corporate ladder – are defined by their market’s size.
Turning a limited job market to your advantage
Though a small market may seem to limit your choices when hiring C-suite executives, it can be turned into a plus when organizations are flexible with their hiring strategy.
1. Consider hiring from outside your industry
After carefully considering your organization’s needs, it may be possible to fill some of your administrative and executive roles with professionals from outside industries. Though FQHCs do have some unique demands, the number of qualified candidates from adjacent primary care industries is many times greater than the size of the FQHC market alone. As such, hiring from outside the system helps you turn an unfavorable job market to your advantage.
2. A finite market gives more leverage to recruiters
Since many executives prefer to stay within their field of expertise, they are just as limited by the small FQHC job market as the organization’s themselves. This natural tendency to stay within one’s professional comfort zone gives recruiters extra leverage when seeking out talented executives. Though filling specific roles is always challenging, a professional recruitment agency can help you identify and connect with the leaders your organization needs.
3. A narrow field helps you focus on the best candidates
When seeking out the leaders who will shape your organization’s future, your focus should not be wasted on candidates without promise. Because the market for C-suite executives at community health centers is relatively tight, you are free to be selective with your candidates. Rather than wasting time chasing down every potential lead, you are able to focus your recruiting efforts on the best the industry has to offer.
As more and more people seek out FQHCs as their primary source of care, the need for visionary leadership will grow. Since the very beginning of the industry, UHC Solutions has helped community and rural health centers craft capable management teams that are able to lead them to greater growth. To learn more about our executive recruitment programs, contact our leading healthcare recruiters today.