Across the country, recruitment and retention challenges are common for rural healthcare entities providing post-acute care. Healthcare leaders share practical examples that have created incentive for staff to join, and stay on, their healthcare teams.
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Limited funding, expanding coverage areas, and a cultural shift in volunteerism across generations has motivated EMS leaders to find new recruitment methods that attract more personnel and keep them as long as possible.
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Benjamin Anderson, CEO of a 25-bed CAH in Kansas, discloses his relational style of healthcare leadership and his success attracting committed medical providers and engaging the area’s growing refugee population.
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Melissa Kelly, CEO and CFO of a 21-bed CAH in Nebraska, discusses adding child care and restoring retail pharmacy to her community and encourages others to take advantage of rural healthcare resources.
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Stephanie Orr, the CNO of an 18-bed CAH in Idaho, shares what it’s like to become a leader much sooner than planned and emphasizes the importance of working the front lines.
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Rural veterans may face significant challenges when pursuing careers in healthcare. Organizations like the Multi-State Collaborative on Military Credit and the Consortium of Michigan Veterans Educators are working to reduce these barriers so that veterans can better serve their communities.
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Oral health training programs are equipping Community Health Workers on Navajo Nation, Texas colonias, and Maryland’s Appalachian communities to improve access to dental care and teach people how to take care of their teeth.
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The Mississippi Rural Physicians Scholarship Program is addressing the state’s health care crisis by providing incentives for medical students to practice in rural areas.
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Simulation training, a promising innovation in healthcare education, is especially useful in rural areas where providers see fewer emergencies.
Read MoreA guide to loan repayment/forgiveness programs, which can be an optimal way to attract needed healthcare professionals.
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