We know that the medical laboratory scientist and medical laboratory technician - with all of their confusing names - is a hidden profession. For the past 20 years, I have watched our profession and our industry stay with the same approach to recruiting medical laboratory talent as the demand for that talent continued to increase.
We have historically relied on colleges to provide the supply of MLS and MLT talent to satisfy the staffing needs of our hospital laboratories. In almost all cases, that approach has not addressed our needs as we head into the 3rd decade of the 21st century.
"What's been done before isn't working." This is the response I heard recently from a lab director frustrated with the status quo talent hiring model for laboratory professionals. This hospital's overtime was unsustainable and they were unable to keep up with the compensation offered to med techs by their competitors.
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I am a Med Tech. I have done the research on medical laboratory labor challenges. I have also worked with large health care organizations and 12 individual laboratories to increase the number of medical laboratory professionals in their organizations.
Building your own talent supply pipeline requires targeted and persistent career awareness efforts for both short term and longer term recruitment of medical laboratory talent. The system I created for a major health care system in the Midwest developed concurrent 3+1, 4+1 and MLT laboratory talent pipelines through 2027.
Let's work together to start developing your pipeline today with access to the social media content MLS2030 has already developed.
Share your email address and I will follow up to schedule a 20 minute no-obligation consultation on how MLS2030 could grow your supply of medical laboratory talent.
We are all aware that the demand for medical laboratory talent significantly exceeds the supply. In my experience, health care talent acquisition recruiters are focused on the short-term hiring solutions. Recruiting existing, professionally certified talent is a zero-sum game. The common practice of hiring incentives and even compensation increases is not enough.
How many qualified, non-registered 4+1 candidates are your losing because they don't make a good first impression? I show them how to prepare their resume so you get a concise and informative perspective. The approach I use is to generally familiarize these talented science graduates with a perspective on the typical day and the common skills needed in a medical laboratory.
Are there high school students in your region who simply need to hear about the medical laboratory career? Do they need 1:1 career guidance on colleges and that first medical laboratory job?
A key is the structure and consistent efforts I used to expand the proverbial pie of talent for you and your organization. I promote the career and direct the different types of short-term and longer-term candidates into your hiring process. I work closely with the talent acquisition team in your organization.
The opportunity to create supplemental talent through a currently available supply of college science talent is a critical component in providing you with short, medium, and long-term talent pipelines into your hospital or health care organization.
Here is the link to my LinkedIn company profile for MLS2030.
In my experience, there is never enough time in the modern medical laboratory leader's work day to perform all of the tasks needed to create a future supply of laboratory talent.
Here is a link to my YouTube introduction to what I can do for your laboratory staffing needs in the short and long term.
Here are some of the projects and tasks MLS2030 can do for you.
1. Work with your state(s) hospital association to promote the career.
2. Identify public and private science organizations to consistently work with to promote the medical laboratory careers.
3. Counsel and support traditional and non-traditional candidates from high school through college toward medical laboratory science careers.
4. Create a more integrated bench training program for traditional and non-traditional candidates
My 12 hospital laboratory clients include major research hospitals, large and small suburban medical centers, and rural hospitals. In less than one year, our process has created a pipeline that is 3 dozen strong with non-traditional candidates being hired at the largest of the hospitals.
My approach is similar to that used for athletes: identify talent through a variety of sources and recruit that talent with as much 1:1 guidance and support that is needed. A football coach can show up at the kitchen table to recruit a talented athlete. I use the same approach for recruiting laboratory talent for your organization.
A key to build your own supply is dedicated marketing of your organization and the laboratory profession outside of the traditional talent acquisition systems and process. Hospital and health care system talent acquisition efforts across most of the United States report that efforts to fill medical laboratory slots face increasing competition both regionally and nationally.
The sporadic presentation to high school students is not sufficient. Those presentations need to have continued communication and follow up with interested students.
You can see our career promotion web site by clicking on the 'Home" page on this page.
Share your email address and I will follow up to schedule a 20 minute no-obligation consultation on how MLS2030 could grow your supply of medical laboratory talent.
Your laboratory talent development process would:
A. Identify incremental, new medical laboratory talent in your regional markets B. Develop a 7 year pipeline of MLS and MLT talent into your organization using a 1:1 recruiting and advising model.
C. Facilitate efforts across all the laboratories in your organization or region to increase the medical laboratory talent base
D. Develop academic partnerships with high school and college science faculty
E. Actively market the career to "4+1" students with BS in biology, chemistry, or microbiology
F. Develop a formal education plan for the 4+1 employees
G. Provide access to a detailed career promotion and lead generation site at www.mls2030.com
H. Provide 1:1 laboratory career guidance services to candidates that include resume review and interview preparation
Using the 7-year talent pipeline enables you to plan ahead to identify and train to new talent to replace retiring employees and normal attrition. The system I developed for a major health care system in the Midwest is developing concurrent 3+1, 4+1 and MLT laboratory talent pipelines for a 6-year projection.
Here is an example of medical laboratory career decision interview I use to promote the career. It's from an MLT student just completing her internship.
What is MLS2030? Medical Laboratory Scientists for the year 2030. It is the time frame I use to create a targeted date for health care organizations to have the systems and processes in place to staff their laboratory organizations.
Who is Gary Stocker? Dr. Stocker is a career-long med tech and has earned his PhD in organizational behavior. His work in health care and higher education combine to provide a useful resource to help labs prepare for current and future labor needs.
What does MLS2030 do? Two things.
First, it promotes the medical laboratory career through a variety of resources and recruits talent into the profession. Second, it provides health care organizations with a low-cost resource to develop and manage the systems and processes needed to increase the availability of trained medical laboratory talent now and in the future.
Why is this service needed? In most metropolitan markets in the United States, medical laboratories are relying too much on recruiting currently registered talent. MLS2030 can increase the pool of talent and work with laboratories to obtain the needed training, education, and certification later.
Where is MLS2030 located? St. Louis, Missouri
How would you get started? Share your email address and I will follow up to schedule a 20 minute no-obligation consultation on how MLS2030 could grow your supply of medical laboratory talent.
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