The goal is to create a long-term staffing solution. Understanding how to identify and support the right candidates will lead to even more successful staffing outcomes.
Here are some of the most important best practices to consider when setting up an online allied healthcare program:
Who is the right fit for online education?
Great candidates for online allied training programs should have strong computer literacy skills or previous online education experience, which luckily is a wide cross-section of potential learners.
For example, a 2020 study by the National Skills Coalition found 68% of American workers (ages 16-64) have either proficient or advanced digital skills. Meanwhile, a 2018 YouGov Omnibus survey reveals even pre-pandemic, 38% of Americans ages 18-34 had taken at least one online course.
Online on-demand classes are also an especially good fit for students who already have a full-time job or otherwise lack scheduling flexibility. For example, a 2023 EAB survey of graduate and adult students found students over age 36, women, caregivers and students who work full-time disproportionately prefer online courses to in-person coursework, compared to their peers.
In terms of disposition, students who are self-motivated, with dedication and commitment, will be the most successful at completing the thorough online curriculum. A good internet connection is also required.
Who should employers pick to sponsor in an allied health training program?
For many employers, the most successful recruitment strategy for their allied healthcare training program is promoting from within. Healthcare providers have many trusted employees in non-clinical roles looking for career development opportunities and open to clinic roles.
UnityPoint Health (UPH), a hospital network in Iowa, Illinois and Wisconsin, is one such example. Faced with a staffing shortage, they invited existing UPH employees to apply for the MedCerts’ Medical Assistant training program they launched. All 39 employees accepted into the program passed and successfully transitioned into medical assistants at UPH. A year later, 97% of program participants are still working at UPH, speaking to the positive impact upskilling has on retention.
Another successful way to identify qualified training program applicants is through a train-and-hire outreach campaign. Using online ads, MedCerts can find and vet local candidates based on pre-specified hiring criteria, before handing off candidates to the employer for final approval.
This tactic is an effective way to find a large pool of relevant candidates in a short period of time. For instance, MedCerts recently found 80 phlebotomy technician candidates for a major healthcare organization in just 2 weeks.
Whether healthcare employers interview potential new hires or incumbent employees first, the next steps are consistent. Based on bespoke selection criteria, the relevant candidates are interviewed by the healthcare facility. The employer selects the best candidates and offers them a sponsorship agreement to enroll in the allied healthcare training program.
Upon completion of the program and certification, the learners are placed by the employer into the allied healthcare position they are now job-ready for.
How to make students successful before they start their online program
For healthcare employers, it’s recommended that they organize a walk-to-class orientation or host a group event to acclimate a new cohort of students to their online learning program.
A clear understanding of expectations around the curriculum, clinical requirements and the accreditation process gives students a huge leg up in preparing for an online program. To that point, proactive customer service is a critical part of what makes MedCerts Partner Solutions so impactful for students and partners.
All learners start their journey with an Admissions Advisor, who takes point on the onboarding process, setting expectations and outlining all steps of the program ahead of time.
Then, a Student Success Advisor will be the main point of contact for the duration of the program, consistently checking in on the student and answering any questions as they come up. Areas frequently discussed with students include guidance on study skills, time management and answering technical support issues.
This high level of student support is a recognized differentiator for MedCerts. On TrustPilot, there are over 3,000 reviews of MedCerts, with the high 4.9 rating largely attributed to the staff being consistently described as “helpful, patient, and knowledgeable”.
Conclusion
Understanding how to identify and recruit the right candidates to sponsor is a big part of launching a successful allied healthcare training program. Through teaming up with MedCerts, you’ll be able to secure job-ready talent significantly faster.
Want more information about best practices and your healthcare facility teaming up with MedCerts Partner Solutions on an allied healthcare training program? Contact us today at [email protected] today to learn more!
