Get advice on hiring, finding your dream job,

employee engagement, and workplace training

Southern California Report Highlights Key Employment Trends

  • Article by:Health Career Center

Southern California Reports Important Healthcare Employment Trends


As one of America’s most populous areas, the Southern California region acts as a barometer for employment trends across the rest of the country.


A recent white paper by FutureSense and the Hospital Association of Southern California analyzes recent shifts in employee recruitment, hiring and turnover in the region. Whether you’re a healthcare HR professional or in another hospital leadership position, they’re worth noting as you review your own workforce planning initiatives.


Here are just a few of the trends you should be aware of.


The need for healthcare professionals is on the rise

Healthcare is a dominant hiring force in California, comprising 7 percent of the state’s total employment. Moreover, the number of California healthcare jobs is projected to grow 23 percent by the year 2020. By that point, healthcare will account for one of every 10 jobs in the state.


In other words, filling vacant positions with Southern California’s best talent is already hard — but in just a few years it’s going to be even more difficult. Healthcare HR leaders in that area are recognizing that it’s vital to prepare for the fast-approaching future by improving employee search and retention methods today.


Unfortunately, turnover is also on the rise

On top of the challenge of filling open positions with quality talent, Southern California’s healthcare institutions are faced with the challenge of employee retention.


The region has the highest turnover rates in the country, with areas like San Diego reporting over 11 percent turnover for all healthcare jobs. The hardest-hit areas have vacancy rates of over 9.5 percent, putting additional strains on health systems that already face significant workforce planning challenges.


Nurses have been particularly mobile in their employment, with over half of all RNs leaving their jobs before they reach the two-year mark. Most cite local wage competition, tough commutes to work and going back to school as their reasons for quitting. It’s all the more reason to refine your hiring and selection criteria, and find creative ways to boost employee satisfaction now. The resources available on can provide guidance. And the advantage of a network posting, one that can reach dozens of professional associations that will yield the best and brightest talent, has never been more apparent.