Helping clients meet their business challenges begins with an in-depth understanding of the industries in which they work. That’s why KPMG LLP established its industry-driven structure. In fact, KPMG LLP was the first of the Big Four firms to organize itself along the same industry lines as clients.

How We Work

We bring together passionate problem-solvers, innovative technologies, and full-service capabilities to create opportunity with every insight.

Learn more

Careers & Culture

What is culture? Culture is how we do things around here. It is the combination of a predominant mindset, actions (both big and small) that we all commit to every day, and the underlying processes, programs and systems supporting how work gets done.

Learn more

Leverage Analytics to Reimagine the Workforce

Learn how analytics can shift the trajectory in a distressed labor market

YouTube thumbnail image

Reimagining the Healthcare Workforce

Video transcript

Kristine Coogan: (00:01) Hi, I'm Kristine Coogan, a principal in our people strategy practice. I help my clients utilize data and analytics to better understand their workforce so they can attract, retain, and engage them more effectively.

(00:14) Healthcare is in crisis today when it comes to workforce. The impact of the pandemic, patient care standards, technology and the increased complexity of treatments have made the jobs more complicated and more demanding than ever. The Great Resignation has created increased demand from other industries, creating more competition for talent.

(00:34) When healthcare employees look at their options, 50% indicated they're still searching for greater meaning in their healthcare careers, and 20% indicated that they're planning to pursue a career outside of healthcare. On top of this, 25% of healthcare professionals have accelerated their plans to retire since the pandemic, opting out of the workforce altogether.

(00:54) In this challenging labor market, data can be a powerful tool for hiring and retaining talent. For example, with regard to hiring, organizations can focus on using data as a guide. For example, research shows that resumes and job applications do not necessarily predict success within a role. Instead, organizations can utilize analytics to better screen candidates for the factors that do predict success.

(01:19) When we think about the hiring process, there are so many opportunities to make the focus about the candidate rather than the employer. For example, pooling hiring across an organization so that candidates are considered for all the roles they meet the criteria for, can be a way to optimize outcomes. A candidate can apply once for roles that include locations across the health system, different shifts, different locations, and then the hiring process becomes a matching exercise, pairing a candidate with roles that meet their interests and skills, optimize commute times, shift preferences, and more to create better outcomes for everyone.

(01:56) When it comes to retaining talent, we can also use data to understand what employees want or need. It starts with listening to employees. So often organizations apply leadership's perspectives around what employees want rather than really listening to their workforce. For instance, it's very commonly believed that certain shifts are undesirable, difficult to staff, including weekends and overnight shifts. However, our data shows that there are nearly as many people who prefer overnight or weekend shifts as weekday, daytime shifts, paving the way for individuals to choose their own working hours, and for organizations to provide hours that really meet an employee's individual needs.

(02:35) Data allows organizations to customize, knowing that one size doesn't fit all. You understand that each employee is unique and has unique circumstances, and that their needs can vary over time. So, finding ways to offer flexibility when employees need it, developmental opportunities when workers are ready to move their career forward and measuring connectivity and engagement throughout allows employers to demonstrate a willingness to make the relationship work on the employee's terms.

Explore more

Meet our team

Image of Kristine Coogan
Kristine Coogan
Principal, Advisory, Strategy, KPMG US

Thank you!

Thank you for contacting KPMG. We will respond to you as soon as possible.

Contact KPMG

Use this form to submit general inquiries to KPMG. We will respond to you as soon as possible.

By submitting, you agree that KPMG LLP may process any personal information you provide pursuant to KPMG LLP's Privacy Statement.

An error occurred. Please contact customer support.

Job seekers

Visit our careers section or search our jobs database.

Submit RFP

Use the RFP submission form to detail the services KPMG can help assist you with.

Office locations

International hotline

You can confidentially report concerns to the KPMG International hotline

Press contacts

Do you need to speak with our Press Office? Here's how to get in touch.