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The ASHHRA Podcast

The ASHHRA Podcast

著者： Robert "Bo" Brabo and Luke Carignan
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The ASHHRA Podcast is the definitive audio briefing for healthcare HR leaders navigating what’s next.


Hosted by Bo Brabo and Luke Carignan, this weekly podcast explores the forces reshaping the healthcare workforce, from talent shortages and leadership burnout to data-driven HR strategy, labor relations, and policy shifts that impact care delivery.


Each episode features candid conversations with CHROs, senior executives, and industry change-makers who are solving real problems inside hospitals and health systems right now. No theory, no fluff, just practical insight from leaders in the arena.


Listeners gain clarity on complex workforce challenges, early signals on emerging trends, and grounded perspectives that help bridge strategy and people operations. Whether you lead HR for a health system, support workforce strategy, or influence organizational culture, this podcast equips you to make better decisions with confidence.


New episodes drop weekly, with timely news updates, deep-dive conversations, and forward-looking insights designed for healthcare HR leaders preparing for 2026 and beyond.

© 2026 The ASHHRA Podcast マネジメント マネジメント・リーダーシップ 個人的成功 出世 就職活動 経済学 自己啓発
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  • #238 - RN Staffing Report: The Numbers That Matter

    #238 - RN Staffing Report: The Numbers That Matter
    2026/07/14
    $60,090 Per Nurse Exit, 3.35 Million Workers Finally Protected & Virtual Nursing Is WorkingJuly 13th, 2026. Bo, Luke, and ASHHRA Executive Director Jeremy Sadlier cover three stories that all connect to the same question: are you doing everything you can to keep the people you have?💰 The Number Your CFO Hasn't Modeled: $60,090 The NSI 2026 National Healthcare Retention and RN Staffing Report — 527 acute care hospitals, nearly a million workers — puts the cost to replace one staff RN at $60,090. National RN turnover is 17.6%, costing the average hospital $5.2 million annually. Every percentage point shift in turnover is worth $295,000. And 56.8% of all RN departures have less than two years of service.Action: Bring $60,090 into your next budget conversation about retention. The ROI on almost any retention investment looks different at that baseline. Also: know how your health system makes money today. Ambulatory care is running 43% profit margins at some systems. Internal mobility toward high-margin service lines changes what you can invest everywhere else.🧠 3.35 Million Healthcare Workers Can Now Seek Help Without Fear The Dr. Lorna Breen Healthcare Provider Protection Act was reauthorized for five more years. As of May 27th, more than 3.35 million healthcare workers now practice in states or systems that removed stigmatizing mental health questions from licensure applications — 44 medical boards, 9 nursing boards, 11 pharmacy boards have made the change. Action: Check your state's status at the Lorna Breen Foundation tracker and share it with your CMO and credentialing team. If EAP utilization and wellness participation are low, the upstream problem may be built into the credentialing system itself.📺 Virtual Nursing Is No Longer an Experiment The 2026 CNO Survey from Wolters Kluwer: nearly 9 in 10 nurse leaders have adopted new care models and 90% say they are working. Across 10 health systems at scale — including Advocate, Ochsner, Henry Ford, Piedmont, and UC Health — one 69-hospital system saved 43,000 nursing hours in a year. Patient experience improved as much as 80% at some sites. Nursing turnover reduction saved one system $6.3 million. Action: If this conversation is already happening in your clinical or operational teams, HR needs to be at that table. Which roles you recruit for, how you compensate, and how you design career paths for nurses shifting to virtual roles — that is an HR design problem.Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.No directories. No bidding wars. Just trusted partners proven to perform.Visit AP3.info to learn more and get connected with a partner.News LinksStory 1 — NSI 2026 National Health Care Retention & RN Staffing ReportBecker's: The Cost of Nurse Turnover in 10 Points — 2026Nurse.org: Nurse Turnover Is Rising Again — And It's Costing Hospitals MillionsPeopleElement: The $60,090 Problem Most Health System CFOs Have Not ModeledNSI Nursing Solutions: 2026 National Health Care Retention & RN Staffing Report (Full PDF)Story 2 — Dr. Lorna Breen: Mental Health Licensing MilestoneDr. Lorna Breen Heroes' Foundation: More Than 3.35 Million Health Workers Now Practice in States and Systems That Support Their Mental HealthAMA: Congress Extends Dr. Lorna Breen Law for Five YearsDr. Lorna Breen Heroes' Foundation: Remove Barriers Initiative — Full Board TrackerJ&J Nursing: Reauthorizing the Dr. Lorna Breen Act: Mental Health Support for Healthcare WorkersStory 3 — Virtual Nursing: What's WorkingBecker's: Virtual Nursing at 10 Systems — 23 Results to KnowWolters Kluwer / Lippincott: Nurse-Led Innovation and New Care Models — 2026 CNO SurveyMUSC: Demonstrating the Value of Virtual Nursing — 2026 Report (PDF)AONL 2026: The Future of Virtual Nursing and Care Model Redesign Support the show
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    42 分
  • #237 - Stop Losing Great Candidates After They Apply

    #237 - Stop Losing Great Candidates After They Apply
    2026/07/09

    The Hiring Automation Gap No One Is Talking About

    Featuring Mike DeMarco, Senior Product Marketing Manager, Phenom

    Healthcare is ranked #2 out of eight industries for overall hiring automation maturity. Healthcare was among the first to deploy voice screening agents. So why are nurses still taking 64 days to fill and internal positions taking 57?

    Bo and Luke welcome Mike DeMarco — the self-described "Bruce Springsteen of Product Marketing" — to unpack Phenom's 2026 State of Hiring Automation Report, which audited over 200 companies across eight industries and surfaced a gap that explains almost everything.

    📊 The Gap: You're Good at Getting Candidates In. You're Not Qualifying Them.
    Across all eight industries, organizations scored above 50% maturity on attraction, engagement, and conversion — getting candidates to click apply. Hiring automation scores — what happens at the moment of application — dropped to sub-28%. The candidates are there. The qualification infrastructure is not. And for the first time in the survey's history, quality of hire (54%) outranked speed and cost as HR leaders' top hiring priority.

    🤖 What Good Looks Like
    Baylor Scott & White completes 1,000 voice screens in a single day when a job is posted. Allara Caring reduced time to offer by 32% and found that 40% of screens happen after hours — candidates engaging on their own schedule, not waiting for a recruiter callback. Seven-minute apply-to-interview-scheduled flows exist in retail today. Healthcare is next.

    🔎 Where to Start — This Week, Almost Free
    Luke's practical framework: record conversations with your best and worst performers in each TA role. Ask what they actually do — not what they're supposed to do. Then run everything through Claude: compare top and bottom performers, identify automation opportunities, and generate a business process map. Total cost: roughly $100/month. Mike's team is also offering a complimentary two-role hiring automation audit for listeners.

    📋 Resources
    Phenom 2026 State of Hiring Automation Report + free audit.

    AI isn't replacing recruiters. People who know how to use AI will replace people who don't. Start today.

    Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.

    This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.

    Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.

    Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.

    No directories. No bidding wars. Just trusted partners proven to perform.

    Visit AP3.info to learn more and get connected with a partner.

    Support the show
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    41 分
  • #236 - Praise Boosts Nurse Retention, AI Predicts Quitting

    #236 - Praise Boosts Nurse Retention, AI Predicts Quitting
    2026/07/06
    Healthcare Is Dead Last in Recognition Culture. Plus: AI That Predicts Who's About to Quit & What CEOs Are Betting On in 2026July 6th, 2026. Bo, Luke, and ASHHRA Executive Director Jeremy Sadlier are back from the long weekend with a deliberately positive episode — three stories built to give you energy heading into the week.🏆 Healthcare Is Last in Recognition Culture — and the Fix Is FreeThe OC Tanner 2026 State of Employee Recognition Report (42,000 employees, ten countries) found healthcare at the bottom for recognition champions — leaders who actively build cultures of appreciation. The cost: employees at organizations with strong recognition cultures have four times greater odds of staying two-plus years and seven times greater odds of feeling belonging. Recognition also compounds — employees who work with recognition champions are three times more likely to recognize their own coworkers.Action: You don't need a platform to start. Walk down the hall and tell someone specifically what they did well today. Four times retention. Seven times belonging. That's the ROI on a 30-second conversation.🤖 AI Is Now Predicting Who's About to Quit — Before They Know It ThemselvesMount Sinai implemented predictive analytics flagging nurses at high attrition risk by analyzing absenteeism, overtime, survey responses, and workload patterns. Results: 17% reduction in voluntary nurse turnover and 15% reduction in burnout-related resignations. Health systems using these tools report 15–25% reductions in contingency labor costs and 10–18% improvements in nurse retention within two years.Action: You don't need Mount Sinai's stack to start. Pull your absenteeism and overtime data by unit — the patterns are already there. The barrier is data quality, manager trust, and readiness to act on what the data tells you.📊 The CEO Playbook: Three Bets Healthcare Leaders Are Making Right NowPwC, EY, and Witt Kiefer's 2026 healthcare outlooks converge on three moves: AI shifting from experiment to infrastructure (57% of health systems planning clinical AI investment, nearly tripling in two years), ambulatory care as the growth engine, and culture as a competitive retention strategy — not HR overhead. 98% of healthcare CEOs expect to pursue M&A or strategic alliances in the next 12 months.Action: Know your CEO's playbook and build your people strategy around it. Your mission is the recruiting advantage your competitors cannot replicate.Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.No directories. No bidding wars. Just trusted partners proven to perform.Visit AP3.info to learn more and get connected with a partner.News LinksStory 1 — O.C. Tanner: 2026 State of Employee RecognitionO.C. Tanner: Full 2026 State of Employee Recognition ReportBusinessWire: O.C. Tanner Releases the State of Employee Recognition 2026 ReportO.C. Tanner: Overview & Key Insights from the 2026 ReportO.C. Tanner: 5 Workplace Culture Trends for 2026Story 2 — AI Predictive Analytics & Workforce PlanningHealthTech Magazine: How Healthcare Organizations Can Benefit from Predictive Scheduling Systems (March 2026)Shiftmed: AI-Driven Predictive Staffing Analytics in HealthcareCWS Health: Using Predictive Analytics to Solve Healthcare Staffing ShortagesShiftmed: From Reactive to Proactive — Using AI and Analytics for Workforce OptimizationStory 3 — The CEO Playbook: Business Bets on HealthcarePwC: 2026 Healthcare Investment ThemesHIT Consultant: PwC 2026 Outlook — Health Services M&A Poised for Rebound as AI Becomes "Core Driver" of ValueEY: Healthcare Sector Outlook in 2026WittKieffer: Healthcare CEOs' Agenda — Top Priorities for 2026Fierce Healthcare: Key Trends That Will Shape Healthcare M&A Activity in 2026 Support the show
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    33 分
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