How Internal Training Is Driving Recruitment, Retention, and Revenue in 2025
Webinar Recap: Lessons from a Leading Academic Healthcare System
Are you looking for proven ways to improve hiring, reduce turnover, and grow your bottom line? In a recent 2025 webinar, the Vice President of Talent Acquisition at one of the country’s largest academic health systems shared how their internal training programs are delivering measurable results across recruitment, retention, and revenue.
The health system operates more than 460 care locations and over 4,200 staffed beds. It remains one of Forbes’ Best Large Employers in 2025 and has achieved Magnet® Recognition for nursing excellence at seven of its hospitals, including its flagship facility in the Hudson Valley, for an unprecedented fifth consecutive term.
5 Key Takeaways From the 2025 Training Strategy
The VP, who has led talent strategy at major healthcare employers for more than two decades, outlined the organization's latest approaches in 2025:
- Strategic Training Alignment
Every internal training initiative is directly linked to broader workforce planning and revenue goals. Department leaders partner with HR to ensure programs meet staffing demands in high-need units. - Data-Driven Recruitment
To stay competitive, the team now integrates pay transparency benchmarks, AI screening tools, and pipeline-building campaigns tailored to Gen Z nurses and underrepresented groups. - Accelerated Time-to-Fill
Through role-specific onboarding tracks and predictive analytics, the system reduced its average time-to-fill from 42 to 23 days for inpatient nursing roles in early 2025. - Culture-First Internal Mobility
Instead of rigid credential filters, their hiring model now evaluates behavioral traits, teamwork skills, and mission alignment. Candidates are encouraged to move laterally across departments to develop cross-functional expertise. - Lunch-and-Learn Evaluations
One surprising tactic? Hosting informal “lunch and learns” that double as live candidate assessments, giving leaders real-time insight into communication skills, curiosity, and adaptability.
Why This Matters in 2025
With nurse turnover still averaging 16.4% nationally and replacement costs exceeding $61,000 per RN this year, healthcare organizations can't afford to rely on outdated hiring practices. Training and development are not just employee perks—they are now a strategic advantage.
Whether you're a recruiter, HR executive, or hospital leader, this conversation offers practical tools to modernize your approach in 2025.
Explore current job opportunities in healthcare: https://goodwork.world/explore-jobs
