Workforce challenges remain one of the biggest pressures facing imaging departments, and a session at AHRA 2026 offered practical advice for leaders navigating recruitment, hiring, and retention in a competitive market.

Drawing on more than 30 years of hiring experience, Peggy Pust, assistant professor and program director at Westmoreland County Community College, emphasized that while healthcare remains a great field to enter, organizations continue to face staffing shortages, onboarding challenges, and changing workforce expectations. For many leaders, the lessons learned during the pandemic still apply today: resilience, flexibility, and the ability to adapt quickly are essential.

Every Staffing Decision Impacts Culture

Recruiting is about more than filling vacancies. Decisions around staffing models can significantly affect team dynamics, morale, and retention.

Leaders were encouraged to think carefully about factors such as:

• Hourly versus salaried positions.
• Local employees versus agency staff.
• Sign-on bonuses and incentive programs.
• Union and non-union workforce requirements.

Ultimately, staffing decisions should be evaluated not only for operational benefit but also for their impact on culture.

Your Reputation Is One of Your Best Recruiting Tools

One of the strongest messages from the session was that employer reputation matters.

Word-of-mouth remains a powerful driver of recruitment and retention. Organizations known for strong leadership, positive workplace culture, and high patient satisfaction often have an easier time attracting candidates.

Several effective recruitment strategies were highlighted:

• Employee referral programs.
• Student clinical affiliations.
• Career websites and organization webpages.
• Trade publications and local media.
• Social media outreach.
• Text-based communication with candidates.

Student affiliations were described as a valuable long-term talent pipeline, with clinical rotations often functioning as a two-year interview process. Students are certainly being evaluated by the department — but they're also evaluating whether they can envision a future there. The experience organizations provide today can directly influence tomorrow's hiring success.

Meet Candidates Where They Are

Today's workforce communicates differently than previous generations, and recruitment strategies need to evolve accordingly.

Peggy encouraged leaders to embrace digital-first communication methods, including texting, social media engagement, video resumes, and online content that showcases organizational culture. Many younger professionals expect these tools and may view them as more accessible than traditional recruiting channels.

The goal isn't to replace proven recruitment methods, but to expand them.

Most of the Hiring Process Happens Before the Interview

One striking statistic shared was that approximately 62% of the hiring process occurs before a candidate ever reaches the interview stage.

Activities such as sourcing, screening, searching, and assessment consume the majority of the effort involved in filling a position. In total, the average hiring process can take roughly 535 minutes — or nearly nine hours.

For imaging leaders, it’s important to understand that successful hiring begins long before the interview itself. Strong candidate sourcing and screening processes can improve outcomes and reduce costly hiring mistakes.

Interview Beyond Technical Skills

While clinical competency is essential, technical expertise alone does not predict long-term success.

Leaders were encouraged to evaluate candidates for commitment, attitude, customer service orientation, technical ability, and organizational fit.

Preparation also matters. Interviewers should eliminate distractions, create a professional environment, and use a consistent set of questions for every candidate.

Why Intention Matters

Hiring smarter and retaining longer starts with a deliberate approach to recruitment, interviewing, and employee engagement. When leaders focus on technical qualifications and organizational fit, they're better positioned to build strong teams that deliver exceptional patient care.

Special Thanks to Our Speaker

Peggy A. Pust, MBA, CRA, FAHRA
Assistant Professor/Program Director
Westmoreland County Community College