Perception and Awareness Among Students on Bridging the Employment Gap in Clinical Laboratory Sciences: A Single Center Experience

Author Type(s)

Faculty

Document Type

Abstract

Publication Date

11-2023

DOI

10.1093/ajcp/aqad150.179

Journal Title

American Journal of Clinical Pathology

Department

Pathology, Microbiology and Immunology

Abstract

Introduction/Objective

The clinical laboratories within hospitals across the United States are facing a critical and growing shortage of qualified laboratory personnel. Moreover, there has been a steady and alarming erosion in the number of students entering and graduating from medical laboratory training programs. The introduction of robotics in the clinical laboratory during the 1990’s sent the message that Medical /Clinical Technologist would have a reduced role and could, therefore be hired in fewer numbers. Programs closed and in time, resulted in personnel shortages.

With decreased awareness of the profession and increasing number of laboratory professionals retiring, it is essential to attract and retain young talents. We explored various methods used to attract students into the Clinical Laboratory Science profession. Methods/Case Report

This qualitative study was part of our New York Medical College Master’s in Clinical Laboratory Sciences (CLS) Program recruiting sessions conducted for the undergraduate students. Our goal was to recruit biology students with no career plan after graduation. The graduate school conducted virtual and on campus information sessions for the CLS program. A total of six sessions were conducted between 2021 and 2022. Trying to increase awareness, program brochures were sent to all local colleges that offered Bachelor of Science degrees.

Tours of a hospital clinical laboratories were also offered to students. Results (if a Case Study enter NA)

College biology and CLS students find the clinical laboratory sciences to be an interesting and exciting career prospect once they are introduced to this profession. Each session produced less than a 5% email interest among attendees. At least one applicant was received from each session. In further study, students who had entered the program in the last three years were surveyed. The majority discovered this career choice by meeting a CLS at work or through a friend or family member. A few developed an interest by seeing COVID information and a Google search for the medical laboratory science profession. Conclusion

Increasing the visibility of the program by educating students about CLS and the high demand for laboratory professionals with its concomitant high salary is essential for recruitment. After review of these results the individual technologist has been determined to be the best recruiter, having one who speaks proudly of a career, sharing the difference made in the daily diagnosis and treatment of patients is the best recruiting method.

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