Hiring in healthcare shapes more than staffing numbers. It directly affects patient care, team culture, and the long-term stability of an organization.

On a recent episode of Doc Talk, Sarah Blenner and Joanna Wiseman from the Monument Health Talent Acquisition Team shared what it takes to recruit for more than 1,200 different job types across western South Dakota. With approximately 5,700 caregivers and physicians employed throughout the system, their work supports every department from clinical care to operations.

From Bedside Nursing to Talent Strategy

Sarah Blenner’s career began in patient care.

“So I’m actually a nurse by trade,” Blenner said. She started at the bedside, later moved into nursing leadership, and eventually transitioned into talent acquisition.

Over time, she realized that helping others grow was what she enjoyed most.

“I think one thing that I really enjoyed about my nursing leadership role was really kind of helping people find their next and grow in their careers,” she said. “That’s something I get to do every single day, is help people find what is your next and how can you grow in a career at Monument Health?”

After nearly 29 years with the organization, her perspective is rooted in experience.

“I’ve never been bored. I’ve always found my next,” Blenner said.

That mindset influences how she approaches hiring. Rather than simply filling open positions, the focus remains on building sustainable careers within Monument Health.

Recruitment as a Specialized Discipline

Although many people view hiring as a standard HR responsibility, Blenner described it differently.

“We are the fun HR,” she said. “We get to present opportunities to everyone daily. We get to talk about growth opportunities. We get to talk about fun careers. It’s just fun every day.”

The Talent Acquisition Team includes 18 members who manage different parts of the recruitment lifecycle. Recruiters work directly with candidates. Sourcers seek out professionals who may not be actively job hunting. Onboarding specialists prepare new hires to begin smoothly in their roles.

Joanna Wiseman focuses specifically on recruitment marketing, blending communication strategy with workforce needs.

“When you’re trying to encourage someone to start a new career at a new place, it’s totally different,” Wiseman said. “Truly getting someone to convert to an application is the end all goal for my role specifically.”

Through digital platforms and targeted outreach, she ensures open positions reach qualified candidates efficiently.

“If they don’t know about it, nobody’s going to take advantage of it,” she said.

Competing in Today’s Healthcare Market

Healthcare hiring continues to present challenges nationwide.

“Healthcare is so competitive right now,” Wiseman said. “You could be a nurse and have the pick of the job wherever you want to go.”

While nursing roles remain in high demand, other technical positions are becoming increasingly critical. Radiology technologists, MRI technologists, and medical laboratory scientists are essential to delivering care.

Support roles also play a vital part.

“If you don’t have laundry services, there’s no patients in the bed,” Wiseman said.

For that reason, the team recruits for nearly every position except physicians and advanced practice providers. Attorneys, financial professionals, plant operations staff, environmental services workers, and food service employees all contribute to keeping the system running.

“We’re really kind of like a small town,” Blenner said.

The Importance of Cultural Alignment

Credentials alone do not determine hiring decisions. Alignment with the organization’s mission is equally important.

“We’re looking for the right people that align with our mission, vision and values,” Blenner said. “We are here to serve the community and take care of our patient populations.”

When a candidate does not fit one department, the conversation does not necessarily end.

“With there being so many different opportunities at Monument Health, you may not be a fit here, but maybe you’re fit here,” Blenner said.

Internal mobility remains a priority as well.

“We’re a resource to help them find that perfect next,” Wiseman said.

Advice for Candidates

Throughout the discussion, both leaders emphasized honesty during the hiring process.

“Be honest,” Blenner said. “If you have another opportunity somewhere else, just let us know.”

Clear communication allows both sides to move forward effectively.

Wiseman encouraged applicants to be transparent about scheduling and availability.

“You are interviewing us just as much as we are interviewing you,” she said. “You have to make sure that it’s the right fit for everyone to be successful.”

For those interested in healthcare but lacking certain credentials, options may still exist.

“We have different scholarships and different apprenticeship programs that can help them along the way in their healthcare journey,” Blenner said.

As healthcare continues to offer strong job security and long-term growth opportunities, Monument Health’s Talent Acquisition Team remains focused on connecting the right people with meaningful careers across western South Dakota.